TALLAHASSEE COMMUNITY COLLEGE

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2 TALLAHASSEE COMMUNITY COLLEGE ANNUAL SALARY SCHEDULE JULY 1, JUNE 30, Tallahassee Community College is an equal opportunity institution. Programs, activities and facilities of the College are available to all on a non-discriminatory basis, without regard to race, color, religion, sex, gender, sexual orientation, age, disability, marital status, or national origin. Questions pertaining to equal opportunity or equal access should be addressed to the Director of Human Resources. July 1,

3 TCC ANNUAL SALARY SCHEDULE JULY 1, JUNE 30, Table of Contents INTRODUCTION 33 PURPOSE 44 GENERAL PROVISIONS 55 EMPLOYEE CLASSIFICATIONS 66 FULL-TIME FACULTY 87 NON TEACHING FACULTY (COUNSELORS AND LIBRARIANS) 1212 ADJUNCTS 1313 SPI, TV, and DIS COURSES 1818 CONTINUING EDUCATION INSTRUCTORS 1818 PRESIDENT 1919 EXECUTIVE POSITIONS 2020 ADMINISTRATIVE POSITIONS 2121 MANAGERIAL/PROFESSIONAL POSITIONS 2222 CLASSIFIED STAFF/PROFESSIONAL POSITIONS 2525 RETIREES 4241 SPECIAL RETIREE PAY 401A PLAN 4241 PHASED RETIREMENT PROGRAM (PRP) 4241 DEFERRED RETIREMENT OPTION PROGRAM (DROP) (13) FS 4342 RETIREMENT INCENTIVE 4443 REEMPLOYMENT PROVISIONS FOR RETIREES 4544 HOURLY EMPLOYEES (OPS & WORK-STUDY STUDENTS) 4645 TIMESHEET PERIODS FOR NON-EXEMPT STAFF

4 INTRODUCTION The District Board of Trustees recognizes that the quality of faculty, administrators and staff is directly related to the quality of the College. Maintaining a competitive salary plan for instructional, administrators and support personnel is a key to attracting and retaining a highly qualified workforce. To accomplish this objective, the President is directed to recommend a budget using the following guidelines: 1. Give highest priority to funding the direct cost of instruction, maintaining TCC s position of being one of the Florida community college leaders in percent of budget directed to instruction. 2. Establish the appropriate balance between personnel and non-personnel expenditures to assure a positive teaching environment. 3. Restrict administrative and other non-instructional expenses to the lowest reasonable level for maintaining efficient and effective operations. 4. Provide highly competitive salaries to maintain the College as a leader in compensation among Florida community colleges. 3

5 PURPOSE The salary schedule for Tallahassee Community College is established annually pursuant to s (18), F.S., which gives the District Board of Trustees authority to develop a personnel program for the College. Upon adoption, the salary schedule serves as a guide in determining employee compensation. The annual salary schedule as approved by the District Board of Trustees shall supersede all rules, handbooks and other policies and shall be the only basis for computation of salaries to College employees. The salary schedule is not intended to create or be interpreted as a contract of employment. Furthermore, the salary schedule does not give employees the right to or expectancy of continued employment. Tallahassee Community College s compensation policies and procedures are designed to meet the following objectives: Ensure compensation actions are administered in a manner to comply with state and federal legal requirements. Enhance the College s ability to attract and retain qualified faculty and staff. Ensure external competitiveness by developing and maintaining compensation levels that reflect market pay rates. Provide a clear and concise reference for fair compensation decisions. Provide flexibility so the compensation structure remains responsive to changes in the marketplace, the organization and funding availability. 4

6 GENERAL PROVISIONS Effective Date The Salary Schedule is effective July 1, through June 30, Salaries Salaries established for positions are based on 1.0 full time equivalent (FTE) unless otherwise noted. Salaries are adjusted for.50 or.75 FTE and eligible benefits are prorated as indicated in the College s policy manual. Salary Increases/Changes In Salary Salary increases will be determined as part of the annual planning and budgeting process. The President will recommend a salary increase proposal to the District Board of Trustees for approval and will subsequently notify employees of the Board s decision. Salary increases are contingent on availability of funding and are largely dependent upon the allocation of state funds and TCC s budget priorities. If an employee is at the maximum of the salary range, a one-time pay adjustment (equivalent to the pay increase) may be authorized. The employee s base rate of pay will remain unchanged. Board approved salary increases for personnel employed under federal/state grants will be granted only if the increases are budgeted in the grants. Pay Dates Pay dates for all employees shall be the last College business day (Monday - Friday) of each month, unless otherwise established by the Vice President of Administrative Services/Chief Financial Officer. Other Provisions Under special circumstances, the District Board of Trustees reserves the right to employ individuals in established positions not covered by the salary schedule. Any or all provisions of this schedule may be waived upon appropriate action by the Tallahassee Community College District Board of Trustees. Changes to the approved Salary Schedule may only be made by the HR Director with approval from the President or Vice President of Administrative Services. 5

