730.0 Staff Compensation Plan

P-730.0 St. Charles Community College provides a competitive compensation program that promotes fairness and consistency. The College maintains a Compensation Matrix which discloses the compensation level and salary range for each regular position at the College.
Pr-730.0 Classification
  All regular staff positions are classified into the College’s Compensation Matrix by the Human Resources Department. A number of factors such as the nature and the scope of the position, educational and experience requirements, and internal/external comparative data, as well as other pertinent information are considered when assigning a position to a classification. Project-based and other special positions, such as work study, referee, accompanist, etc. are not included in the Compensation Matrix.
Pr-730.1 Reorganization
  Changes in positions occurring as a result of reorganization are reviewed by the Human Resources Department who determines whether classification changes are necessary.
Pr-730.2 Reclassification of Position
  Occasionally, major job changes occur that create a significant difference in the fundamental aspects of an existing position. For such cases, a reclassification request may be made by the employee or by the supervisor and directed to the Human Resources Department. Applicable forms are available in the Human Resources Department. As part of the reclassification review process, information will be obtained by Human Resources from a variety of sources which may include: forms completed by the supervisor and/or employee, meetings with the supervisor and the employee, and any other necessary sources such as internal and/or external benchmark information necessary for the reclassification request to be analyzed.
Pr-730.3 Reclassification Review and Approval Process
  The Reclassification Committee, which consists of the Vice Presidents, generally meets yearly in June. Reclassification requests should be submitted to Human Resources by April 1 to ensure consideration at the June meeting. All pertinent information will be compiled and analyzed by the Reclassification Committee who will carefully consider each request and make recommendations to the College President, who maintains ultimate approval authority.
Pr-730.4 Adjustment of Salary Ranges
  The Compensation Matrix is reviewed annually. Any adjustments to the salary ranges listed on the Compensation Matrix are proposed by the President and approved by the Board of Trustees.
Pr-730.5 General Pay Increase
  Salary increases for regular staff are granted on the basis of general increase, as approved by the Board of Trustees. Approved increases take effect on the first day of the pay period that includes July 1st.
Pr-730.6 Starting Rate of Pay
  All regular employees are paid no less than the prevailing range minimum. Several factors may influence the starting rate of pay such as the nature and scope of the position, previous experience, what other employers pay their employees in comparable positions (external equity), and what the College pays employees in comparable positions (internal equity). The Human Resources Department approves all starting rates of pay for regular full-time employees. Supervisors are encouraged to consult with Human Resources when determining starting rates of pay for other employees who are not regular full-time.
Pr-730.7 Transfer into a Position within a Higher Compensation Level
  Transfer into a position within a higher compensation level is generally, but not always, accompanied by an increase in pay based on qualifications of the employee in comparison with those of similarly-qualified employees in the compensation level to which the employee is transferring. Pay increases associated with employee transfers must be approved by the Human Resources Department.
Pr-730.8 Transfer into a Position within the Same Compensation Level
  Transfer into a position within the same compensation level as the employee’s current position is considered a lateral transfer and no change in pay results in this situation.
Pr-730.9 Transfer into a Position within a Lower Compensation Level
  Transfer into a position within a lower compensation level is generally, but not always, accompanied by a decrease in pay based on qualifications of the employee in comparison with those of similarly-qualified employees in the compensation level to which the employee is transferring. Pay changes associated with employee transfers must be approved by the Human Resources Department.
Pr-730.10 Employee Access to Information
  Questions concerning the compensation plan may be directed to the Human Resources Department. Information regarding plan design, policy and procedures, the employee's own pay, and the College’s Compensation Matrix will be shared.
Pr-730.11 Job Descriptions
  Supervisors are responsible for ensuring that job descriptions are reviewed annually and revised when needed. Revised job descriptions must be forwarded electronically to the Human Resources Department.
Policy Code Key
P Policy PR Procedure D Definition S Supplement

Content Owner: Donna Davis — ddavis@stchas.edu
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