Office of Human Resources

Transcription

1 Office of Human Resources Palm Beach State College is an equal access, equal opportunity institution. The College complies with all state and federal laws granting rights to applicants for employment or admission to the College. The College prohibits unlawful discrimination on the basis of race, color, creed, ethnicity, national origin, gender, sexual orientation, age, religion, marital status, veteran status, disability or pregnancy in any of its employment or educational programs or activities. Effective 08/23/2018 Page 1

2 Table of Contents Introduction...4 A. Compensation Philosophy...4 B. Non-Unit Compensation Policies and Procedures SALARY STRUCTURE BSALARY RANGE MAXIMUM AND MAXIMUM JOB DESCRIPTION SALARY STRUCTURE REVIEW BSALARY INCREASES BSTARTING SALARY OFFERS OF EMPLOYMENT BPROMOTIONAL INCREASES BLATERAL TRANSFERS BDEMOTIONS BJOB EVALUATION BTEMPORARY ASSIGNMENT BCOMPENSATION MANAGEMENT POLICY BRESPONSIBILITIES OF SUPERVISORS BRESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES BROUNDING FACTOR BPRESIDENT BSENIOR MANAGEMENT BWORKWEEK BVARYING HOURS AND SCHEDULES BPAYROLL AND BENEFIT OVERPAYMENT BEXEMPT AND NON-EXEMPT STATUS B OVERTIME PAY WEIGHTED AVERAGE FOR OVERTIME PAY COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL COVERAGE BADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES BREGULAR PART-TIME POSITIONS TEMPORARY POSITIONS (OPS) BGUIDELINES FOR MINORS IN THE WORKPLACE BPAYROLL DATES BOPTIONAL PAYMENT C. Listing of Full-Time Positions By Job Title D. Non-Unit Full-Time Salary Ranges E. Non-Unit Part-Time & Temporary Personnel (OPS) Pay Schedule.31 F. Miscellaneous and On-Call Pay (OPS) Rates.33 G. Credit Adjunct Pay Rate H. Non-Credit Adjunct Pay Rate PSAV ADJUNCT INSTRUCTOR PSAV AUXILIARY/LAB ADJUNCT INSTRUCTOR. 3. CCE ADJUNCT INSTRUCTOR 4. AVOCATIONAL ADJUNCT INSTRUCTOR... I. Substitute Adjunct Rates Effective 08/23/2018 Page 2

3 J. Professional Daily Rate K. Payment for College Owned Online Course Development L. Supplemental Payments M. Bargaining Unit Other Terms and Conditions ASSIGNING FULL-TIME FACULTY LOAD ADDITIONAL RESPONSIBILITIES SALARIES PAID FROM GRANTS STARTING SALARIES ENDOWED CHAIR EXPERIENTIAL LEARNING N. Grant Funded Positions EXCEPTIONS TO GRANT FUNDED POSITIONS GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT O. Student Positions STUDENT PERSONNEL Federal WORK STUDY STUDENTS Non FWS STUDENTS INTERNATIONAL STUDENTS P. Appendix A..44 Effective 08/23/2018 Page 3

4 Introduction The Palm Beach State College Consolidated Salary Schedule is established annually pursuant to State Board of Education Rules 6A (7)(b) and College Board Rules 6HX Once adopted, the schedule serves as the guide in determining employee compensation. The schedule recognizes the United Faculty of Palm Beach State College as the sole and exclusive bargaining agent for all members of the full-time instructional faculty, counselors, librarians, and PSAV Instructors in matters concerning, salaries, benefits, working conditions and other terms and conditions of employment. Personnel actions submitted to the District Board of Trustees for approval in conformance with this Salary Schedule will be considered routine personnel actions. The President may authorize a variation in compensation procedures. Additional full-time and part-time job classifications and pay rates may be developed as needed upon recommendation of the Executive Director of Human Resources and the approval of the President or designee. These changes will be brought to the District Board of Trustees annually via this Salary Schedule for approval. Total Compensation has the following elements to attract, motivate, retain, and engage employees: A. Compensation - Base pay B. Benefits/Leaves/Holidays C. Life-Work Effectiveness D. Recognition E. Performance F. Talent Development A. Compensation Philosophy Palm Beach State College wage and salary program is designed to meet the following objectives: Palm Beach State College is committed to a fair, consistent, compliant, flexible, and market competitive classification and compensation system. Our classification and compensation program is designed to attract and retain highly talented and diverse workforce to meet the College s missions and goals; the program supports a changing organization with a competitive and financially sustainable compensation system. Effective 08/23/2018 Page 4

5 B. Non-Unit Compensation Policies and Procedures 1. Salary Structure Each non-unit full-time position is assigned a pay grade within the salary structure based upon an analysis of the market rate for that position, as well as an analysis of the job responsibilities and a comparison of the position to others within Palm Beach State. Each grade consists of a salary range containing a minimum, midpoint, and maximum. This represents the approved salary range of compensation for jobs assigned to that pay grade. The Midpoint Differential Percent between pay grades reflects, as closely as possible, the relative value of positions to Palm Beach State and is sufficient to provide continuing incentive for promotional advancement. The Pay Grade Range spread is the difference between the minimum position rate and the maximum which is sufficient to permit recognition of individual differences in education, training, experience, and performance among individuals. A Pay Grade Market Differential is when a non-unit position is assigned a premium pay grade based on market and internal job analysis. 2. 2BSalary Range Maximum and Maximum Employees should not be paid more than the maximum of the salary range minimum established for the position except upon recommendation of the Executive Director of Human Resources and the approval of the President or designee. Effective 08/23/2018 Page 5

6 3. Job Description Each position will be assigned a job level, a job family and a job description. Career Job Level Job Title Level MANAGEMENT President s Cabinet Senior Management Administrator Executive Director Assistant Dean/Director Associate Director/Manager PROFESSIONAL/CLASSIFIED Supervisor Advisor Analyst/Specialist CLASSIFIED Coordinator/Specialist Special Skills Technician Assistant Generic job descriptions serve to define the essential duties and responsibilities of positions within the college and are used to: aid, and maintain compliance with all laws and regulations facilitate compliance with American with Disabilities Act recruit qualified and talented candidates to fill vacancies create job classification/evaluation and classification process establish fair, competitive salary ranges develop career paths and opportunities for job growth design training and development plans appraise staff performance against established standards communicate the job expectations to the employee establish career development and succession planning programs The Office of Human Resources is responsible for creating and maintaining the job descriptions in concert with management. On-going review is designed to ensure that the College s job descriptions contain information that accurately reflects each position must have the following components in a written job description, refer to job description format/template: Job Code, Job Title, FLSA (Exempt or Non-Exempt Status), Pay Grade, Job Summary Duties and Responsibilities (Essential Functions), Distinguishing Characteristics Minimum Requirements: Education and Experience, Licenses, Registrations, Certifications, or Special Requirements, Preferred, Knowledge, Skills and Abilities, Management Level, Job Family, Job Classifications Work Environment and Physical Demand Disclaimer Statement Effective 08/23/2018 Page 6

7 Employee and Supervisor Signatures To ensure that the College's job descriptions are accurate and up-to-date, the Office of Human Resources may conduct periodic reviews and desk audits to ensure the accuracy and completeness of job descriptions for positions within the College. Whenever a job vacancy occurs, the department head may revise an existing job description or prepare a new one if one does not exist. The Office of Human Resources is available to assist managers in preparing and reviewing job descriptions. 4. Salary Structure Review The compensation structure is reviewed every year by the Executive Director of Human Resources. Where market data and analysis of Palm Beach State s current pay grades indicate the necessity for revision, the Executive Director of Human Resources will submit a recommended revised salary structure to the President and District Board of Trustees for approval BSalary Increases General salary increases are reviewed each fiscal year and are approved by the District Board of Trustees. General salary increases are typically effective July 1. If a general increase is given, all full-time and regular part-time employees must have been hired on or before the first College working day of the new calendar year, in order to be eligible for the full salary increase. An employee hired by the first working day of April of that year will receive one-half of the salary increase. An employee hired after the first working day of April of that year will not receive a salary increase. In years where the minimum of the salary ranges are increased, an adjustment will be made July 1 to the salaries of full-time and regular part-time employees hired after the first of the fiscal year. With appropriate documentation, below standard job performance may result in denial of any salary increase. Increases for grant-funded employees are dependent upon grant funding and are effective July 1. In addition, upon recommendation of the President and at the discretion of the District Board of Trustees, a salary increase to employee may be awarded at any time during the fiscal year, contingent upon available funds. This salary increase may be in addition to or in lieu of a regular salary increase. Effective 08/23/2018 Page 7