7 EMPLOYEE CLASSIFICATIONS Employees are designated as Faculty, Non-Teaching Faculty, Executive, Administrative, Managerial/Professional, or Classified Staff/Professional or Time Limited. Faculty These positions are officially designated by the District Board of Trustees as instructional. The primary and predominant activities of such positions involve direct instruction. These positions are considered exempt positions under Fair Labor Standards Act (FLSA). Non-Teaching Faculty (Counselors and Faculty Librarians) The primary duties of such positions involve library or learning resources support services, counseling, academic advisement, career advisement and student support services. These positions are considered exempt positions under FLSA standards. Executive, Administrative and Managerial/Professional These are high-level strategic planning, policy making and management positions. The duties of these positions include planning, directing, developing, organizing and utilizing College resources (manpower, material, financial and facility resources). These administrators direct, schedule, manage and supervise other College employees. These positions are considered exempt positions under FLSA standards. Classified Staff/Professional CS-Professional The primary duties of such positions may provide oversight of specific operations of the College or provide services of a highly technical nature. Employees in these positions generally have specialized training and experience or certifications that relate directly to the functions of the positions. Employees in these positions often supervise other employees. Positions assigned to this classification are in the 200 series. These positions may be designated as exempt or non-exempt under FLSA standards. Classified Staff The primary duties of these positions involve performance of support functions essential for the effective operation of the College and other than those designated as Faculty, Non-Teaching Faculty, Executive, Administrative or Managerial/Professional. Some Classified Staff employees may supervise other employees. Positions assigned to this classification are in the 100 series. These positions may be designated as exempt or non-exempt under FLSA standards. Time Limited This class of positions are created to cover the College s employment need in any classification. Time Limited positions are restricted to serve no more than then months during the College s fiscal year and benefit restrictions are also associated with this class. These positions may be designated as exempt or non-exempt under FLSA standards and must be approved by the President. 6

8 Exempt and Non-Exempt Status The federal 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 federal minimum wage that must be paid and mandates when overtime must be paid. Employees not covered by the overtime provisions of FLSA are considered "exempt" (E), those covered by FLSA overtime provisions are "non-exempt" (NE) Exempt (E) employees are those individuals who are exempt from the overtime provisions of the FLSA because they meet the requirements of the executive, professional, administrative or computer exemption. Non-exempt (NE) employees are not exempt from overtime provisions of the FLSA. Such employees are entitled to receive overtime for all hours worked beyond 40 in a workweek. Alternatively, provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory leave. 7

9 FULL-TIME FACULTY 1. Original Appointment The appointment salary ranges for faculty are based on their academic credentials and up to a maximum of five (5) years of qualifying teaching or related work experience at accredited universities, colleges, public schools or other entities. Included in the previous experience may be three (3) years of service in the armed forces of the United States. The salary ranges for the one hundred sixty-eight four (168164) day contract are: Academic Credentials Degree Increment Starting Minimum Starting Maximum Doctorate $1,600 $46,050 $47,892&49,274 Masters $1,503 $43,243 $44,973 &46,270 Bachelors $1,432 $41,177 $42,824 &44,059 Less than Bachelors with program specific credentials and Associate degree $1,384 $39,785 $40, Salary Increases/Changes In Salary Faculty may receive salary increases as follows: 1. A fixed incremental amount on the basis of their academic credentials. 2. A percentage increase in addition to the fixed incremental amount may be authorized contingent on available funding. 3. The maximum salary shall not exceed 75% above the starting minimum salary for any degree level. To be eligible for salary increases, faculty members must receive a satisfactory annual evaluation each academic year, based on fulfillment of their teaching (curriculum and instruction), service, and professional growth plan. 3. Program Chairs Program chairs may be authorized a salary supplement of $2, for their assumption of additional duties during the academic year contract period. For summer terms, program chairs may be authorized a salary supplement of $1, Extra Teaching Assignments Full-time faculty teaching extra assignments shall be compensated per credit hour as defined in the Policy Manual according to the following rates: Academic Credentials Per Credit Hour 3 Credit Hours Doctorate $1,279 $3,897 $3,837 Masters $1,200 $3,600 8

10 Bachelors $1,142 $3,426 Less than Bachelors with program specific credentials and Associate degree $1,103 $3,309 Full-time faculty teaching extra assignments in clinical or lab settings shall be compensated per clock clinical hour as follows: Academic Credentials Per Clock Hour Doctorate $83 Masters $80 Bachelors $77 Less than Bachelors with program specific credentials and Associate degree $74 5. Full-time Employees (non-faculty) teaching extra classes Non-faculty may teach one course per semester (fall, spring, and summer) if approved by the immediate supervisor, subject to compliance with College procedure regarding dual employment. Employees shall be paid at the adjunct rate. Employees who meet the requirements of the Adjunct Faculty Advancement Program shall be paid at the adjunct professor rate. Employees who have completed five years of full time teaching or have five years of full time subject matter experience shall be paid at the full time faculty Extra Teaching Assignment rate. Faculty summer rates shall not apply to nonfaculty employees. 6. Acting Assignment as Administrator When a faculty member is designated as "acting" in an administrator s vacant position, the faculty member may be given up to a ten percent (10%) pay increase at the discretion of the President as compensation for the additional level of responsibility. The pay adjustment shall not exceed six (6) months of compensation unless extended by the District Board of Trustees. 7. Summer Terms Full-time faculty teaching summer session (May Express, June Express, or Main sessions) shall be compensated per credit hour as defined in the Policy Manual according to the following rates. The following rates include compensation for required summer office hours as defined in policy, for grading, and for preparation: Academic Credentials Per Clinical HourPer Credit 9

