PROCEDURE COMPENSATION PLAN FOR UNCLASSIFIED FACULTY PERSONNEL

Transcription

1

2 Attachment No. 1 Page 1 of 11 NUMBER: PAGE: 1 of 11 TITLE: POLICY REFERENCE NUMBER: DIVISION OF RESPONSIBILITY: COMPENSATION PLAN FOR UNCLASSIFIED FACULTY PERSONNEL Human Resource Services DATE OF LAST REVISION: May 7, 2015 DISCLAIMER PURSUANT TO SECTION OF THE CODE OF LAWS OF SC, AS AMENDED, THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE SC STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION / THE SC TECHNICAL COLLEGE SYSTEM. THE STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION/THE SC TECHNICAL COLLEGE SYSTEM RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT. Faculty includes all college personnel whose primary responsibility is direct classroom instruction or a combination of instructional, supervisory and/or management responsibilities in direct support of instruction. Professional librarians are considered to be faculty and are subject to the provisions of this procedure. It is expected that each college will develop internal policies, procedures, or guidelines detailing how the college will administer the employment, classification, and compensation for faculty personnel in keeping with this procedure. I. CLASSIFICATION ACTIONS The South Carolina Budget and Control Board Human Resources Division (HRD) delegates authority for classification actions to the System/college presidents upon written agreement. Date of Last Review: May 7, 2015

3 Attachment No. 1 Page 2 of 11 NUMBER: PAGE: 2 of 11 All delegated classification actions are subject to audit by the HRD. The HRD reserves the right to revoke parts or all rights of delegated authority from an individual college based upon audits that reveal deficient areas. Classification actions shall be accomplished through the use of a position description form. All proposed classification actions shall be reviewed by college human resources staff to ensure that classification actions are sufficiently justified, documented, and in compliance with all applicable procedures. An updated organizational chart illustrating the position's reporting relationships within the institution shall be prepared and maintained. The number of teaching and/or supervisory/management faculty positions will vary among the colleges based on the organizational structure, number of students and disciplines taught, and the teaching/work loads assigned to faculty. The college president shall determine the optimum structure based on these factors and the resources available to the institution. II. MINIMUM REQUIREMENTS Faculty (including librarians) The South Carolina Technical College System (SCTCS) employs competent faculty members qualified to accomplish the mission and goals of the System 1. When determining acceptable qualifications of its faculty, a college gives primary consideration to the highest earned degree in the discipline in accordance with the Southern Association of College and Schools Commission on Colleges (SACSCOC) guidelines. The college also considers competence, effectiveness, and capacity including, as appropriate, undergraduate and graduate degrees, related work experiences, professional licensure and certifications, honors and awards, continuous documented excellence in teaching, or other demonstrated competencies and achievements that contribute to effective teaching and student learning outcomes. For all cases, the college is responsible for justifying and documenting the qualifications of its faculty. Applicants considered for employment in faculty positions within the SCTCS must meet the minimum training and experience guidelines of the SACSCOC, as well as any additional certification, licensure, training and/or experience required by other accrediting bodies as applicable. Discipline specific guidelines can be found in the unclassified position specifications. 1 Adapted from The Principles of Accreditation: Foundation for Quality Enhancement, Section Southern Association of Colleges and Schools, Commission on Colleges. 2010

4 Attachment No. 1 Page 3 of 11 NUMBER: PAGE: 3 of 11 III. CONDITIONS OF EMPLOYMENT A. Initial faculty appointments shall be in probationary employment status for two full academic years duration. Two full academic years duration shall equal seventyeight (78) weeks. 2 Each week worked during the fall and spring semesters shall count towards the attainment of covered status. The weeks worked during the summer term(s) do not count. Whether a faculty member does or does not work during the summer term(s) has no effect on the attainment of covered status. If the employee has covered status and is promoted, demoted, reclassified, reassigned or transferred into a faculty position, he/she will serve a six (6) months trial period. B. Appointments to faculty positions with supervisory and/or management responsibilities are at the discretion of the college president. Such appointments shall be continually assessed and evaluated and are renewable on an annual basis. Changes/rotations in appointments are normally made at the beginning of each academic year. However, when institutional needs dictate, appointments may be changed at any time with at least a thirty (30) calendar day written notice provided to the impacted faculty member(s). In such cases, the faculty member may be transferred to another faculty position and any pay supplement or reduction of normal teaching load will be discontinued or adjusted as appropriate at the end of the notice period. Serious infractions of institutional or state policies, failure to meet established standards or other documented cause may result in immediate removal from the position or other disciplinary action up to and including termination of employment. C. Faculty shall be employed either full-time or part-time for the thirty-nine (39) week academic term. Additional compensation may be paid for teaching or other instructional related duties performed during any period beyond the basic thirty-nine (39) week employment period. Compensation for additional periods of employment may be up to (1/39th) of the full-time equivalent thirty-nine (39) week salary for each full week worked. IV. ANNUAL SALARY MAXIMUM 2 Not to exceed twenty-four (24) months from the date of hire.

