Operations and Procedures Manual
IP 1.02 New Hire Salary Schedule - Unpublished
Faculty: (These guidelines do not include those individuals hired for Contracted Services.)
Newly hired faculty will be paid the base salary at the time of hire with the potential to increase the base on the basis of factors listed below. The base pay plus the increases will become the faculty member's base pay for computing subsequent raises. End of year raises only impact the base pay. There will not be any mid-year adjustment rates.
Base Increasing Factors:
- Master’s Degree - $1,600
- Additional 20-44 relevant and/or discipline-specific graduate credit hours - $750
- Additional 45 or more relevant graduate credit hours or Doctorate Degree - $1,600
- Additional fulltime and/or equivalent part-time teaching and/or work experience related to the position above the minimum qualifications defined in the job announcement - $750 per year. (The Vice President of Academic Affairs will determine experience levels with eight years being the maximum.)
- State or national recognized licensure or certifications above the minimum qualifications defined in the job announcement - $500. (The Vice President Academic Affairs will determine if the licensure or certification is appropriate for additional compensation.)
- Exceptional qualifications and/or market demand consideration at the discretion of the President - variable.
All A&P/T personnel must meet the minimum qualifications for the position as announced. Upon selection of an A&P/T staff member, the supervisor will make a recommendation on salary to the division Vice President or President. The Director of Human Resources will provide the salary range to the supervisor prior to announcing the position. Effective Fall 2014, Exempt Staff who complete an advanced degree will be granted an additional $1,600 on their base salary. There will not be any mid-year adjustments.
Exceptions to the normal salary placement must be submitted in writing to the College President and must identify the special circumstance that requires placement outside the established policy.
When a situation arises such that there is a need to hire new faculty/exempt staff above the normal pay rate, the College President can place a newly hired faculty/exempt staff member at a higher salary. A new faculty member may be hired at a higher rate of pay than that of an existing faculty member in the same discipline with the same training, education, and level of experience based on market demand and approval of the College President.
Each benefit eligible faculty/exempt staff member who participates in the SBCCOE Benefit Plan will receive a benefit allowance as approved by the SBCCOE for the benefit plan to assist in paying for the benefit package of choice.
Reference: BP 3-60 Employee Benefits; BP 3-120 & SP 3-120b Affirmative Action; BP 3-55 Faculty Professional Advancement & Salary Plan; SP 3-55 Faculty Pay Plan; BP 3-31 Evaluation of Job Perf.; BP 3-80 Teaching Faculty Workload
Newly hired classified staff will be paid in accordance with the salary scale established for the specific position classification using the State of Colorado’s Compensation Plan each fiscal year. Classified employees will receive benefits as established by the Department of Personnel & Administration.