11 Hour Doctorate $1,478 Masters $1,388 Bachelors $1,321 Less than Bachelor s with program specific credentials and Associate s degree $1,276 Full-time faculty teaching in clinical settings for a summer session (May Express, June Express, or Main Session) shall be compensated per clinical or clinical labclock hour as defined in the Policy Manual according to the following rates. The following rates include compensation for required summer office hours as defined in policy, for grading, and for preparation: Academic Credentials Per Clinical Clock Hour Doctorate $83 Masters $80 Bachelors $77 Less than Bachelors with program specific credentials and Associate degree $74 Full-time faculty will be given preference in assignment of summer courses to the extent that funds are available as defined in Policy and Procedure Honors Classes Full-time faculty members who teach honors modules beyond their regular load shall be compensated using the following pay method. Class Size Compensation 1 to 5 Students $250 6 to 10 Students $ to 15 Students $750 Honors modulesclasses with 16 or more students will be paid at the standard class rate. 10

12 9. Educational Attainment Full-time faculty members who obtain a higher level degree during the course of their employment with the college may be eligible for an increase in salary. The degree and years of eligible professional experience will determine the appropriate salary. Employees seeking an adjustment for educational attainment must present an official transcript to their supervisor. Processing of the increase will begin upon receipt of the required documentation and will be effective with the next available pay period. 11

13 NON TEACHING FACULTY (COUNSELORS AND LIBRARIANS) 1. The starting salaries for the contract periods are: Contract Period Masters Degree Increment Doctorate Masters Bachelors 215 days $1,714 $50,717 $47,623 $45, days $1,870 $55,327 $51,950 $49,476 Faculty Librarian $1,620 $47,700 $45,000 N/A Faculty Librarian Department Chair $1782 $52,470 $49,000 N/A 2. Salary Increases/Changes In Salary Non-teaching faculty may receive salary increases as follows: a. A fixed incremental amount on the basis of their academic credentials. b. A percentage increase in addition to the fixed incremental amount may be authorized contingent on available funding. c. The maximum salary for these positions shall not exceed 75% of the starting minimum salary for that degree level. To be eligible for salary increases, non-teaching faculty members must receive a satisfactory annual evaluation, based on their satisfactory performance of position responsibilities, service, and professional growth plan each academic year. 3. Librarians who serve as Department Heads shall receive a 10% supplement Acting Assignments as Administrator In situations where a counselor or librarian is designated as "acting" in an administrator s vacant position, the counselor or librarian may be given up to a ten percent (10%) pay increase at the discretion of the President for compensation of the additional level of responsibility. The pay adjustment shall not exceed six (6) months of compensation unless extended by the District Board of Trustees Educational Attainment Non-teaching faculty members and faculty librarians who obtain a higher level degree during the course of their employment with the college may be eligible for an increase in salary. Employees seeking an adjustment for educational attainment must present an official transcript to their supervisor. Processing of the increase will begin upon receipt of the required documentation and will be effective with the next available pay period. 12

14 ADJUNCTS 1. Credit and/or Contact Hours Adjunct faculty teaching on a credit/contact hour basis as defined in the Policy Manual are hired according to degree and appropriate subject matter credentials. Adjuncts are paid for classroom instruction, office hours, and grading and preparation time based on a time formula consistent with full time teaching faculty weekly commitments for the same work. Adjuncts teaching on a credit/contact hour basis as defined in the Policy Manual shall be paid according to the following credit hour rates: Academic Credentials Credit Hour Rates Doctorate $769 Masters $714 Bachelors $648 Less than Bachelors with program specific credentials and Associate degree $571 Substitutes: Substitute instructors shall be paid per class hour for lecture as follows: Academic Credentials Class Hour Rates Doctorate $27 Masters $25 Bachelors $23 Less than Bachelors with program specific credentials and Associate degree $21 If a substitute is needed for an extended time that will include office hours and preparation and grading time, the Provost may authorize a supplemental contract paid at the semester credit hour rate for the degree of the substitute calculated on a ratio of days taught by the substitute. 2. Clinical Clock Hours Adjunct instructors teaching on a clinical or clinically related lab clock hourly basis in credit hour programs shall be paid according to the following clock hour rates. Clock hour rates include student assessment and feedback. Separate office hours or preparation time are not required. Clock hour rates are paid for This includes clinicals, labs, PSAV, and apprenticeship: Academic Credentials ClinicalClock Hour Rates Doctorate $46 13

15 Masters $39 Bachelors $32 Associate $29 Professional certification or licensure $28 Less than Bachelors with program specific credentials and Associate degree $29 14