5 Attachment No. 1 Page 4 of 11 NUMBER: PAGE: 4 of 11 The maximum annual salary for faculty positions is indexed at eighty-five percent (85%) of the maximum salary for Group I Senior Vice Presidents. The maximum salary will normally be updated annually and distributed with the SCTCS Fiscal Year Salary Increase Guidelines. V. SALARY ACTIONS The HRD delegates authority for pay actions to the college presidents. All proposed pay actions shall be reviewed by System Office/college human resources staff to ensure that requested pay actions are sufficiently justified, documented, and in compliance with all applicable procedures. All delegated pay actions are subject to audit by HRD. The HRD reserves the right to revoke parts or all rights of delegated authority from an individual college based upon audits that reveal deficient areas. The System Office shall serve as the college s liaison/facilitator for non-delegated pay actions with HRD. Non-delegated pay actions must be submitted through the college's human resources office to the System Office for review and evaluation prior to submission to HRD for consideration. The South Carolina Constitution restricts any retroactive payment of salary increases. Therefore, approval of requested pay actions must be accomplished prior to the desired effective date of the action. It is expected that each college will develop internal policies, procedures, or guidelines stating how the college s pay plan will be administered in keeping with the procedure. A. SETTING OF APPOINTMENT SALARY 1. New Hires The college president is responsible and accountable for setting faculty salaries at an appropriate and equitable level up to the faculty maximum salary. The establishment of an initial appointment salary shall be determined by the extent to which the individual's education and related work experience exceeds the required position qualifications, market conditions and salary equity. This salary analysis must be documented for the purpose of providing a sound basis to support the approval of the respective appointment salary. The analysis will include the following factors listed in order of consideration:

6 Attachment No. 1 Page 5 of 11 NUMBER: PAGE: 5 of 11 a) internal equity among similarly qualified faculty within the respective teaching discipline or related discipline, b) documented external market conditions, c) budgetary considerations, and d) other relevant factors. 2. Current State Employee a) Faculty Reassignment (movement from one college to another) A faculty member moving from one faculty position to another similarly situated faculty position within the SCTCS will not normally be eligible to receive an increase in base pay upon reassignment. (Please refer to Section V., Paragraph C. 2. d. on page 9 of this procedure which addresses the awarding of Substantial Additional Job Duties and/or Broader Responsibilities). Additionally, a faculty member who has received a cost of living increase for a fiscal year and then moves to another college in a faculty position is not eligible to receive a second cost of living increase in that fiscal year at the new institution. b) Promotion, Demotion or Transfer Appointments If the successful candidate is currently employed in a full time equivalent (FTE) position within state government, excluding those persons currently serving in faculty positions within the SCTCS, in addition to the requirements of Section A.1. above, the appropriate promotion, demotion or transfer appointment provisions of the State Human Resources Regulations will apply. (Note: Faculty members are not normally eligible to receive a base pay increase when accepting assignment to another similarly situated faculty position within the SCTCS [Please refer to Paragraph A. 2. a. above].) c) Movement from a Classified Position to a Faculty Position (within the SCTCS or from another agency) When an employee moves from a classified position to a faculty position the annualized salary may be increased up to the maximum of the faculty pay range if the increase does not create an internal equity issue.

7 Attachment No. 1 Page 6 of 11 NUMBER: PAGE: 6 of 11 B. TEACHING LOAD REDUCTION/PAY SUPPLEMENT Faculty members may be authorized a reduction in the normal teaching load and/or may be eligible to receive a pay supplement resulting from his/her assignment to a position having supervisory and/or management responsibilities. Each college shall develop an institutional plan for the specific administration of teaching load reductions and awarding of monthly pay supplements. C. SALARY INCREASES Faculty members are eligible to receive salary increases in keeping with the annual provisions of the HRD fiscal year policies, SBTCE fiscal year salary increase guidelines, and the college's Employee Salary Increase Plan and/or internal policies, procedures, or guidelines. Colleges must insure that funds are available to implement any proposed salary increase. No increase will be awarded which will cause a faculty member's annualized base salary to exceed the faculty salary maximum. All salary increases must be awarded within the base 39-week period. 1. Legislated Increases Effective no earlier than the beginning of the college's academic year (fall term), the awarding of an annual salary increase to faculty members is accomplished through broad guidelines normally promulgated by the System President in keeping with the General Appropriations Act and policies set forth by the State Budget and Control Board. Colleges will be afforded maximum flexibility, based upon their individual funding capabilities, to utilize a consistent application of allowable compensable factors for awarding salary increases to all similarly situated faculty members. It is recommended that each college prepare an employee salary increase plan to distribute available salary increase funds to individual faculty members. 2. In-Range Salary Increases a. Additional Skills/Knowledge Increase. Faculty members, after initial appointment, may be eligible to receive an additional skills or knowledge increase in keeping with college guidelines that assure that all similarly situated employees are treated consistently and equitably.

