Procedure 5.37.01 - Faculty Salary Plan

The objective of the Southeastern Community College Faculty Salary Plan is to implement an overall compensation plan that addresses both the internal and external equity of faculty salaries. The North Carolina Community College System follows the mandated increases in the minimum salaries paid to community college faculty as established by the North Carolina General Assembly. The implementation of these salaries, along with budget constraints on salary increases, has contributed to compression of faculty salaries and some salary inequities within the faculty salaries.

To establish consistency and equity, the Southeastern Community College Faculty Salary Plan determines the salary of each full-time faculty member, depending upon their years of service and academic degree, at or above the respective level shown on Addendums A for curriculum and continuing education faculty, and A-1 for prison education faculty. The curriculum faculty scale was developed based on a faculty member’s salary after thirty years being at least fifty percent higher than the State mandated beginning minimum salary for that degree. The fifty percent difference is divided into thirty equal steps. Continuing education faculty will use the same scale as curriculum faculty. The prison education faculty scale was calculated at a 79% rate of the curriculum faculty.

It is not the purpose of these scales to establish a salary range for a position but only to ensure that faculty members are being equitably compensated for their years of service by establishing a minimum salary that should be met or exceeded based on their years of experience. If the State changes the minimum required salary levels, the scales will be revised by increasing each step of the scale by the amount of the increase in the minimum salaries.

Each year, after the State has determined the amount of any State funded increases, the College will review faculty salaries to determine if any faculty member is below their appropriate level on the scale. The appropriate level on the scale on Addendums A and A-1 is defined as the level corresponding to the years of service at Southeastern Community College and the corresponding educational requirement. If a faculty member is below the minimum salary on the scale, an adjustment will be made in the respective curriculum faculty member’s salary to bring them up to the appropriate point on the scale, subject to the availability of funds. An adjustment may be necessary if the State raises the minimum salary more than the general salary increase.

At the discretion of the College President, a faculty member with more than thirty years of experience may receive a salary increase above the thirty-year level shown on Addendums A and A-1.

Faculty Salary Computation Worksheet (Addendum B)

The Faculty Salary Computation Worksheet is used to compute the annual salaries of new faculty members or current staff members that are transferring to faculty. The explanations below will assist in the completion of the form. Only one category will be allowed for each qualifying year of experience or portion of a year of experience.

  • Years of full time relevant non-teaching experience at SCC – This is experience directly related to the teaching position. An example would be someone who has been driving a tractor trailer being hired to teach in the truck driver training program.
  • Years of full-time non-relevant non-teaching experience at SCC – An example would be someone who has been working in Accounting wanting to become an English instructor.
  • Years of full-time teaching experience at a regionally accredited post-secondary institution – Post secondary experience is considered to be full-time experience at a regionally accredited institution of higher learning.
  • Years of full-time teaching experience at any other level – This experience is full-time teaching experience at the high school level or lower.
  • Years of full-time documented non-teaching experience in the specific field of instruction – An example of this would be someone who is a CPA wanting to teach accounting.
  • Years of adjunct or part-time experience relative to the College’s assignment – This is experience that will assist in the performance of the faculty position.
  • All other full time working experience – Having experience in the workforce helps acclimate the applicant to working in a professional organization.
  • Computed Monthly Salary – Use Addendum A to determine the appropriate salary.
  • Monthly Added Compensation for Additional Duties – This would include any compensation that is added to the calculated salary to cover additional responsibilities above those of instructor.
  • Internal and External Equity – If it is deemed necessary, a recommendation can be made to the President, with proper justification, for additional salary above that calculated to maintain internal and/or external equity. Care must be taken to maintain equity among current employees. For this purpose, an adjustment can also be made to reduce the calculated salary to maintain internal equity. The President must approve adjustments for internal and/or external equity.
  • Length of Contracts – This line includes the number of months in the primary contract plus the number of months in any supplemental contracts.
  • Total Annual Salary – This amount is the result of multiplying the total monthly salary by the total number of months in all contracts.

This form should be prepared by the Human Resources department, signed by the Director of Human Resources, and approved by the Chief Academic Officer and the President. The form should be kept in the employee’s personnel file

Entry-level Salaries for New Employees

The initial salary for Faculty members hired from outside the College is calculated on the Faculty Salary Computation Worksheet, a copy of which is attached as Addendum B.

Placement of Faculty Employees Selected to a Staff Position

Faculty of the College who transfer to a “staff” position will have their beginning staff pay determined as follows:

  • Once the level of the position has been determined, the salary will be computed using the Staff Salary Computation Worksheet – Faculty to Staff Transfers.
  • The maximum salary for which the faculty member will be eligible shall be the mid-point of the position level salary range to which they are being assigned. Any pay assignment greater than the mid-point must be approved by the President of the College.

Placement of Staff Employees Selected for a Faculty Position

Staff of the College who transfer to a faculty position will have their beginning faculty rate of pay calculated in accordance with the Faculty Salary Computation Worksheet (Addendum B)

Full Time Faculty Contracts

The College has determined that the contracts for all full-time curriculum faculty will be 9, 10, or 12 months. Consequently, supplemental contracts for the appropriate additional duration will be written as needed. The level of compensation for these supplemental contracts will be based upon the state mandated adjunct faculty rate.

The contract for full time continuing education and prison education faculty will be 12 months.

