COMPENSATION FOR STAFF  

 

444.3.1 Purpose

 

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

 

444.3.2 Eligibility and Applicability

 

This procedure is applicable to all College staff excluding the College President.  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 employees.

 

444.3.3 Regular Staff Salary Placement

 

All newly hired regular staff shall be paid according to the Regular Staff Salary Schedule.

 

444.3.4 Initial Placement

 

Regular staff are placed in a salary range which relates to the classification of their positions (refer to Classification, Procedure 444.1).  Initial placement on the salary range will be determined in accordance with the following:

 

1.       After the completion of the recruitment process for each position (refer to Procedure 443.2) the Human Resources Director or designee, in conjunction with the position's supervisor, will determine what experience the recommended candidate has that is directly or indirectly related to the vacant position.

 

2.       The recommended candidate's proposed salary is based on placement on the salary range at two percent above the range minimum for each year of directly related experience, and one percent above the range minimum for each year of indirectly related experience, not to exceed the range mid-point.  Related degrees that are higher than the minimum required degree for the position may be substituted for related experience.

 

3.       At the time of the completion of the Hiring Recommendation Form (refer to Procedure 443.2), the Human Resources Director or designee will ensure internal equity by comparing all of the positions in the same salary range prior to recommendation of the proposed salary to the supervisor.  In all instances where the proposed salary is higher than the salary of current employees, the Human Resources Director will provide documentation along with the Hiring Recommendation Form justifying this placement.

 

4.       The supervisor may request a different salary than the salary recommended by the Human Resources Director.  The supervisor must provide a written justification to the Human Resources Director supported by the appropriate levels of supervision, up to the appropriate Vice President explaining the extenuating circumstances that would warrant a different pay rate.  The Human Resources Director will evaluate the request to ensure that internal equity and consistency are maintained, and forward the supervisor's recommendation along with the Hiring Recommendation Form, and related documentation to the President.

 

5.       At the time of the job offer, any salary negotiation that is initiated by the candidate will be conducted through the Human Resources Director and the appropriate supervisor.  (Refer to Procedure 443.2.8.5 for more information regarding the job offer.)

 

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

 

7.       Exceptions to these guidelines require approval by the Human Resources Director and the President.

 

 

444.3.5 Effect of Reclassification on Compensation of Regular Staff

 

A supervisor may request that the Human Resources Department perform an audit of a position for possible reclassification.  A reclassification request must be approved by the appropriate Vice President or Dean, prior the Human Resources Department conducting a review.

 

All reclassifications are subject to District Governing Board approval.  Salary or classification changes associated with a reclassification are effective the date they are approved by the Board.

 

444.3.6 Reclassification to a Higher Level

 

A regular employee who is reclassified to a higher salary range will be placed in the range according to whichever salary is the greater of one of the following:

 

1.                   Initial placement into the new salary range based on the guidelines above, or

2.                   An additional five percent of the current salary added to the current salary, or

3.                   The current salary plus two percent added to any percentage increase that might be effective for the following fiscal year.

 

444.3.7 Reclassification to a Lower Level

 

A regular employee who is moved to a lower salary range through reclassification, except in the case of demotions, will be placed in the new lower salary range and retain the same previous salary including the annual salary increase.  In the event the new salary is greater than the maximum of the new lower salary range, then the new salary will be frozen until the maximum of the salary range exceeds that salary. 

 

In the case of reclassifications to lower levels that have been caused by demotions, then the previous salary will be reduced to the maximum of the new salary range.  Employees whose positions are reclassified to lower salary ranges through demotion are not eligible for the annual salary increase following the year in which the demotion occurs.

 

444.3.8 Reclassification to the Same Level

 

A regular employee who is reclassified to a different position but in the same salary range will have their salary reviewed according to initial placement procedures, market and equity factors.

 

444.3.9 Temporary Employees

 

All newly hired temporary employees shall be paid according to the Regular Staff Salary Ranges based on the level of assigned responsibilities.

 

444.3.10 Special Assignment Compensation

 

Temporary assignments of fewer than 30 days may be made without any change of compensation.  However, when it is necessary and desirable to effect a salary change, the special assignment must last a minimum of 30 days, but not more than one year.

 

A non-faculty, regular employee who is approved for a special assignment to a higher pay grade position than her/his current position may receive a salary increase based on the reclassification procedures above.  A regular, full-time faculty member who is approved for a special assignment to a non-faculty position may receive a salary increase based on the reclassification procedures above.

 

An employee must assume the majority of duties and responsibilities of the special assignment position classification in order to be eligible for a salary increase.  If the employee is to assume a lesser portion of the duties, a temporary equity salary adjustment may be given without acknowledging a classification change.  An employee who is assigned to special duty at the same or lower classification shall retain her/his present salary.

 

If an employee is special assigned to an employment classification that includes a higher rate of vacation accrual, the employee will receive the higher accrual rate for the duration of the special assignment.

 

When a special assignment has been completed, the employee will return to his/her former position and salary rate.  The employee should receive any annual salary increase for which he/she became eligible and was recommended for during the assignment, plus any other salary adjustments that may have been granted to all employees in that classification.

 

444.3.11 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 College’s 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 based on objective standards and in a non-discriminatory manner.

 

3.                   Regular Staff salary increases shall be in the form of a percentage increase, or a flat dollar amount increase, or a combination of the two methods.

 

4.                   Regular Staff salary increases to the annualized salary of each position shall be pro-rated by the Full-Time Equivalency (hours worked per week) and the numbers of months worked per year.

 

5.                   Approved raises will be effective on July 1st of each fiscal year.  Employee’s hired within the twelve months prior to the raise will receive the raise, as follows: 

 

·         Employee’s hired between July 1st and December 31st of the previous fiscal year shall receive 100% of the raise.

·         Employee’s hired on or after January 1st of the previous fiscal year shall receive 50% of the raise.