8 Attachment No. 1 Page 7 of 11 NUMBER: PAGE: 7 of 11 1) Faculty members who receive approval in writing from appropriate college management to pursue the attainment of a bachelor's, master's, or specialist's degree in his/her assigned teaching disciplines from accredited institutions may be eligible to receive an increase upon the completion of the degree.. (Note: a faculty member is eligible to receive compensation for only one (1) master's degree except in those instances where the attainment of additional master s degrees is relevant to the faculty member s teaching assignment). In disciplines for which no discipline specific master's program exists (i.e., industrial technologies, some health sciences), the attainment of a related master's (including a teaching degree), can qualify for a salary increase provided the faculty member and the college agree in advance of the receipt of the award. Faculty receiving approval in writing from appropriate college management to pursue the attainment of a doctoral degree in his/her assigned teaching disciplines from accredited institutions may be eligible to receive an increase upon the completion of the degree. Such increases are awarded at the discretion of the president or designee provided such increase does not place the faculty member's salary above the faculty pay range and the increase does not create an internal equity issue. 2) Faculty members who receive approval in writing from appropriate college management to pursue the attainment of certain nationally recognized professional certifications may be eligible to receive an increase upon completion of the certification. Such increases are awarded at the discretion of the college president or designee provided such increase does not place the faculty member's salary above the faculty pay range and the increase does not create an internal equity issue b. Performance Increase. College presidents may recognize and reward faculty members in FTE positions whose exceptional performance contributes to the achievement of the college s mission, goals, and objectives. Each college shall: 1) establish internal procedures for the administration of a performance increase program, 2) identify specific exceptional performance rationale, 3) determine the amount of increase to be awarded, and

9 Attachment No. 1 Page 8 of 11 NUMBER: PAGE: 8 of 11 4) designate resources within their existing budget to adequately fund the awarding of performance increases. While an official performance appraisal is not required, the granting of a performance increase may be based upon performance related criteria. No increase can be awarded which will cause faculty member s base salary to exceed the faculty maximum salary. c. Retention Increase. College presidents wishing to retain the services of a faculty member in his/her current position may consider awarding an increase for the purposes of retention provided such increase does not place the faculty member s salary above the faculty pay range and the increase does not create an internal equity issue. In order to grant a retention increase a bona fide job offer that has been verified and documented by the college must come from another employer, either within (excluding SCTCS) or outside of state government. College presidents may offer increases up to 15% if the bona fide job offer is from another state agency. If the bona fide job offer is from an employer outside of state government, college presidents may offer increases up to the maximum of the faculty pay range. A faculty member shall receive no more than one (1) retention increase in a twelve (12) month period. d. Additional Job Duties/Responsibilities Increase. College presidents may grant an increase when a faculty member is assigned substantial additional job duties and/or broader responsibilities not inclusive of a faculty member s core duties and/or responsibilities. These core duties and/or responsibilities include but are not limited to the following: 1) Instructional Development - developing and maintaining course documentation; reviewing and selecting text books for courses in subject area; maintaining audio-visual and/or other materials for courses taught through any medium; being organized and well prepared for class; scheduling of class and lab time effectively. 2) Teaching Performance - providing students with course syllabus, grading/attendance policy, and other relevant information in a timely

10 Attachment No. 1 Page 9 of 11 NUMBER: PAGE: 9 of 11 manner; relating instructional materials, discussions and other course activities to course objectives; demonstrating effective interaction skills; using practical examples and illustrations; pacing the instruction over the semester; providing students with timely tests; returning test results in a timely manner; relating tests to course objectives; following acceptable department and college grading policies. In addition, the faculty member shall, at least annually, participate in conducting a college student evaluation of at least one section of every course he/she teaches. 3) Student Advisement - maintaining required office hours; publicizing office hours and availability; referring students to other persons for appropriate assistance; maintaining appropriate records; meeting with students in a timely manner; displaying sensitivity to students' needs and problems. 4) College and/or Community Service - assisting with recruitment as required; assisting with job/transfer placement or recommendations as required; cooperating with or participating in projects/activities of other instructional and support areas in fulfillment of the colleges' mission; serving effectively on college/community committees. 5) Instructional Management - submitting reports in a timely manner; arranging physical environment as much as possible for effective learning; adhering to class schedules; providing effective classroom/lab supervisors; maintaining accurate records; providing disciplinary action where appropriate. 6) Professional Development developing an annual professional development plan in conjunction with supervisor; attending courses/seminars/workshops as required or planned; writing manuscripts or presenting papers at conferences, etc.; doing research projects in subject field. A faculty member's salary may be increased for the recognition of the additional job duties and/or responsibilities, provided such increase does not place the faculty member's salary above the faculty pay range and the increase does not create an internal equity issue.

