Human Resources : VCCS Salary Structure
|
All twelve-month faculty personnel shall be on a twelve-month basic contract covering a twelve-month appointment period (July 1 - June 30). Salary for twelve-month faculty personnel is computed by taking into consideration faculty rank and position title, previous occupational and educational experiences and training, job performance, and the size of the college or division in which employed as long as the salary falls within the salary ranges as indicated on the VCCS -18 (SALARY SCHEDULE FOR TWELVE MONTH FACULTY APPOINTMENT as Appendix A). In determining the maximum salary for twelve-month faculty, the lower salary range maximum (for either rank or position title) shall apply, except for Vice President and Provost. Unranked restricted faculty appointments are not subject to these guidelines.
Academic Year Employment: All teaching faculty, assistant deans, and program heads in the Virginia Community College System shall be on a nine-month basic contract covering a nine-month appointment period (August 16 - May 15). Salary for nine-month faculty personnel shall be in accordance with the salary ranges as indicated on the VCCS – 18 (SALARY SCHEDULE FOR FACULTY PERSONNEL as Appendix B). Except for special circumstances wherein a candidate has additional qualifications above entrance minimums, salaries for newly appointed or promoted faculty personnel shall be at the minimum rate indicated on the VCCS-18 (See Appendix B). Exceptional circumstances include, but are not limited to, (1) actions in recognition of exceptional qualifications, (2) exceptional performance, and (3) varied competitive requirements in diverse subject fields.
Classified/Support Staff Positions
The Commonwealth of Virginia’s job organization structure consists of seven Occupational Families which are divided into approximately 60 Career Groups.
The Career Groups are divided into approximately 300 Role titles. Both the employee and the job are assessed for pay purposes using specified factors.
The occupational families, Career Groups, and Role Titles can be accessed from the Dept. of
Human Resource Management (DHRM) website at http://www.dhrm.state.va.us/compensation/careergroups/cgdlist.html
The salary pay band chart can be accessed from the Dept. of Human Resource Management (DHRM) website at http://www.dhrm.state.va.us/compensation/salarystructure.html
The Commonwealth of Virginia does not guarantee any specific pay increases or any certain timetable for pay increases. Funds to support employee pay increases may be provided and earmarked by the Governor or the legislature, or may be identified by the College within their own budgets. The legislature and Governor may provide for general pay increases in some years. These typically are linked to the employee’s satisfactory job performance.
|
System |
Northern |
||
|
Minimum |
Maximum |
Minimum |
Maximum |
Adjunct 1 (Assistant Instructor) |
|
$472 |
|
$508 |
Adjunct II (Instructor |
$502 |
$786 |
$544 |
$851 |
Adjunct III (Assistant Professor) |
$570 |
$846 |
$616 |
$916 |
Adjunct IV (Associate Professor) |
$629 |
$912 |
$680 |
$986 |
Adjunct V (Professor) |
$690 |
$972 |
$743 |
$1,050 |
*Per Semester Credit Hour
Faculty Payment for Self-Paced Courses
The payment structure will cover only those courses which are not truly stand-alone ones. Classes which can be self taught will not need to be monitored by a full- or part-time individual with degrees in that discipline. Rather, those classes can be handled in a clerical manner with faculty members providing consultation on the securing and appropriateness of materials. For those courses which are determined to be in need of a faculty monitor, the following payment structure will be used:
Part-Time Faculty
Payment will be based upon the funding formula for the course.
Example: Sociology – Funding formula 22:1. Assuming an enrollment of seven students, this person would be paid the credit hour pay rate x the number of credits in the course x 7/22.
Full-Time Faculty:
- Fall, Spring – Using the above example, this person would be paid at the overload rate x the credit hours in the course x 7/22.
- Summer – Payment computation will be the same as Fall, Spring, except that the payment rate should be based on VCCS policy involving annual pay. That is: Annual salary x 16.5/39 x credit hours x 7/22.