8 6. 25BStarting Salary Offers of Employment The Office of Human Resources, in consultation with department administrator, extend employment and salary offers. Normally, the starting salaries for part-time and OPS positions are posted within the Salary Schedule and do not fluctuate. The starting salary for full-time employees who meet the minimum requirements of a position shall be paid at the minimum of the salary range. When there are a limited number of applicants or an applicant exceeds the minimum amount of experience and/or education and/or training, starting rates may exceed the minimum salary for full-time positions. The guidelines for salary offers above the minimum are as follows: A starting salary of up to 10% of the minimum for salary grades 50 through 58 and up to 15% for salary grades 59 through 63 may be given with approval of the Executive Director of Human Resources. Salary offers which exceed the above must be approved by the President or designee BPromotional Increases A promotion occurs when an employee moves to a position in a higher pay grade than the one presently assigned. When a salary recommendation for promotion is made, the employee s background and experience will be evaluated by the Executive Director of Human Resources or designee. For each grade of promotion, the employee will receive a 7.5% salary increase or will be brought to the minimum of the pay grade, whichever is greater. The total promotional increase for employees who move three or more pay grades will not exceed 20% or the minimum of the pay grade, whichever is greater. An employee must remain in the new position for a minimum of six months before the employee is eligible for another promotion. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee BLateral Transfers A lateral transfer is the transfer of an employee from one job to another in the same pay grade. Responsibilities and duties have changed, but are similar in scope and complexity. An employee must remain in the new position for a minimum of six months before the employee is eligible for another lateral transfer or promotion. Employees who transfer laterally will not receive a salary increase. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee. Effective 08/23/2018 Page 8

9 9. 28BDemotions A demotion occurs as a result of an employee s transfer to a lower pay graded job. In such instances, the employee's current base rate of pay will be decreased by 5% per pay grade. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee BJob Evaluation The job evaluation process for non-bargaining unit positions is outlined in the Job Evaluation Guidelines to ensure that the process is managed consistently, fairly, equitably and in accordance with the Compensation Philosophy and governing policies. Filled positions will be reviewed and effective on the following dates: January 1 or July 1. Vacant positions will be reviewed and effective on an as needed basis by each job vacancy. Job evaluations are conducted for filled and vacant position for reclassification, classification of a new job, job title, reorganization, market adjustment and Fair Labor Standards Act designation BTemporary Assignment When an employee is temporarily assigned to a position at a higher pay grade and the assignment exceeds three months, excluding vacations and other short-term situations, the employee's salary may be temporarily increased up to 7.5%. If full duties are assumed, the increase may be brought to the minimum of the new pay grade. Requests for Temporary assignments to a position at a higher pay grade must be approved by the appropriate Vice President/Provost and/or Vice President, the Executive Director of Human Resources, and the President or designee. Upon completion of the temporary assignment, the employee resumes the former pay level adjusted for any general increase that may have occurred BCompensation Management Policy There is a listing of approved job titles available in this document and the Office of Human Resources. No employee should receive a job title that has not been approved. Before any salary action may be approved, the employee's job description must be prepared and approved, and the pay grade established by the Office of Human Resources in accordance with Palm Beach State's compensation structure. All job classifications and pay grade placements for Grades 65 and above must be approved by the Executive Director of Human Resources and the President or designee. Effective 08/23/2018 Page 9

10 13. 32BResponsibilities of Supervisors Communication with the individual employee regarding that employee's job responsibilities, job description, pay grade and salary range, performance, and date of the next performance review is the responsibility of the supervisor. At the time of employment and/or promotion, each employee will receive information about the position including: job title, pay grade and salary range, name of supervisor, reporting date and time, the performance review process and other pertinent salary information. The employee will be informed of the goals, duties, responsibilities, and criteria upon which the employee s performance will be evaluated. At the time of performance appraisal, each employee will be given an explanation of the employee s evaluated performance, strengths, opportunities for improvement, and professional development plans. Supervisors should notify the Office of Human Resources when changes in a job's content are sufficient to warrant a reevaluation within the Reclassification policy. Supervisors need to comply with all policies and procedures in hiring including, but not limited to, Nondiscrimination (6HX ), Consensual Relationships (6HX ), and Nepotism (6HX ) as outlined in the College Board Policies. Responsibilities include accurate attendance and payroll reporting including, but not limited to, hours worked and absences related to sick leave, annual leave, family medical leave, leave without pay and/or work related injuries BResponsibilities of the Office of Human Resources The Office of Human Resources is responsible for: Recommending any changes to the College s compensation philosphy and policies. Monitoring the organization s compliance with all pertinent federal, state and local laws and regulations related to salary administration. Maintaining consistency within the program on an organization-wide basis, monitoring compliance with the program and reporting to the President or designee any exceptions. Ensuring the program is updated on a periodic basis. Processing personnel changes BRounding Factor Due to computer calculations and rounding factors, the actual amount of salary paid may vary slightly from the Salary Schedule (generally less than $1.00) BPresident The President s salary is determined annually by the District Board of Trustees in accordance with the performance evaluation. Effective 08/23/2018 Page 10

11 17. 37BSenior Management Senior Management is designated in accordance with the rules of the Florida Retirement System BWorkweek The official College workweek begins Saturday at midnight and ends at 11:59 p.m. the following Friday BVarying Hours and Schedules Some positions in the College, including Facilities, Security, Information Technology, Student Services, and other areas are subject to varying schedules, including hours worked on weekends, holidays, and during College closings. Refer to Section B-24B for applicable compensation provisions BPayroll and Benefit Overpayment Any amounts owed or overpayment to the College for any obligations may be deducted from the employee s paycheck. If payment is made by the College to the employee in error, the employee agrees to immediately advise the College of the error and will return the overpayment in a timely and mutually agreed upon manner BExempt and Non-exempt Status The Fair Labor Standards Act (FLSA) provides guidelines on employment status, child labor, minimum wage, overtime pay and record-keeping requirements. The act establishes wage and time requirements, sets the minimum wage that must be paid and mandates when overtime must be paid. Employees not covered by this act are considered exempt; those covered by it are non-exempt. Department heads and supervisors are responsible for maintaining accurate and complete records for non-exempt employees for overtime and compensatory time earned and taken, and submitting the records to the Payroll office. Use of electronic devices (cell phone, internet, and via phone, tablet, laptop desktop any other device) counts at work time. Exempt employees are individuals who are exempt from the overtime provisions of the FLSA because they are classified as an executive, professional, administrative, computer, highly compensated employee and meet the specific criteria developed by the FLSA for exemption. Exempt employees are paid on a salary basis. Non-Exempt employees are covered under the overtime provisions of the FLSA. Such employees are entitled to receive overtime for all hours worked beyond 40 in a workweek. Effective 08/23/2018 Page 11

12 Overtime Salary Schedule Alternatively, provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory time which must be used within 30 days of accumulation. Refer to section B-23 for non-exempt overtime payment calculations. All overtime and compensatory time must be authorized by supervisor in advance. Non-Exempt employees who have not utilized their overtime or compensatory time within 30 days, will automatically be paid on the following check. Exempt employees do not receive compensatory time unless the time was worked during a Holiday College Closing or an Emergency College Closing. These employees would need to complete the Overtime Report Form. Overtime balances will be paid to employees: prior to next Fiscal Year prior to Fiscal Year salary increases prior to change status from Non-Exempt to Exempt prior to interdepartmental transfer or another campus prior to change in position upon resignation or termination from the College who has comp time balance beyond 80 hours B Pay Overtime payment is due for non-exempt employees who actually worked more than 40 hours in a workweek. When calculating one and one-half times the overtime for time worked in excess of 40 hours, only productive time is used in this calculation. Non-Productive hours that include leave time and college closings are not included in this calculation. The department administrator or designee must schedule and approve all overtime in advance. 23. Weighted Average for Overtime Pay The Weighted Average for overtime payment is due for non-exempt employees who work more than 40 hours in a workweek at multiple jobs at different rates of pay. According to the Code of Federal Regulations Pertaining to U.S. Department of Labor (29 CFR ) when an employee in a single workweek works at two or more different types of work, for which different non-overtime rates of pay (of not less than the applicable minimum wage) have been established, the Uregular rateu for that week is the weighted average of such rates. That is, the total earnings (except statutory exclusions) are computed to include the employee s compensation during the workweek from all such rates, and are then divided by the total number of hours worked at all jobs. Any exceptions to this policy would need to be approved by the Executive Director of Human Resources. Effective 08/23/2018 Page 12

13 Overtime is calculated as the weighted overtime rate as follows: Step 1 Calculate Rate for Each Assignment: Step 2 Calculate Weighted Average Rate: Step 3 Calculate Weighted Overtime Rate: Step 4 Calculate Weighted Overtime Pay: Step 5 Calculate Total Pay Received: Hourly Rate x Actual Hours Worked Sum of Each Hourly Rate # of Assignments Weighted Average Rate 2 Weighted Hours Worked Over Overtime Rate x 40 hours per Week Weighted Pay For All + Overtime Pay Assignments Example A full-time non-exempt employee works 35 hours per week in a regular position earning $10.22 per hour. Within the same week, the employee works 11 hours in another position earning $12.51 per hour. The employee is working 6 overtime hours. Step 1: $10.22 x 35 hour = $ Pay for 1 st assignment $12.51 x 11 hours = $ Pay for 2 nd assignment Step 2: $ $ = $ Weighted Average Rate Step 3: $11.37 / 2 = $ 5.69 Weighted Overtime Rate Step 4: $5.69 x 6 hours = $ Total Overtime Pay Step 5: $ $ = $ Overtime Pay Pay for All Assignments Total Pay 24. Compensation for working during College Emergency Closing, Holiday Closing or On- Call Coverage A. Defined Emergency College Closing (ECC) is defined as any mandated closing due to a hurricane or other unforeseen disaster. The closing dates include and compensation provisions are applied to weekdays and weekends. Emergency closings are unplanned events approved by the President or designee. Holiday and College Closing (HCC) is defined as those dates identified as official holidays and other paid non-duty days approved by the District Board of Trustees. The holidays and closings Effective 08/23/2018 Page 13