11 Attachment No. 1 Page 10 of 11 NUMBER: PAGE: 10 of 11 In the event the additional job duties and/or responsibilities be taken away from the faculty member within six (6) months of the date that the salary increase is awarded, the salary may be reduced up to the amount of the additional job duties and/or responsibilities increase. D. SPECIAL SALARY ADJUSTMENT. College presidents may consider awarding an increase for documented cases of substantial salary inequity among similarly situated faculty. Comparisons shall be made with those internal and/or external positions/faculty having similar functional responsibilities, authority, and accountability. Documentation for awarding a salary adjustment must include a comparable analysis demonstrating the existence of a substantial salary inequity. E. TEMPORARY SALARY ADJUSTMENT College presidents may consider awarding a temporary salary adjustment for faculty in FTE positions to compensate for time limited situations such as assuming additional job duties and/or responsibilities not performed in his/her primary position. Normally, the specified period of time will not exceed one (1) year. The affected faculty member shall be informed in writing that this situation is temporary in nature, that the temporary salary adjustment will not be added to his/her base salary, and that the temporary salary adjustment will be discontinued once the temporary situation is no longer effective. A temporary salary adjustment may allow a faculty member's salary to exceed the annual maximum salary during the specified period of time when approved by the college. Requests to extend a temporary salary adjustment must be approved by the college prior to the effective date. F. BONUS College presidents may award eligible employees in FTE positions a bonus not to exceed the amount specified in the current year General Appropriations Act. Bonuses may be awarded to recognize the accomplishments and contributions of individual faculty members. Examples of appropriate reasons for awarding bonuses are: 1) Contributions to increased organizational productivity, 2) Development and/or implementation of improved work processes,

12 Attachment No. 1 Page 11 of 11 NUMBER: PAGE: 11 of 11 3) Exceptional customer service, 4) Realized cost savings, or 5) Other specific contributions to the success of the organization. Each college electing to award bonuses must develop a plan outlining the criteria, maintain such plan on file, and make the plan available to faculty members. Colleges must electronically report certain information regarding the awarding of bonuses to the System Office Human Resource Services for use in complying with reporting requirements of HRD. G. BUDGETARY CERTIFICATION All requests to increase the salary for position(s) or faculty within the SCTCS shall be considered only when sufficient funds are available to meet the request. When reviewing pay actions not delegated to the SCTCS, the Budget and Control Board s State Human Resources Director of the Human Resources Division may require submission of appropriate documentation.

13 Attachment No. 2 Page 1 of 9 NUMBER: PAGE: 1 of 9 TITLE: COMPENSATION PLAN FOR UNCLASSIFIED NON-TEACHING PERSONNEL (UNTP) POLICY REFERENCE NUMBER: DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: May 7, 2015 DISCLAIMER PURSUANT TO SECTION OF THE CODE OF LAWS OF SC, AS AMENDED, THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE SC / THE SC TECHNICAL COLLEGE SYSTEM. THE STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION/THE SC TECHNICAL COLLEGE SYSTEM RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT. Unclassified non-teaching personnel (UNTP) positions are designed to recognize selected upper level, senior management jobs which are not appropriate for classification in the state s classified service due to their hybrid scope of authority and responsibility. These positions have direct leadership responsibilities for one or more major functional areas or overall management for a special service or activity of a college. The functional groupings and number of UNTP positions will vary according to the size and organizational complexity of the respective college. It is expected that each college will administer the employment, classification, and compensation for UNTP in keeping with this procedure. Date of Last Review: May 7, 2015

14 Attachment No. 2 Page 2 of 9 NUMBER: PAGE: 2 of 9 I. CLASSIFICATION ACTIONS The South Carolina Budget and Control Board s Human Resources Division (HRD) delegates authority for classification actions to the System/College President upon written agreement. All delegated classification actions are subject to audit by HRD. HRD reserves the right to revoke parts or all rights of delegated authority from an individual college based upon audits that reveal deficient areas. Classification actions shall be accomplished through the use of a position description form. All proposed classification actions shall be reviewed by college human resources staff to ensure that classification actions are sufficiently justified, documented, and in compliance with all applicable procedures. An updated organizational chart illustrating the position s reporting relationships within the institution shall be prepared and maintained. II. DEFINITION OF UNTP POSITIONS Level I: Positions assigned to this classification will normally be responsible for the direction and supervision of major related sections/departments within the key functional areas or will provide overall management for a special service or activity within the college. These positions will report directly to an institutional officer or other chief officer of the college and generally supervise one or more professional level positions. Level II: Positions assigned to these classifications will normally be limited to those with responsibilities that encompass one or more of the major functions of the college and who report directly to an institutional officer and generally supervise one or more professional level positions. III. MINIMUM REQUIREMENTS All individuals appointed to UNTP positions at colleges in the South Carolina Technical College System (SCTCS) shall possess at least the minimum qualifications as indicated in the Unclassified Non-Teaching Classification Specification.

