Guideline 4-2: Compensation and Salary Schedule
The District has established a compensation program for each employee classification. The Chancellor, with the assistance of the Vice Chancellor of Human Resources, maintains salary schedules competitive with similar institutions statewide. All positions at the college are assigned to a Band with a salary range indicating a minimum and maximum salary. The salary ranges within a band are reviewed and adjusted as appropriate to reflect target markets identified by the college. For faculty, the Board is committed to a salary structure that is competitive at the seventy-fifth percentile with other community colleges of similar size within the state.
Employees' salaries are "placed" on the salary schedule according to increments or "steps". Once a new employee's salary is determined by placement on a band and step or current employee's salaries are calculated using the assigned band and placement on a step, future raises and increases in salary are solely determined by action of the Board of Trustees. The one exception being band changes due to changes in education levels in the faculty (explained further below).
Initial Salary Placement (for new employees)
Administrators – A President or Vice-Chancellor may recommend the employment of an administrator at a salary up to the first quartile of the range based on outstanding qualifications, experience or credentials. Professional non-teaching – up to 10% over the minimum for the band assigned. Consideration of salary offer above 10%, based on outstanding qualifications, experience or credentials, must be requested by a president or vice-chancellor and confirmed by human resources. Skilled Craft / Classified staff - up to 10% over the minimum for the band assigned with outstanding qualifications, experience, or credentials. Consideration of salary offer above 10%, based on exceptional qualifications, experience or credentials, must be requested by a director or vice-chancellor and confirmed by human resources.
"Exceptions must have the approval of both the campus President and the Chancellor*
An employee who applies for and receives a job classification that has a higher classification than their current classification may receive the same consideration for salary placement as a new employee in (1.) above. In most cases the employee will receive a 7% increase or placement on step one of the new band, whichever is greater, but no more than the maximum salary approved for the new band. In the event the employee's current salary exceeds the maximum of the new band, there will be no increase in pay. *
Applying for and receiving a job with a lower classification and/or voluntary transfer to a position with a lower classification
An employee who applies for and receives a job classification that has a lower classification than their current classification or voluntarily transfers to a position with a lower classification will receive a 7 % decrease in salary and placement on the new band. In the event the employee's current salary exceeds the maximum of the new band, the employee will receive only the maximum for the new band.
Applying for and receiving a job with the same classification
Employees who apply for and receive a job with the same classification as their current classification (a lateral move) will retain their current salary and benefits regardless of the location of the new position in the District.
An employee not employed under contract (at-will) and reassigned to a position with a lower classification than their current classification as a result of reorganization, will have their salary adjusted to the new classification at the beginning of the effective date of the reorganization. For employees working under a contract and subsequently reassigned to a position with a higher or lower classification, the salary adjustment will not occur until the end of their contract. The applicable guidelines in 2, 3 and 4 (above) will be used in salary calculations in reorganization. In no case will the new salary exceed the maximum salary for the new band.
Reclassifications, in general, are accomplished during one fiscal year (generally June, July and August) to be effective on September 1 of the subsequent fiscal year as part of a college wide classification review. Reclassifications are considered only at the initiation of the Executive Council. An employee whose position is reclassified to a new band with a higher classification will receive a 7% increase or the minimum salary of the new band, whichever is greater. This is in lieu of any Board approved raise. In the event the employee's current salary exceeds the maximum of the new band, there will be no increase in pay. Employees whose position is reclassified to a band with a lower classification than their current classification will have their salary adjusted using guidelines 2, 3 or 4, effective the beginning of the new fiscal year.
Salary schedules and bands may be realigned at the beginning of a fiscal year to address market trends for certain job categories. Employees whose pay band is realigned to a higher band for market reasons will receive the board approved raise for that year or placement on the first step of the new band, whichever is greater. In the event the employee’s current salary exceeds the maximum of the new band, there will be no increase in pay.
Raises (Increase in salary within a band)
Raises are typically approved by the Board of Trustees once a year and are effective September 1 of the subsequent fiscal year. Employees with a hire date of March 1 and after of a fiscal year will not be eligible for a raise on September 1 of the immediate subsequent year. Raises are calculated on the August 31 salary of the preceding fiscal year. In the event the employee’s current salary exceeds the maximum of their band, there will be no raise.
*Only Human Resources is authorized to make a salary offer.
Faculty Related Salary Issues
New faculty salaries will be calculated commensurate with education and experience. Faculty who acquire education levels that result in movement to a new band, will receive the appropriate salary for the new band at the same step (or the step the faculty member’s salary just passed if the salary is not on a step). In the event the current salary exceeds the maximum for the new band, there will be no increase in pay. Adjustments of this nature will be made in January and September only. It is the responsibility of the faculty member to confirm that they are placed on the correct band for education level.
Faculty promoted to an administrative or other non-teaching position will receive a 7% increase or placement on step one of the new band, whichever is greater. In the event the employee's current salary exceeds the maximum of the new band, there will be no increase in pay.*
Administrators or other non-teaching employees who apply for and receive a faculty position will receive pay appropriate for their education and teaching experience. Contracted employees reassigned to a faculty position will receive their salary for the duration of their contract, after which time salary will be calculated appropriate for education and experience.
Faculty salaries are based on the salary schedule adopted by the Board of Trustees and published annually by Human Resources. Salaries are based on the faculty members education level as follows: (1) Bachelor's or equivalent, (2) Master's degree, (3) Master's degree plus 18 graduate hours, (4) Master's degree plus 36 graduate hours, (5) all but the dissertation and (6) earned Doctorate. Adjustments to faculty salary due to a change in education level are made two times per academic year, at the beginning of the fall semester and spring semesters, according to payroll deadlines. Faculty may receive credit for graduate level coursework completed above the master's degree in accordance with the applicable provisions below.
Faculty desiring to qualify certain coursework for salary increments must submit a completed "Coursework Approval Form" to the Vice President of Instruction, preferably in advance of enrollment. Faculty must also arrange for official transcripts verifying completion of qualified coursework to be sent to the Human Resources Office, as applicable.
Faculty may receive credit towards salary increments for up to 36 graduate semester hours above the Master's degree in the teaching field without verifying that the coursework is applicable toward a doctorate degree.
A faculty member may receive credit toward salary increments for graduate credits above the Master's degree but out of the teaching field; provided that (a) the coursework is in a related field, and (b) there is no graduate coursework practically available in the teaching field. Credit for salary increments under this provision will be made up to and including the earned doctorate.
Documentation verifying the applicability of all coursework for hours in excess of the 36 graduate hours above the Master's degree must be submitted to and approved by the Vice President of Instruction in order for the coursework to qualify for salary increments. A degree plan from the institution attended will satisfy this requirement.
All credit applicable toward salary increments must be earned from regionally accredited, degree granting institutions of post-secondary education in the United States and its outlying areas which meet the traditional U.S. Department of Education eligibility requirements. Degrees or courses from foreign institutions may be accepted on a case by case basis and must be evaluated by a recognized credential evaluation agency.
(Re: Policy IV-E-1; Board of Trustees Policy Manual)