DIXIE STATE COLLEGE OF UTAH POLICIES AND PROCEDURES MANUAL | Section: 4-Staff |
Policy No: 13 | |
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Approved: 6/6/97
Revised: 11/17/00 Revised: 01/21/05 | |
Policy: NON-FACULTY SALARIES: PROGRAM, INCREASES AND ADJUSTMENTS | |
4-13 NON-FACULTY SALARIES: PROGRAM, INCREASES AND ADJUSTMENTS
Dixie State College maintains a salary program built on a systematic and fair classification and compensation plan, in accordance with Equal Employment Opportunity guidelines.
13.1 Salaries are determined using the job classification system, appropriate market surveys and employment experience of individuals.
13.1.1 Each position is classified with a grade. (See the Job Classification Policy 5-4.)
13.1.2 Minimum, median and maximum salary ranges are determined for each grade according to market surveys conducted by the Human Resource Office.
13.1.3 Employees' salaries are determined within a grade range by the years of related employment experience they have.
13.1.3.1 Employees' experience is calculated by the Human Resource Director.
13.1.3.2 One fourth of the years credit is given for non-Dixie employment in a position that requires some of the same basic skills.
13.1.3.3 One half of the years credit is given for non-Dixie employment in a position which is the same.
13.1.3.4 A limit will be placed on non-Dixie employment experience credit, so that new employees will not receive starting salaries above the midpoint salary of their grade.
13.1.3.5 Three quarters of the years credit is given for employment at Dixie State College in a different position.
13.1.3.6 Year for year credit is given for employment in the position at Dixie State College.
13.1.3.7 Years of experience required to meet the qualifications of the position are subtracted from the years of experience before calculations are made.
13.1.4 To accommodate differences in funding sources, positions funded 50% or more by non-state funds, (grants, auxiliaries (self-supporting enterprises)) may have as much as a 10% variance from levels for similar positions.
13.1.5 Changing of positions on campus may necessitate a salary adjustment. This is dependent on job classification changes.
13.1.5.1 If the new position is the result of an administrative reassignment, the employee will maintain his/her current number of years of experience credit in calculating the salary for the new grade.
13.1.5.1.1 In cases of reassignment to a lower grade, the salary will remain the same (frozen) until the experience points and the salary schedule for the lower grade reflect the need for a higher salary.
13.1.5.1.2 In cases of reassignment to a higher grade, the adjusted salary will become effective the first day of the new assignment.
13.1.5.2 If an employee chooses to apply for and accept a position with a lower grade than his/her current position, the experience points will remain the same, but the salary will be readjusted to reflect the lower grade, effective the first day of the new assignment.
13.1.5.3 If an employee chooses to apply for and accept a position with a higher grade than his/her current position, s/he will only be credited for three-quarters of his/her experience points, effective the first day of the new assignment.
13.1.5.4 If the new position is at the same grade, the experience points and the salary will remain the same.
13.2 Executive salaries are determined by the President.
13.3 Annual salary increases take effect July 1.
13.3.1 Salary increases are dependent on funding made available by Legislature and possible reallocation of College funds.
13.3.2 Each year the President, the Human Resource Director and the Executive Council will determine the appropriate allocation of funds for salaries in accordance with the above system.
13.3.3 Salary increases for positions funded 50% or more by non-state funds (grants, auxiliaries (self-supporting enterprises)) are dependent on funding available from grant funds or enterprise funds and take effect according to the grant or enterprise funding cycles.
13.3.4 Employees hired after January 1 will not be eligible for the annual salary increase on July 1 of their first year of employment.
13.3.5 Salary statements are sent to all employees notifying them of their new fiscal year's salary.
13.4 Any questions regarding salary are to be directed to the Human Resource Director.
13.5 An employee wishing to appeal his/her job classification should do so in accordance with the Job Classification Appeals Process, which the Staff Salary Committee oversees. (See Job Classification Policy 4-4)
13.6 Employees are not to work at a second paid position during regular work hours.
13.6.1 Secondary positions, such as adjunct teaching are not to be performed during employees' regular work hours (typically this would be between 8:00 AM and 5:00 PM).
13.6.1.1 Request for exception must be submitted using the Request to Adjunct Form and approved by the supervisor, vice president, and president.
13.7 Full-time non-exempt employees working at secondary positions at the College, which are not significantly different in nature from their regular positions, and are not occasional or sporadic, must be paid at the overtime rate for the second position, if the combined hours in both positions is more than 40 hours per week.
13.7.1 Supervisors are discouraged from hiring non-exempt employees in secondary positions.
13.7.2 Supervisors must give notice to the Human Resources Director of plans to hire a non-exempt employee in a secondary position.
13.8 The College President has the authority to make exceptions to the salary policy.