16 Substitutes: Substitutes for clinicals and clinically related,, labs, PSAV, adult education, and apprenticeship shall be paid according to approved clinicalclock hours as follows: Academic Credentials Clock Hour Rates Doctorate $40 Masters $36 Bachelors $28 Associate $25 Professional certification or licensure $24 Less than Bachelors with program specific credentials and Associate degree $25 3. Adult Education The maximum permissible rate for adjunct faculty teaching adult education courses on a clock hour basis shall be the following: Academic Credentials Clock Hour Rates Doctorate $28 Masters $26 Bachelors $23 4. Adjunct Faculty Advancement Program Adjuncts who have completed the Adjunct Faculty Advancement Program, received a Certificate of Completion, and have a current Renewal of Certification on file in Human Resources, shall be designated Adjunct Professors. To maintain status as an adjunct professor, renewal certification is required each year after initial certification. Credit/Contact Hours: Adjunct Professors teaching on a credit/contact hour basis as defined in the College s Policy Manual shall be paid according to the following credit hour rates: Academic Credentials Credit Hour Rates Doctorate $876 Masters $812 Bachelors $738 Less than Bachelors with program specific credentials and Associate degree $654 15

17 ClinicalClock Hours: Adjunct Professors teaching clinicals and labs on a clock hour basis shall be paid according to the following clock hour rates. Academic Credentials Clock Hour Rates Doctorate $51 Masters $45 Bachelors $38 Associate $35 Professional certification or licensure $34 Less than Bachelors with program specific credentials and Associate degree $35 5. Retirees Returning retirees working as Adjunct Professors teaching on a credit/contact hour basis as defined in the Policy Manual shall be paid according to the following credit hour rates: Academic Credentials Credit Hour Rates Doctorate $846 Masters $786 Bachelors or Associates, professional certification or licensure, and/or verified related work experience as qualifying factor. Less than Bachelors with program specific credentials and Associate degree $713 $ Pay Adjustments for Absences Compensation shall be adjusted for any classes or final exams missed by adjuncts or adjunct professors. Adjunct faculty who miss scheduled work hours will have pay reduced for class lecture and office hours as follows: Academic Credentials Class and Office Hour Rates Doctorate $27 16

18 Masters $25 Bachelors $23 Less than Bachelors with program specific credentials and Associate degree $21 Note: Adjustments are made based on accepted practice for a credit hour 50 minute class equaling 60 clock minutes. Other class times (75 minutes equal 90 clock minutes) are similarly adjusted. If a substitute is needed for an extended time that will include office hours and preparation and grading time, the Provost may authorize a supplemental contract calculated on a ratio of days taught by the substitute. Clinical hour faculty salary will be reduced for the hours missed according to the table in (2) Clinical Hours above 7. Transcripts Newly hired adjuncts must submit, to the Human Resources Department, an official transcript, or evidence of professional certification prior to their first day of employment. 8. Degree Changes Adjunct faculty members who obtain a higher level degree during the course of their employment with the college may be eligible for an increase in salary. The employee seeking an adjustment for educational attainment must present an official transcript to their supervisor. Processing of the increase will begin upon receipt of the required documentation and will be effective with the next available pay period. 17

19 SPI and DIS COURSES Instructors teaching courses through the Self-Paced Instruction (SPI) program or directed individual study (DIS) methods shall be compensated per student according to the following rates: Academic Credentials 1 credit hr 3 credit hrs 4 credit hrs 5 credit hrs Doctorate $27 $81 $108 $135 Masters $26 $78 $104 $130 Bachelors $25 $75 $ 100 $125 Less than Bachelors with program specific credentials and Associate degree $24 $72 $96 $120 Individual SPI or DIS sections are limited to an enrollment of no more than fifty (50) students per semester. CONTINUING EDUCATION INSTRUCTORS The following categories have been determined for the Continuing Education program with a maximum hourly rate determined for each category. The individual qualifications of each employee shall be used to determine the actual salary for the course taught within the guidelines established. These rates of pay may be adjusted for extenuating circumstances or market rates, with appropriate vice president approval, Maximum Hourly Rate by Academic Degrees (when appropriate to course taught) Maximum Hourly Rate Academic Credentials $44.72 Doctorate $31.20 Masters $28.08 Bachelors $27.04 Associate $26.00 Professional certification or licensure 18

20 PRESIDENT The position (GL Code 51000) of the President is designated as Senior Management as outlined in the College s Policy Manual and defined by the Florida Retirement System. The salary of the President is determined by the District Board of Trustees. 19

