P -
730.0 |
Staff Compensation Plan |
| |
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 and the Director of Human Resources,
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. |