It is the responsibility of the appropriate Division Dean, in consultation with the Vice President of Instruction and Student Services, to decide whether or not a given course requires professional coverage. The College will contract for those courses only, reserving the right to employ an hourly rate monitor whenever a course can stand alone. This approach will assure both instructional quality and preserve administrative prerogatives.
Credit courses taught by Administrative Faculty and Classified/Support Staff
Administrative faculty:
Administrative faculty (and restricted appointments with or without faculty rank) may be expected to teach up to 8 credit hours per year as a part of their normal workload. No additional salary would be received nor would missed hours of work have to be made up.
Classified/Support Staff:
Classified/support staff may be asked to teach courses for which they have expertise and appropriate teaching credentials. Should the commitment be outside WCC, prior approval from the agency head is required.
All teaching for WCC requires written approval from the immediate supervisor and the agency head indicating such extra work will not interfere with the employee’s performance of regular duties. Work hours missed because of teaching (with pay) will be made up at times acceptable to the immediate supervisor and approved by the supervising administrator. Documentation in the form of a “Memo for Record” indicating supervisory approval (signature of supervisor required) and the method of how the missed hours of work will be made up must be submitted to the Human Resource Office for inclusion in the employee’s personal file. Annual leave may be used and the employee would not have to make up the time. Lunch (meal) time and break time may be used to make up missed hours of work but only in accordance with the Hours of Work and Overtime/Compensatory Time Policy. Teaching during the normal workday is discouraged and should only occur in emergency situations.
Courses taught by classified staff either after hours or during hours (including web-based) will be limited to one three-credit (or equivalent) course per semester.
Full Time Employee Teaching Non-Credit Classes/Activities
(refer to Hours of Work and Overtime/Compensatory Time Policy for complete details)
Givens
VCCS policy permits additional workload for pay not to exceed the equivalent of three continuing education units at any time (herein interpreted to mean "per semester").
WCC will continue to adhere to all relevant VCCS and WCC procedures (i.e., requiring full- time faculty to teach in Continuing Education if their annual credit load is below the required level). Furthermore, all faculty/staff rights and responsibilities as outlined in the WCC and VCCS manuals will apply.
Conditions
Payment is based upon the rank held at the time the assignment begins. "Major Participation" means "Lead Teacher." Support teachers will be paid at the lesser hourly rate.
Other Stipulations:
No full-time employee may be contracted to teach without the prior written approval of the immediate supervisor.
Generally, no full-time employee may teach for extra compensation during that person's normal business day. For nearly all classified and administrative personnel, the normal business day is 8:00 a.m. to 5:00 p.m. For teaching faculty, the normal work day includes: All credit teaching assignments; 10 scheduled office hours; 11:00 a.m. - 12:00 noon, MWF, and any other regular or sporadic work properly assigned by the immediate supervisor. Exceptions to this condition are:
- Full-time faculty may teach non-credit classes/activities if their annual credit load is below the required level.
- Classified staff may use compensatory/overtime leave or accrued annual leave.
The Director of Continuing Education will decide whether or not an individual is qualified and suited to teach a given non-credit offering.
Wage employees are employees not covered by the Virginia Personnel Act (also referred to as hourly) who are non-exempt for the purpose of overtime compensation, and who are used to supplement the work force during seasonal or temporary workloads, to provide interim replacements, or to perform short-term projects, or other jobs that do not require full-time classified employees. Wage employees are limited to working 1500 hours per agency in a specific 365 day period of time. Hourly rate of pay is determined by fair market rate and work performed.
Determining Academic Rank (VCCS 29)
The titles authorized for the four standard levels of faculty rank are Professor, Associate Professor, Assistant Professor, and Instructor. Assistant Instructor may be used for individuals, appointed on a temporary or emergency basis for one year, meeting most of the minimum requirements for the Instructor rank and who show evidence of being able to complete such requirements within one year. Lecturer may be used when qualifications make it more appropriate than other titles. It is also used for grant funded positions if the VCCS-29 qualifications do not apply.
