Policy: 5.2 Salary Determination and Distribution

Policy: 5.2 Salary Determination and Distribution

Adoption Date: May 23, 2022 Revised

It is the Board of Trustees intent to provide college employees adequate salaries and a well-planned program of benefits to enable them to live in dignity and to facilitate the college in attracting, employing, and retaining personnel who are capable and willing to implement programs that fulfill the philosophy, principles, and objectives of the college.

Definition of Full-Time Employee  

Non-faculty full-time exempt employees can be employees who work at least 30 or more hours per week.  Employees who are scheduled to work less than a 38-hour work week (36-hour during summer schedule) will have their work schedule set by their immediate supervisor.  Such schedules must also be set so as to provide essential services to college clients and customers in the most effective manner.  For any given employee whose regular work week is less than 38 hours (36 hours during summer schedule), his/her pay will be adjusted accordingly.  Full-time non-exempt employees are those employees who work at least 38 hours per week (36 hours during summer schedule). 

All non-faculty pay schedules are based on 38 hours per week (36 hours during summer schedule), which will include 8:00 a.m.– 5:00 p.m., Monday through Thursday and 8:00 a.m. – 3:00 p.m. on Friday for the Fall and Spring semesters.  Summer hours for full-time employees will be 7:30 a.m. – 5:00 p.m., Monday through Thursday.  This schedule may vary depending on the site location to meet the needs of the community served.  In some instances, the job description of an individual position will require different hours to address services required for students, staff, and/or the community.  These schedule variations must be approved through the regular approval channels for job description updating or position approvals. 

Faculty Positions

Base salaries for all full-time faculty are determined by a uniform salary schedule, based upon formal education and relevant experience (see appendix for current faculty salary schedule). New employees may bring in up to 20 years’ experience.  In addition to the base salaries, faculty teaching load can result in additional pay for the faculty member (see policy 6.6).

Faculty are required to work a minimum of 38 hours per week. 

Employment terms and/or stipends may vary due to specific program expectations and/or additional administrative duties.

Other Exempt and Non-Exempt Positions

Salaries for other exempt and non-exempt positions are determined by a formula (see appendix for Broadbanding) based on the job description.  Each position is evaluated relative to education required, minimum experience, complexity of duties, impact, supervision of others, contacts with others, and physical effort/conditions.  After this evaluation, the position has points assigned resulting in placement on appropriate salary schedules (see appendix for salary schedules). New employees may bring in up to 20 years’ experience.

Special Assignments

Compensation for special assignments will be determined by the appropriate administrator and approved through the budgeting process.

Salary Supplements

In rare situations, a salary supplement may be given to a designated position by an individual or entity as a gift, grant, donation or other consideration.  Any gift, grant, donation or other consideration from an individual or entity that is designated to be used as a salary supplement for an employee of the Howard County Junior College District cannot influence decision-making or actions of the employee or the college in the favor of the individual or entity providing the salary supplement.  Posting of the salary supplement will be on the college’s website according to state law.

Salary Distribution

Salaried employees who are not temporary will be paid over 12 months regardless of the term of employment.  Employees who separate from employment will be paid for all work performed.  This policy does not change the employment status of at-will employees.

All full-time employees are required to participate in direct deposit which they will set up in their Greenshades account.  Direct deposits post to the employees account on the first banking day of the month unless otherwise specified by the employee’s banking institution.

New full-time employees, excluding faculty whose employment term is less than 12 months (see below), that are hired prior to the monthly payroll due date will receive their first paycheck on the designated pay day of the following month.

New full-time faculty whose employment term is less than 12 months and who begin on the faculty contract/letter start date will receive their first monthly compensation on the October payday.  New faculty whose employment term is less than 12 months who begin employment prior to the faculty contract/letter start date will receive a partial check on September 1.

Personal requests for payroll cash advances will not be processed/approved.  These transactions are considered loans against future payroll earnings are not permissible due to statues and laws governing these types of loans.

A $5.00 administrative fee will be charged each month to employees who have monies withheld from their earnings for IRS levies, child support, and student loan defaults as per Texas Family Code - Chapter 158. The $5.00 monthly charge will be withheld from the earnings.

Sign Language/Interpreting

Exempt and non-exempt employees, other than staff interpreters, who hold state or national Interpreter Certification and are willing to assist with interpreting will receive additional compensation only for hours worked outside their regularly scheduled workday.  Faculty will receive compensation only for hours worked in excess of the hours per week required by the position held. Compensation for interpreting will be paid based on the level of certification held by the employee at the rate of $30 per hour for master’s Level, $25 per hour for Advanced Level and $20 per hour for Basic Level Certification.

Career Pathing

Career pathing is an opportunity for an employee to gain new experiences or assume additional responsibility. It is an opportunity for the college to effectively complete different projects or try new enterprises.

A full-time employee becomes eligible for career pathing after 12 months of satisfactory performance in their current position. The career path an employee takes must be developed by the supervisor with input from the employee to include specific goals, timelines, and action plans. A career pathing opportunity may be proposed in writing or in conversation by a supervisor to an employee or by an employee to a supervisor. The President will review the career pathing written proposal, determine the need, and, if need is established, will determine the compensation. Compensation will be made in monthly payments at the regular pay period. In the case of non-exempt employees, the career pathing will be compensated monthly as overtime hours. Most career path decisions will be made in the summer during the budget process.

The length of time for a career path project could range from three (3) months to two (2) years, depending on the need and the employee’s schedule and availability. The employee is expected to complete the full workday as prescribed by the current position held. Career pathing is an opportunity for extra work above and beyond the workday.

If a project is continued after its initial timeline, the project will be evaluated to determine the need for it to be included in the full-time job description. If it is determined that the project should become a part of the full-time job description, the position will be re-evaluated for broadbanding purposes with those responsibilities included.

Career pathing is represented as a choice to the employee and is not mandatory. The proposal must be an activity of benefit to the college district. The employee has the right to withdraw from the career pathing and continue in his/her current position. The college can also decide that the arrangement is not working and can discontinue the career pathing project. If a person leaves a position, the responsibilities that were added as a result of career pathing may or may not remain in that position.

EXAMPLE: John Doe is asked to serve as the auditor for an educational pilot program that is funded by a grant. The pilot program is for one year. He is compensated monthly during the one-year period. ENDING #1: At the end of the year, the program is implemented as a permanent program and John is asked to continue as auditor. It becomes a part of his job description, and the position is re-evaluated for broadbanding purposes. ENDING #2: At the end of the year, the program is not continued. John continues in his position as before.