15 Attachment No. 2 Page 3 of 9 NUMBER: PAGE: 3 of 9 IV. CONDITIONS OF EMPLOYMENT Individuals filling UNTP positions are considered to have covered status in the full time equivalent (FTE) position to which appointed upon successful completion of the twelve (12) months probationary period. If the employee has covered status and is promoted, demoted, reclassified, reassigned or transferred into a UNTP position, he/she will serve a six (6) months trial period. Holidays, annual, sick, and other leave for UNTP will be administered in accordance with the procedures set forth in SBTCE leave policies for classified employees. V. ANNUAL SALARY MAXIMUM The maximum annual salaries for UNTP positions shall be indexed in the following manner: Level 1: At 85% of the Associate Academic Program Director maximum. Level II: At 85% of the maximum of Group I Senior Vice Presidential range. These maximum salaries are normally updated annually and distributed with the SBTCE s Fiscal Year Salary Increase Guidelines. VI. SALARY ACTIONS HRD delegates authority for pay actions to the System/College President. All proposed pay actions shall be reviewed by System Office/college human resources staff to ensure that requested pay actions are sufficiently justified, documented, and in compliance with all applicable procedures. All delegated pay actions are subject to audit by HRD. HRD reserves the right to revoke parts or all rights of delegated authority from an individual college based upon audits that reveal deficient areas. Non-delegated pay actions must be submitted through the college's human resources office to the System Office for review and evaluation prior to submission to HRD for consideration. The System Office shall serve as the college s liaison/facilitator for nondelegated pay actions with HRD. The South Carolina Constitution restricts any retroactive payment of salary increases.

16 Attachment No. 2 Page 4 of 9 NUMBER: PAGE: 4 of 9 Therefore, approval of requested pay actions must be accomplished prior to the desired effective date of the action. It is expected that each college will develop internal policies, procedures, or guidelines stating how the college s pay plan will be administered in keeping with the procedure. A. SETTING OF APPOINTMENT SALARY 1. New Hires The college president is responsible and accountable for setting UNTP salaries at an appropriate and equitable level up to the maximum of the respective range. The establishment of an initial appointment salary shall be determined by the extent to which the individual's education and related work experience exceeds the required position qualifications, market conditions and salary equity. This salary analysis must be documented for the purpose of providing a sound basis to support the approval of the respective appointment salary. The analysis shall include the following factors: a) internal equity among similarly qualified individuals within the respective classification or group; b) documented external market conditions; c) budgetary considerations; and d) other relevant factors which impact the selection process. 2. Current State Employee, Movement from a Classified Position to an Unclassified Position When an employee moves from a classified position to an unclassified position or an unclassified position from another state agency to an unclassified position at the System Office/college, or from one unclassified category (faculty, UNTP, VP) to another unclassified category (faculty, UNTP, VP), the agency shall determine whether the new position has a higher, lower, or equivalent level of job duties or responsibilities than the former position. Based on that determination, the movement will be a promotion, demotion, reassignment, or transfer, and the employee s status will be governed by HRD regulations. Additionally, if the successful candidate is currently employed in a FTE position within state government, salary

17 Attachment No. 2 Page 5 of 9 NUMBER: PAGE: 5 of 9 considerations will be in keeping with the appropriate promotion, demotion, reassignment or transfer appointment guidelines as prescribed by HRD regulations. B. SALARY INCREASES UNTP are eligible to receive salary increases on an annual basis in keeping with the provisions of HRD fiscal year policies, SBTCE fiscal year salary increase guidelines and the college s employee salary increase plan and/or internal policies, procedures, or guidelines. No increase will be allowed which will cause an individual s salary increase to exceed the legislated limit for unclassified employees, nor will an increase be allowed which will cause an individual s annual base salary to exceed their group maximum. Additionally, the following increases may be considered when circumstances warrant: 1. Legislated Performance Pay Increase When prescribed within the annual General Appropriations Act, legislated performance pay increases shall be provided to all eligible employees in accordance with the Employee Pay Plan in Section of the South Carolina Code of Laws and the provisions of the annual General Appropriations Act. 2. In-Range Increases a. Additional Skills/Knowledge Increase. College presidents may recognize employees who gain additional skills and/or knowledge that relate directly to factors such as their specific job functions, enhance job proficiency, and contribute to the overall mission of the college and/or the SCTCS. Increases may be granted for the purpose of addressing such situations in keeping with a college plan that assures that all similarly situated employees are treated consistently and equitably. The increase may not place the employee s base salary above the maximum salary for the respective position. Individual colleges must develop guidelines that stipulate required knowledge and skills associated with appropriate pay

