COMPENSATION FOR FACULTY 

444.2.1       Purpose

The purpose of a compensation program is to ensure that faculty compensation is internally equitable and externally competitive within the financial capability of the College. 

444.2.2       Eligibility and Applicability

This procedure is applicable to all College faculty.  The District Governing Board has final approval for all compensation recommendations that affect the salary schedules.  The District Governing Board has final approval for all compensation changes to the contracts of regular, exempt employees.

444.2.3       Full-Time Faculty Salary Placement

All newly hired full-time faculty shall be paid according to the Full-Time Faculty Salary Schedule.  To determine the faculty member’s salary, all full-time faculty are initially placed on the Salary Schedule into columns and rows commensurate with their education and experience.  Columns are a function of education along with certain types of experience.  Rows are a function of years of full-time equivalent, post-secondary teaching experience.  Refer to the Full-Time Faculty Salary Schedule Placement Criteria Chart (below) for specific information.

444.2.4       Initial Faculty Salary Placement

Initial placement on the Salary Schedule will be determined according to the following criteria:

1. Highest related degree and/or graduate credits earned.  Related Associate’s degrees and Bachelor’s degrees are acceptable for faculty in occupational disciplines as defined in the College policies and procedures.  For initial placement purposes, graduate credit hours that were obtained beyond the number required for the Master’s degree will be given credit on the Salary Schedule on the following basis, as they relate to graduate credit hours that are directly related to the discipline being employed to teach:

A. One-to-one relationship for directly related graduate credit hours.

B. One-to-two relationship for indirectly related graduate credit hours.

C. No relationship (not counted) for non-related graduate credit hours.

2. Previous related teaching experience at educational institutions.  Fractions of years are rounded down to the nearest whole year.  Part-time teaching is pro-rated by credit hour for post-secondary, or month for other experience.  In no case will credit be given for more than one full-time equivalent postsecondary teaching year in any one fiscal year.  Credit for experience will be given on the following basis as it relates to post-secondary teaching experience:

A. One-to-one relationship for directly related post-secondary teaching experience.

B. One-to-two relationship for indirectly related post-secondary teaching experience.

C. One-to-two relationship for directly related secondary teaching experience.

D. One-to-two relationship for directly related teaching assistant or graduate assistant teaching experience.  (Non-teaching assistance is not counted.)

E. No relationship (not counted) for any other type of teaching experience.

3. Previous directly related occupational experience or directly related military service for faculty in occupational disciplines as defined in the College policies and procedures.  Years of full-time, post-secondary teaching experience are equated to years of directly related occupational experience or directly related military service as a one-to-two relationship.

4. Previous full-time equivalent, post-secondary teaching experience is required for placement into columns 4 and 5 on the Full-Time Faculty Salary Schedule Placement Criteria Chart.  The experience must be post-secondary teaching experience, either full-time or part-time as equated to full-time.

5. The Human Resources Director is responsible for final determinations of what constitutes direct and indirect experience for the purposes of salary placement.

FULL-TIME FACULTY SALARY SCHEDULE PLACEMENT CRITERIA CHART
	Column 1	Column 2	Column 3	Column 4	Column 5
MIN ED  (Assoc or Bachelor)	AA (or 64 semester hours)	BA	BA (in those fields where MA is not available) + 30 graduate semester hours	BA (in those fields where MA is not available) + 60 graduate semester hours
MIN EXP	5 years Occupational Exp. (teaching exp cannot be substituted)	3 years Occupational Exp. (teaching exp cannot be substituted)	3 Years Equivalent FT Teaching Exp.	6 Years Equivalent FT Teaching Exp.
MIN TCH EXP	0 Years FT Postsecondary Teaching Exp	0 Years FT Postsecondary Teaching Exp	0 Years FT Postsecondary Teaching Exp	3 Years FT Postsecondary Teaching Exp
Or
MIN ED  (Masters)		MA in field	MA in field	MA in field + 30 graduate semester hours	MA in field + 60 graduate semester hours
MIN EXP		0 Years Equivalent FT Teaching Exp.	3 Years Equivalent FT Teaching Exp.	6 Years Equivalent FT Teaching Exp.	6 Years Equivalent FT Teaching Exp.
MIN TCH EXP		0 Years FT Postsecondary Teaching Exp	0 Years FT Postsecondary Teaching Exp	3 Years FT Postsecondary Teaching Exp	6 Years FT Postsecondary Teaching Exp
Or
MIN ED  (Doctoral)			Doctorate	Doctorate	Doctorate
MIN EXP			0 Years Equivalent FT Teaching Exp.	3 Years Equivalent FT Teaching Exp.	6 Years Equivalent FT Teaching Exp.
MIN TCH EXP			0 Years FT Postsecondary Teaching Exp	3 Years FT Postsecondary Teaching Exp	6 Years FT Postsecondary Teaching Exp