21 EXECUTIVE POSITIONS The positions of Provost (GL Code 51000), Vice President (GL Code 51000), Associate Vice President (GL Code 51200), Assistant Vice President (GL Codes and 51202), and Executive Director (GL Code 51000) are designated as Senior Management as outlined in the College s Policy Manual and defined by the Florida Retirement System. 1. Original Appointment The salary for an employee in an Executive Position of Vice President or Assistant Vice President shall be determined by the President. 2. Salary Increases/Changes In Salary Salary increases will be determined by the President, contingent on the availability of funds and the employee s attainment of performance goals established for the review period. Acting Assignments Executive employees designated as "acting" may be given up to a ten percent (10%) pay increase at the discretion of the President to compensate for the additional work responsibilities. The acting appointment shall not exceed six (6) months unless authorized by the President. Extraordinary Task or Project If an employee is assigned a task or project that is beyond the scope of the employee s assigned duties, that employee may be given a pay supplement as determined by the President. This pay supplement will not be added to the employee s base pay. 3. Senior Management Executive positions are designated as Senior Management as outlined in the College s Policy Manual and defined by the Florida Retirement System. 4. Overlap in Position Up to a two (2) month overlap in an executive position may be allowed in order to facilitate the transition and to provide training for a new employee. Both employees shall receive full benefits during the overlap period. 5. Educational Attainment An executive employee who obtains a higher level degree after being employed shall be eligible to receive a two percent (2%) increase on the base of current pay grade. The increase shall be effective the first of the month following receipt by the Human Resources Department of the official transcript showing the higher degree. It is the employee s responsibility to obtain and submit the official transcript to Human Resources. 20

22 ADMINISTRATIVE POSITIONS The following positions are designated as Administrative: Dean (GL Code 51100) and Associate Dean (GL Code 51100). 1. Original Appointment The salary for persons selected for administrative positions shall be determined by the President on the recommendation of the Provost and/or appropriate Vice President. Consideration shall be given to the applicant s academic credentials, number of years of qualifying professional work experience, professional licensure/certification or other factors that may be pertinent to the position. 2. Salary Increases/Changes In Salary Salary increases will be determined by the President on the recommendation of the Provost and/or appropriate Vice President, contingent on the availability of funds, and the employee s attainment of performance goals established for the review period. Acting Assignments Administrative employees designated as "acting" may be given up to a ten percent (10%) pay increase at the discretion of the President to compensate for the additional work responsibilities. The acting appointment shall not exceed six (6) months unless authorized by the President. Extraordinary Task or Project If an employee is assigned a task or project that is beyond the scope of the employee s assigned duties, that employee may be given a pay supplement as determined by the President. This pay supplement will not be added to the employee s base pay. 3. Select Exempt Administrators are designated as Select Exempt for leave purposes as outlined in the College s Policy Manual. 4. Overlap in Position Up to a two (2) month overlap in an administrative position may be allowed in order to facilitate the transition and to provide training for the new employee. Both employees shall receive full benefits during the overlap period. 5. Educational Attainment An administrative employee who obtains a higher level degree after being employed shall be eligible to receive a two percent (2%) increase on the base of current pay grade. The increase shall be effective the first of the month following receipt by the Human Resources Department of the official transcript showing the higher degree. It is the employee s responsibility to obtain and submit the official transcript to Human Resources. 21

23 MANAGERIAL/PROFESSIONAL POSITIONS The following positions are designated as Managerial Professional (GL Code 53000): Pay Grade Starting Salary Range A $60,248 - $69,285 B $56,307 - $64,753 C $52,624 - $60,518 D $49,180 - $56,557 Position Title Assistant Director of Physical Plant, Facilities, Construction, and Planning Business Analyst Associate Director of Wakulla Institute Pay Grade B Position Title Director of Facilities, Planning and Construction Pay Grade A C Director of Financial Aid A Chief of Campus Police A Director of Grants and Special Projects A A Chief of Staff A Director of Human Resources A College Registrar A Director of Business Process Improvement A Controller A Director of Institutional Research and Planning C Director, Enterprise Systems B Director of Instructional Programs, FPSI A Director, User Services C Director of Library Services A Director of Admissions and Enrollment Services A Director of Learning Commons A Director of Budget and Cost Analysis D Director of Public Safety Continuing Education A Director of Business & Industry Service CenterWorkforce Development D A Director of Purchasing & General Services A Director of Campus & Civic Engagement D Director of Student Success and Retention A Director of Career Center D Director of Team Gadsden Programs B Director of Center for Teaching, Learning, and Leadership B Director of Telecommunications and Network Systems Director, Certificate Programs A Food Service Director C Director of Communications and Public Information Director of Contracts and Grants Administration C Foundation Associate Director & CFO C B FPSI Business Office Director D Director of Distance Learning A Director of Athletics D D Director of Educational Research C Director of Business & Workforce Development D 22

