|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.|
|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 but are listed on a page after the Compensation Matrix.|
A department reorganization is needed when a number of positions must undergo upcoming changes in order for the department to continue to provide the necessary services for the College. In this case, the department head and Vice President will review and the Vice President will make a determination whether or not to proceed with the process below.
Proposed changes in positions occurring as a result of reorganization are evaluated Human Resources Department. After completion of the evaluation, the recommendations are reviewed with the Vice President and a recommendation report is forwarded to the President along with a budget impact summary. The recommendation is confidentially discussed among Cabinet members and an approval decision is rendered by the President.
The Request for Department Reorganization documents can be obtained from the Human Resources Department.
|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. 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. After completion of the analysis, the findings are shared with Cabinet and approved by the President.
The Request for Reclassification documents can be obtained from the Human Resources Department.
|Pr-730.3||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-730.4||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 or a date approved by the Board of Trustees.|
|Pr-730.5||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-730.6||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-730.7||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-730.8||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-730.9||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.|
|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.|
Content Owner: Donna Davis – firstname.lastname@example.org
Page Updated by: Julie Parcel – email@example.com
Date Revised: 04/28/2015