One of the College's central goals is to update market data for exempt positions and, when necessary, move exempt employee salaries toward the market median for their position. The desire is to reach the median for all exempt employees by 2020.
- Exempt Staff Compensation Plan Procedures — as of July 1, 2016
- Exempt Position Salary Level Review Request Form (Word) — revised 2011
- Major Compensation Factors Definitions for Distinguishing Pay Differences through Position Evaluation (PDF)
What You Can Expect
- Every represented and non-represented exempt staff employee will receive a 1.8 percent salary increase effective July 1, 2016.
- Non-represented exempt employees whose salaries were below the market median for their position may receive an increase to move them closer to the median depending on how far behind each position is from the median. The specific amounts will vary depending on the specific position. These increases will be effective July 1, 2016.
- The College will engage in discussions with the Student Support Services Staff Union regarding compensation for represented members of their bargaining unit.
- No exempt staff employee will experience a reduction in salary as a result of this compensation study, even if they are currently compensated above the market median for their position.
- Human Resource Services will provide non-represented exempt employees with detailed information by July 8, including the size of increase you will receive and the median salary for your position as determined from relevant salary surveys. Detailed information for represented exempt employees will follow discussion with the Union.
- After you have received this information from Human Resource Services and have read the Exempt Compensation FAQ (PDF), you may have questions or concerns about the salary survey used for your position. If so, please contact the head of your division (i.e., a Vice President, the Chief Communications Officer, or President’s Chief of Staff).