Salary Schedule Palm Beach State College Palm Beach-Books Pdf

Salary Schedule Palm Beach State College Palm Beach
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Salary Schedule, Table of Contents, Introduction 3. A Compensation Philosophy 3, B Non Unit Compensation Policies and Procedures 3. 1 SALARY STRUCTURE 3, 2 SALARY GRADE MINIMUM AND MAXIMUM 4. 3 JOB DESCRIPTION 4, 4 SALARY STRUCTURE REVIEW 5, 5 WAGE INCREASES 5. 6 STARTING SALARY OFFERS OF EMPLOYMENT 6, 7 PROMOTIONAL INCREASES 6.
8 LATERAL TRANSFERS 7, 9 DEMOTIONS 7, 10 JOB EVALUATION 7. 11 JOB OVERLAP 7, 12 INTERIM ASSIGNMENT 7, 13 COMPENSATION MANAGEMENT POLICY 8. 14 RESPONSIBILITIES OF SUPERVISORS 8, 15 RESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES 8. 16 ROUNDING FACTOR 9, 17 PRESIDENT 9, 18 SENIOR MANAGEMENT 9. 19 WORKWEEK 9, 20 VARYING HOURS AND SCHEDULES 9, 21 PAYROLL AND BENEFIT OVERPAYMENT 9.
22 EXEMPT AND NON EXEMPT STATUS 9, 23 OVERTIME PAY 10. 24 WEIGHTED AVERAGE FOR OVERTIME PAY 11, 25 COMPENSATION FOR WORKING DURING EMERGENCY COLLEGE CLOSING HOLIDAY CLOSING OR ON CALL COVERAGE 11. 26 ADDITIONAL ASSIGNMENTS FOR FULL TIME NON FACULTY EMPLOYEES 13. UPDATED 8 7 2019 Page 1, Salary Schedule, 27 REGULAR PART TIME POSITIONS 14. 28 TEMPORARY POSITIONS 14, 29 GUIDELINES FOR MINORS IN THE WORKPLACE 15. 30 PAYROLL DATES 15, 31 OPTIONAL PAYMENT 15, C Listing of Full Time and Part Time Positions by Job Title 16.
D Non Unit Salary Ranges 27, F Miscellaneous and On Call Pay OPS Rates 30. G Credit Adjunct Pay Rate 31, H Non Credit Adjunct Pay Rate 32. I Substitute Adjunct Rates 33, J Professional Daily Rate 33. K Payment for College Owned Online Course Development 33. L Supplemental Payments 34, M Bargaining Unit Other Terms and Conditions 36. 1 ASSIGNING FULL TIME FACULTY LOAD 36, 2 ADDITIONAL RESPONSIBILITIES 36.
3 SALARIES PAID FROM GRANTS 36, 4 STARTING SALARIES 37. 5 ENDOWED CHAIR 37, 6 EXPERIENTIAL LEARNING 37, N Grant Funded Positions 37. 1 GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT 38. O Student Positions 38, 1 STUDENT PERSONNEL 38, 2 FEDERAL WORK STUDY STUDENTS 39. 43 NON FWS STUDENTS 39, 4 INTERNATIONAL STUDENTS 39. Appendix A 41, UPDATED 8 7 2019 Page 2, Salary Schedule.