Qualifications for academic ranks and special ranks are stated on the “Normal Minimum Criteria for Each Faculty Rank,” VCCS-29, as approved by the State Board for Community Colleges. See Appendix C.
Link to online versions of the VCCS-29 and attached guidelines are at http://www.vccs.edu/Portals/0/ContentAreas/PolicyManual/Sct3.pdf
Explanations of qualifications, degree equivalency, and college training and experience can be found in the VCCS POLICY MANUAL, Section 3.2. http://www.vccs.edu/Portals/0/ContentAreas/PolicyManual/Sct3.pdf
Appropriate titles of faculty rank and administrative office are granted to persons on the basis of the requirements of the position and the qualifications of the person holding such position, in accordance with the Governor’s Consolidated Salary Authorization for Teaching and Research Staff in Institutions of Higher Education and the regulations of the VCCS.
All faculty employees shall use the faculty rank and/or administrative titles as recommended by the College President and approved by the VCCS, and the State Board, in all formal or official operations of the college.
Teaching Faculty Credentialing Policy
In keeping with its mission of providing a quality, comprehensive education for the citizens it serves, Wytheville Community College is committed to employing fully qualified faculty, both full-time and part-time. To ensure that faculty meet employment criteria, both through criteria established by the Virginia Community College System and the Commission on Colleges of the Southern Association of Colleges and Schools, the Teaching Faculty Credentialing Policy will be followed. For complete policy details see Appendix E.
In Band Salary Adjustments for Classified Staff
The Virginia Community College System's (VCCS) Compensation Plan Philosophy is to pay employees in a manner designed to recruit, retain, develop, and reward a qualified, committed, and diverse workforce that provides quality services in a fiscally responsible manner. The following plan for administering in-band adjustments is designed to support this philosophy and will be utilized at Wytheville Community College (WCC).
An in-band adjustment is a non-competitive pay practice that allows the flexibility to provide potential salary growth and supports employee career progression within a pay band. The in-band adjustment is a base-pay compensation with a range of increase from 0% to 10%. In-band adjustments can be granted for the following reasons:
- Change in duties
- Professional/skill development - application of newly acquired job related knowledge and skills obtained through education, certification or licensure
- Retention
- Internal alignment
In-band adjustments are increases in base pay and may not exceed 10% within a fiscal year. Employees at the maximum salary of their assigned pay band are not eligible for in-band adjustments.
Changes In Job Duties and Responsibilities
Employees may be provided a base salary increase for assuming new duties or for changes in duties. The purpose of this salary increase is to recognize an employee's increase in duties and responsibilities. New duties or changes in duties must be at least 15% of total job duties, and do not warrant movement to a new role change (based on a classification review) with a higher pay band assignment. In considering a salary adjustment, WCC will consider the extent of the change in duties and responsibilities in comparison with former duties, and will compare the employee's salary and the duties and responsibilities to other employees within the agency. The percentage of salary increase shall be 0-10% and will not occur until the employee has successfully performed the new duties and responsibilities for at least a 180-day period. If a salary adjustment is appropriate for a temporary change in duties, the Temporary Pay practice shall be used.
APPROVAL:
A request for an in-band adjustment based upon changes in job duties and responsibilities must be proposed by the immediate supervisor who shall set forth a revised position description and EWP. This proposal must include a clear delineation of the changes that have occurred and when they occurred, how they will be on going, and the effect the change(s) will have on the position and the particular department. This proposal must be submitted through the appropriate member of thePresident's Staff for review, who will consult with the Human Resource Office for classification review or return it to the supervisor for further substantiation. The classification review shall determine if the proposal meets the factors for an in-band adjustment. If the requested change is determined to be appropriate, the proposal shall be submitted to the President requesting final approval. If the President approves the request, notification and supporting documentation will be submitted to the WCC Human Resource Office for action.
