Non-Instructional Compensation Policies
STATE COLLEGE OF FLORIDA, MANATEE-SARASOTA
NON-INSTRUCTIONAL COMPENSATION POLICIES
1. ANNUAL SALARY INCREASE DATE:
Non-instructional employees, full-time or part-time, who occupy a position, approved by the Board of Trustees, which provides an administrative, professional support, 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 non-instructional 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, 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 Resources may approve a step increment credit for each year of related experience above the minimum requirements, up to 5 years additional related experience. Usually 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 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 Director, Human Resources, or designee.
4. PROMOTION, REASSIGNMENT, REDUCTION:
A. 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” period. The employee will
either receive this calculated rate or 5% for a one level promotion; or 10% for a
promotion of two levels, or the minimum salary rate for the level, whichever is greater.
B. 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. Under rare circumstances to accommodate the critical needs of the College, reclassifications for vacant positions may be requested at the time of the vacancy. A pay increase may be granted upon the recommendation of the supervisor and the area Vice President to the Director, Human Resources. The job descriptions for recommended reclassification shall be scored by the Director, Human Resources or designee and submitted by the Director, Human Resources to be presented to the President’s Advisory Council 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 reclassification during the annual budget process will usually become effective on July 1 of the next fiscal year. Salary changes for reclassification requests for vacant positions will become effective as approved by the President.
C. REASSIGNMENT is the selection for appointment to a position with the same pay level
as the current position held. An employee who is reassigned will usually retain his/her
current salary. With extenuating circumstances, the employee may receive a 10% increase
based on the recommendations of the supervisor and the Office of Human Resources and
the approval of the President.
D. 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.
E. Promotions, reassignments, or reductions will be effective the date the employee assumes the position or the date the position becomes vacant, whichever is later.
F. 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 Director, Human Resources may waive this requirement if it is deemed to be in the best interest of the College.
G. 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 25 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. Payment Above Maximum for Pay Range:
An Employee reaching the established maximum for his/her Pay Range will remain at the maximum level. Any salary adjustments approved for employees of the College will be paid as a supplement which shall be paid proportionately through the employee’s approved position length, whether 9, 10, or 12 months, in regularly scheduled pay periods. Such supplements shall not be added to the base rate, and shall not be calculated in the final payouts of leave. This payment method shall be in force until such time as the employee’s pay range maximum is increased or the employee changes positions.
Demotions that bring a salary/rate for the position to an amount above the maximum salary for the new Pay Range, the maximum for the Pay Range will prevail.
7. 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, subject to budget availability. 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, provided the employee is in a paid position at the time of the disbursement. Retirees will be paid the disbursement with their final paycheck. 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.
8. CLASSIFICATION PLAN:
(see salary schedule)