Introduction, The Palm Beach State College Consolidated Salary Schedule is established annually pursuant to State. Board of Education Rules 6A 14 0262 7 b and College Board Rules 6HX 18 5 301 Once adopted the. schedule serves as the guide in determining employee compensation The schedule recognizes the United. Faculty of Palm Beach State College as the sole and exclusive bargaining agent for all regular full time. instructional faculty counselors librarians and Career and Technical Education CTE formerly known as. PSAV Instructors in matters concerning salaries benefits working conditions and other terms and. conditions of employment, Personnel actions submitted to the District Board of Trustees for approval in conformance with this salary. schedule will be considered routine personnel actions The President may authorize a variation in. compensation procedures Additional full time and part time job classifications and pay rates may be. developed as needed by the classification and compensation department These changes will be brought. to the District Board of Trustees via the Salary Schedule for approval. A Compensation Philosophy, Palm Beach State College wage and salary program is designed to meet the following objectives. Palm Beach State College is committed to a fair consistent compliant flexible and market competitive. classification and compensation system Our classification and compensation program is designed to. attract and retain highly talented and diverse workforce to meet the College s missions and goals the. program supports a changing organization with a competitive and financially sustainable compensation. B Non Unit Compensation Policies and Procedures, 1 Salary Structure. Each non unit full time position is assigned a pay grade within the salary structure based upon an analysis. of the market rate for that position as well as an analysis of the job responsibilities and a comparison of. the position to others within Palm Beach State Each grade consists of a salary range containing a. minimum midpoint and maximum This represents the approved salary range of compensation for jobs. assigned to that pay grade, The Midpoint Differential Percent between pay grades reflects as closely as possible the relative value.
of positions to Palm Beach State and is sufficient to provide continuing incentive for promotional. advancement, The Pay Grade Range Spread is the difference between the minimum and the maximum pay rate which. is sufficient to permit recognition of individual differences in education training experience and. performance among individuals, UPDATED 8 7 2019 Page 3. Salary Schedule, 2 Salary Grade Minimum and Maximum. Employees should not be paid less than the minimum or more than the maximum of the salary range of. the position Exceptions can be made upon recommendation of the classification department and. approval of the Executive Director of Human Resources. 3 Job Description, Each position is assigned a job level a job family and a job profile. Career Level Job Type, MANAGEMENT Assistant Dean, Associate Director.
Executive Director, PROFESSIONAL Advisor, Coordinator. Specialist, Supervisor, CLASSIFIED Assistant, Representative. Specialist, Technician, Generic job descriptions serve to define the essential duties and responsibilities of positions within the. college and are used to, aid and maintain compliance with all laws and regulations. facilitate compliance with American with Disabilities Act. recruit qualified and talented candidates to fill vacancies. create job classification evaluation and classification process. establish fair competitive salary ranges, develop career paths and opportunities for job growth.
design training and development plans, appraise staff performance against established standards. UPDATED 8 7 2019 Page 4, Salary Schedule, communicate the job expectations to the employee. establish career development and succession planning programs. The Office of Human Resources is responsible for creating and maintaining the job descriptions in concert. with management On going review is designed to ensure that the College s job descriptions contain. information that accurately reflects each position and must have the following components. Job Code Job Title FLSA Exempt or Non Exempt Status Pay Grade Job Summary. Duties and Responsibilities Essential Functions Distinguishing Characteristics. Minimum Requirements Education and Experience Licenses Registrations Certifications. or Special Requirements Preferred Knowledge Skills and Abilities Management Level Job. Family Job Classifications, Work Environment and Physical Demand. Disclaimer Statement, Employee and Supervisor Signatures. To ensure that job descriptions are accurate and up to date the classification and compensation. department may conduct periodic reviews and desk audits to ensure the accuracy and completeness of. job descriptions for positions within the College, Whenever a job vacancy occurs the department head may request an existing position The classification.
and compensation department is available to assist with the process. 4 Salary Structure Review, The compensation structure is reviewed by the classification and compensation department Where. market data and analysis of Palm Beach State College s current pay grades indicate the necessity for. revision the Executive Director of Human Resources will submit a recommended revised salary structure. to the President for approval, 5 Wage Increases, General wage increases are reviewed each fiscal year and are approved by the District Board of Trustees. If a general increase is approved for an employee group such as full time and part time regular employees. typically all affected employees must have been hired more than six months prior to the effective date to. receive the full wage increase Employees hired less than six months but greater than three months prior. to the effective day of the increase may receive one half of the wage increase An employee hired three. months or less prior to the effective date will not receive a wage increase When the minimum of the. UPDATED 8 7 2019 Page 5, Salary Schedule, salary ranges are increased an adjustment will be made to the wages of full time and regular part time. employees as of the approved effective date With appropriate documentation unsuccessful job. performance may result in denial of any wage increase. Increases for grant funded employees are dependent upon grant funding If a grant does not have. sufficient funding at the time of the effective date of the wage increase the increase may be delayed to. an effective date when funds are available under the grant The increase may not occur at all if funds. remain insufficient under the grant, A wage increase to an employee may be awarded at any time during the fiscal year contingent upon. available funds upon recommendation of the President and at the discretion of the District Board of. Trustees This wage increase may be in addition to or in lieu of a regular wage increase. 6 Starting Salary Offers of Employment, The talent acquisition department in consultation with the supervisor and department administrator.