The Human Resource Delegated Authority Agreement shall govern the actions taken at the college subject to post audit by the VCCS Human Resource Office. As of May 16, 2001, authority is granted to the President to make changes up to and including positions in Pay Band 3. Actions beyond the delegated authority agreement must be submitted to the VCCS Human Resources Office before any communication with the affected employee(s) occurs.
Application of New Knowledge/Skills/Abilities (KSAs) From Education, Certification, Licensure, Etc.
WCC will encourage and support the use of incentives for employees who attain professional certifications, licenses or advanced degrees that will benefit the college. Such incentives will be provided within the constraints of limited resources available for such actions. Neither the VCCS nor WCC will support retroactive payment to those who possessed professional certifications, licensures or degrees prior to the implementation of this in-band adjustment policy.
Employees must request approval in advance for consideration of their planned goal in order to be compensated once the goal is attained. Degrees must be job related. A plan must be developed in advance showing degree curriculum and receive approval of the supervisor and President prior to successful completion of the degree program. Credentials that are requirements for a job or are required for selection and are taken into consideration at the time a starting pay is negotiated cannot be used as basis to support subsequent compensation adjustments.
The amount of salary increase for certifications and licensures will range from $100 to $300 (and will be dependent upon the specific achievement). Salary Increases for completion of degrees will be based on the degree level:
Associate |
$200 |
Bachelor's |
$300 |
Master's & Doctorate |
$500 |
Note: a double Master's would not receive a double increase.
Wytheville Community College will continue to support reimbursement of college courses for employees seeking a degree, certification, and licensure or for a job-related course as described in the EDUCATIONAL AID POLICY. However, additional compensation will not be given for the completion of the certification, licensure or degree if educational aid is received during the course of study for 50% or more of the individual courses required for completion.
Application of KSAs from receiving education, licensure, or certification must be demonstrated and applicable to the position held. Receipt of a degree, license or certification that cannot be related to the position held or a position within a defined line of career progression will not call for an in-band adjustment solely because the degree, license, or certification has been attained.
As outlined above, an in-band adjustment for application of new KSAs will vary based upon the nature of the position and the degree, certification, or licensure attained. A licensure or certification may bring as much or more value to a particular position as the attainment of a degree. The rigor of the professional development activity and its direct relationship to the position will be determined by the appropriate member of the President's Staff, and the salary increase will be commensurate with the applicability of the activity to the position.
APPROVAL:
The employee must submit to his/her supervisor a written proposal for his/her planned goal. The approved plan for attainment of the educational goal must address how the pursuit of the activity will ultimately affect the position, the organizational unit of the college, and how the application of the derived KSAs will affect the performance in the position. The proposal may be submitted to the appropriate member of the President's Staff and then go forward to the President for final approval.
Once the planned goal is achieved, the supervisor may document how the new KSAs are utilized in the position and/or through career growth and submit the documentation along with his/her recommendation for an in-band adjustment to the appropriate member of the President's Staff. The member of the President's Staff shall determine if the request for an in-band adjustment is warranted and submit the recommendation (with supporting documentation) to the President. The President may approve the recommendation and submit it to the Human Resource Office for action or may deny the recommendation and return to the appropriate member of the President's Staff.
Retention (i.e., Responding to Salary Market Changes, Labor Market Fluctuations, Etc.)
An in-band adjustment for retention is an increase granted to prevent employees from seeking employment outside Wytheville Community College in occupations that have high visibility in the labor market when salaries have not been as competitive with the marketplace. (Typically, in-band adjustments for retention are granted to all employees in a particular functional area and serves as a mechanism to avoid job turnover due to outside competition.) If retention adjustments are requested for a group of positions in the same role, documentation must include: the number of vacancies experienced in the past three years, the starting pay rates used to fill the vacancies, and the College's efforts to recruit to fill the vacancies. Data relative to the number of qualified applicants responding to recruitments for the past three years must also be included.
