Employee Lifecycle

Discover the full spectrum of your professional growth with our Employee Lifecycle portal. From onboarding to development, performance, and beyond, we've crafted a comprehensive resource hub to support you at every stage. Explore tools, insights, and opportunities designed to enhance your career experience and foster success. At A&S, we believe in nurturing talent from day one to retirement. Join us on this transformative journey!

Employee concerns should be brought to the attention of Arts & Sciences’ Human Resources team (EVP-HR) initially to determine the next course of action. For administrative personnel, employee concerns should be routed to  [email protected]For academic personnel, contact Joseph Werst ([email protected]) and Pamela Tan ([email protected]).

The following resources may be helpful for addressing employment related issues:

The Ombuds Office offers a safe place for any member of the Columbia community to discuss workplace issues, interpersonal conflict, academic concerns, bureaucratic runarounds, and many other problems. Discussions are kept confidential, and the office is not a part of any formal University process. No sides are taken in disputes and the office operates independently of the Columbia administration, reporting only to the president.

The Office of Equal Opportunity and Affirmative Action (EOAA) has overall responsibility for the management of the University’s Student Policies and Procedures on Discrimination and Harassment and the Employment Policies and Procedures on Discrimination and Harassment.

University policies are listed on the Human Resources website.

For more information and guidance on managing employee concerns – including Employee and Labor Relations, Performance Management and Appraisal, Probationary Period, Probationary Performance Evaluation, Grievance Procedure and Discipline review the HR Manager Toolkit and contact [email protected]

The office of the Executive Vice President Human Resource team (EVP_HR) is committed to supporting Arts & Sciences (A&S) departments, centers, institutes, and programs with their Leave Management needs. To meet the needs of this diverse population, EVP-HR facilitates the Leave Management process alongside the Leave Management office. The Leave Management office must review and approve medical leave requests, including reasonable accommodations, maternity leaves, paid family leaves (PFL), and all other leave management requests (except personal Leaves). If you or your employee(s) are interested in a leave or a reasonable accommodation, please contact our office to initiate the process. Please note that there is no accrual of vacation, personal, or holiday time during an extended leave of absence (30 calendar days or longer).

Feel free to review Leave Policies so you know the available resources and steps needed to initiate these types of requests. Additional resources are available below for your reference and review:


Human Resources:  

Human Resources Manual:

Salary Forms:

Performance Management Forms:


Clearing suspense can be the result of one or both of the following:

  • No combo code assigned during new hire process
  • Reallocation of funds due to a lapse of funding on a current grant (All Sponsored Projects must be reallocated every fiscal year.)
  • Both are occurrences the DAAF or Business Mgr should be aware and conscience of

 QRG Clearing Suspense (PDF) 

Salary Reallocation can be the result of one or both of the following:

  • Reallocation of funds due to a lapse of funding on a current grant
  • Reallocating of funding in regards to percentage
  • Both are occurrence the DAAF or Business Mgr should be aware and conscience of

QRG A Salary Reallocation (PDF)

A cost transfer is needed to clear suspense, reallocate percentages or combo codes charged for an employee’s earnings retroactively.

QRG A Cost Transfer (PDF)

Add comps are made for many reasons, and can be paid all in one pay period or be spread out over multiple pay periods. These payments can be paid to employees both within the administrative department and to employees in another administrative department and are processed via PAC. Reasons for paying an add comp include:

  • Extra pay for additional duties performed
  • Special one-time payments
  • Ongoing clinical payments of varying types

Before processing any Add Comps in PAC, please send the Add Comp Tracker along with a detailed justification to the A&S HR Team for approval.

Add Comp Tracker

Columbia University also has an Open Enrollment period and you can Make Changes to Your Benefits starting on October 31st through November 18th every year (you will get a reminder), and the changes will become effective on January 1st of the following year.  However, if there is a change in family status, you can make changes at any time.  There are also voluntary benefits for which you can enroll and/or make changes at any time.

Contact information for our Benefits Team is below:


Phone: 212-851-7000

Monday -Friday, 9AM-4PM EST

As we bid farewell to valued members of our team, we understand that transitions are an integral part of professional journeys. This Offboarding Guide is designed to ensure a smooth and positive departure for both departing employees and the teams they've contributed to.

Within this guide, you'll find comprehensive resources covering the exit process, finalizing tasks, and transitioning responsibilities. We're committed to supporting you through this transition and maintaining positive connections beyond your time with us.

For departing employees: Navigate the exit process with ease, access important documentation, and find guidance on tying up loose ends. Click here to complete our exit interview questionnaire. 

For managers: Discover insights and best practices on facilitating a seamless transition for departing team members, ensuring a smooth handover of responsibilities.

We appreciate the contributions of every individual who has been part of our journey, and we wish you continued success in your future endeavors. Thank you for being an integral part of our team.