14 observed include Martin Luther King, Jr. Day, Spring Break, Spring Holiday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Break and Winter Break. To be paid for a single day holiday or paid non-duty day, 12-month, full-time employees must work or be in approved paid status for the full scheduled workday preceding and following the holiday. To be paid for multiple day holidays and/or paid non-duty days, 12-month, full-time employees must work or be in approved paid status for the full 5 scheduled workdays preceding and the full 5 scheduled workdays following multiple day holidays. Holidays that fall on a weekend are unpaid. On-Call Coverage (OCC) is different from being required to work during an ECC or HCC, as the on-call coverage may not require any work to be performed unless the need arises. Regular non-exempt employees will be assigned to a published on-call shift that falls outside of normal business hours. B. Compensation Provisions The following provisions will apply to the appropriate personnel: Emergency College Closing (ECC) The Vice President of Administration & Business Services must approve all personnel required to report for duty during an emergency closing. Administrators are excluded from receiving additional compensation for working during an emergency closing. Approved and scheduled personnel who: work less than three hours during an ECC will receive a minimum of 3 hours pay. This includes responding to issues remotely or electronically. are regular full-time, non-exempt and work during an ECC will be paid 2.5 times their salary. are regular full-time, exempt and work during an ECC will be paid 2.0 times their salary. are regular part-time and work during an ECC will be paid 2.5 times their salary. Upon being closed due to an ECC for three or more business days, personnel who are on a scheduled paid annual, sick and/or personal leave concurrently to the closing will be reversed. This excludes personnel on an extended leave of absence. Holiday and College Closing (HCC) Regular full-time, non-exempt employees required to work during an HCC will receive: (1) holiday pay; and (2) one and a half times their straight hourly pay per hour worked, receiving a minimum of three hours pay; or compensatory time on a one and a half times basis for every hour worked, receiving a minimum of three hours. Regular full-time, exempt employees required to work during an HCC will receive: (1) holiday pay; and (2) straight time pay per hour worked, receiving a minimum of three Effective 08/23/2018 Page 14

15 hours pay; or compensatory time on an hour for hour basis for every hour worked, receiving a minimum of three hours. Regular part-time employees required to work during an HCC will receive one and a half times their straight hourly pay per hour worked, receiving a minimum of three hours. On-Call Coverage (OCC) During HCC or ECC Regular non-exempt and exempt employees who are on-call outside of normal business hours will receive a minimum of 2 hours of pay if they are called to work for any amount of time during on-call duty where such work is performed remotely or electronically. Regular non-exempt and exempt employees who are on-call outside of normal business hours will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty where the employee must travel to campus to perform the duties. Regular full-time and part-time non-exempt employees who are on-call during either an HCC or ECC will receive straight time for every hour worked up to 40 hours in a workweek. Regular full-time and part-time non-exempt employees who are on-call during an HCC or ECC (includes holiday pay, excludes annual, sick and personal leave time) will receive their straight hourly pay or holiday pay and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis. On-Call Coverage (OCC) Regular non-exempt and exempt employees who on assigned rotation schedule are oncall outside of normal business hours will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty. This includes responding to issues remotely or electronically while on-call. Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours receive straight time for additional hours worked during on-call service up to 40 hours in a workweek. Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours and are working over 40 hours in a workweek will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis BAdditional Assignments for Full-Time Non-Faculty Employees In order for full-time, non-bargaining unit personnel to be considered for an additional assignment(s), the employee must receive approval by the Supervising Administrator, Executive Director of Human Resources and President or designee. The additional assignment must be Effective 08/23/2018 Page 15

16 conducted outside of the employee's normal working hours. Full-time employees who are assigned to teach as credit adjuncts may teach no more than a total of 3 courses in any combination of sessions within each 16 week fall and spring term and no more than a total of 2 courses in any combination of sessions within the 12 week summer term. Employees who teach non-credit or PSAV courses may teach no more than a total of 153 hours in any combination of sessions within each 16 week fall and spring terms, and no more than a total of 120 hours in any combination of sessions within the 12 week summer term. Any exceptions to teaching loads must be approved by the employee s Supervising Administrator, the Executive Director of Human Resources and the President or designee. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment BRegular Part-Time Positions Regular part-time employees work 27.5 hours or less per week, based upon the allotted budgeted hours approved. Personnel in this category participate in the Florida Retirement System and receive Social Security benefits. Personnel working on a regular part-time assignment may also be employed in a temporary assignment as long as they are not working in excess of 27.5 hours per week. Exceptions may be made for work hours to exceed 27.5 hours per week on a temporary basis with prior approval from the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services. All new regular part-time assignments must be approved through the budgetary process. Regular part-time employees, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. Any exceptions to teaching loads must be approved by the employee s Supervising Administrator, the Executive Director of Human Resources and the Vice President of Administration and Business Services. Teaching assignments must be outside of the part-time employee s normal working hours. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment. 27. Temporary Positions (OPS) OPS/temporary personnel may work up to 27.5 hours per week. Personnel in this category who have another temporary assignment cannot work more than 27.5 hours per week in the combined assignments. OPS/temporary personnel, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. Personnel employed on an OPS/temporary basis, as defined by the Florida Retirement System Rules, are not eligible to receive retirement benefits and will be paid according to the Temporary Salary Schedule. Refer to Section E for temporary pay schedule. Effective 08/23/2018 Page 16

17 As defined by the Florida Retirement System Rules, OPS/temporary employees who have accumulated 2,080 hours working in OPS positions will participate in the Florida Retirement System and receive Social Security benefits. Personnel in this category continue their temporary status, and the position cannot be changed to a budgeted position. All OPS assignments and job titles are reviewed by Compensation department, Classification and Compensation Manager or Assistant Director, Human Resources must approve personnel in this category prior to employment, with the exception of adjuncts, tutors and on-call OPS positions. Temporary personnel do not receive employee benefits other than a matching 1.45% Medicare tax, but are required to contribute 7.5% of salary into an investment account using pre-tax dollars, which is called the FICA Alternative Plan. Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. Employees in an OPS assignment are working on a temporary basis and cannot be employed in the same assignment for more than 6 months, the assignment will end at 6 months and will not be renewed for more than 6 months. The intent behind the use of OPS positions should be utilized on a one-time basis, and such positions or assignments cannot be repeated. OPS positions do not reoccur for the same assignment; therefore, a different individual cannot be hired into the same assignment. Any exceptions must be made in writing and approved by the Supervising Administrator and Classification and Compensation Manager or Assistant Director, Human Resources BGuidelines for Minors in the Workplace Minors, ages 16 and 17, may not work during school hours unless they meet the hour restrictions outlined by State regulations. Minors may work up to 20 hours per week; however, they cannot work before 6:30 a.m. or later than 11:00 p.m. and for no more than 8 hours a day when school is scheduled the following day. On days when school does not follow, there are no hour restrictions. Minors may not work in hazardous occupations such as operating motor vehicles and working with electrical apparatus. Contact the Office of Human Resources for additional information BPayroll Dates All exempt employees are paid through the 15 th and the end of the month and are compensated on those dates. If the 15 th or the end of the month fall on a weekend or holiday, employees are paid the last weekday preceding the weekend or holiday. All non-exempt employees are paid biweekly every other Friday BOptional Payment Depending upon funding availability and approval of the District Board of Trustees, an appreciation check may be given to full-time employees as of a date to be specified. Effective 08/23/2018 Page 17

18 C. Listing of Full-Time Positions By Job Title FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines. Talent Review: Administrator & Supervisor (S); Professional (P); Classified (C) * Grant positions. Refer to Section N, Grant-Funded Positions, for further information. Position Title Pay Grade FLSA Job Family Accountant I 59 EX Finance Staff Accountant II 60 EX Finance Staff Accounting Associate I 54 NE Finance Support Accounting Associate II 55 NE Finance Support Accounting Associate III 56 NE Finance Support Administrative Assistant I 54 NE Adm Support Administrative Assistant II 55 NE Adm Support Administrative Assistant, Associate 56 NE Adm Support Administrative Sergeant 56 NE Adm Support Administrator, Computer Operations 59 NE Info Tech Staff Administrator, Access Management 63 EX Info Tech Staff Administrator, Human Resources Information Systems 61 NE HR Staff Administrator, Technology System Analyst LMS 61 EX Academic Mgmt Advisor, Admissions 58 EX Student Svcs Staff Advisor, Career Development I 57 EX Student Svcs Staff Advisor, Career Development II 58 EX Student Svcs Staff Advisor, Disability Support Services 58 EX Student Svcs Staff Advisor, Financial Aid 58 EX Student Svcs Staff Advisor, Post Secondary 58 EX Prog Proj Mgt Staff Advisor, Student & Career Development 58 EX Student Svcs Staff Advisor, Student Development & Financial Aid 58 EX Student Svcs Staff Advisor, Student Development I 57 EX Student Svcs Staff Advisor, Student Development II 58 EX Student Svcs Staff Advisor, Student Development & Career 58 EX Student Svcs Staff Advisor, Student Development & Disability Support 58 EX Student Svcs Staff Advisor, Student Development & Outreach 58 EX Student Svcs Staff * Advisor, Workforce Assessment 58 EX Student Svcs Staff Analyst, Business I 60 EX Info Tech Staff Analyst, Business II 61 EX Info Tech Staff Analyst, Client Technology 60 NE Info Tech Staff Analyst, Database 61 EX Info Tech Staff Effective 08/23/2018 Page 18

19 Position Title Pay Grade FLSA Job Family Analyst, ERP Data Integrity Misc EX Prog Proj Mgt Staff Analyst, Finance Information 61 NE Finance Support Analyst, Financial Aid 58 EX Student Svcs Staff Analyst, Network I 60 EX Info Tech Staff Analyst, Network II 61 EX Info Tech Staff Analyst, Network III 62 EX Info Tech Staff Analyst, Programmer I 60 EX Info Tech Staff Analyst, Programmer II 61 EX Info Tech Staff Analyst, Research Senior 59 EX Inst Res Analyst, Security Systems 61 EX Info Tech Staff Analyst, Systems 60 EX Info Tech Staff Analyst, Systems Lead 62 EX Info Tech Staff Analyst, Systems Senior 63 EX Info Tech Staff Analyst, Telecommunications 61 EX Info Tech Staff Analyst, Telecommunications Senior 63 EX Info Tech Staff Assistant, Client Technology I 55 NE Info Tech Supp Assistant, Client Technology II 56 NE Info Tech Supp Assistant Controller, General & Restricted Accounting 64 EX Finance Staff Assistant Dean, Enrollment Management 63 EX Student Svcs Staff Assistant Dean, Student Services 63 EX Student Svcs Staff * Assistant Director, Early Childhood Education 63 EX Academic Mgt Assistant Director, Facilities 65 EX Facilities Staff Assistant Director, Human Resources 64 EX HR Staff Assistant Director, Human Resources, Equity Officer 64 EX HR Staff Assistant Director, Nursing 60 EX Academic Mgt Assistant Manager, Facilities Planning 63 EX Facilities Staff Assistant Manager, Student Learning Center 60 EX Lab Staff Assistant, Instructional Support 54 NE Adm Support Assistant, Library I 53 NE Academic Supp Assistant, Library II 54 NE Academic Supp Assistant, Student Services 54 NE Adm Support Assistant Director, ERP Functional Project Misc EX Prog Proj Mgt Staff Assistant Director, ERP Functional Technical Project Misc EX Prog Proj Mgt Staff Associate Dean 64 EX Academic Adm Associate Dean, Bachelor Degree Programs 64 EX Academic Adm Associate Dean, Health Sciences 64 EX Academic Adm Effective 08/23/2018 Page 19

20 Position Title Pay Grade FLSA Job Family Associate Dean, Public Safety 64 EX Academic Adm Associate Dean, Trade & Industry 64 EX Academic Adm Associate Director, Financial Aid 61 EX Student Svcs Staff Associate Director, Financial Aid Senior 63 EX Student Svcs Staff Automotive Technology Evaluator 58 NE Lab Supp Bursar 56 NE Finance Support Buyer 57 NE Supply Chain Supp Buyer, Senior 59 NE Supply Chain Staff * Career Advisor & Scholarship Coordinator I 58 EX Prog Proj Mgt Staff * Career Advisor & Scholarship Coordinator II 58 EX Prog Proj Mgt Staff Carpenter I 59 NE Facilities Carpenter II 60 NE Facilities Chief Building Official 63 EX Facilities Staff Chief Fire Official 63 EX Facilities Staff Chief Information Officer 67 EX Inst Lead Controller 67 EX Inst Lead Coordinator, Academic 60 EX Academic Svcs Coordinator, Academic Curriculum 60 EX Academic Svcs Coordinator, Academic Scheduling & Catalog 60 EX Academic Svcs Coordinator, Accounts Payable 57 NE Finance Staff Coordinator, Clinical 60 NE Lab Supp Coordinator, Clinical Quality EMS Program 60 EX Lab Supp Coordinator, Clinical Simulation 60 EX Lab Supp Coordinator, Compliance 60 EX Academic Svcs Coordinator, Corporate & Continuing Education 59 EX Prog Proj Mgt Staff Coordinator, Digital Media 59 EX Public Media Rel * Coordinator, Early Learning Professional Development 59 EX Prog Proj Mgt Staff * Coordinator, Education 59 EX Academic Mgt Coordinator, e-learning Operations 61 EX Academic Mgt Coordinator, Information Technology Service Desk 59 NE Info Tech Staff Coordinator, Instructional Technology Training 61 EX Academic Mgt Coordinator, Law Enforcement Advanced Training 59 EX Academic Mgt Coordinator, Media Technology 59 NE Media Tech Staff Coordinator, News & Media Relations 59 EX Public Media Rel Coordinator, Payroll 60 NE Finance Staff Coordinator, Post Secondary Adult Vocational 59 EX Prog Proj Mgt Staff Effective 08/23/2018 Page 20

21 Position Title Pay Grade FLSA Job Family * Coordinator, Program Grant 59 NE Prog Proj Mgt Staff Coordinator, Project Reports 62 NE Inst Res Coordinator, Safety & Risk 59 NE Risk Mgt Coordinator, Special Projects 57 NE Adm Support Coordinator, Student Activities 58 NE Student Svcs Staff Coordinator, Student Conduct 60 EX Student Svcs Staff Coordinator, Student Employment 58 NE Student Svcs Staff Coordinator, Student Recruitment 60 EX Student Svcs Supp Coordinator, Title IX 62 EX Student Svcs Staff Coordinator, ERP Training Misc EX Info Tech Staff Coordinator, Warehouse Receiving 55 NE Supply Chain Supp Coordinator, Wellness Center 58 EX Student Svcs Supp Course Management Administrator 58 EX Academic Svcs Custodian I 53 NE Facilities Custodian II 54 NE Facilities Custodian, Lead 55 NE Facilities Database Administrator I 62 EX Info Tech Staff Database Administrator II 63 EX Info Tech Staff * DCF Program Assistant 56 NE Adm Support Dean, Academic Affairs 66 EX Academic Adm Dean, Bachelor Degree Programs 66 EX Academic Adm Dean, Business, Trade & Industry 66 EX Academic Adm Dean, Curriculum 66 EX Academic Adm Dean, Enrollment Management 66 EX Student Svcs Adm Dean, Health Sciences 66 EX Academic Adm Dean, Student Development 66 EX Student Svcs Adm Dean, Student Services 66 EX Student Svcs Adm Dental Clinician 56 NE Classified Acd Pay Director, Alumni Engagement & Annual Giving 63 EX Foundation Staff Director, Admissions 65 EX Student Svcs Adm Director, Applications Support Services 65 EX Info Tech Staff Director, Assessment & Special Projects 63 EX Inst Res Director, Athletics 64 EX Student Svcs Adm Director, Bachelor of Science in Nursing 63 EX Academic Mgt Director, College Financial Aid 65 EX Student Svcs Adm Director, College Relations & Marketing 66 EX Public Media Rel Effective 08/23/2018 Page 21

22 Position Title Pay Grade FLSA Job Family Director, Community Relations 64 EX Exec Leadership Director, Corporate & Continuing Education 62 EX Workforce Staff Director, Corporate Partnerships 63 EX Foundation Staff Director, Criminal Justice 63 EX Academic Mgt Director, Early Childhood Education 64 EX Academic Mgt * Director, Early Learning Career Advising 61 EX Prog Proj Mgt Staff Director, Early Childhood K-12 Programs 63 EX Academic Mgt Director, e-learning 63 EX Academic Mgt Director, Emergency Medical Services 63 EX Academic Mgt Director, Enterprise Systems 65 EX Info Tech Staff Director, ERP Integration Team Lead Misc EX Info Tech Staff Director, ERP Project 65 EX Prog Proj Mgt Staff Director, ERP Student Project, College Registrar Misc EX Prog Proj Mgt Staff Director, Facilities 66 EX Inst Adm Director, Fire Recruit 63 EX Academic Mgt * Director, Global Education Center 61 EX Prog Proj Mgt Staff Director, Human Resources 65 EX HR Staff Director, Innovation & Instructional Technology 63 EX Academic Mgt Director, IT Customer Support & Quality Assurance 65 EX Info Tech Staff Director, Library Learning Resources Center 64 EX Academic Adm Director, Nursing 63 EX Academic Mgt Director, Major Gifts & Gift Planning 63 EX Foundation Staff Director, Operations Workforce 62 EX Workforce Staff Director, Payroll 63 EX Finance Staff Director, Procurement 64 EX Supply Chain Staff Director, Project Management 65 EX Prog Proj Mgt Staff Director, Quality & Customer Services 65 EX Info Tech Staff Director, Research & Analytics 63 EX Inst Res Director, Resource & Grant Development 64 EX Inst Res Director, Security & Risk Management 65 EX Security Staff Director, Student Development 63 EX Student Svcs Staff Director, Student Life 63 EX Student Svcs Staff Director, Technology Infrastructure 65 EX Info Tech Staff Director, Theatre 62 EX Theatre Staff Director, Workforce Internships & Career Experiences 62 EX Workforce Staff Director, Workforce & Internships 62 EX Workforce Staff Effective 08/23/2018 Page 22

