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Draft 3 - 3/2/06
Lewis-Clark State College
Salary Administration Guidelines
2006
This
document describes the salary administration guidelines for regular
employees of Lewis-Clark State
College. LCSC administration and constituency group leadership seek
to initiate, maintain, and monitor
LCSC salaries in accordance with these guidelines. On an annual
basis the guidelines will be implemented
based on availability of resources.
The
College will establish a market value using comparisons to a peer
group for all employee groups. These
peer groups recognize the unique characteristics of each employee
group. The source of salary survey data
for each peer group is listed below.
- Faculty
- General Education and Library - AAUP
Guidelines as published in Academe, March-April
issue, General Baccalaureate, Public (Table 4).
- Technical - AAUP Guidelines as
published in Academe, March-April issue, 2-Year Colleges
with Rank, Mountain States (Table 6).
- Classified Staff
Market ranges from the Idaho
State Division of Human Resources will be used. The DHR
uses the Hay group compensation schedule. These market ranges can be
viewed at
http://www.dhr.state.id.us/comp.htm.
The policy of the pay range or median is a “standard” around
which salaries are administered. It represents full value for a job
performed by a well qualified, experienced incumbent who fully meets
all job requirements.
3. Professional Staff (non-faculty)
Market ranges will be
established through job analyses and the use of CUPA-HR peer group
comparisons. The table listing salary data for General Baccalaureate
institutions with similar budget size will provide the market data.
Job analysis will be done to ensure that market data
are used appropriately to match salary data with the correct
position and ensure equity among comparable positions in the
College. The salaries listed in the first column (median) of table
23
of the CUPA-HR Administrative Survey is used and Table 11 from the
Mid-Level survey is used. The median is a “standard” around which
salaries are administered. It represents full
value for a job performed by a well qualified, experienced incumbent
who fully meets all job requirements. Positions without reliable
comparisons in the CUPA-HR survey will be “benchmarked” with other
professional staff positions within the College. Human Resources
and respective department heads will work together to identify a
benchmark position based
on the responsibilities, scope and complexity of the job.
- Division Chairs
This category of professional
employee is not comparable to positions reported in either Academe
or the CUPA-HR survey. Market values will be established through job
analysis
and benchmarked to CUPA-HR positions with comparable
responsibilities.
Longevity Bonus
Longevity
bonuses for dedicated service to the College (determined by time at
institution and not time in classification) will be awarded with a
$100.00 bonus distributed at 5-year increments. For example, at the
five year anniversary of a classified staff member there would be a
$500.00 bonus; at ten years - $1,000.00,
etc.
(It would be nice to cut and paste the
appropriate table or survey used annually with a yearly
report on adherence or specific modifications to the guidelines??? A
yearly report could also
include the way permanent salary savings are used for compression
and equity issues.
Academic, Library, and
Technical Faculty
Initial Hire
Faculty
should be hired at no less than (80%) 75%
of the median. The average salary for a rank as
published in Academe becomes the median for the salary range
Salary
Adjustments
Each
faculty member’s salary should be at median after five years in
rank. After ten years in rank, each
faculty member’s salary should be at 115% or greater than the
median.
The goals
for all faculty are as follows:
Year in
rank % of Median
0 – 5 (80) 75 –
100%
6 – 10 100 – 115%
10+ 115% or
greater
Salary
adjustments should be prioritized for Professors with the most
amount of time in rank, in conjunction
with satisfactory performance evaluations.
Secondly,
salary adjustments should be given to Associate and Assistant
Professors with up to six years of
time in rank, in conjunction with satisfactory performance
evaluations.
Lecturer:
The position of Lecturer has a job description that is materially
different from the “Lecturer”
position published as part of the AAUP salary survey published in
Academe. For LCSC salary guidelines,
the median for the Lecturer position will be benchmarked at 65% of
the Academe “Instructor” median.
Instructor: The median for the Instructor position at LCSC will be
benchmarked at ……….
Salary
increases associated with promotions/advancement in rank will be
granted annually and are distinct
from the salary adjustments described here.
These
salary guidelines do not reflect market variables for some
disciplines. Market forces that are
considered in a faculty member’s initial hire salary or salary
adjustment must be based on approved survey
data. (what would be approved survey data? The faculty CUPA? AAUP
also has it broken down by discipline)
Classified Staff
Initial Hire
Classified Staff should be hired at no less than (80) 75% of the
median. This is appropriate for a new
incumbent with appropriate credentials who needs additional
experience to meet fully all of his or her job requirements. New
incumbents with appropriate experience and good credentials may be
paid at a rate
higher than minimum. However, new incumbents will not be paid more
than 90% of the median without
approval by the VP of that unit.
