| |
Southwestern
Community College - Policies and Procedures Manual |
| Policy
Title: |
Staff
Salary Plan |
4.1 |
| Responsible
Division: |
Administrative Services |
|
| Date
Approved: |
October
1998 |
|
| |
| 1. |
Personnel
Salary Classification Categories
- Every full-time staff position filled will
be classified in one of the following categories:
| Senior
Administrator |
Office
Support |
| College
Administrator |
Professional |
| Program
Administrator |
Maintenance
Management |
| Technical
Support |
Maintenance
Support |
| Service
Support |
Technical Maintenance |
| Clerical
Support |
Custodial/Grounds
Maintenance |
|
| 2. |
Salary
Determination - Salary in each of
these categories is determined by:
| a. |
Establishing
a base salary for each category. |
| b. |
Developing
factors and their relevance to the base
salary. |
| c. |
Applying
a salary formula to apply to the base
salary. |
|
| 3. |
Base
Salary - Base salaries are developed
through the consideration of several factors
including equity with current employees in
similar positions and comparisons to regional
and state salaries for similar positions. |
| 4. |
Factors
- The factors used to develop the salary formula
are: |
| |
| a. |
Experience
- Past work experience will be accepted
if it is relevant to the position. Determination
for acceptance of past experience will
rest with the college. This will be
decided by the Director of Human Resources
and Facility Development and the appropriate
supervising Vice President/ Dean/ Director.
The college will accept up to eight
years of relevant experience. It is
allowed at the rate of one year for
one year experience. Experience gained
in part-time employment will be pro-rated.
Experience is formulated at 3% per year. |
| b. |
Education
- Is formal academic experience or degrees
beyond the high school level. Allowable
education is: defined and described
below. For credit to be granted as a
factor in the salary formula, the degree
must be awarded by a fully accredited
institution. Also, the degree or additional
education must be relevant to the position
as determined by the appropriate Vice
President/Dean. The salary plan does
not reward for two degrees at the same
level such as two bachelor degrees.
| Post
Secondary Diploma |
5
% |
| Associate
Degree |
10
% |
| Baccalaureate
Degree |
20
% |
| Masters
Degree |
30
% |
| Educational
Specialist |
35
% |
| Doctorate* |
40
% |
Education
factors will not be "capped"
at the level required for the position;
however, the salary plan only recognizes
education relevant to the position as
determined by the Executive Council.
* Doctorate - This education factor
refers to the attainment of a degree
normally considered the terminal degree
in the field. As examples, these may
include Doctor of Philosophy (Ph.D.),
Doctor of Education (Ed.D.), Juris
Doctor (J.D.), and Medical Doctor
(M.D.)
|
| c. |
Situational
Occurrences - An additional
factor may be included in rare instances.
When a particular skill is in such demand
that the supply of personnel in this
area makes it extremely difficult to
obtain such a person, a situational
occurrence factor may be used which
is a set dollar amount. This amount
is added to the total after the formula
is computed. Situational occurrence
adjustments must be approved by the
President. |
| d. |
Supplements
- In recognizing that additional
duties, responsibilities, projects and/or
assignments are sometimes necessary
to the mission and operation of the
college, the President may add a salary
supplement to an employee's salary.
The supplement is not considered in
calculating the base salary, but is
a fixed rate and in addition to the
total computed monthly salary. The supplement
shall cease when the additional duties,
responsibilities, projects and/or assignments
are completed or reassigned. |
|
|
|
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