23 Position Title Pay Grade FLSA Job Family Electrician I 59 NE Facilities Electrician II 61 NE Facilities ERP Subject Matter Expert, Lead Misc NE Info Tech Staff Executive Administrative Assistant 57 NE Adm Support Executive Administrative Assistant, Board & General Adm Support 58 NE Counsel Executive Administrative Assistant, President 59 NE Adm Support Executive Administrative Assistant & Contract Adm Support 57 NE Administrator Executive Director Community Engagement, Specialist Exec Leadership 67 EX Assistant to President Executive Director, Human Resources 68 EX Inst Lead Executive Director, Planning Research & Effectiveness 65 EX Inst Adm Executive Director, Theatres 64 EX Theatre Staff General Counsel 68 EX Exec Leadership General Counsel, Associate 66 EX Adm Support * Grant Director, Title V Student Success 63 EX Student Svcs Staff Graphic Designer 57 EX Public Media Rel Graphic Designer, Senior 58 EX Public Media Rel Groundskeeper I 54 NE Facilities Groundskeeper II 55 NE Facilities Groundskeeper III 56 NE Facilities Groundskeeper, Lead 56 NE Facilities Groundskeeper/Mechanic 56 NE Facilities Groundskeeper/Mechanic, Lead 57 NE Facilities Human Resource Generalist, Senior 60 NE HR Support Information Security Officer 65 EX Info Tech Staff Instructional Designer 60 EX Academic Mgt Lead, Quality Assurance 62 EX Info Tech Staff Locksmith 58 NE Facilities Maintenance Worker I 54 NE Facilities Maintenance Worker II 55 NE Facilities Manager, Academic & Student Services 61 EX Academic Mgt Manager, Accounting Grants & Foundation 62 EX Finance Staff Manager, Applications 63 EX Info Tech Staff Manager, Auxiliary Services 63 EX Supply Chain Staff Manager, Benefits 63 EX HR Staff Effective 08/23/2018 Page 23

24 Position Title Pay Grade FLSA Job Family Manager, Budget 63 EX Finance Staff Manager, Business Analyst 63 EX Info Tech Staff Manager, Campus & Off-site Facilities 63 EX Facilities Staff Manager, Career Center 61 EX Student Svcs Staff Manager, Classification & Compensation 63 EX HR Staff Manager, Client Services 61 EX Info Tech Staff Manager, Cloud Administration 64 EX Info Tech Staff Manager, Completion & Retention Manager 62 EX Student Svcs Staff Manager, Computer Resources 63 EX Info Tech Staff Manager, Curriculum Development 61 EX Inst Res Manager, Cybersecurity Systems & Network Lab 63 EX Info Tech Staff Manager, Disability Support Services 60 EX Student Svcs Staff Manager, Early Learning Education Center 60 EX Prog Proj Mgt Staff Manager, Employee Engagement 63 EX HR Staff Manager, Enrollment Processing 60 EX College Info Staff Manager, ERP Business Processing Architecture & Info Tech Staff Misc EX Testing Manager, ERP Integrations Misc EX Info Tech Staff Manager, ERP Reporting Misc EX Prog Proj Mgt Staff Manager, ERP Functional Admissions Specialist Prog Proj Mgt Staff Misc NE Admissions Manager, ERP Functional Associate Dean Academic Misc EX Prog Proj Mgt Staff Manager, ERP Functional Associate Financial Aid Prog Proj Mgt Staff Misc EX Director Senior Financial Aid Manager, ERP Functional Campus Registrar Registration Misc EX Prog Proj Mgt Staff Manager, ERP Functional Workforce Program Specialist Prog Proj Mgt Staff Misc EX Recruitment Manager, Grant Compliance 63 EX Prog Proj Mgt Staff Manager, Grant Development 63 EX Prog Proj Mgt Supp Manager, Facilities 62 EX Facilities Staff Manager, Facilities Planning 65 EX Facilities Staff Manager, Financial Aid 60 EX Student Svcs Staff Manager, Honors College 61 EX Academic Svcs Manager, International Admissions & Recruitment 61 EX Student Svcs Staff Manager, Learning & Professional Development 63 EX HR Staff Manager, Media Technology & Instructional Services, Media Tech Staff 63 EX Lake Worth Effective 08/23/2018 Page 24

25 Position Title Pay Grade FLSA Job Family Manager, Payroll 62 EX Finance Staff * Manager, Project 60 EX Prog Proj Mgt Staff Manager, Project Construction 61 NE Facilities Staff Manager, Safety & Risk 62 EX Risk Mgt Manager, Student Account Services 63 EX Finance Staff Manager, Student Activities 60 EX Student Svcs Staff Manager, Student Development 61 EX Student Svcs Staff Manager, Student Learning Center 61 EX Academic Mgt Manager, Student Learning Center & Testing Center 61 EX Student Svcs Staff Manager, Talent Acquisition 63 EX HR Staff Manager, Testing Center 60 EX Student Svcs Staff Manager, Veteran Affairs 61 EX Student Svcs Staff Manager, Visual Communications 61 EX Public Media Rel Manager, Web Content 63 EX Public Media Rel Manager, Website 63 EX Info Tech Staff Mechanic, Air Conditioning I 60 NE Facilities Mechanic, Air Conditioning II 61 NE Facilities Mechanic, Irrigation 57 NE Facilities Mechanic, Maintenance I 56 NE Facilities Mechanic, Maintenance II 57 NE Facilities Mechanic, Maintenance, Lead 58 NE Facilities Mechanic, Vehicle Equipment 58 NE Facilities Mechanic, Vehicle Equipment, Lead 59 NE Facilities Painter I 56 NE Facilities Painter II 57 NE Facilities Painter III 58 NE Facilities Payroll Associate 55 NE Finance Support Payroll Systems Analyst 58 NE Finance Support Plumber I 59 NE Facilities Plumber II 60 NE Facilities Program Assistant 56 NE Adm Support Program Director 60 EX Academic Mgt * Program Director, Operations 61 EX Prog Proj Mgt Staff * Program Grant Director 60 EX Prog Proj Mgt Staff * Program Grant Manager 60 EX Prog Proj Mgt Staff Project Director, Early Learning Professional Prog Proj Mgt Staff 61 EX * Development Effective 08/23/2018 Page 25

26 Position Title Pay Grade FLSA Job Family Provost & Dean 68 EX Exec Leadership Registrar, Associate 61 EX Student Svcs Staff Registrar, Associate Senior 63 EX Student Svcs Staff Registrar, Campus 60 EX Student Svcs Staff Registrar, College 65 EX Student Svcs Adm Representative, Admissions Processing 54 NE Student Svcs Supp Representative, Campus Scheduling I 54 NE Adm Support Representative, Campus Scheduling II 55 NE Adm Support Representative, Financial Aid I 54 NE Student Svcs Supp Representative, Financial Aid II 55 NE Student Svcs Supp Representative, Human Resources 54 NE Adm Support Representative, Human Resources II 55 NE HR Support Representative, Inventory 56 NE Supply Chain Supp Representative, Inventory Reporting 56 NE Supply Chain Supp Representative, IT Service Desk 55 NE Inst Supp Representative, Professional Development 55 NE Adm Support Representative, Student Account Services I 54 NE Finance Support Representative, Student Account Services II 55 NE Finance Support Representative, Student Services & Financial Aid I 54 NE Student Svcs Supp Representative, Student Services I 54 NE Student Svcs Supp Representative, Student Services II 55 NE Student Svcs Supp Representative, Student Support Services 55 NE Adm Support Representative, Test Center I 54 NE Student Svcs Supp Representative, Test Center II 55 NE Student Svcs Supp Security Dispatcher 55 NE Adm Support Security Lieutenant 59 EX Security Staff Security Officer 54 NE Security Support Security Sergeant 56 NE Security Support Specialist, Absence & Time 57 NE Finance Support Specialist, Accounting 57 NE Finance Support Specialist, Accounts Receivable 57 NE Finance Support Specialist, Admissions 56 NE Student Svcs Supp Specialist, Admissions & Registration 56 NE Student Svcs Supp Specialist, Air Conditioning & Energy Management Facilities Staff 62 NE Systems Specialist, Athletics 56 NE Adm Support Effective 08/23/2018 Page 26

27 Position Title Pay Grade FLSA Job Family Specialist, Auxiliary Services & College Card 56 NE Supply Chain Supp Specialist, Benefits 57 NE HR Support Specialist, Billing & Deductions 57 NE Finance Support Specialist, Biotechnology Lab 57 NE Lab Supp Specialist, Business & Educational Development 59 EX Prog Proj Mgt Supp Specialist, Budget Accounting 60 EX Finance Staff Specialist, Client Technology I 57 NE Media Tech Supp Specialist, Client Technology II 58 NE Info Tech Supp Specialist, Client Technology III 59 NE Info Tech Supp Specialist, Coach 59 EX Athletics Specialist, College Relations & Marketing 58 EX Public Media Rel Specialist, Construction 56 NE Adm Support Specialist, Construction Documents 58 NE Adm Support Specialist, Curriculum 56 NE Academic Svcs Specialist, Disability Support 56 NE Adm Support Specialist, e-learning Student Success 58 EX Adm Support Specialist, Enrollment Management 57 NE Student Svcs Supp Specialist, Enrollment I 56 NE College Info Ctr Specialist, Enrollment II 57 NE College Info Ctr Specialist, Facilities 57 NE Facilities Staff Specialist, Finance Department 57 NE Finance Support Specialist, Financial Aid 56 NE Student Svcs Supp Specialist, Fiscal 57 NE Finance Support Specialist, Foundation Research 58 NE Foundation Supp Specialist, Grant 57 NE Adm Support Specialist, Horticulture 56 NE Lab Supp Specialist, Human Resources 57 NE HR Support Specialist, Information Technology Asset Mgmt 57 NE Supply Chain Supp Specialist, Information Technology Asset Mgmt II 58 NE Info Tech Supp Specialist, Information Technology 57 NE Info Tech Supp Specialist, Information Technology Service Desk 56 NE Info Tech Supp Specialist, Information Technology Service Desk & Info Tech Supp 56 NE Operations Specialist, Instructional Support 55 NE Adm Support Specialist, Instructional Technology 59 NE Adm Support Specialist, Instructional Technology Design 58 NE Academic Mgmt Effective 08/23/2018 Page 27