extends employment and salary offers The starting salary for OPS positions are posted within the Salary. Schedule at the minimum of the grade and do not fluctuate The starting salary for regular full time and. part time employees who meet the minimum requirements of a position shall be paid at the minimum of. the salary range When there are a limited number of applicants or an applicant exceeds the minimum. amount of experience and or education and or training starting rates may exceed the minimum salary. for full time positions The guidelines for salary offers above the minimum are as follows. A starting salary of up to 10 of the minimum for salary grades 50 through 58 and up to 15 for. salary grades 59 through 63 may be given with approval of Human Resources. Salary offers which exceed the above must be approved by the Executive Director of Human. Resources Vice President of Administration and Business Services and or the President. 7 Promotional Increases, A promotion occurs when an employee moves to a position in a higher pay grade than the one presently. assigned When a promotion is made the employee s background and experience will be evaluated by. the talent acquisition department to ensure the employee meets the qualifications For each grade of. promotion the employee will receive an 8 5 pay increase or will be brought to the minimum of the pay. grade whichever is greater The total promotional increase for employees who move three or more pay. grades will not exceed 20 or the minimum of the pay grade whichever is greater An employee must. remain in the new position for a minimum of six months before the employee is eligible for another. promotion Exceptions to this policy must be approved by the Executive Director of Human Resources. UPDATED 8 7 2019 Page 6, Salary Schedule, 8 Lateral Transfers. A lateral transfer is the transfer of an employee from one job to another in the same pay grade. Responsibilities and duties have changed but are similar in scope and complexity An employee must. remain in the new position for a minimum of six months before the employee is eligible for another lateral. transfer or promotion Employees who transfer laterally will not receive a pay increase Exceptions to this. policy must be approved by the Assistant Director Human Resources or Human Resources Designee. 9 Demotions, A demotion occurs as a result of an employee s transfer to a lower pay grade job In such instances the. employee s current base rate of pay will be decreased by 8 5 per pay grade or maximum of the lower. range Exceptions to this policy must be approved by the Assistant Director Human Resources or Human. Resources Designee, 10 Job Evaluation, The job evaluation process for non bargaining unit positions is outlined in the Job Evaluation Guidelines. to ensure that the process is managed consistently fairly equitably and in accordance with the. compensation philosophy and governing policies If budget permits filled positions will be reviewed and. effective as of the agreed upon effective date of the budget approval Vacant positions will be reviewed. and effective on an as needed basis by each job vacancy Job evaluations are conducted for filled and. vacant position for reclassification classification of a new job job title reorganization market adjustment. and Fair Labor Standards Act designation, 11 Job Overlap.
Job overlap occurs when two people occupy the same regularly budgeted position Overlap is permitted. for a time period not to exceed one month to allow the employee transitioning out of the position to train. the incoming employee Exceptions for job overlap lasting more than one month may be considered. under but not limited to the following circumstances sabbatical leave military leave medical leave or. expenditure of time off due to DROP termination A request for an overlap period exceeding one month. must be approved by the Assistant Director Human Resources. 12 Interim Assignment, When a regular employee is temporarily assigned to a position at a higher pay grade and the assignment. exceeds three months excluding vacations and other short term situations the employee s salary may. Palm Beach State College Salary Schedule Revised July 1 2019 Office of Human Resources Palm Beach State College is an equal access equal opportunity institution The College complies with all state and federal laws granting rights to applicants for employment or admission to the College The College prohibits unlawful discrimination on the basis of race color creed ethnicity national

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