24 1. Original Appointment The appointment salary ranges for persons in managerial/professional positions is based on their qualifications for assigned positions. The proper member of the Executive Team Vice Presidents may authorize up to 15% above the minimum salary (3% for each year of verified qualifying professional experience beyond the minimum training and experience requirements). Appointment salaries beyond this amount must be approved by the President. 2. Verification of Experience and Education Upon original appointment, previous work-related experience considered in the salary determination must be verified by the previous employer(s) on letterhead or on a form provided by the College. Proper verification shall be submitted to the Human Resources Department within the employee s first three months of employment and shall include the dates of employment, job title, hours worked weekly, and an authorizing signature. An employee shall have no longer than three (3) months from the date of hire to provide written verification required to meet the minimum training and experience for the class and for compensation higher than base. If none of the verification required for base salary is received within the first three (3) months of employment, the employee shall cease to receive compensation and necessary action shall be taken to terminate the employee. If written verification required for compensation higher than base is not received within the first three (3) months of employment, the employee shall only be eligible for the percentage for which written verification has been received and the employee s salary will be adjusted retroactively. Credit for educational attainment shall be granted only when an official transcript reflecting the degree is received in the Human Resources Department. Original verification letters, certificates of completion, and official transcripts shall be placed in the employee s personnel file in Human Resources. 3. Salary Increases/Changes in Salary Salary increase will be determined by the President on the recommendation of the proper member of the Executive Team appropriate Vice President, contingent on the availability of funds, and the employee s attainment of performance goals established for the review period. Acting Assignments as Executive or Administrative In situations where a managerial/professional employee is designated as "acting" in an executive or administrative vacant position, the employee may be given up to a ten percent (10%) pay increase at the discretion of the President for compensation of the additional level of responsibility. This pay adjustment shall not exceed six (6) months of compensation. Additional Work Assignment A managerial/professional employee may be given a work assignment which encompasses duties and responsibilities of a different and/or advanced nature for a specified, limited period of time. This assignment may be rescinded by the proper member of the Executive appropriate Vice President andteam and does not constitute a promotion. In order for a managerial/professional employee to be given an additional work assignment and compensated accordingly, there must have been either a recruiting problem (documented by unsuccessful advertisements) or the current incumbent who is responsible for the higher level work has a medical or other such life situation that creates a workload void which must be met in order to provide a continuous and smooth program operation. 23

25 During this limited period of assignment, the employee may be given a pay supplement of five percentten percent (5% 10%) with the approval of the proper member of the Executive Team appropriate Vice President or the President. This pay supplement will not be added to the employee s base pay. Extraordinary Task or Project If a managerial/professional employee is assigned a task or project that is out of the ordinary, that employee may be given a pay supplement as determined by the President. If authorized, the pay supplement will not be added to the employee s base pay. Educational Attainment A managerial/professional employee who obtains a higher level degree after being employed shall be eligible to receive a two percent (2%) increase on the base of current pay grade. The increase shall be effective the first of the month following receipt by the Human Resources Department of the official transcript showing the higher degree. It is the employee s responsibility to obtain and submit the official transcript to Human Resources. 4. Select Exempt Managerial/professional positions are designated as Select Exempt for leave purposes as outlined in the College s Policy Manual. 5. Overlap in Position Up to a two (2) month overlap in a position may be allowed in order to facilitate the transition and to provide training for the new employee. Both employees shall receive full benefits during the overlap period. 24

26 CLASSIFIED STAFF/PROFESSIONAL POSITIONS 1. Original Appointment The original appointment salary for Classified Staff positions will be at the minimum of the salary range. The appointment salary may increase by up to ten percent (10%) of the market rate by the appropriate Vice President upon the recommendation of the Director of Human Resources if an applicant s qualifications exceed the minimum training and experience requirements. Appointment salaries beyond ten percent (10%) of the market rate must be approved by the President. The original appointment salary for sworn law enforcement positions shall be determined by the Vice President of Administrative Services and Chief Financial Officer, based on the recommendation of the Chief of Campus Police. The original appointment salary for the Head Coach and Athletic Director positions shall be determined by the President pursuant to a recommendation from the Vice President of Student Affairs. 2. Verification of Experience and Education Upon original appointment, previous work-related experience considered in the salary determination must be verified by the previous employer(s) on letterhead or on a form provided by the College. Proper verification shall be submitted to the Human Resources Department within the employee s first three months of employment and shall include the dates of employment, job title, hours worked weekly and an authorized signature. An employee shall have no longer than three (3) months from the date of hire to provide written verification required to meet the minimum training and experience for the class and for compensation higher than base. If none of the verification required for base salary is received within the first three (3) months of employment, the employee shall cease to receive compensation and necessary action shall be taken to terminate the employee. If written verification required for compensation higher than base is not received within the first three (3) months of employment, the employee shall only be eligible for the percentage level for which written verification has been received and the employee s salary will be adjusted retroactively. Credit for educational attainment shall be granted only when an official transcript reflecting the degree is received in the Human Resources Department. Original verification letters, certificates of completion and official transcripts shall be placed in the employee s personnel file in the Human Resources Department. 3. Part-time Employment For part-time salaried employees: Salary shall be prorated based on Policy 6Hx27: The employee shall accrue leave based on Policies 6Hx27:04-28 and Overlap in Position Up to a two (2) month overlap in a position may be allowed in order to facilitate the transition and to provide training for the new employee. Both employees shall receive full benefits during the overlap period. 25