28 Position Title Pay Grade FLSA Job Family Specialist, Key Management 57 NE Adm Support Specialist, Instructional Technology Design 58 NE Academic Mgmt Specialist, Lab 56 NE Lab Supp Specialist, Talent Acquisition 59 NE HR Staff Specialist, Theatres 55 NE Theatre Support Specialist, Veteran 56 NE Student Svcs Supp Specialist, Learning 58 EX Lab Supp Specialist, Media II 57 NE Media Tech Supp Specialist, Media Technology I 56 NE Media Tech Supp Specialist, Media Technology II 57 NE Media Tech Supp Specialist, Multimedia 58 EX Media Tech Supp Specialist, Nursing Lab 59 EX Lab Supp Specialist, Nursing Program 59 NE Adm Support Specialist, Outreach Program 58 EX Prog Proj Mgt Staff Specialist, Payroll 58 NE Finance Support Specialist, Payroll Support 58 NE Finance Support Specialist, Purchasing Card 56 NE Adm Support Specialist, Records 56 NE Student Svcs Supp Specialist, Science Department 57 NE Lab Supp Specialist, Selection Center 57 NE Adm Support Specialist, Student Activities 56 NE Adm Support Specialist, Student Learning & Test Center 58 EX Student Svcs Staff Specialist, Student Services Information 58 NE Student Svcs Supp Specialist, Technical Production 55 NE Lab Supp Specialist, Testing Lab 58 NE Lab Supp Specialist, Volunteer Program 57 NE Student Svcs Supp Specialist, Web Communications 58 EX Public Media Rel * Specialist, Workforce Program 58 EX Student Svcs Supp Supervisor, Box Office 56 NE Theatre Support Supervisor, Bursar 58 EX Finance Staff Supervisor, Graphic Communications 58 NE Supply Chain Supp Supervisor, Grounds & Landscaping 61 EX Facilities Staff Supervisor, IT Service Desk 59 NE Info Tech Staff Supervisor, Maintenance 63 EX Facilities Staff Supervisor, Technical Production 59 NE Theatre Staff Supervisor, Theatre House 55 NE Theatre Staff Effective 08/23/2018 Page 28

29 Position Title Pay Grade FLSA Job Family Supervisor, Warehouse 57 NE Supply Chain Staff System Administrator 60 EX Info Tech Staff Systems Programmer, Senior 63 EX Info Tech Staff Technician, Air Conditioning 58 NE Facilities Technician, Electronic Systems I 60 NE Facilities Technician, Electronic Systems II 61 NE Facilities Technician, Graphic Communications 55 NE Supply Chain Supp Technician, Laboratory 55 NE Lab Supp Technician, Library I 56 NE Library Supp Technician, Library II 57 NE Library Supp Technician, Spray 56 NE Facilities Technician, Trade & Industry Lab 58 NE Lab Supp Technician, Warehouse Receiving 54 NE Supply Chain Supp Vice President, Academic Affairs 69 EX Exec Leadership Vice President, Administration & Business Services 70 EX Exec Leadership Vice President, Advancement 69 EX Exec Leadership Vice President, e-learning Instructional Technology, Exec Leadership 69 EX Provost Boca Raton Vice President, Growth Expansion, Provost Belle Glade Exec Leadership 69 EX & Loxahatchee Vice President, Information Services 69 EX Exec Leadership Vice President, Institutional Effectiveness, Provost Palm Exec Leadership 69 EX Beach Gardens Vice President, Student Services & Enrollment Exec Leadership 69 EX Management Vice President, Workforce Development, Lake Worth 69 EX Exec Leadership Webmaster 61 EX Info Tech Staff Welding Technology Evaluator 58 NE Lab Supp Effective 08/23/2018 Page 29

30 D. Non-Unit Full-Time Salary Ranges PAY GRADE 40-HOUR SCHEDULE 35-HOUR SCHEDULE Minimum Midpoint Maximum Minimum Midpoint Maximum 51 $21,443 $26,804 $32,164 $18,762 $23,453 $28, $23,534 $29,417 $35,300 $20,592 $25,740 $30, $25,828 $32,285 $38,742 $22,600 $28,249 $33, $28,346 $35,433 $42,519 $24,803 $31,004 $37, $31,110 $38,888 $46,665 $27,221 $34,027 $40, $34,143 $42,679 $51,215 $29,875 $37,344 $44, $37,472 $46,840 $56,208 $32,788 $40,985 $49, $41,126 $51,407 $61,689 $35,985 $44,981 $53, $45,136 $56,419 $67,703 $39,494 $49,367 $59, $50,462 $63,077 $75,692 $44,154 $55,192 $66, $53,251 $69,227 $85,202 $46,595 $60,574 $74, $58,444 $75,977 $93,510 $51,138 $66,479 $81, $64,142 $83,384 $102,627 $56,124 $72,961 $89, $70,396 $91,514 $112,633 $61,596 $80,075 $98, $77,259 $100,437 $123,615 $67,602 $87,882 $108, $84,792 $110,229 $135,667 $74,193 $96,451 $118, $93,059 $120,977 $148,895 $81,427 $105,855 $130, $102,132 $132,772 $163,412 $89,366 $116,176 $142, $112,090 $145,717 $179,344 $98,079 $127,503 $156, $123,019 $159,925 $196,831 $107,642 $139,934 $172,227 Effective 08/23/2018 Page 30

31 E. Non-Unit Part-Time & Temporary Personnel (OPS) Pay Schedule FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines. For the rates of positions not listed, consult the Office of Human Resources for classification once funding has been approved by the appropriate Provost and/or Vice President. * Grant positions. Refer to Section N, Grant-Funded Positions, for further information. Position Title Hourly Rate FLSA Advisor, Career Development I $18.02 EX Advisor, Career Development II $19.77 EX Advisor, Financial Aid $19.77 EX Advisor, Post Secondary $19.77 EX * Advisor, Student Development I $18.02 EX Advisor, Student Development II $19.77 EX * Assistant, Instructional Support $13.63 NE Assistant, Library I $12.42 NE Assistant, Library II $13.63 NE Assistant, Summer Program I $10.31 NE Assistant, Summer Program II $11.31 NE Assistant, Wellness Center $13.63 NE Coordinator, Clinical $24.26 NE Coordinator, News and Media Relations $21.70 EX Coordinator, Media Technology $21.70 NE Coordinator, Summer Program $21.70 EX Coordinator, Summer Youth $21.70 EX * Head Resident $732.25/wk EX * Librarian $21.70 EX Occupational Skills Evaluator $24.26 EX Office Assistant I $12.42 NE Office Assistant II $13.63 NE Office Assistant III $13.63 NE Manager, Project $24.46 EX Representative, Admissions Processing $13.63 NE Representative, Counseling Center $14.96 NE Representative, Financial Aid I $13.63 NE Representative, Information Technology $14.96 NE Representative, Information Technology Help Desk $14.96 NE Representative, Student Account Services I $13.63 NE Effective 08/23/2018 Page 31

32 Position Title Hourly Rate FLSA Representative, Student Services I $13.63 NE Representative, Test Center I $13.63 NE Representative, Test Center II $14.96 NE Security Officer $13.63 NE Specialist, Art Gallery $18.02 NE Specialist, Course Management $21.70 NE Specialist, Developmental Math Lab $19.77 NE Specialist, Enrollment I $16.41 NE Specialist, Film Production $18.02 NE Specialist, Lab $16.41 NE Specialist, Learning $19.77 EX Specialist, Professional Teaching and Learning Center $18.02 NE Specialist, Records $16.41 NE Specialist, Student Activities $16.41 NE Specialist, Student Life $16.41 NE Specialist, Summer Youth $16.41 EX Specialist, Technical Production $14.96 NE Specialist, TRIO $18.02 EX * Technician, Ceramics Lab $16.41 NE Technician, Photography Lab $16.41 NE Technician, EMS $24.26 NE Technician, Fire $24.26 NE Technician, Graphic Design Lab $16.41 NE Technician, Horticulture I $13.63 NE Technician, Horticulture II $14.96 NE Technician, Laboratory $14.96 NE Technician, Warehouse Receiving $13.63 NE Effective 08/23/2018 Page 32

