Personnel Policy Manual for Support Staff

SUBJECT: SALARY ADMINISTRATION

POLICY STATEMENT:

It is the policy of the College that each position be classified according to duties and responsibilities required and a salary range established in line with similar positions in the community.

IMPLEMENTATION:

1. The Wage and Salary Program consists of the following basic elements:

(a) Written position descriptions
(b) Job evaluation system
(c) Job grades
(d) Salary ranges

2. For every position, a position description shall be developed and approved by the supervisor, detailing duties and responsibilities as well as the qualifications required.

3. Job evaluation is the means of determining how jobs should be ranked on the basis of the training required, the complexity of the work involved, and the responsibility the employee must bear for the results of the work.

4. The Human Resource Office is responsible for administering the job evaluation plan with the guidance and approval of the Vice President for Campus Services.

5. It is the responsibility of the Director of Personnel to maintain fair compensation practices to ensure internal equity.



1. A new employee will receive the minimum salary for the position grade/level.
Exceptions:
a. A person not fully qualified may be employed provisionally one grade/level below minimum. It is expected that such a person would meet the minimum requirements within six (6) months of the grade/level within that time.
b. A person with directly related experience which is immediately usable may be employed at the salary within the first quartile of the range.

2. Employee's performance will be reviewed upon completion of the probationary period and at least annually thereafter.

3. Transfers/Promotions

a. An employee will be transferred/promoted to a new position at the employee's current salary or at the minimum starting rate of the new position, whichever is higher.
b. Transferred/promoted employees will be reviewed three (3) months from the date of transfer/promotion.

4. Quartile Adjustment
Approved progression increases will be processed July 1 of each year in accordance with the following schedule:
a. 3 month - 3 full years of service in a given position = 1st Quartile
b. 3 full years - 5 full years of service in a given position = Mid-point
The mid-point of the range is the salary which is considered to be a fair and equitable rate of compensation for an employee who is fully qualified for the position from the standpoint of training and experience, and whose demonstrated performance on the job over a period of time (usually three years) is entirely satisfactory in all respects.
c. 5 full years or more of service in a given position = 3rd Quartile

5. Position Reclassification

Occasionally a supervisor may think that a position within his/her department has changed substantially since the job evaluation and should be re-evaluated. The following procedures should be followed when this occurs:
a. The supervisor and employee should review and update the job description and job evaluation form for the position in question.
b. The Director of Human Resources shall review the job evaluation to determine the appropriate grade level for the position.
c. The Director of Human Resources shall inform the supervisor and appropriate Vice President of the job evaluation results.
d. If a change is determined appropriate, funding for the up-grade must be allocated from the divisional budget.