The Vice President of Human Resources & Public Affairs (in conjunction with the appropriate Cabinet member who is responsible for recommending the hiring of a career service or administrative, professional, and managerial employee), will determine the placement of the employee within the wage or salary range of the assigned job classification.

It is the intent of the college to maintain equity among newly hired employees and existing staff. For career service, administrative, professional, and managerial employees, this will be accomplished by considering market conditions, prior job experience, and the qualifications required by the specific job description, unless otherwise authorized by the President.  Qualifications listed in a position description are used as a guideline to hiring.  Other qualifications may be considered where there is a strong indirect or related experiential record that would reasonably relate to the candidate’s ability to perform the duties of the position.  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 E 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 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 & Public Affairs, in conjunction with the appropriate Cabinet member, will 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. Employees are not eligible for more than one promotion per fiscal year, unless otherwise authorized by the President.

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 shall be reviewed by the Vice President of Human Resources & Public Affairs and the appropriate Cabinet member to ensure that it remains within the salary range for the new grade level.

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 will 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.

The college provides a number of benefits in addition to salary to comprise total compensation. However, a person employed in a budgeted part-time position will be responsible for paying at least half the premium for individual health and dental insurance coverage. Spouse and family coverage would also be additional. However, employees in budgeted part-time positions prior to November 21, 1995, shall be entitled to receive individual health coverage as if they were full-time employees. A budgeted part-time position, as defined by Board of Trustees’ rule, is one that is at least 20 hours per week but less than 37.5 hours per week and is an officially adopted, budgeted position.

Employees in acting budgeted positions will be compensated at the base wage or salary for the appropriate grade, unless otherwise authorized by the President.

In certain circumstances the President may authorize purchase of uniforms and other protective clothing and equipment for designated employees.

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.  Any hours worked in excess of forty (40) during the week 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).

To calculate the training and experience of applicants for employment, or employees for promotion, related college credit may be considered on a year for year basis. Related college credit is interpreted to mean that the major emphasis of the acquired thirty (30) semester hours or equivalent for a year shall be related to the duties and responsibilities of the position for which the applicant or employee is being considered.

The President 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 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.

However, should the Board, at its sole discretion, determine that it is necessary for the continued financial operation of the College to reduce the wage or salary of employees, such may be reduced during the fiscal year by an amount not to exceed ten percent (10%) annually of the stated wage or salary on the date of the reduction.  There shall be no reduction which exceeds ten percent (10%) in each fiscal year. This shall apply to all classifications of budgeted employees, including Career Service, as well as A&P and faculty personnel with one-year contracts, two-year contracts and/or continuing contracts.

Last updated 07-Jun-2010