27 5. Salary Increases/Changes In Salary Salary increases will be determined by the President on the recommendation of the appropriate Vice President, contingent on availability of funds. A Classified Staff/Professional employee who is on probationary status (initial appointment or due to an unsatisfactory performance appraisal) will not be eligible until the first of the following month after nonprobationary status is obtained. 6. Shift Differential Employees in the classifications of Custodial Worker, Senior Custodian and Custodial Shift Supervisor assigned to the evening shift shall receive an additional $.50 hourly increment to their base pay as a shift differential. The hourly increment will be based on a 2,080 hour work year for full-time employees. 7. Changes in Salary Changes in salary shall be implemented for the following reasons: Acting Assignment: In situations where classified staff is designated as "acting" in a Managerial/Professional or Administrative vacant position, the employee may be given a minimum of ten percent (10%) pay increase at the discretion of the President for compensation of the additional duties and responsibilities. Additional Work Assignment: A classified staff/professional employee may be given a work assignment which encompasses duties and responsibilities of a different, advanced and/or supervisory nature for a specified, limited period of time. This assignment may be rescinded unilaterally by the College and does not constitute a promotion. In order for an employee to be given a work assignment and compensated accordingly, there must have been either a recruiting problem (documented by unsuccessful advertisements) or the current incumbent who is responsible for the higher level work has a medical or other such life situation that creates a workload void which must be met in order to provide a continuous and smooth program operation. During this limited period of assignment, the employee may be given a pay supplement of ten percent (10%) with the approval of the proper member of the Executive Team appropriate Vice President or the President. This pay supplement will not be added to the employee s base pay. Demotion: A demotion occurs when an employee is appointed to a position in a job classification that has a lower pay grade. A demotion may be voluntary or involuntary. For voluntary and involuntary demotions, the employee s salary will be determined by the proper member of the Executive Team appropriate Vice President based on a recommendation by the Director of Human Resources. An increase in salary should not take place during a demotion. Educational Attainment: A non-probationary employee who obtains a higher level degree after being employed shall be eligible to receive a two percent (2%) increase on the base of current pay grade. The increase shall be effective the first of the month following receipt by the Human Resources Department of the official transcript showing the higher degree. It is the employee s responsibility to obtain and submit the official transcript to Human Resources. Extraordinary Task or Project: If an employee is assigned a task or project that is beyond the scope of the employee s assigned duties, that employee may be given a pay supplement as determined by the President. This pay supplement will not be added to the employee s base pay. Increase to Base Salary: All classified staff employees are eligible for any salary increase approved by the District Board of Trustees. A Classified Staff/Professional employee who is on probationary status (initial appointment or due to an unsatisfactory performance appraisal) will not be eligible until the first of the following month after non-probationary status is obtained. Promotion: A promotion occurs when an employee is appointed to a position in a job classification that has a higher pay grade. Upon promotion, the employee will receive either an increase in salary to the minimum of the new pay grade or the amount an employee would have been eligible for as a new hire, whichever is greater. In any occurrence whereby an employee is assigned to a higher pay grade, the promotional increase should be at least five percent (5%). 26

28 Reassignment/Lateral: A reassignment occurs when an employee is placed in an established position in a job classification with the same pay grade. There shall be no salary increase or decrease as a result of a reassignment. Reclassification: A reclassification is defined as placement of an employee in a classification with a higher or lower pay grade as a result of changes in the duties and responsibilities of that established position. If a position is reclassified to a higher pay grade, the procedure for a promotion shall be used. If a position is reclassified to a lower pay grade, the procedure for a voluntary demotion shall be used. Retitle: A retitle occurs when the title of an established position is changed. There shall be no salary increase or decrease resulting from the retitling of a position. Service Credit: Custodial Workers shall receive a one (1) pay grade increase and be retitled Senior Custodian on the first day of the month following achievement of ten (10) years of service in that classification. Temporary Assignment: In situations where the assignment or scheduling of work requires an employee to perform work in a higher level classification to fill the temporary vacancy of an established position, a new salary rate may be established for the period of temporary reassignment. This provision is not to be applied in situations of vacation replacement. An employee must work in the higher classification a minimum of one (1) month and not more than six (6) months. A vacancy of more than six (6) months must be filled through regular advertising procedures, unless otherwise approved by the District Board of Trustees. The rate of pay for the temporary assignment shall be determined using the guidelines for a promotional increase. Trainee Status: A Classified Staff employee may be appointed as a trainee in an established position with a higher pay grade due to the following: o Recruitment/Retention The hiring authority has experienced recruitment difficulty in filling the position or in retaining personnel as evidenced by either a lack of qualified applicants or frequent turnover of staff within the last 24 months. The Classified Staff employee is within one year of meeting the minimum training and experience requirements for the position and has demonstrated that he/she is able to perform most of the assigned duties through the assumption of job responsibilities when the position was vacant, as well as by the receipt of consistent performance appraisal ratings of satisfactory and above. o Loss of position The Classified Staff position is being deleted due to a change in business process, technology or reorganization. The Classified Staff employee is within one year of meeting the minimum training and experience requirements for the position and has demonstrated that he/she is able to perform most of the assigned duties through consistent performance appraisal ratings of satisfactory and above. The trainee period would be limited to one year. Compensation during this period will be ten percent (10%) below the minimum of the pay grade for the higher classification. The training plan will be developed by the employee s supervisor in consultation with the Director of Human Resources and the proper member of the Executive Team appropriate Vice President. After finalization, the trainee recommendation should be submitted to the Vice President for Administrative Services. Upon completion of the one-year trainee period, the Classified Staff employee will be required to serve a six month probationary period. Position Transfer: A transfer occurs when an employee is moved to an established position, from one job location/department to a different job location/department, within the same pay grade. There shall be no salary increase or decrease as a result of a transfer. 8. Sworn Law Enforcement The original appointment salary for sworn law enforcement positions shall be determined by the Vice President of Administrative Services and Chief Financial Officer based on the recommendation of the Chief of Campus Police. 27

29 The following classifications are designated as sworn law enforcement: Campus Police Officer Campus Police Corporal Campus Police Sergeant Campus Police Lieutenant Campus Police Captain Campus Police Major Special Risk Membership: In accordance with s F.S., college employees designated as sworn law enforcement personnel are eligible for membership in the Special Risk Class of the Florida Retirement System. Salary Incentives: An employee in a full-time sworn law enforcement classification shall be given an ongoing monthly supplement for educational attainment in accordance with s , F.S. and the Criminal Justice Standards and Training Commission as follows: Education (maximum of $80 per month) o $80 per month for Bachelors o $30 per month for Associates Training o $20 per month for every eighty (80) hours completed in courses approved for salary incentives for police officers when not utilized to satisfy mandatory retraining requirements. Combination Education and Training o Maximum $130 per month Reserve Officers: Reserve officers are certified sworn law enforcement officers who are hired on an Other Personal Services (OPS) basis to fill in when regular officers are unavailable or to provide additional coverage at special events. Compensation shall be at the rate of at least $15.45 per hour. 9. Athletics The original appointment salary for the Head Coach and Athletic Director positions shall be determined by the President pursuant to a recommendation from the Vice President of Student Affairs. If the Athletic Director position is filled in a part-time capacity, the part-time Athletic Director will be compensated by salary supplement at a minimum of $5,000 to a maximum of $10,000. Contract Provisions: Employees hired in Head Coach and Athletic Director positions shall be on annual contract. Such contracts may have rollover provisions not to exceed two additional years. Contract renewal, including eligibility for pay incentive, for the new contract period will be based on the following: Student-athlete graduation rate Community service Team success in State and/or National tournaments Other significant achievements or performance criteria, as recommended by the Vice President for Student Affairs and approved by the President Athletic employees shall be available for College business at all times throughout the standard work week, as well as outside regular work hours, unless performing authorized travel or other approved absence. 28

30 CS PROFESSIONAL CLASSIFICATIONS ALPHABETICAL LISTING POSITION TITLE PAY GRADE 29 EXEMPT/ NON-EXEMPT MINIMUM MARKET MAXIMUM Academic Advisor 222 E $34,469 $41,018 $53, Academy Business Manager 229 E $45,359 $53,977 $70, Academy Program 226 E $40,324 $47,985 $62, Accounting 225 E $38,773 $46,140 $60, Accounting Scholarship Assistant 218 NE $29,464 $35,062 $45, Achieving the Dream (ATD) 229 E $45,359 $53,977 $70, Admissions and Enrollment 227 E $41,937 $49,904 $65, Adult Education Specialist 223 E $35,848 $42,659 $55, Advanced and Specialized Instructional 230 E $47,173 $56,136 $73, Alumni and Friends Association 223 E $35,848 $42,659 $55, Alumni Relations /Development 223 E $35,848 $42,659 $55, Assistant Controller 231 E $49,060 $58,381 $76, Assistant Director, User Services For Instructional Technology 229 E $45,359 $53,977 $70, Assistant Enrollment Services Director 230 E $47,173 $56,136 $73, Assistant Financial Aid Director 230 E $47,173 $56,136 $73, Assistant Human Resource Director 231 E $49,060 $58,381 $76, Assistant Learning Commons 224 E $37,281 $44,365 $58, Assistant Registrar 230 E $47,173 $56,136 $73, Assistant Plant Operations Director 228 E $43,614 $51,901 $68, Assistant to the Dean 224 E $37,281 $44,365 $58, Assistant to the Director of Library Services 224 E $37,281 $44,365 $58, Assistant to the Director of Admissions and Enrollment Services 224 E $37,281 $44,365 $58, Assistant to the Director of Student Success 224 E $37,281 $44,365 $58, Assistant to the President 227 E $41,937 $49,904 $65, Assistant to the Vice President 225 E $38,773 $46,140 $60, Auxiliary Service 227 E $41,937 $49,904 $65, Business Analyst, Financials 229 E $45,359 $53,977 $70, Business Analyst, Human Capital Management 229 E $45,359 $53,977 $70, Business Manager 231 E $49,060 $58,381 $76, Business Services and Corporate Training Manager 228 E $43,614 $51,901 $68, Campus Police Captain 228 E $43,614 $51,901 $68, Campus Police Lieutenant 226 E $40,324 $47,985 $62, Campus Police Major 230 E $47,173 $56,136 $73, Campus Police Sergeant 224 E $37,281 $44,365 $58, Campus Rec. and Sports Facility Manager 220 E $31,868 $37,923 $49, Capital Center 220 E $31,868 $37,923 $49, Career Placement 224 E $37,281 $44,365 $58, Career Services Counseling Specialist 224 E $37,281 $44,365 $58, Classroom Technologies 222 E $34,469 $41,018 $53, Client Support Specialist 220 NE $31,868 $37,923 $49, Communications Editor 219 E $30,643 $36,465 $47,783.84