The range of salary increase for retention at Wytheville Community College will be 0% - 10%.
APPROVAL:
A written request for an in-band adjustment must be submitted (with supporting documentation) by the supervisor to the appropriate member of the President's Staff for consideration. The Human Resource Officer, in consultation with the member of the President's Staff and the President, will determine the market competitiveness of career groups and roles to ascertain the necessity of in-band adjustments for retention. Documentation will be in accordance with general provisions and will be developed and retained in the Human Resource Office. The President may approve or deny such adjustments based upon findings, and the percentage of increase (if any) will be determined based upon the results of the data. If the recommendation is approved by the President the approval and supporting documentation will be submitted to the WCC Human Resource Office for action.
The Human Resource Delegated Authority Agreement shall govern the actions taken at the college subject to post-audit by the VCCS Human Resource Office. As of May 16, 2001 authority is granted to the President on approving requests up to and including positions in Pay Band 3. Requested actions beyond the delegated authority agreement shall be submitted to the VCCS Human Resources Office before any communication with the affected employee(s) occurs.
Internal Alignment, Salary Compression and Other Internal Inequities
An increase may be granted to align an employee's salary more closely with those of other employees' within the College who have comparable levels of training and experience, similar duties and responsibilities, similar performance and expertise, competencies, and/or knowledge and skills.
The range of salary increase at Wytheville Community College will be 0% - 5%.
APPROVAL:
A written request for an in-band adjustment must be submitted (with supporting documentation) by the supervisor to the appropriate member of the President's Staff for consideration. The Human Resource Officer, in consultation with the member of the President's Staff and the President, will determine the extent to which in-band adjustments are necessary for internal alignment, salary compression, and internal inequities. Where data reflects that inequities exist, the situations will be thoroughly documented to reflect the basis for the inequities, the history of the incumbent's salary, the reasons why inequities have occurred, and the effect of any adjustments on other employees and the potential creation of further inequities, if any, should in-band adjustments be provided. Final approval and supporting documentation will be submitted to the WCC Human Resource Office for action.
The Human Resource Delegated Authority Agreement shall govern the actions taken at the college subject to post-audit by the VCCS Human Resource Office. As of May 16, 2001 authority is granted to the President on approving requests up to and including positions in Pay Band 3. Requested actions beyond the delegated authority agreement shall be submitted to the VCCS Human Resources Office before any communication with the affected employee(s) occurs.
The Following Applies to All Types of In-band Adjustments
In accordance with State policy, in-band adjustment increases are non-competitive, and an employee may receive from 0-10% increase in salary within a fiscal year. In order to be eligible, an employee must have a performance evaluation rating at the "Contributor" level or higher to receive any type of in-band adjustment. The specific amount of salary increase will be determined by the College in accordance with the policies described herein. Employees should not consider in-band adjustments an entitlement. All in-band adjustments shall be subject to the final approval of the President, including those that must be submitted to the VCCS for approval subject to the delegated authority agreement.
Each college will certify funding during the budget process and approve funding availability for non-budgeted in-band adjustments. When increases are given, the college may grant the entire increase at one time or the increase could be split into two or more fiscal years. Every effort will be made to provide the entire increase at one time as opposed to splitting the increase; however, the number of affected employees may necessitate multiple fiscal years being involved.
Transcripts (Faculty Ranked Personnel)
Full-Time Administrative and Teaching Faculty
Official transcripts of all colleges attended are required upon initial hiring of administrative and teaching faculty. Transcripts may need to be updated for the purpose of promotion. Official transcripts are maintained in the personnel file of the individual faculty member located in the Human Resource Office.
Adjunct Teaching Faculty
Official transcripts of all colleges attended are required upon initial hiring of adjunct teaching faculty. Official transcripts are maintained in the personnel file of the individual adjunct faculty member located in the Office of the Vice-President of Instruction and Student Development. Failure to obtain official transcripts may result in a delay in receiving pay for classes taught.