Salary
Adjustments
Each
classified staff member’s salary should be at median after five
years in a position. After ten years in
current classification, each classified staff member’s salary should
be at least 115% of the median. The salary goals for all classified
staff are as follows:
Years in
position % of Median
0 – 5
(80) 75% – 100%
6 – 10
100 – 115%
10+
115% or greater
Movement
beyond the median is not automatic. It must be supported by
performance.
Professional Staff
(non-faculty)
Initial Hire
Professional Staff should be hired at no less than 75% (80%)
of the median. This is appropriate for a new incumbent with
appropriate credentials who needs additional experience to meet
fully all of his or her job requirements. New incumbents with
appropriate experience and good credentials may be paid at a rate
higher than minimum. However, new incumbents will not be paid more
than 100% of the median without approval by the VP of that unit.
Salary
Adjustments
It is the
goal of LCSC to compensate each employee who fully meets the
requirements of his or her position
with a salary of at least 100% of the median within five years.
Employees with ten or more years of service
in their position should earn at least 115%.
The
salary goals for all professional staff are as follows:
Years in
position % of Median
0 – 5
(80) 75 – 100%
6 – 10
100 – 115%
10+
115% or greater
Movement
beyond the median is not automatic and must be supported by
performance.
Questions: What is our strategy to move
people in all employee groups closer or beyond the
median incrementally? Yearly salary savings? What could be a
strategy to use permanent salary savings for equity/compression?
Division Chairs
(Randy Martin will work on this section
and has enlisted the help of Mary Flores)
- For the purposes of compensation and
evaluation, division chairs are considered administrative,
professional employees.
- Compensation will be for the position and
not be linked to rank.
- Raises will be merit based.
- For division chairs with tenure as
faculty, their base faculty salary will be monitored during
their term
as division chair. The base salary will be identified on an
annual contract.
- The base faculty salary will be adjusted
each year by the same percentage the individual received as a
faculty member. The division chair salary will be adjusted each
year to reflect merit raises.
- Service as division chair will not be
considered in applications for promotion/advancement in rank.
Division chairs with teaching loads will be evaluated for their
teaching.
- The beginning target salary for the
position of division chair will range between $5,000 and $6,000
per month and will increase with merit raises. This range will
be reviewed approximately every three years.
- Individuals will be placed within the
range depending upon administrative experience and
discipline-specific market conditions.
The
number of months a division chairs works and the related teaching
load will be negotiated at the time of
hire and reconsidered annually as appropriate.
Annual Report
Every
year the Administration, Human Resources office, and Compensation
Review Committee will review personnel salaries for consistency with
these Salary Administration Guidelines. A report will be completed
that includes hiring salaries and salary adjustments along with
salary savings distribution for compression and equity.
CRC Definitions
ACADEME -
A bimonthly magazine of the American Association of University
Professors (AAUP). It
analyzes higher education issues from faculty members’ perspectives.
Classified Staff – employees who fall under the guidelines of the
Idaho Personnel Commission and subject
to the provision of the merit examination, selection, retention,
promotion and dismissal requirements of the Chapter 53 title 67
Idaho Code. Typically these employees are eligible for overtime,
paid either at time
and a half, or straight time or comp time accrued at the respective
rate.
Compression - Occurs when an organizational pay structure/practice
has not moved with the market and
merit increases are limited. The result is that new, inexperienced
employees are making the same or close
to experience fully-proficient employees.
CUPA-HR -
College and University Professional Association for Human Resources
is an institutionally
based association of Higher Education Human Resource (HE-HR)
professionals. Its mission it to provide
high quality resources that support and promote the HE-HR
profession.
Faculty –
all employees who hold the rank of instructor or a higher academic
rank.
Hay Group
- A global organizational and human resources consulting firm. One
of its areas of expertise is compensation. The Hay Group developed
the compensation schedule which is used by the State of Idaho.
Median -
The median is a “standard” around which salaries are administered.
It represents full value for a
job performed by a well qualified, experienced incumbent who fully
meets all job requirements.
Merit –
Longevity at the institution with continued satisfactory
performance.
Professional Staff – all employees who met the provision of Chapter
53 title 67 Idaho Code and includes presidents, vice presidents,
deans, directors, or employees in positions designated by the state
board, unless specifically excluded, who receive an annual salary of
not less than step “A” of the pay grade equivalent to
355 Hay points in the state compensation schedule. Professional
staff are typically not eligible for overtime.
The CRC
would like to develop an algorithm or tool to use when annually
reviewing salaries. The tool would help facilitate the annual
report.
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