Procedure 5.37.02 - Staff Salary Plan


The Southeastern Community College Staff Salary Plan was developed and implemented to evaluate the job requirements of each job in relation to others within Southeastern Community College (internal equity) using a modified version of The National Position Evaluation Plan as well as to establish external “market” equity with other comparable jobs in the recruiting area outside the College. The Plan includes both pay levels and compensation ranges for all established staff positions as well as a method for the computation of actual salary. Copies of the plan are available to all employees through the Human Resources Office.

The President of the College, in consultation with the appropriate Vice President and the Director of Human Resources, establishes salaries for all College employees other than the President. Salaries for staff are based on position pay level ranges and take into consideration experience and certain market factors.

The Staff Salary Plan was developed utilizing the National Position Evaluation Plan as a basis, modified to reflect language more applicable to a community college environment. The factors and criteria upon which each position is evaluated are more descriptive of the staff positions found in a community college and provide a more valid analysis in determining the differences between positions in terms of their relative requirements. Each position is evaluated in terms of its minimum requirements to determine the degree of skill, effort, responsibility, and working conditions using the National Position Evaluation Plan and in comparison to other positions within the college. The positions are evaluated without considering the qualifications of the incumbents or their rates of pay. Positions are also evaluated without regard to race, sex, age, national origin, veteran’s status, and physical or mental handicap.

In interviews with the management of the College, and in accordance with the criteria established by the plan, each position has been evaluated based on either nine or eleven separate requirement factors:

  • TRAINING
    • Knowledge
    • Experience
  • INITIATIVE
    • Complexity of duties
    • Supervision received
  • RESPONSIBILITY
    • Impact of errors
    • Contacts with others (internal and external)
    • Confidential data
  • JOB CONDITIONS
    • Mental attention/visual demands
    • Working conditions
  • SUPERVISION (if applicable)
    • Character of supervision
    • Scope of supervision

Positions that do not supervise other employees were not evaluated using the “Supervision” factors.

Each factor evaluated has up to six degrees with a weighted point factor assigned to each degree. Points are accumulated for each position and the total number of points for each position determines the pay level to which the position is assigned.

There is a total of fourteen (14) position pay levels in the plan. Each position at the College is assigned to one of those pay levels.

Staff Salary Computation Worksheet

The Staff Salary Computation Worksheet – New Hires is used to compute the annual salaries for newly employed staff or current part-time or temporary staff that transfer to a full-time position. Faculty members who transfer to a staff position will have their annual compensation determined by completion of the Salary Computation Worksheet – Faculty to Staff Transfers. (See the appropriate section found later in this document.)

The hiring range for new employees should be between the first and second quartile of the range for that pay level, however, under no circumstance should the salary of a regular full-time employee be below the minimum salary set by the state of North Carolina.

Employees under a provisional contract may be paid a salary below the pay level of their position. To maintain internal equity, once employees complete their provisional contract, employees will receive a salary equal to at least the minimum salary within the pay level for their position as funding allows.

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

Determination of a New Position Pay Level

The level of a new position in the Southeastern Community College Staff Salary Plan will be determined using the same criteria for evaluation of all staff positions.

The appropriate Vice President, after consultation with the Director of Human Resources, will make a recommendation to the President who makes the final decision. The College may approve the use of an outside consultant to assist in this process.

In the event the key job duties and responsibilities of an existing position are significantly changed, the appropriate Vice President, after consultation with the Director of Human Resources, will make a recommendation to the President regarding whether or not it is, in fact, a new position or if it is an existing position that has had a significant change in duties. The President will determine whether the position is a new position, an existing “changed” position, or if the duties, while additional, are not significant enough to warrant any change in the position’s level. Once the President makes this determination, if needed, the position will be evaluated and assigned a pay level in accordance with the college approved process.

Hiring of Full Time Temporary Employees

Individuals hired for full time temporary assignments may not be hired at a rate greater than the first quartile for the position level without the approval of the President of the College.

Reassignment to a Position in a Higher Level

Employees may be selected for a position in a higher pay level than their current assignment. When this happens, the employee will be eligible to receive an increase in pay to at least the minimum of the salary range of the new position level or an increase of 8%, whichever is greater. Any exception to this must be approved by the President of the College.

Reassignment to a Position in a Lower Level

If the assignment is to a level lower than the current level, the employee’s new rate of pay will be determined as follows:

  1. If the assignment to the lower level is required by the College, the employee will remain at his/her current rate of pay, not to exceed the maximum of the new level to which the employee is assigned unless otherwise approved by the President.
  2. If the assignment to the lower level is the result of a request from the employee, the employee’s new rate of pay will be at the same point within the new pay level as the employee’s previous rate of pay in the previous range, or the employee’s salary as computed on the staff salary computation worksheet, whichever is greater, not to exceed the employee’s current rate of pay. Any exception to this must be approved by the President of the College.

