It is the intent of the college to maintain equity among newly hired employees and existing staff. The Vice President of Human Resources & Strategic Communications (in accordance with accepted classification and compensation practices and in conjunction with the appropriate Senior Level Administrator responsible for recommending the hiring of a career service or administrative & professional employee), will determine the placement of positions within the wage or salary range of the assigned job classification. The appropriate hiring managers, with direction from their Senior Level Administrator, will rely on established SPC compensation practices (including the Salary Calculator) to recommend wage or salary levels for employees hired, promoted and/or transferred. The recommendation shall be reviewed by Human Resources before the final offer is extended by the appropriate hiring manager. The College will attempt to hire those candidates who can uniquely contribute to the mission of the College or the College’s strategic initiatives.
The salaries of Administrative and Professional staff grade F and higher may be determined by negotiations within the appropriate salary range. The President’s salary is set by contract with the Board of Trustees.
A promotion is defined as a move of a qualified employee from one class of positions to a different class of positions having a higher pay grade that results from either an approved individual reclassification or a request for a transfer when the employee successfully competes for a higher vacant position. When a career service employee receives a promotion to another career service position pursuant to a transfer, that employee will be in a probationary status as per Board of Trustees rule.
A change in grade resulting from a college-wide classification study or an individual reclassification will not result in the employee being placed in a probationary status. The Vice President of Human Resources & Strategic Communications may at times seek the review/recommendation of an independent classification and compensation professional while also working closely with the appropriate Senior Level Administrator to determine the amount of pay increase, if any, within the new pay grade by considering prior job experience, market conditions, the number of years of experience of other employees within the same pay grade, and the qualifications required by the specific job description, unless otherwise authorized by the President or his designee.
A reduction in grade is defined as the move of an employee from one class of positions to a different class of positions having a lower pay grade. If an employee is reduced in grade as a result of action by the college, the employee shall be moved to the appropriate grade, but shall receive his/her present pay for the balance of the fiscal year. At the end of the fiscal year, the employee’s pay may be reviewed by the Vice President of Human Resources & Strategic Communications and the appropriate Senior Level Administrator to ensure that it remains within the salary range for the new grade level.
Employees receiving a reduction in grade at their own request or due to inability to perform the required work will be adjusted to a lower job classification and pay grade. The amount of pay reduction, if any, will be determined by the Vice President of Human Resources & Strategic Communications in conjunction with the appropriate Senior Level Administrator, and any pay reduction will become effective the date of the reduction in grade.
A lateral transfer is defined as the move of an employee from one class of positions to another class of positions having the same pay grade. It may include a move from one location to another. Employees are not entitled to receive a pay increase as a result of a lateral transfer, unless otherwise authorized by the President or his designee; However, the pay may be reviewed when the transfer is to a position substantially different in scope and minimum requirements from the position the employee is vacating.
Positions designated as Senior Management Service retirement are eligible for a benefit package that parallels that provided to State of Florida Senior Management Service employees to include payment for dependent health benefits, supplemental life insurance.
The President may, in exceptional, unusual or extenuating circumstances, authorize exceptions to any of the matters set forth above.
When faculty, administrative, professional and managerial, and career service employees reach the maximum wage or salary for their grades or transfer to positions where wages or salaries exceed the maximum for that classification, the wages or salaries may be red-lined (frozen). A wage or salary can only be increased when the wage or salary does not exceed the maximum for that grade, unless otherwise authorized by the President or his designee.
Employees in acting budgeted positions will be compensated at the base wage or salary for the appropriate grade, unless otherwise authorized by the President or his designee.
In certain circumstances the President or his designee may authorize purchase of uniforms and other protective clothing and equipment for designated employees.
Overtime compensation is paid to qualified employees for hours worked in excess of forty (40) hours within a workweek. Overtime must have the prior approval of the supervisor. Under exceptional circumstances, the supervisor may approve overtime retroactively. The overtime compensation rate is one and one-half (1-1/2) times the regular hourly rate of pay.
If a non-exempt career service employee is required to come back to perform emergency work for the college, the employee shall be paid for a minimum of four (4) hours and shall be compensated at one and one-half (1-1/2) the employee's regular hourly rate of pay. Emergency work is defined as a task which, because of its nature, must be performed during a time when employees would not normally be available for work.
Non-exempt career service budgeted employees who work on a date designated as a college holiday will be compensated one and one-half (1-1/2) times their regular pay in addition to pay for the holiday. Employees will receive compensation for a designated college holiday(s) so long as they work, or are on an approved leave of absence with pay, both the last workday prior to and the first workday after the holiday(s).
Wage or Salary Increase for Additional Responsibilities
(for Faculty, Administrative, Professional and Managerial, and Career Service Employees)
The President or his designee may approve a temporary wage or salary increase of up to and including ten (10) percent for an employee who is assuming the responsibilities of an unfilled position or of an employee who is absent from duty for an extended period of time. In order to qualify, the employee must assume substantial responsibilities of the absentee.
Third-shift differential applies to a schedule where the majority of standard work hours are after 7 p.m. Third-shift differential applies to specific hourly facilities positions only. E.G.: Custodians, maintenance workers, mechanical tradesworkers and security officers.
The third shift differential is $ .50 per hour.
The Board of Trustees normally considers wage and salary increases on an annual basis, and if an increase is granted, the action taken by the Board shall be deemed to be included in the Salary Schedule.
Increases in salary, wages and/or benefits as set forth in the annual budget and/or other action approved by the Board of Trustees are by reference incorporated herein and effective as of July 1st of the Board of Trustees fiscal year, subject only to the Board of Trustees implementation of said increases or delegation of the authority to the President to implement the said increases.
Last updated 07/08/2013