18 Attachment No. 2 Page 6 of 9 NUMBER: PAGE: 6 of 9 increases. Additional technical skills to keep up with current technology or knowledge required to maintain current job responsibilities are not to be considered in this plan. Individual colleges must develop internal procedures to ensure that additional skills/knowledge increases are awarded consistently and equitably among all eligible employees. A clear description of the specific skills and/or knowledge being recognized should accompany approval documentation, as well as a detailed explanation of the way in which the additional skills and/or knowledge are applicable to the factors referenced above. System Office requests to award increases in excess of 15% must be in writing and submitted to HRD for consideration. b. Performance Increase. College presidents may recognize and reward employees in FTE positions whose exceptional performance contributes to the achievement of the college s mission, goals, and objectives. Each college shall: 1) establish internal procedures for the administration of a performance increase program; 2) identify specific exceptional performance rationale; 3) determine the amount of increase to be awarded; and 4) designate resources within their existing budget to adequately fund the awarding of performance increases While an official performance appraisal is not required, the granting of a performance increase may be based upon performance related criteria and is not intended to address other types of compensation issues such as internal salary inequities, salary competitiveness with external markets, etc. No increase can be awarded which will cause an employee s base salary to exceed the maximum salary for their respective position. c. Retention Increase. College presidents wishing to retain the services of an employee in his/her current position may grant an increase for the purpose of retention provided such increase does not place the employee's base salary above the maximum for the respective position and the increase does not create an internal equity

19 Attachment No. 2 Page 7 of 9 NUMBER: PAGE: 7 of 9 issue. In order to grant a retention increase a bona fide job offer, that has been verified and documented by the System Office/college, must come from another employer, either within (excluding SCTCS) or outside of state government. An employee shall receive no more than one (1) retention increase in a twelve (12) month period. System/college presidents may offer increases up to 15% if the bona fide job offer is from another state agency. College presidents may consider increases up to the maximum of the employee s pay range where a bona fide job offer from an employer outside of state government exists. System Office requests to award increases in excess of 15% must be in writing and submitted to HRD for consideration. d. Additional Job Duties and/or Responsibilities Increase. College presidents may grant an increase when an employee is assigned significant and/or substantial additional job duties and/or broader responsibilities, either within his/her current position or another position in the same group within the SCTCS. An employee's salary may be increased for the recognition of the additional job duties and/or responsibilities provided such increase does not place the employee's base salary above the maximum for the respective position and the increase does not create an internal equity issue. System Office requests to award increases in excess of 15% must be in writing and submitted to HRD for consideration. In the event the additional job duties and/or responsibilities are taken away from the employee within six (6) months of the date that the salary increase is awarded, the salary may be reduced up to the amount of the additional job duties and/or responsibilities increase. e. Transfer Increase. College presidents may grant an increase when an employee from another state agency (not within the SCTCS) accepts a position in the same class as his/her current position. An employee's salary may be increased for the recognition of a transfer, provided such increase does not place the employee's base salary above the maximum for the respective position and the increase

20 Attachment No. 2 Page 8 of 9 NUMBER: PAGE: 8 of 9 does not create an internal equity issue. System Office requests to award increases in excess of 15% must be in writing and submitted to HRD for consideration. C. SPECIAL SALARY ADJUSTMENTS College presidents may award an increase for documented cases of substantial salary inequity among similarly situated employees and other salary increases not otherwise covered in this procedure. Comparisons shall be made with those internal and/or external positions/employees having similar functional responsibilities, authority, and accountability. Requests for awarding a special salary adjustment must include a written justification and a comparable analysis demonstrating the existence of a substantial salary inequity. The System Office may submit a written request to the Budget and Control Board s Human Resources Director to consider awarding an increase for documented cases of substantial salary inequity among similarly situated employees. D. TEMPORARY SALARY ADJUSTMENTS College presidents may award a temporary salary adjustment for employees in FTE positions to compensate for time limited situations such as assuming additional job duties and/or responsibilities not performed in the primary position. Normally, the specified period of time will not exceed one (1) year. System Office requests for awarding a temporary salary adjustment in excess of 15% must be in writing and submitted to HRD for approval prior to the requested effective date. The affected employee shall be informed in writing that this situation is temporary in nature, that the temporary salary adjustment will not be added to the base salary, and that the temporary salary adjustment will be discontinued once the temporary situation no longer exists. A temporary salary adjustment may allow an employee's salary to exceed the maximum for the respective position during the specified period of time when approved by the college/hrd. Requests to extend a temporary salary adjustment must be approved by the college/hrd (as applicable) prior to the effective date.

