The College offers fair, equitable compensation that recognizes employee job responsibilities, performance against job expectations, the appropriate compensation comparison markets, and the budgetary resources of the College.
Staff Compensation Program
The College’s compensation philosophy and program for staff was designed to: recognize employee contributions and their value to the College, manage pay through a flexible, market competitive system, and provide internal equity and consistent administration throughout the College.
Senior Leadership, Human Resources, supervisors, and employees play a vital role in the administration of an effective, consistent, compensation program.
The job group and leveling framework is used to evaluate jobs internally based on four equally important components and provide a foundation for career paths.
The College’s staff compensation structure consists of a variety of pay practices relating to determining salaries and job reviews.
In addition to HR guidelines, various federal and state laws place constraints on compensation.
The Office of Human Resources is responsible for maintaining a current and competitive pay band structure consistent with the College’s compensation philosophy. It is responsible for reviewing the salary ranges regularly by collecting and analyzing industry and local salary planning data. A revised salary structure will be prepared and implemented whenever appropriate, and authorized by College leadership.