33 F. Miscellaneous and On-Call Pay (OPS) Rates FLSA: Exempt (EX) and Non-Exempt (NE). Refer to Section B-21 for guidelines. * Grant positions. Refer to Section N, Grant-Funded Positions, for further information. + Student worker positions. Refer to Section O, Student Positions, for guidelines. Position Title Hourly Rate FLSA + Assistant, America Reads $9.88 NE Box Office Assistant $11.31 NE Box Office Clerk $11.31 NE Client Technology Analyst $24.26 NE CDA Observer $19.77 EX Driver, Bus $13.63 NE Driver, Courier/Van $12.42 NE * Early Learning Assessor $24.26 EX Editor, Special Project $40.00 EX + Helpdesk Level I $8.76 NE + Helpdesk Level II $9.31 NE + Helpdesk Level III $9.88 NE Holistic PCAT Essay/ESL Graders $25.60 EX Interpreter $19.77 NE Interpreter RID or NAD Certification $25.60 NE Manager, Stackable Credentials and Curriculum Development $36.00 EX Model, Artistic $24.26 NE Musician/Entertainer/Exhibitor/Costumer $18.00-$53.00 EX + Peer Advisor $8.95 NE Photographer $21.70 NE Scenic Designer $14.96 NE Specialist, Box Office $14.96 NE Specialist, Curriculum Development $25.60 EX Specialist, Technical Production $14.96 NE + Student Ambassador $8.95 NE + Student Assistant $8.50 NE + Student Tutor (Associate or equivalent) $11.31 NE + Student Tutor (Non-degreed) $10.31 NE Supervisor, Theatre House $14.96 NE TCP Observer $21.70 EX Effective 08/23/2018 Page 33

34 Position Title Hourly Rate FLSA Test Administrator $19.77 EX Test Administrator, Criminal Justice $24.26 EX Test Proctor $12.42 NE Test Proctor II $12.42/$14.96 NE * Test Proctor, DCF $19.77 NE Theatre Crew Assistant $10.31 NE Theatre Crew Member I $11.31 NE Theatre Crew Member II $12.42 NE Translator $21.70 EX Tutor (Associate or equivalent) $11.31 NE Tutor (Minimum of Bachelor) $14.96 NE Tutor (Non-degreed) $10.31 NE Tutor, Nursing $19.77 EX + Work Study Student $8.50 NE G. Credit Adjunct Pay Rate (AA, AS, AAS and Prep) Degrees must be granted from a Regionally Accredited school. Credit/Lecture/Lab/Clinical Pay per Contact Hour (determined by total contact hours x rate of pay). Note that credit contact hours include three (3) hours of orientation on both the lecture and lab. The effective rates for the current fiscal year can be found in the Appendix A. When a course offers a combination of lecture and lab, the rate of pay for the course will be based on either the lab or lecture rate, wherever the greater amount of time (more than 50%) is allocated. If the lecture and lab hours for one course are equal, the higher rate of pay will be applied. Refer to the examples below: Course Credits and Hours Rate of Pay CEN1123C Microprocessors 4 credits Lecture Rate (3 lecture hours, 2 lab hours) ARC 1301C Architectural Design I 3 credits Lab Rate (1 lecture hour, 4 lab hours) ART 1230C Graphic Design I 3 credits (2 lecture hours, 2 lab hours) Lecture Rate Effective 08/23/2018 Page 34

35 Adjunct instructors, who only teach credit and prep classes, can teach no more than 3 courses per term. The academic terms include: (1) fall, (2) spring, and (3) summer A, B and C. Personnel in this category, who have a temporary assignment in addition to the credit and prep teaching assignment or teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. The Office of Human Resources and the Vice President of Academic Affairs will work, on a case by case basis, with administrators who oversee Independent Studies, lab and concurrent courses. Exceptions to this policy must be approved by the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services. H. Non-Credit Adjunct Pay Rate (PSAV, CCE and Avocational) Noncredit adjunct instructors, who teach Corporate & Continuing Education (CCE) and/or Avocational courses, cannot work more than 27.5 hours per week. Personnel in this category, who have another temporary assignment, cannot work more than 27.5 hours per week in the combined assignments. The Office of Human Resources and the Vice President of Academic Affairs will work, on a case by case basis, with administrators of PSAV programs regarding hours for PSAV adjunct instructors. Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. Exceptions to this policy must be approved by the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services. Salary for non-credit adjunct instructors is determined by total contact hours x rate of pay. The current fiscal year pay rates can be found in Appendix A. Effective 08/23/2018 Page 35

36 Exceptions to adjunct rates need to be requested in writing and must be approved by the Vice President and Executive Director of Human Resources before any commitment is made to an instructor. The rationale for paying above these published rates must be made in writing. Courses using vendors/consultants for instructional purposes must receive the approval of the Dean and Associate Dean if an instructional payment is at a higher rate than the established adjunct pay as outlined in pricing structure guidelines. I. Substitute Adjunct Rates The substitute rate for adjuncts is $18.44 per hour. If an adjunct cannot attend class, the adjunct must notify the appropriate Associate Dean s Office. The adjunct is responsible for securing a substitute from the approved list. If an adjunct has an extended absence, the contract will be adjusted accordingly. If the substitute is covering the class during an extended absence, the substitute s pay will be adjusted accordingly. Rates for Health Services Rate of Pay Health Services - Bachelors $28.16 Health Services - Masters $30.21 Health Services Doctorate $32.33 J. Professional Daily Rate Bachelors or Equivalent $159.04/day ($19.88/hour)** Masters $165.81/day ($20.73/hour)** Doctorate $172.99/day ($21.62/hour)** ** Based upon 8 hours/day for professional non-teaching personnel and 7 hours/day for temporary full-time instructional faculty. K. Payment for College Owned Online Course Development The following guidelines govern the compensation for online course template development and/or redevelopment as requested by Palm Beach State College. College Requested Online Course Template Development 1. A department/cluster must submit the Scope of Work Online Course Development and Maintenance form and receive and approval from the Vice President of elearning before any compensation is offered to a content expert/developer and development of the template is started. 2. A scope of work, with deliverables and timelines, must be signed by the contracted course content expert/developer. The document will state that once the course is fully Effective 08/23/2018 Page 36

37 developed and approved, the course belongs to the college and can be assigned to any faculty member. 3. The content expert/developer must request a mid-development review by the department dean, associate dean, or director, and the elearning director to ensure course instructional content meets department standards, is aligned to course outcomes, and meets approved course template structure. 4. Payment of $2,100 for a completed course template will be issued upon approval of the Vice President of elearning. College Required Online Course Template Redesign 1. When a department/cluster and/or elearning requests that a College-owned course template be substantially redesigned, the department/cluster must submit the Scope of Work Online Course Development and Maintenance form, and receive approval from the Vice President of elearning before any compensation is offered to a content expert/developer and development of the template is started. 2. The needed changes have to be clearly identified by the department/cluster. The elearning director will review the needed changes and determine the percentage of course modification to be developed. 3. A scope of work, with deliverables and timelines will be completed and signed by the contracted course content expert/developer. The document will state that once the course is redeveloped and approved, the course belongs to the College and can be assigned to any faculty member. 4. The content expert/developer must request a mid-redevelopment review by the department dean, associate dean, or director, and the elearning director to ensure course instructional content meets department standards, is aligned to course outcomes, and meets approved course template structure. 5. Payment for redevelopment will be calculated based on the percentage of the course to be redeveloped and calculated as a percentage of the full course development payment of $2,100 (e.g., 50% of template redevelopment = $1,050). Payment for template revision will be issued upon approval of the Vice President of elearning. Development and/or revision of a Faculty s Personal Online, Hybrid, and/or Face-to-Face Courses Such development and/or reviews will not be compensated, as they are considered part of normal job responsibilities of teaching faculty and instructors. L. Supplemental Payments The following supplemental payments apply to non-bargaining unit members: Academic Support 1. Adjunct/temporary instructors employed to teach independent studies or practicums will be paid.30 per student times lecture/lab rate times Effective 08/23/2018 Page 37

38 2. Developing a Curriculum (DACUM) is reimbursed at the rate of $25.00 per hour. 3. College personnel who participate in the Honors Program are paid at a rate of $ per Honors Packet per instructor per term, not to exceed 10 packets. 86BAthletics Coaching Supplement Season Sport Per Term (Terms) Athletic Trainer $1,500 2 Baseball - Men $6,000 2 Asst. Baseball - Men $2,000 2 Basketball - Men $6,000 2 Asst. Basketball - Men $2,000 2 Basketball - Women $6,000 2 Asst. Basketball - Women $2,000 2 Softball - Women $6,000 2 Asst. Softball - Women $2,000 2 Volleyball - Women $6,000 2 Asst. Volleyball - Women $2,000 2 Summer Term Coach Supplement - $6,000 Intramurals Supplement Season Responsibility Per Term (Terms) Director $3,000 2 Cheerleading Coach $1,000 Selected Activities Persons assigned responsibility for the following activities may receive the following payments: Per Term Beachcomber $2,000 Brain Bowl Coach $2,000 Student Organizations Employees may volunteer to serve as club advisors of student organizations approved by student government and student services. If the service is not part of the employee s normal work assignment, the College may pay an honorarium as a one-time payment at the end of the semester in which the employee volunteers. The honorarium may be a maximum of $927 for the fall or spring term; and a maximum of $309 for summer A or B term. The amount of the Effective 08/23/2018 Page 38