21 Attachment No. 2 Page 9 of 9 NUMBER: PAGE: 9 of 9 E. BONUS College presidents may award eligible employees in FTE positions a bonus not to exceed the amount specified in the current year General Appropriations Act. Bonuses may be awarded to recognize the accomplishments and contributions of individual employees. Examples of appropriate reasons for awarding bonuses are: 1) Contributions to increased organizational productivity; 2) Development and/or implementation of improved work processes; 3) Exceptional customer service; 4) Realized cost savings; or 5) Other specific contributions to the success of the organization. Each college electing to award bonuses must develop a plan outlining the criteria, maintain such plan on file, and make the plan available to employees. Colleges must electronically report certain information regarding the awarding of bonuses to the System Office s Human Resource Services for use in complying with reporting requirements of HRD. F. BUDGETARY CERTIFICATION All requests to increase the salary for position(s) or employee(s) within the SCTCS shall be considered only when sufficient funds are available to meet the request. When reviewing pay actions not delegated to the SCTCS, the Budget and Control Board s Human Resources Director may require submission of appropriate documentation.

22 Attachment No. 3 Page 1 of 10 NUMBER: PAGE: 1 of 10 TITLE: COMPENSATION PLAN FOR UNCLASSIFIED VICE PRESIDENT POSITIONS POLICY REFERENCE NUMBER: DIVISION OF RESPONSIBILITY: Human Resources Services DATE OF LAST REVISION: May 7, 2015 DISCLAIMER PURSUANT TO SECTION OF THE CODE OF LAWS OF SC, AS AMENDED, THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE SC STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION / THE SC TECHNICAL COLLEGE SYSTEM. THE STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION/THE SC TECHNICAL COLLEGE SYSTEM RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT. Each college may adopt the usage of any or all of the four levels of the available vice president positions. The functional groupings, levels, and number of vice president positions may vary according to the size and organizational complexity of the college. The availability of four vice president levels is designed to provide maximum flexibility in classification options to meet organizational needs and in no way implies necessary utilization or progression. All such positions will have primary management responsibility for one or more of the major functional areas of the college. Date of Last Review: May 7, 2015

23 Attachment No. 3 Page 2 of 10 NUMBER: PAGE: 2 of 10 I. POSITION ESTABLISHMENT A. Senior Vice President and Vice President level positions. The South Carolina Budget and Control Board Human Resources Division (HRD) delegates authority for the classification actions for this level of vice president to the System/College President upon written agreement. The request to establish such a position will specify the title, area of overall functional responsibility, and the rationale for the establishment of the position. In addition to the previously stated documentation, a completed state of South Carolina position description is required. The request should demonstrate that the position has authority to make decisions necessary to fulfill the assigned responsibilities and serves as the chief officer for the major functional area(s) to be administered. B. Associate Vice President and Assistant Vice President level positions. The South Carolina Budget and Control Board Human Resources Division (HRD) delegates authority for the classification actions for this level of vice president to the System/College President upon written agreement. Classification actions shall be accomplished through the use of a state of South Carolina position description form. All proposed classification actions shall be reviewed and/or approved by college human resources staff to ensure that classification actions are sufficiently justified, documented, and in compliance with all applicable procedures. An updated organizational chart illustrating the position s reporting relationships within the institution shall be prepared and maintained. All delegated classification actions are subject to audit by HRD. HRD reserves the right to revoke parts or all rights of delegated authority from an individual college based upon audits that reveal deficient areas. II. DEFINITION OF VICE PRESIDENT POSITIONS Senior Vice President: Positions assigned to this classification will report directly to the president and will have unique functionality to any other vice president position. Positions assigned to this classification are primarily responsible for the overall daily operations of the college and

24 Attachment No. 3 Page 3 of 10 NUMBER: PAGE: 3 of 10 may supervise other vice president positions. A college may have no more than one senior vice president position. Vice President: Positions assigned to this classification will report directly to the president or senior vice president. Positions assigned to this classification may serve as chief operational officer for single or multi-campus/locations. Associate Vice President: Positions assigned to this classification will report directly to the president or other institutional officer position. Positions assigned to this classification may serve as chief operational officer for a branch campus. The associate vice president position supervises and directs professional level staff. Assistant Vice President: Positions assigned to this classification will report directly to the president or other institutional officer position. Positions assigned to this classification may serve as chief operational officer for a branch campus. The assistant vice president position supervises professional level staff. III. MINIMUM REQUIREMENTS Individuals appointed to a vice president position in the South Carolina Technical Colleges System (SCTCS) shall possess at least the minimum qualifications indicated in the vice president classification specification. IV. CONDITIONS OF EMPLOYMENT All unclassified vice president positions are considered to have covered status in the position to which appointed upon successful completion of the twelve (12) months probationary period. If the employee has covered status and is promoted, demoted, reclassified, reassigned or transferred into a vice president position, he/she will serve a six (6) months trial period.

