Human Resources at SPC
Classification & Salary Schedule

A point system for determining faculty salaries was created. Upon determination of "points," the Director of Human Resources shall determine the proper placement within the appropriate salary range. The experience and education of newly hired faculty will be compared to those of current faculty to determine a salary similar to that of faculty with equivalent experience and education in the manner set forth below. Unless otherwise authorized by the President, the following criteria shall be used for determining the placement of faculty:
 

1. Outside experience	Points Per Year
a. Successful full-time teaching experience or related work experience in:
* accredited public or private universities, colleges, community/ junior colleges, schools, or	2
* appropriate related occupational or military experience (with documentation)	2
b. Successful part-time teaching experience or related work experience in:
* accredited public or private universities, colleges, community/ junior colleges, schools, or	1
* appropriate related occupational or military experience (with documentation)	1
2. Non-professional or unrelated work	0
3. Part-time, adjunct work or Percent of Load at SPC (less than 70%)	1
4. Percent of Load experience at SPC (70% or more)	2
5. Non-related, full-time, honorable military service to the U.S. (four years maximum)	1
6. The number of points per year for full-time experience at SPC is as follows:	1 for grade 1 2 for grade 2 2.5 for grade 3 3 for grade 4 *3.5 for grade 5
7. Credit is given for only the equivalent of one full-time job at a time.
8. Partial years of experience and part-time experience will be prorated.
9. Two part-time jobs can be equated to one full-time job.
10. The President may make exceptions to the placement of faculty based on the above points when a position has been determined to be "critical need."

*Credit may be given for high demand/specialized experience.

A salary increase will be processed according to 6Hx23-2.24 (CHANGE IN EMPLOYMENT GRADE FOR INSTRUCTIONAL PERSONNEL) to each instructional employee who has earned a minimum of 30 upper level or graduate semester hours since conferral of the Master’s degree, or 62 upper level or graduate semester hours, including a Master’s degree, since conferral of the Bachelor’s degree, providing:

Credit is earned from a standard institution as defined by the State Department of Education.

No correspondence credit is considered.

Courses are 3000 level or above.

The President shall have the authority to accept, in lieu of educational experience for salary purposes, an individual’s employment experience, which the President deems appropriately relates to the assignment to which the individual is to be appointed.

All newly employed instructional personnel with less than a Bachelor’s degree will be placed in the Associate’s degree grade.

Budgeted instructional staff who are assigned duties related to their current assignment at the College are to be paid at their current daily rate of pay on days when they are not on regular duty unless stipulated otherwise in this salary schedule. Attendance at graduation is considered to be a regular duty day. Acting full-time instructional personnel will be paid at the base of the appropriate pay grade.

When academic credentials of instructional staff change which merit a change in the grade, the Director of Human Resources shall determine if a new salary is appropriate as set forth herein. See the Faculty Points Matrix.

It is the employee’s responsibility to notify the Human Resources department in writing of any change in academic credentials and provide the appropriate transcript evidence. Upon verification by Human Resources of the transcript evidence and upon determination that a change in salary is appropriate, the employee shall be entitled to the new rate of pay retroactive to the date that written notification was received by the Human Resources department. See Rule: 6Hx23-2.24 - CHANGE IN EMPLOYMENT GRADE FOR INSTRUCTIONAL PERSONNEL

It is the responsibility of the faculty member to verify the accuracy of the Human Resources determination of his/her pay grade prior to the signing of the contract. Once a contract is signed by the employee it may not be modified to pay additional sums retroactively should it later be determined that the determination of pay grade was incorrect. Adjustments may only be made prospectively.

Last updated 21-Aug-2009