444.2.5       Movement on the Full-Time Faculty Salary Schedule

After their initial salary placement, individual faculty will be moved down the rows (vertically) on the Salary Schedule for each year of full-time teaching experience they complete, up to the maximum number of rows in their column.

Faculty salaries will move into columns to the right (horizontally) upon obtaining the minimum qualifications for placement into the column, so long as the movement was planned and identified as a professional development goal in the faculty member’s previous annual performance evaluation.

Movement will occur annually at the start of the following contract period.

444.2.6 Changes to the Full-Time Faculty Salary Schedule

The Full-Time Faculty Salary Schedule will be compared annually to appropriate external salaries.  Annual adjustments to the Salary Schedule or any equity adjustments for faculty members are determined by the President and approved by the District Governing Board.

444.2.7       Full-Time Faculty Overload and Part-Time Faculty Compensation

All full-time faculty with overloads and part-time faculty shall be paid according to the Part-Time Faculty Salary Schedule.  The pay rates, or tiers, equate to prior teaching experience at Coconino Community College only.

            Tier 1:   0 to 59.99 load hours taught at CCC

            Tier 2:   60 to 119.99 load hours taught at CCC

            Tier 3:   120 + load hours taught at CCC             

444.2.8       Faculty Extra Pay for Additional Duties

Full-time and part-time faculty shall be paid for activities beyond their standard contractual duties.  The pay rate is approved annually by the District Governing Board. These activities may be for any professional, non-instructional or substitute teaching duties deemed necessary by the administration.

The College encourages faculty participation in activities outside their standard contractual duties.  The committee chair, authorizing department, or appropriate supervisor is responsible for determining the viability of faculty participation and allocating the necessary funds before recruiting faculty members for these activities.  The performance of extra faculty duties constitutes a temporary assignment, and requires adherence to the guidelines for Employment of College Personnel, Procedure 443.5.

444.2.9       Pay for Low Enrollment Courses

Supervision of students enrolled in all types of credit bearing low enrollment situations (independent study, low enrollment class, PLATO, etc.) will be paid at a rate equal to the rate of one-eighth of the total load per student per course load hour.

Low enrollment classes may be stacked or grouped together for the purposes of loading and compensation.

For additional information, see course loading procedure 470.2.

444.2.10      Web Course Development Pay

The development of web-based courses will be paid either through supplemental pay or release hours. Required tasks for web-course development have been divided into three phases.  Supplemental pay will be divided into three equal portions and paid after the completion of the tasks associate with each phase. 

Payment per phase or release hours will also differ based on the number of credit hours for the course being developed.  Specific pay amounts will be maintained by the Dean of Extended Learning.

	Phase I	Phase II	Phase III
Tasks for Phase	· Delineate Pedagogy · Develop Goals & Objectives · Develop Syllabus · Develop Lessons 1 & 2 · Submit to Editor · Complete Edited Changes	· Develop remainder of course lessons · Develop Course Schedule for Students · Submit to Editor · Complete Edited Changes	· Develop tests (mid term and final minimum) · Final modifications to Syllabus and all of lessons · Completed Edited Changes

444.2.11      Annual Compensation Adjustments

Salary schedules are recommended by the President and approved by the District Governing Board on an annual basis, and will be effective at the beginning of the subsequent fiscal year. The following are some guidelines that are used in determining appropriate salary schedule adjustments:

            1.         The Human Resources Director or designee will use current local, state, regional and national salary surveys to compare external competitiveness of the CCC salary ranges and the percent of deviation of benchmark positions from market positions.  This research will provide the basis of any recommendations for salary schedule adjustments.

            2.         Salary increases shall be given to employee groups (Full-time Faculty and Associate Faculty) and not to individual positions.

            3.         Full-time Faculty salary increases shall be based on the Full-time Faculty Salary Schedule.