25 Attachment No. 3 Page 4 of 10 NUMBER: PAGE: 4 of 10 Holidays, annual, sick, and other leave for all positions covered by this procedure will be administered in accordance with the procedures set forth in SBTCE leave policies for classified employees. V. ANNUAL SALARY RANGES Senior Vice President: The salary range shall be indexed at ninety (90%) of the respective presidential salary range. Vice President: The salary ranges shall be indexed at eighty-five (85%) of the respective presidential salary range. Associate Vice President: The salary range shall be indexed at eighty-five (85%) of the vice presidential salary range. Assistant Vice President: The salary range shall be indexed at eighty-five (85%) of the associate vice presidential salary range. These ranges are normally updated annually and distributed with the SBTCE Fiscal Year Salary Increase Guidelines. VI. SALARY ACTIONS HRD delegates authority for pay actions on all positions covered by this procedure to the System/College president upon written agreement. All proposed pay actions shall be reviewed and/or approved by System Office/college human resources staff to ensure that requested pay actions are sufficiently justified, documented, and in compliance with all applicable procedures. All delegated pay actions are subject to audit by HRD. HRD reserves the right to revoke parts or all rights of delegated authority from an individual college based upon audits that reveal deficient areas. Non-delegated pay actions must be submitted through the college's human resources office to the System Office for review and evaluation prior to submission to HRD for consideration. The System Office shall serve as the college's liaison/facilitator for nondelegated pay actions with HRD. The South Carolina Constitution restricts any retroactive payment of salary increases. Therefore, approval of requested pay actions must be obtained prior to the desired effective date of the action.

26 Attachment No. 3 Page 5 of 10 NUMBER: PAGE: 5 of 10 It is expected that each college will develop internal policies, procedures, or guidelines stating how the college's pay plan will be administered in keeping with the procedure. A. SETTING OF APPOINTMENT SALARY 1. New Hires The college president is responsible and accountable for setting salaries at an appropriate and equitable level up to the maximum of the respective salary group. The establishment of an initial appointment salary shall be determined by the extent to which the individual's education and related work experience exceeds the required position qualifications, market conditions and salary equity. This salary analysis must be documented for the purpose of providing a sound basis to support the approval of the respective appointment salary. The analysis shall include the following factors: a. internal equity among similarly situated individuals within the respective classification or group; b. documented external market conditions; c. budgetary considerations; and d. other relevant factors which impact the selection process. 2. Current State Employee a. Movement When a state employee moves from a classified position to an unclassified vice president position the employee s salary may be increased up to the maximum of the new salary range. System Office increases in excess of 15% or the new salary range midpoint, whichever is greater, must receive prior approval by HRD. b. Promotion, Demotion, Reassignment or Transfer Appointments When an employee moves from a classified position to an unclassified position or, an unclassified position from another state agency to an unclassified position at the System Office/college or, from one

27 Attachment No. 3 Page 6 of 10 NUMBER: PAGE: 6 of 10 unclassified category (faculty, UNTP, VP) to another unclassified category (faculty, UNTP, VP), the agency shall determine whether the new position has a higher, lower, or equivalent level of job duties or responsibilities than the former position. Based on that determination, the movement will be a promotion, demotion, reassignment, or transfer. In the case of a promotion or transfer, the employee s salary may be increased up to the maximum of the new salary range. System Office increases in excess of 15% or the new salary range midpoint, whichever is greater, must receive prior approval by HRD. B. SALARY INCREASES All positions covered by this procedure are eligible to receive salary increases on an annual basis in keeping with the provisions of the State Budget and Control Board's fiscal year policies, SBTCE fiscal year salary increase guidelines, and the college s employee salary increase plan and/or internal policies, procedures, or guidelines. No increase will be allowed which will cause an employee s salary increase to exceed the legislated limit for unclassified employees, nor will an increase be allowed which will cause an employee s annual base salary to exceed the maximum of the assigned salary range. 1. Legislated Increase. General and merit increases shall be provided to employees in accordance with the provisions of the General Appropriations Act and the policies and guidelines set forth by HRD. 2. In-Range Salary Increases. a. Additional Skills/Knowledge Increase. College presidents may recognize employees who gain additional skills and/or knowledge that relate directly to factors such as their specific job functions, enhance job proficiency, and contribute to the overall mission