39 honorarium may vary depending upon the service and is determined by student activities and student life offices. An employee assigned as a club advisor of an officially approved student organization by the Vice President or Provost will receive a one-time payment of up to $206 to $927 per term of officially approved service, assuming that said service is not a part of a regular work assignment. A maximum of $309 may be paid for summer A or B. The exact amount of the supplement for any club advisor shall be determined by student activities and student life offices. M. Bargaining Unit Other Terms and Conditions Further details regarding salary information may be set forth in the College Bargaining Agreement. 1. Assigning Full-Time Faculty Load It is the obligation of the Associate Dean and Dean to assign a full load of 90 points to a full-time faculty member, preferably on the faculty member s home campus. If a full load cannot be assigned on the home campus, then the Associate Dean and/or Dean should make arrangements with the Dean and/or Associate Dean on another campus to schedule a course(s) to complete the full-time faculty member s load of 90 points. When assigning full-time faculty members loads on a campus other than their home campuses, permission must be received from the faculty member s supervisor before assignment and loading can be completed. A full-time faculty load is 90 points for the fall and spring terms. A minimum of 45 points must be taught in face-to-face instruction. A hybrid course is considered face-to-face instruction. No more than 27 in-load points (typically 3 sections) can be pure online in any major term. Any points over 45 (overload) in a term may be face-to-face, or one of the types of distance learning which would include pure online. All overloads are subject to approval of the appropriate Academic Dean. 2. Additional Responsibilities The President or designee may also assign additional responsibilities with points in lieu of courses to complete a regular instructional load of any faculty member. Points will be assigned according to past practice or for new assignments according to an estimated proportion of a full-time load, which would be required to perform the needed services. 3. Salaries Paid from Grants Unless funding is provided in any grant, no salary increases, one time payments or salary adjustments of any type will be granted on July 1 or the effective date of the Salary Schedule changes. No retroactive increases will be granted. Effective 08/23/2018 Page 39

40 In addition to the salaries indicated in this salary schedule, the College may, with the consent of individual bargaining unit members, pay for non-instructional duties at other compensation levels, when a specific compensation level(s) is indicated in a grant. Such compensation levels may be higher or lower than the salaries noted in this salary schedule if mutually agreed upon by the Administration and the individual bargaining unit member. This position applies to hours above the hours of contractual work week. 4. Starting Salaries Starting salaries for new instructional faculty, counselors, and librarians may be increased by 1.25 percent for each year of creditable full-time service up to a maximum of 12.5 percent above the salary range minimum. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee. 5. Endowed Chair Faculty members may be recognized for extraordinary service by receiving one or more payments consistent with the guidelines which are published for the Endowed Faculty Chair Program. 6. Experiential Learning Experiential learning evaluation activities will be paid at a bargaining unit member s hourly rate of pay. N. Grant Funded Positions Grant funded positions normally fall within the College s established compensation structure. However, for an employee to continue employment in a grant funded position beyond the end of the grant year there must be sufficient funding available in the grant. Increases may be provided to grant funded personnel equal to or less than regular College-funded employees effective July 1, provided there are sufficient funds available in the grant. Employees on grants must use annual leave before leaving the College or before the ending of the grant, as there is no pay out of leave balances for employees working on grants. Personnel employed on grants may be employed full or part-time. Administrators will not be eligible to receive compensation under grants during the terms of the contract. Other personnel may perform services and receive compensation under grants for duties performed during the time (e.g. summer A or B) when they do not have scheduled duty. The Director of Resource and Grant Development is not eligible for compensation under grants. 1. Exceptions to Grant Funded Positions Grant funded positions are those where the position is funded completely by a grant. This applies whether the employee in that position was originally hired for a grant or originally hired Effective 08/23/2018 Page 40

41 in a College position but subsequently knowingly applied for and/or was employed in a grant position. If a College employee, who is paid as a general fund College employee, at the request of the President or designee, moves into a grant funded position for a time certain, that employee retains the benefits of a College employee. If grant funds pay a percentage of a general fund College position s salary during the term of the grant or partial term of the grant, that position is not considered a grant funded position. If grant funds result in a part-time College position becoming full-time during the term or partial term of a grant, the position is considered grant funded for purposes of full-time benefits. 2. Grant positions working within Palm Beach County School District Prior to placement of program and active employment of staff within a Middle or High School, classification determination needs to be approved by the Office of Human Resources. Assignments in Middle and High Schools, during the regular academic year or while working in a program that runs consecutive with the School District summer school program includes the following: Site Coordinator $24.50 per hour Bachelor s degree and Florida Teaching Certificate required; must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks. Academic Planning Grant Instructor Certified Teachers Non-certified Teachers $25.00 per hour $18.21 per hour Bachelors degree required; must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks. Additional requirement for Certified Teachers includes the Florida Teaching Certificate. Academic Grant Support $11.53 per hour Associates degree required; minimum of 1 year related experience (additional experience accepted in lieu of education); must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks. Complete position information is available from the Office of Human Resources. Positions which do not meet the above descriptions and/or requirements need to be reviewed by the Office of Human Resources for proper classification and pay rate to be determined prior to active employment. Effective 08/23/2018 Page 41

42 O. Student Positions 1. Student Personnel Only students enrolled in Palm Beach State College can be employed in positions with the employee type of student. A student cannot hold a College temporary, part-time or full-time position concurrent with a student designated position. Any student can apply for regular parttime or full-time positions at the College. To be employed in a student position, students must meet the following guidelines: Students who are enrolled in Palm Beach State College as their home school and who are seeking a degree or certificate can be employed. Hence, transient students do not meet the criteria. Students are enrolled at least half time, 6 credits or equivalent, for the term which they are employed. Students are enrolled have at least a 2.0 GPA. Prior to employment, all potential student workers must apply through Workday and be reviewed by the Office of Financial Aid to determine eligibility for the Federal Work Study (FWS) program. This will allow the College to utilize FWS funds when applicable. If the student is not eligible for work FWS or institutional funds are not available, financial aid will notify the supervisor, who may make a request to their designated Budget Manager to employ the student. All student positions are dependent upon available budget funds and must be approved by the designated Budget Manager. Student positions may be in a grant funded program that does not serve Palm Beach State students if paid by the grant or paid by FWS. Financial aid will consider this type of assignment secondary to other student positions for fund availability. 2. Federal Work Study Students Student personnel qualify to work under the Federal Work Study (FWS) program as determined by the Office of Financial Aid. Personnel under this category are exempt from Social Security and Medicare. FWS students cannot be employed in any other assignment. FWS student may be employed up to 20 hours a week. Work Study students are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Office of Human Resources. 43. Non FWS Students Students cannot be employed in any other assignment except as Student Assistants. Student Assistants may work up to 20 hours a week. Student Assistants are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Office of Human Resources. Effective 08/23/2018 Page 42

43 Student Assistants are exempt from retirement and social security. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly. 4. International Students International Student eligibility for employment must be verified each term by the Office of International Admissions and Recruitment before the student begins working. Questions regarding the work eligibility of international students should be referred to the Manager of International Admissions and Recruitment. International Students may work up to 20 hours a week. International Students are compensated at the rate of pay determined by the classification of the position. International Students must be in F-1 status. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly. Effective 08/23/2018 Page 43

44 FULL-TIME FACULTY OTHER INSTRUCTION NON-CREDIT ADJUNCT CREDIT ADJUNCT Salary Schedule APPENDIX A CAT P A Y M ET H AM DL IS NL PL HL SL HB DESCRIP TION CALCULATION DOCTORATE M ASTERS M INIM UM Applied M usic Per Student Enrolled Dental & Nursing Credit/Non Credit Hourly Independent Studies/Practicums Credit Dental & Nursing Credit/Non Credit Salary Paramedic/EM T Clinical Credit Hourly Lecture Credit Hourly Lecture Credit Salary Lab Credit Hourly # of Students Enrolled x Crs Contact Hrs +3 As reported on Time & Attendance.30 x # Students Enrolled x 5.90 x Rate Crs Dictionary Lab/Clinical Contact Hrs+3 As reported on Time & Attendance As reported on Time & Attendance Crs Dictionary Lecture Contact Hrs+3 As reported on Time & Attendance LE or LA LE or LA LE or LA SB Lab Credit Salary Crs Dictionary Lab Contact Hrs SL/ SB Lecture Lab Combination Credit Salary Crs Dictionary Lec Cnt Hrs+Lab Cnt Hrs+3 LE or LA LE or LA LE or LA P A Y M ET H DESCRIP TION CALCULATION DOCTORATE M ASTERS BACHELORS M INIM UM HA HV SV IN HN SC SN Auxiliary/Lab Non Credit Hourly Avocational Non Credit Hourly Avocational Non Credit Salary Independent Studies Non Credit Non Credit Hourly Non Credit Salary PSAV Non Credit + Orientation Salary As reported on Time & Attendance As reported on Time & Attendance Crs Dictionary Contact (Clock) Hrs.30 x # Students Enrolled x 5.90 x Rate As reported on Time & Attendance Crs Dictionary Contact (Clock) Hrs Crs Dictionary Contact (Clock) Hrs P A Y M ET H DESCRIP TION C lasses T hat D o N o t Link T o Wo rk A ssignments Or D o N o t R esult In P ayment T hro ugh Wo rk A ssignments CI Contract Instructor Instructor is paid through accounts payable NP Non Paid Instructor donates services or paid through another funding source PI Professional Instructor Full-time personnel (i.e. PSAV Instructor) who teach as part of regular job duties P A Y M ET H DESCRIP TION CALCULATION ASST P ROF ASSOC P ROF P ROF I P ROF II P ROF III IL Faculty In-Load Classes IL IL IL IL IL OC ON Faculty Credit Class Overload Faculty Non-Credit Class Overload Course Dictionary Load Points x 5.90 x Rate Course Dictionary Standard Hours Effective 08/23/2018 Page 44

45 BELLE GLADE 1977 College Drive BOCA RATON 801 Palm Beach State College Drive LAKE WORTH 4200 Congress Avenue PALM BEACH GARDENS 3160 PGA Boulevard LOXAHATCHEE GROVES Southern Boulevard Effective 08/23/2018 Page 45