Other Stipends

There are other positions at the College in which faculty carry responsibilities beyond those of instruction. A separate contract will be written for the appropriate length of time and stipend for each additional position.

At the point a faculty member no longer has the responsibilities of that position, the faculty member will forfeit the related stipend and will revert back to a 9, 10, or 12-month contract. However, there will be no loss of years of service or any other benefits available to faculty.

Combined Stipend

If an employee is serving in more than one area receiving a stipend, the employee will receive the stipends for both positions.

Faculty Overload Pay Policy

Overload compensation will be paid when the faculty workload exceeds the designated workload in accordance with Procedure 3.01.15 Curriculum Faculty Workload.


Summer Employment for Curriculum Faculty

Full-time 9-month faculty may teach summer classes to enable students to meet their program requirements. However, if a situation arises where a full-time 9-month faculty member cannot teach a necessary summer class, other full-time 9-month faculty will be given the opportunity to teach the class and will be paid the state mandated adjunct rate. If no such faculty member is available to meet this summer demand, adjunct faculty will be used to meet this need and will be paid the state-mandated adjunct rate.

Faculty may also be needed during the summer session to participate in outreach activities, to serve on hiring committees and grade appeal committees, or to perform other services for the college. The division dean may recommend to the Chief Academic Officer compensation for these faculty at a nonteaching, hourly pay rate, which will be up to 75% of the faculty member’s hourly teaching pay rate. Pending the availability of funding, the Chief Academic Officer may approve compensation for the faculty member at their nonteaching, hourly pay rate.

At a minimum, unless there is an unusual or emergency situation, full-time 9-month faculty teaching during the summer will be scheduled for at least a one-week break (Monday-Friday) without any college requirements during June, July, or August.

Recognition of Advanced Degrees

The College encourages its employees to improve their education by pursuing and achieving advanced degrees. Full-time faculty members who earn a higher academic degree shall receive a monthly salary increase equal to the dollar amount shown in the chart shown below or the amount necessary to bring the faculty member up to the minimum of the new degree level as shown on Addendum A, whichever is greater, as long as the following conditions are met:

  • Employees must request a recommendation from their Vice President who will recommend to the President that the employee receive additional compensation for attaining the degree. For graduate degrees, the coursework must be relevant to the employee’s current position at the college or prepare the employee for future positions at the college. Any associate or baccalaureate degree will be eligible. The President must approve additional compensation for degree completion before the employee begins their coursework.
  • The employee must provide evidence of coursework completion and the degree awarded.
  • The degree must be conferred by an institution of higher education accredited by one of the six regional accrediting agencies recognized by the U.S. Department of Education.
  • Degrees acceptable for the increase are bachelors, masters, and doctorate degrees.
  • No increase shall be given for the attainment of the next higher degree to employees hired with the written understanding that completion of such a degree is a condition for continued employment.
  • During periods of limited budget availability, the Administration may declare a moratorium on implementing pay increases for earned higher degrees with the provision that employees who otherwise qualify would receive their increase at the beginning of the next fiscal year after which funds become available. In such cases, no retroactive increase will be provided to compensate for the moratorium period.
  • Upon attaining an additional or higher degree, the salary increase will be implemented at the beginning of the next fiscal year contract period. An exception is granted for employees who are candidates to receive an advanced degree by September 30th of the fiscal year. These employees are eligible for a salary increase during that fiscal year. The employee must notify the Director of Human Resources by May 31st to be eligible to receive the salary increase for the fiscal year. Salary increases awarded for degrees earned after July 1st but before or on September 30th will be awarded in January of the fiscal year at the monthly rate. Retroactive payments will not be made.

The amount of the monthly pay increase shall be set in accordance with the following table:

Entry Level Bachelors Masters Doctorate

Associate $108 $60 $96

Bachelors $168 $96

Masters $264

The increase will be paid on the college’s regular pay period. All advanced degree salary increases are subject to the approval of the College President.

Adjunct Faculty

It is understood that the College needs adjunct faculty to fulfill its educational requirements. When it becomes necessary to employ adjunct faculty in the Curriculum programs, their compensation will be based on the state-mandated adjunct rates. It is also understood that adjunct faculty do not receive any benefits available to full time faculty such as medical coverage or retirement unless required by law.

Review of Pay Levels

In an effort to maintain the integrity of the Southeastern Community College Faculty Pay Plan, the College will make efforts to ensure internal and external equity within the pay plan. For internal equity, the college will conduct an annual review of each faculty member’s salary based upon job performance and the faculty member’s pay in relation to the minimum salary corresponding to the years of teaching experience at SCC. For external equity, the College will periodically undertake a review of its pay levels. As a general rule, this review will take place at least every three to five years. The College reserves the right to utilize an independent consultant to conduct the review.

Plan Implementation

For purposes of implementation of this plan and for establishing minimum equitable pay for all current faculty, only years of service at Southeastern Community College will be considered when calculating the minimum salary using the Faculty Salary Scale.


Exceptions to this Faculty Salary Plan can occur only upon the discretion of and approval by the President of the College. Such exceptions will occur when the President deems it in the best interests of the College to do so and will be documented appropriately for future reference.

Effective Date of Pay Plan

This pay plan will be effective July 1, 2018.

Adopted: July 1, 2018

Revised: April 26, 2022

Reviewed: January 14, 2022