STATE COLLEGE OF FLORIDA, MANATEE-SARASOTA
CAREER EMPLOYEE'S SALARY SCHEDULES
1. ANNUAL SALARY INCREASE DATE:
Career employees, full-time or part-time, who occupy a position, approved by the Board of Trustees, which provides a technical/paraprofessional, clerical/secretarial, skilled crafts or maintenance service for the College, have a common anniversary date for salary increases, which is recommended by the President to the Board of Trustees for each fiscal year.
2. PAY LEVEL:
Each career employee position is assigned to a pay level depending upon the relative complexity and level of responsibility of the tasks involved in its job description and labor market competitive rates, based on the College approved job evaluation structure. Each pay level has a distinct salary range determined by an annual review of the salary schedule by the Office of Human Resources. Positions are established within the level structure on the following pages based on recommendations by the Office of Human Resources and approval of the President.
3. BEGINNING SALARY:
New employees, or current employees moving to a higher level position, who meet minimum qualifications will usually be placed at the minimum rate for the pay level, regardless of the fund source.
Additional credit will be allowed for related experience above the minimum experience qualification of the position, up to a maximum of 10 years prior experience over the minimum requirements for new employees. Current employees may receive more than the 10 years maximum experience credit for SCF experience, if it is relevant to the new position.
The Director, Human Resource Operations may approve a step increment credit for each year of related experience above the minimum requirements, up to 5 years additional related experience. The employee will be paid at the Mid-point (Market Rate) if the employee has 5 years additional related experience beyond the minimum experience requirements for the position.
An experience calculation of an additional 1% above the market rate for those with more than 5 years related experience beyond minimum requirements may be granted, up to 10% above the mid-point of the range, with the approval of the Executive Director, Human Resources.
Starting salaries greater than 10% above the mid-point of the range may only be granted with the President's approval. In some cases, relevant education above the minimum requirements may be substituted for experience on a year for year basis. Depending on the position, it may also be possible to substitute some experience for education requirements. All experience calculations and salary rates above mid-point must be approved by the Executive Director, Human Resources, or designee.
4. PROMOTION, REASSIGNMENT, REDUCTION:
PROMOTION is the selection for appointment to a position with a higher pay level than the current position. The salary rate for an employee being promoted will be calculated in accordance with section 3, "Beginning Salary". The employee will either receive this rate or 5% for a one level promotion; or 10% for a promotion of two levels or more, whichever is greater.
RECLASSIFICATION is the change in position title and/or pay level based upon a significant change in the job responsibilities. Reclassifications for positions currently filled by an incumbent are usually requested during the annual budget process. Reclassifications for vacant positions may be requested at the time of the vacancy, in order to accommodate more effective departmental structures to better meet College needs. A pay increase may be granted upon the recommendation of the supervisor and the area Vice President to the Office of Human Resources. The job descriptions for recommended reclassifications shall be scored by the Direcor, Human Resource Operations or designee and submitted by the Executive Director, Human Resources to the President's Executive Management Team and President for approval. Calculation of new salary rates for reclassification will be handled the same way as Promotions, as stated in section 4.A. Salary changes for reclassifications during the annual budget process will usually become effective on July 1 of the next fiscal year. Salary changes for reclassifications requests for vacant positions will become effective as approved by the President.
REASSIGNMENT is the selection for appointment to a position with the same pay level as the current position. An employee who is reassigned will either retain his/her current salary or receive up to a 10% increase based on the recommendations of the supervisor and the Office of Human Resources and the approval of the President.
REDUCTION is the selection for appointment to a position with a lower pay level than the current position. An employee who is reduced in pay level will receive either the calculated salary as stated in section 3, "Beginning Salary", or a 5% reduction in salary for one level lower, or a 10% reduction in salary for two or more levels lower, whichever salary rate is less of a reduction, unless otherwise approved by the President.
Promotions, reassignments, or reductions will be effective the date the employee assumes the position or the date the position becomes vacant, whichever is later.
Generally, internal applicants must complete at least six months in their current position at a satisfactory level before they are eligible to apply for another position. The area Vice President and the Executive Director, Human Resources may waive this requirement if it is deemed to be in the best interest of the College.
Employees who are on a development plan are not eligible to apply for another position, nor are they eligible for approved increases until they have satisfactorily completed the development plan.
5. PART-TIME EMPLOYEES:
A part-time employee is an employee who is hired to fill a Board approved regular classification position, at less than 1950 or 2080 hours per year, for positions normally scheduled for 1950 or 2080 hours respectively. Part-time employees who are in budgeted positions of more than 20 hours per week are considered full-time for benefits eligibility only.
Part-time employees will be paid based on the salary schedule and prorated based on the number of hours approved for the position.
6. TRAINING OPPORTUNITY PROGRAM (TOP):
Career and Professional Support employees, hired to fill a regular position, approved by the Board of Trustees, have the opportunity to earn additional pay for participation in training/education programs that improve their job skills and enhance their contribution to the College. When an eligible employee completes one calendar year of the required training/education activities that meet TOP criteria and are approved for TOP credit, he/she will earn $250. A pro-rated portion may be approved by the President subject to budget availability. Payments will be made in a lump sum, minus required taxes during the first pay period of December.
Temporary employees are ineligible for this program.
7. CLASSIFICATION PLAN:
(see salary schedule)