Temporary Assignment to a Position in a Higher Pay Level

Employees may be asked to temporarily assume the full time duties and responsibilities of a vacant position in a higher level than their regular job. When this occurs, the employee will continue to receive his/her current rate of pay. However, if the assignment continues for more than 30 calendar days, the employee will be eligible for additional compensation at the rate of 20% of the employee’s current salary or the minimum of the level of the temporary position, whichever is greater, not to exceed the maximum of the level of the temporary position.

Salary of Faculty Who Transfer to a Staff Position

Faculty of Southeastern Community College who transfer to a “staff” position will have their beginning staff pay calculated as follows:

  • Once the Level of the position has been determined, the salary will be computed using the Salary Computation Worksheet – Faculty to Staff Transfers.
  • The maximum salary for which faculty 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.

Salaries of Staff Who Transfer to Faculty Positions

Staff of Southeastern Community College who transfer to a “faculty” position will have their beginning faculty rate of pay calculated in accordance with the Curriculum Faculty Salary Computation Worksheet found in the Faculty Salary Plan.

Determination of Existing Position Request for Re-evaluation

A position may incur a significant change in duties/responsibilities, either permanently or for an extended period of time. When this happens, a Request for Position Re-evaluation must be completed and submitted to the employee’s supervisor. If approved, the supervisor will send the request to the appropriate Vice President. The Vice President will either approve or disapprove the request. If approved, the request will be forwarded to the Director of Human Resources who will review the request and make a recommendation to the President who will make the final decision.

Requests for re-evaluation will normally be considered once each year and must be submitted to the Director of Human Resources no later than February 28th for the re-evaluation to take effect in the following fiscal year. Exceptions must be approved by the President. The College may approve the use of an outside consultant to conduct all existing position requests for re-evaluation. Requests for re-evaluation need may not always result in an assignment to a new pay level.

If the re-evaluation results in the position being placed in a lower level, the employee’s pay will not be reduced but will remain at the same rate as before the re-evaluation not to exceed the maximum of the new level. If the re-evaluation results in the position being placed in a higher level than previously assigned, an increase will be considered subject to availability of funds. Any increase awarded will be at least to the minimum of the new level.

Conversion of Salary to Hourly Rate of Pay

A “salary” that is expressed in terms of an annual salary may be converted to an hourly rate of pay by taking the annual salary and dividing that amount by 2080 hours.

Recognition of Advanced Degrees

The College encourages its employees to advance their education by pursuing and achieving advance degrees. Full-time staff employees in regularly allotted positions who earn an academic degree higher than the one held at the time of employment shall receive an increase in compensation in accordance with the following conditions:

  • 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.
  • 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 associates, 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 Associates Bachelors Masters Doctorate
Non-Degree $48 $48 $48 $72
Associate $96 $48 $72
Bachelors $144 $72
Masters $216 

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.

Determination of Salary for Grant-Funded and Categorical State-Funded Positions

Grant funded positions and positions funded by categorical state funding will be assigned a pay level based upon an analysis of the position responsibilities as compared to existing positions. Personnel hired into these positions will have their salaries determined by the same procedures as new hires using the Staff Salary Computation Worksheet – New Hires. Adjustments to the salary calculation may be made due to market demand or grant or state requirements, to keep these salaries as equitable as possible with existing salaries, or due to grant or categorical funding constraints.

Determination of Salary for State-Funded Part-Time Positions

Part time positions will be assigned a pay level based upon an analysis of the position responsibilities as compared to existing positions. Personnel hired into part time positions will be paid the hourly rate equal to or above the minimum salary of the pay level not to exceed the hourly rate of the midpoint of the pay level. Any exceptions must be approved by the President.

Review of Pay Levels

In an effort to maintain the integrity of the Southeastern Community College Staff Pay Plan, the College will make efforts to ensure internal and external equity within the pay plan.  For internal equity, the college conduct an annual review of each employee’s salary based upon job performance and the employee’s position within the pay level to determine if any salary adjustments are needed.  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.

Future Compensation and Compensation Beyond a Pay Level Maximum

It is understood that, under certain circumstances, an employee’s salary may be more than the maximum of the range for that level.  For future salary increases, employees whose pay is in excess of the level maximum may not be eligible for future increases except those mandated by the North Carolina General Assembly or specifically approved by the President.

Exceptions

Exceptions to this Staff 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 on July 1, 2019.

Adopted: July 1, 2018

Revised:

Reviewed: