Salary Schedule
2013-2014
Table of Contents
0INTRODUCTION ..................................................................................................................... 4
A
1BU . COMPENSATION POLICIES AND PROCEDURES ................................................................... 4
2BU . NON-UNIT FULL-TIME COMPENSATION POLICIES AND PROCEDURES ................................. 4
B
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
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20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
WAGE AND SALARY STRUCTURE ..............................................................................................................................4
BABOVE RANGE MAXIMUM .....................................................................................................................................5
SALARY STRUCTURE REVIEW ...................................................................................................................................5
SALARY INCREASES................................................................................................................................................5
STARTING SALARY RATES AND OFFERS OF EMPLOYMENT..............................................................................................6
BPROMOTIONAL INCREASES .....................................................................................................................................6
LATERAL TRANSFERS .............................................................................................................................................6
DEMOTIONS ........................................................................................................................................................7
BRECLASSIFICATIONS...............................................................................................................................................7
TEMPORARY ASSIGNMENT .....................................................................................................................................8
COMPENSATION MANAGEMENT POLICY ...................................................................................................................8
BRESPONSIBILITIES OF SUPERVISORS ..........................................................................................................................8
BRESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES ............................................................................................9
BROUNDING FACTOR ..............................................................................................................................................9
BPRESIDENT ..........................................................................................................................................................9
210 PERSONNEL ..................................................................................................................................................9
SENIOR MANAGEMENT .........................................................................................................................................9
WORKWEEK ........................................................................................................................................................9
VARYING HOURS AND SCHEDULES .........................................................................................................................10
BPAYROLL AND BENEFIT OVERPAYMENT ...................................................................................................................10
EXEMPT AND NON-EXEMPT STATUS DEFINED ..........................................................................................................10
OVERTIME PAY ..................................................................................................................................................10
WEIGHTED AVERAGE FOR OVERTIME PAY ...............................................................................................................11
COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL COVERAGE ...........12
BADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES ........................................................................14
BREGULAR PART-TIME POSITIONS ...........................................................................................................................14
TEMPORARY POSITIONS (OPS) .............................................................................................................................15
STUDENT PERSONNEL..........................................................................................................................................16
WORK STUDY STUDENTS .....................................................................................................................................17
STUDENT ASSISTANTS..........................................................................................................................................17
BINTERNATIONAL STUDENTS...................................................................................................................................18
GUIDELINES FOR MINORS IN THE WORKPLACE .........................................................................................................18
BPAYROLL DATES .................................................................................................................................................18
BPERSONNEL ACTION FORM (PAF) .........................................................................................................................19
OPTIONAL PAYMENT ...........................................................................................................................................20
3BC. LISTING OF FULL-TIME POSITIONS BY JOB TITLE ............................................................... 21
4B . NON-UNIT FULL-TIME SALARY RANGES ........................................................................... 31
D
E5B . NON-UNIT PART-TIME & TEMPORARY PERSONNEL (OPS) PAY SCHEDULE ........................ 32
F6B . MISCELLANEOUS AND ON-CALL PAY (OPS) RATES ............................................................ 34
G
7B . CREDIT ADJUNCT PAY RATE ............................................................................................ 36
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8BH. NON-CREDIT ADJUNCT PAY RATE .................................................................................... 37
1.
2.
3.
B4.
PSAV ADJUNCT INSTRUCTOR ...............................................................................................................................38
PSAV AUXILIARY/LAB ADJUNCT INSTRUCTOR ..........................................................................................................38
CCE ADJUNCT INSTRUCTOR..................................................................................................................................38
AVOCATIONAL ADJUNCT INSTRUCTOR ....................................................................................................................38
I9B . SUBSTITUTE ADJUNCT RATES ........................................................................................... 39
J. PROFESSIONAL DAILY RATE ............................................................................................. 39
1B . SUPPLEMENTAL PAYMENTS ............................................................................................ 39
K
L12B . BARGAINING UNIT SALARY INFORMATION ...................................................................... 40
M
13B . BARGAINING UNIT SALARY FOR OTHER SERVICES .......................................................... 41
14B . BARGAINING UNIT ATHLETICS AND INTRAMURALS ......................................................... 42
N
15BO. BARGAINING UNIT INTRAMURALS .................................................................................. 43
P
16B . BARGAINING UNIT SELECTED ACTIVITIES ......................................................................... 43
17B . ENDOWED CHAIR ........................................................................................................... 44
Q
R
18B . BARGAINING UNIT OTHER TERMS AND CONDITIONS ...................................................... 44
1.
2.
3.
B4.
5.
6.
B7.
ASSIGNING FULL-TIME FACULTY LOAD ....................................................................................................................44
ADDITIONAL RESPONSIBILITIES ..............................................................................................................................44
SALARIES PAID FROM GRANTS ..............................................................................................................................44
STARTING SALARIES ............................................................................................................................................45
PROMOTIONS ....................................................................................................................................................45
OPTIONAL PAYMENT ...........................................................................................................................................45
COLLECTIVE BARGAINING AGREEMENT ...................................................................................................................45
19BS. COMPENSATION INFORMATION REGARDING UNGRADED POSITIONS ............................. 45
20BT. GRANT FUNDED POSITIONS ............................................................................................ 46
1.
2.
EXCEPTIONS TO GRANT FUNDED POSITIONS ............................................................................................................46
GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT...............................................................47
20BINDEX ................................................................................................................................ 48
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Introduction
The Palm Beach State College Consolidated Salary Schedule is established annually pursuant to
State Board of Education Rules 6A-14.0262(7)(b) and College Board Rules 6HX-18-5.301. Once
adopted, the schedule serves as the guide in determining employee compensation. The
schedule recognizes the United Faculty of Palm Beach State College as the sole and exclusive
bargaining agent for all members of the full-time instructional faculty, counselors, librarians,
and PSAV Instructors in matters concerning wages, salaries, benefits, working conditions and
other terms and conditions of employment.
Personnel actions submitted to the District Board of Trustees for approval in conformance with
this Salary Schedule will be considered routine personnel actions. The President may authorize
a variation in compensation procedures. Additional full-time and part-time job classifications
and pay rates may be developed as needed upon recommendation of the Executive Director of
Human Resources and the approval of the President or designee. These changes will be
brought to the District Board of Trustees annually via this Salary Schedule for approval.
A. Compensation Policies and Procedures
Palm Beach State College wage and salary program is designed to meet the following
objectives:





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Ensure that compensation actions are administered in a manner that comply with State
and Federal legal requirements.
Enhance the ability to attract and retain qualified faculty and staff.
Ensure fair treatment of employees through internal consistency.
Ensure external competitiveness by developing and maintaining compensation levels that
reflect market pay rates.
Provide a clear and concise reference for fair compensation decisions.
Provide flexibility so the system will remain responsive to changes in the marketplace, the
organization and the economic conditions.
B. Non-Unit Full-Time Compensation Policies and Procedures
2BU
1. Wage and Salary Structure
Each non-unit full-time position is assigned a pay grade within the wage and salary structure
based upon an analysis of the market rate for that position, as well as an analysis of the job
responsibilities and a comparison of the position to others within Palm Beach State. Each grade
consists of a wage/salary range containing a minimum, midpoint, and maximum for either 35 or
40 hours per week. This represents the approved range of compensation for jobs assigned to
that grade.
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Salary Schedule
The differential between pay grades reflects, as closely as possible, the relative value of
positions to Palm Beach State and is sufficient to provide continuing incentive for promotional
advancement.
The pay range spread -- the difference between the minimum position rate and the maximum -is sufficient to permit recognition of individual differences in education, training, experience,
and performance among individuals.
2. Above Range Maximum
Employees should not be paid more than the maximum of the range established for the
position except upon recommendation of the Executive Director of Human Resources and the
approval of the President or designee.
3. Salary Structure Review
The compensation structure is reviewed every year by the Executive Director of Human
Resources. Where market data and analysis of Palm Beach State’s current pay grades indicate
the necessity for revision, the Executive Director of Human Resources will submit a
recommended revised salary structure to the President and District Board of Trustees for
approval.
4. Salary Increases
General salary increases are reviewed each fiscal year and are approved by the District Board of
Trustees. General salary increases are typically effective July 1. If a general increase is given, all
full-time and regular part-time employees must have been hired on or before the first College
working day of the new calendar year, in order to be eligible for the full salary increase. An
employee hired by the first working day of April of that year will receive one-half of the salary
increase. An employee hired after the first working day of April of that year will not receive a
salary increase. In years where the bottom of the salary grade is increased, an adjustment will
be made July 1 to the salaries of full-time and regular part-time employees hired after the first
of the fiscal year. Any salary increase or salary adjustment for regular part-time employees
cannot exceed 50% into the salary range. With appropriate documentation, below standard job
performance may result in denial of any salary increase. Increases for grant-funded employees
are dependent upon grant funding and are effective July 1. In addition, upon recommendation
of the President and at the discretion of the District Board of Trustees, a salary increase to any
employee may be awarded at any time during the fiscal year, contingent upon available funds.
This salary increase may be in addition to or in lieu of a regular salary increase.
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5. Starting Salary Rates and Offers of Employment
The Office of Human Resources has the sole authority to extend employment and salary offers.
Normally, the starting salaries for part-time and OPS positions are posted within the Salary
Schedule and do not fluctuate. The starting salary for full-time employees who meet the
minimum requirements of a position shall be at the minimum of the salary range. When there
are a limited number of applicants or an applicant exceeds the minimum amount of experience
and/or education and/or training, starting rates may exceed the minimum salary for full-time
positions. The guidelines for salary offers above the minimum are as follows:



A starting salary of up to 15% of the minimum for salary grades 50 through 60 and up to
25% for salary grades 61 through 70 may be given with approval of the Executive Director
of Human Resources. PSAV Instructors may receive a starting salary of up to 15% of the
minimum of the salary range.
Salary offers which exceed these percentages above the minimum must be approved by
the President or designee.
Full-time and regular part-time employment is contingent upon successful completion of
drug testing and a criminal background check.
6. Promotional Increases
A promotion occurs when an employee moves to a position in a higher grade than the one
presently assigned. When a recommendation for promotion is made, the employee’s
background and experience shall be evaluated by the Executive Director of Human Resources or
designee. For each grade of promotion, the employee will receive a 5% salary increase or will
be brought to the minimum of the pay grade, whichever is greater. The total promotional
increase for employees who move three or more pay grades will not exceed 12% or the
minimum of the pay grade, whichever is greater. An employee must remain in the new
position for a minimum of six months before the employee is eligible for another promotion.
Exceptions to this policy must be approved by the Executive Director of Human Resources and
the President or designee.
7. Lateral Transfers
A lateral transfer is the transfer of an employee from one job to another in the same pay grade.
Responsibilities and duties have changed, but are similar in scope and complexity. An
employee must remain in the new position for a minimum of six months before the employee is
eligible for another lateral transfer or promotion. Employees who transfer laterally will not
receive a salary increase. Exceptions to this policy must be approved by the Executive Director
of Human Resources and the President or designee.
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8. Demotions
A demotion occurs as a result of an employee’s transfer to a lower graded job. In such
instances, the employee's current base rate of pay will be decreased by 5% per pay grade.
Exceptions to this policy must be approved by the Executive Director of Human Resources and
the President or designee.
9. Reclassifications
A reclassification occurs when an employee's position has changed over time such that it no
longer is appropriately placed in the wage and salary structure. Revisions can be made when
significant changes take place, or when a number of cumulative small changes over a period of
time result in a significant change to the job. As a standard, 40% of the job should have
changed to warrant a reevaluation. Reclassification is not intended to recognize individual
achievement or an increase in volume of work. Within the documents submitted for
reclassification, emphasis must be given to the current functions of the job, not intended future
changes. This includes, but is not limited to, actual changes to job functions that result in an
advanced level of skill, knowledge, responsibility and/or authority.
To be considered for reclassification, the supervisor needs to obtain a Position Reclassification
Request packet. The packet must be completed utilizing Palm Beach State’s web-based Activity
Dictionary and submitted to the Office of Human Resources with appropriate approval
signatures between January 1 and March 31 of the current year to be considered for the
subsequent fiscal year. Packets received without the appropriate approval signatures will be
returned. Late submissions will not be considered until the next fiscal year.
The Office of Human Resources will review all requests for reclassification and will issue a
written determination. Requests for reclassification and the final recommendation will be
presented to the President or designee for final review and approval. Employees and
supervisors will be notified in writing of the final Presidential approval or denial on or before
July 1. Approved reclassification requests will be effective July 1.
When a position is reclassified to a higher pay grade, the employee will receive a 5% salary
increase for each pay grade or be brought to the minimum of the new pay grade, whichever is
greater. The total promotional increase for employees who move three or more pay grades will
not exceed 12% or the minimum of the pay grade, whichever is greater. When a position is
reclassified to a lower pay grade, the employee’s current base rate of pay will be decreased by
5% per pay grade. Exceptions to this policy must be approved by the Executive Director of
Human Resources and the President or designee.
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10. Temporary Assignment
When an employee is temporarily assigned to a position at a higher grade and the assignment
exceeds three months, excluding vacations and other short-term situations, the employee's
salary may be temporarily increased up to 7.5%. If full duties are assumed, the increase may be
brought to the minimum of the new pay grade. Requests for Temporary Assignments to a
position at a higher grade must be approved by the appropriate Provost and/or Vice President,
the Executive Director of Human Resources, and the President or designee. Upon completion
of the temporary assignment, the employee resumes the former pay level adjusted for any
general increase that may have occurred.
11. Compensation Management Policy
There is a listing of approved job titles available in this document and the Office of Human
Resources. No employee should receive a job title that has not been approved.
Before any wage or salary action may be approved, the employee's job description must be
prepared and approved, and the grade established by the Office of Human Resources in
accordance with Palm Beach State's compensation structure.
The creation of a new position requires both budgetary authorization and the development of a
job description. When there is a need for a new position, the supervisor or Department Head
will complete a Job Analysis Questionnaire (JAQ) utilizing the web-based Activity Dictionary.
The JAQ is then submitted to the Office of Human Resources, where the job description is
prepared. The Office of Human Resources will classify the position and will determine the
appropriate salary grade for the position. All job classifications and salary grade placements for
Grades 65 and above must be approved by the Executive Director of Human Resources and the
Vice President of Administration & Business Services.
12. Responsibilities of Supervisors
Communication with the individual employee regarding that employee's job responsibilities,
job description, grade and pay range, performance, and date of the next performance review is
the responsibility of the supervisor.


At the time of employment and/or promotion, each employee will receive information
about the position including: job title, pay grade and range, name of supervisor, reporting
date and time, the performance review process and other pertinent salary information.
The employee will be informed of the goals, duties, responsibilities, and criteria upon
which the employee’s performance will be evaluated.
At the time of performance appraisal, each employee will be given an explanation of the
employee’s evaluated performance, strengths, opportunities for improvement, and
professional development plans.
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Salary Schedule
Supervisors should notify the Office of Human Resources when changes in a job's content
are sufficient to warrant a reevaluation within the Reclassification policy.
Supervisors need to comply with all policies and procedures in hiring including, but not
limited to, Nondiscrimination (6HX-18-5.20), Consensual Relationships (6HX-18-5.87), and
Nepotism (6HX-18-5.18) as outlined in the College Board Policies.
Responsibilities include accurate attendance and payroll reporting including, but not
limited to, hours worked and absences related to sick leave, annual leave, family medical
leave, leave without pay and/or work related injuries.
13. Responsibilities of the Office of Human Resources
The Office of Human Resources is responsible for:





Recommending any changes to the College’s compensation policies.
Monitoring the organization’s compliance with all pertinent federal and local laws and
regulations related to salary administration.
Maintaining consistency within the program on an organization-wide basis, monitoring
compliance with the program and reporting to the President or designee any exceptions.
Ensuring the program is updated on a periodic basis.
Processing personnel changes.
14. Rounding Factor
Due to computer calculations and rounding factors, the actual amount of salary paid may vary
slightly from the Salary Schedule (generally less than $1.00).
15. President
The President’s salary is determined annually by the District Board of Trustees in accordance
with the performance evaluation.
16. 210 Personnel
Some personnel may be assigned to a normal duty schedule of 210 days for an academic year.
17. Senior Management
Positions in grade 67 or higher are designated Senior Management for retirement purposes.
18. Workweek
The official College workweek begins Saturday at midnight and ends at 11:59 p.m. the following
Friday.
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19. Varying Hours and Schedules
Some positions in the College, including Facilities, Security, Information Technology, Student
Services, and other areas are subject to varying schedules, including hours worked on
weekends, holidays, and during College closings. Refer to Section B-23B for applicable
compensation provisions.
20. Payroll and Benefit Overpayment
Any amounts owed or overpayment to the College for any obligations may be deducted from
the employee’s paycheck. If payment is made by the College to the employee in error, the
employee agrees to immediately advise the College of the error and will return the
overpayment in a timely and mutually agreed upon manner.
21. Exempt and Non-exempt Status Defined
The Fair Labor Standards Act (FLSA) provides guidelines on employment status, child labor,
minimum wage, overtime pay and record-keeping requirements. The act establishes wage and
time requirements, sets the minimum wage that must be paid and mandates when overtime
must be paid. Employees not covered by this act are considered "exempt" (EX); those covered
by it are "non-exempt" (NE).
EX employees are individuals who are exempt from the overtime provisions of the FLSA
because they are classified as an executive, professional or administrative employee and meet
the specific criteria developed by the FLSA for exemption. Exempt employees are paid on a
salary basis.
NE employees are covered under the overtime provisions of the FLSA. Such employees are
entitled to receive overtime for all hours worked beyond 40 in a workweek. Alternatively,
provisions for public employers allow for hours in excess of 40 per week to be paid in the form
of compensatory time which must be used within 30 days of accumulation. Refer to section
B-23 for non-exempt overtime payment calculations.
22. Overtime Pay
Overtime payment is due for non-exempt employees who work more than 40 hours in a
workweek. The department administrator or designee must approve all overtime in advance.
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23. Weighted Average for Overtime Pay
The Weighted Average for overtime payment is due for non-exempt employees who work more
than 40 hours in a workweek at multiple jobs at different rates of pay. According to the Code of
Federal Regulations Pertaining to U.S. Department of Labor (29 CFR 778.115) when an
employee in a single workweek works at two or more different types of work, for which
different non-overtime rates of pay (of not less than the applicable minimum wage) have been
established, the regular rate for that week is the weighted average of such rates. That is, the
total earnings (except statutory exclusions) are computed to include the employee’s
compensation during the workweek from all such rates, and are then divided by the total
number of hours worked at all jobs. Any exceptions to this policy would need to be approved
by the Executive Director of Human Resources.
Overtime is calculated as the weighted overtime rate as follows:
Step 1 Calculate Rate for Each Assignment:
Hourly Rate x Actual Hours Worked
Step 2 Calculate Weighted Average Rate:
Sum of Each Hourly Rate
# of Assignments
Step 3 Calculate Weighted Overtime Rate:
Weighted Average Rate
2
Step 4 Calculate Weighted Overtime Pay:
Weighted
Hours Worked Over
x
Overtime Rate
40 hours per Week
Step 5 Calculate Total Pay Received:
Weighted
Pay For All
+
Overtime Pay
Assignments
Example
A full-time non-exempt employee works 35 hours per week in a regular position earning
$10.22 per hour. Within the same week, the employee works 11 hours in another position
earning $12.51 per hour. The employee is working 6 overtime hours.
$10.22 x 35 hour
= $ 357.70
Pay for 1st assignment
$12.51 x 11 hours
= $ 137.61
Pay for 2nd assignment
Step 2:
$10.22 + $12.51
2
= $ 11.37
Weighted Average Rate
Step 3:
$11.37 / 2
= $ 5.69
Weighted Overtime Rate
Step 4:
$5.69 x 6 hours
= $ 34.14
Total Overtime Pay
Step 1:
Step 5:
$ 34.14
Overtime Pay
+
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$ 495.31
Pay for All Assignments
=
$ 529.45
Total Pay
Salary Schedule
2013-2014
24. Compensation for working during College Emergency Closing, Holiday Closing or
On-Call Coverage
A.
Defined
Emergency College Closing (ECC) is defined as any mandated closing due to a hurricane or other
unforeseen disaster. The closing dates include and compensation provisions are applied to
weekdays and weekends. Emergency closings are unplanned events approved by the President
or designee.
Holiday and College Closing (HCC) is defined as those dates identified as official holidays and
other paid non-duty days approved by the District Board of Trustees. The holidays and closings
observed include Martin Luther King, Jr. Day, Spring Break, Spring Holiday, Memorial Day,
Independence Day, Labor Day, Veteran's Day, Thanksgiving Break and Winter Break.
To be paid for a single day holiday or paid non-duty day, 12 month, full-time employees must
work or be in approved paid status for the full scheduled workday preceding and following the
holiday. To be paid for multiple day holidays and/or paid non-duty days, 12 month, full-time
employees must work or be in approved paid status for the full 5 scheduled workdays
preceding and the full 5 scheduled workdays following multiple day holidays. Holidays that fall
on a weekend are unpaid.
On-Call Coverage (OCC) is different from being required to work during an ECC or HCC, as the
on-call coverage may not require any work to be performed unless the need arises.
B.
Compensation Provisions
The following provisions will apply to the appropriate personnel:
Emergency College Closing (ECC)

The Vice President of Administration & Business Services must approve all personnel
required to report for duty during an emergency closing.

Administrators are excluded from receiving additional compensation for working during
an emergency closing.

Approved and scheduled personnel who:
 work less than three hours during an ECC will receive a minimum of 3 hours pay. This
includes responding to issues remotely.
 are regular full-time, non-exempt and work during an ECC will receive straight time
and one time their straight hourly pay per hour worked up to 40 hours in a workweek.
 are regular full-time, non-exempt and work during an ECC will receive straight time
and one and a half times their straight hourly pay per hour worked over 40 hours in a
workweek.
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Salary Schedule


are regular full-time, exempt and work during an ECC will receive straight time and
one times their straight hourly pay per hour worked up to 40 hours in a workweek.
 are regular full-time, exempt and work during an ECC will receive straight time and
one and a half times their straight hourly pay per hour worked over 40 hours in a
workweek.
 are regular part-time and work during an ECC will receive their straight time for hours
worked up to 40 hours in a workweek and one and a half times their straight hourly
pay per hour worked over 40 hours in a workweek.
Upon being closed due to an ECC for three or more business days, personnel who are on a
scheduled paid annual, sick and/or personal leave concurrently to the closing will be
reversed. This excludes personnel on an extended leave of absence.
Holiday and College Closing (HCC)

Any applicable payment of holiday time is provided to both non-exempt and exempt
employees required to work during such time.

Regular full-time, non-exempt employees required to work during an HCC (includes
holiday pay, excludes annual, sick and personal leave time) receive holiday pay and
straight time for additional hours worked up to 40 hours in a workweek, receiving a
minimum of three (3) hours pay.

Regular full-time, non-exempt employees required to work during an HCC (includes
holiday pay, excludes annual, sick and personal leave time) will receive holiday pay and
one and a half times their straight hourly pay per hour worked over 40 hours in a
workweek.

Regular full-time, exempt employees required to work during an HCC will receive holiday
pay and compensatory time on an hour for hour basis for every hour worked, receiving a
minimum of 3 hours.

Regular part-time employees required to work during an HCC will receive straight time for
hours worked up to 40 hours in a workweek and one and a half times their straight hourly
pay per hour worked over 40 hours in a workweek.
On-Call Coverage (OCC) During HCC or ECC

Regular non-exempt and exempt employees who are on-call during either an HCC or ECC
will receive a minimum of 3 hours of pay if they are called to work for any amount of time
during on-call duty. This includes responding to issues remotely while on-call.

Regular full-time and part-time non-exempt employees who are on-call during either an
HCC or ECC will receive straight time for every hour worked up to 40 hours in a workweek.

Regular full-time and part-time non-exempt employees who are on-call during an HCC or
ECC (includes holiday pay, excludes annual, sick and personal leave time) will receive their
straight hourly pay or holiday pay and one and a half times their straight hourly pay per
hour worked over 40 hours in a workweek.

Regular full-time and part-time exempt employees required to work in an on-call capacity
greater than 3 hours outside of normal business hours will receive straight time
compensatory time on an hour for hour basis.
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Salary Schedule
2013-2014
On-Call Coverage (OCC)

Regular non-exempt and exempt employees who are on-call outside of normal business
hours will receive a minimum of 3 hours of pay if they are called to work for any amount
of time during on-call duty. This includes responding to issues remotely while on-call.

Regular full-time and part-time non-exempt employees who are on-call outside of normal
business hours receive straight time for additional hours worked during on-call service up
to 40 hours in a workweek.

Regular full-time and part-time non-exempt employees who are on-call outside of normal
business hours and are working over 40 hours in a workweek will receive straight time
and one and a half times their straight hourly pay per hour worked over 40 hours in a
workweek.

Regular full-time and part-time exempt employees required to work in an on-call capacity
greater than 3 hours outside of normal business hours will receive straight time
compensatory time on an hour for hour basis.
25. Additional Assignments for Full-time Non-Faculty Employees
In order for full-time, non-bargaining unit personnel to be considered for an additional
assignment(s), the employee must receive approval by the Supervising Administrator, Executive
Director of Human Resources and President or designee. The additional assignment must be
conducted outside of the employee's normal working hours. Full-time employees who are
assigned to teach as credit adjuncts may teach no more than a total of 3 courses in any
combination of sessions within each 16 week fall and spring term and no more than a total of 2
courses in any combination of sessions within the 12 week summer term. Employees who
teach non-credit or PSAV courses may teach no more than a total of 153 hours in any
combination of sessions within each 16 week fall and spring terms, and no more than a total of
120 hours in any combination of sessions within the 12 week summer term. Any exceptions to
teaching loads must be approved by the employee’s Supervising Administrator, the Executive
Director of Human Resources and the President or designee. Please note employees whose
primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and
overtime compensation. Refer to Section B-23 for the terms and conditions of overtime
payment.
26. Regular Part-time Positions
Regular part-time employees work 27.5 hours or less per week, based upon the allotted
budgeted hours approved. Personnel in this category participate in the Florida Retirement
System and receive Social Security benefits. Personnel working on a regular part-time
assignment may also be employed in a temporary assignment as long as they are not working in
excess of 27.5 hours per week. Exceptions may be made for work hours to exceed 27.5 hours
per week on a temporary basis with prior approval from the Supervising Administrator, the
Executive Director of Human Resources, and the Vice President of Administration and Business
Effective 10/22/2013 Page 14
2013 - 2014
Salary Schedule
Services. All new regular part-time assignments must be approved through the budgetary
process.
Regular part-time employees, who also teach as a credit or noncredit adjunct, cannot work
more than 27.5 hours per week in the combined assignments.
In this case only, credit instructors will be credited 2 hours for every 1 class credit, based on a
16-week, 3-credit class. As the college also offers 6, 8, 10, and 12 week classes and the credits
per course vary, the Instructional Hours per Week Conversion Table has been developed to
outline the number of hours applied to each class per week.
Number of Weeks
6 weeks
8 weeks
10 weeks
12 weeks
16 weeks
Hours/Week
1 Credit Course
5
4
3
2.5
2
Hours/Week
2 Credit Course
11
8
7
6
4
Hours/Week
3 Credit Course
16
12
10
8
6
Hours/Week
4 Credit Course
21
16
13
11
8
Any exceptions to teaching loads must be approved by the employee’s Supervising
Administrator, the Executive Director of Human Resources and the Vice President of
Administration and Business Services. Teaching assignments must be outside of the part-time
employee’s normal working hours. Please note employees whose primary assignment is
non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation.
Refer to Section B-23 for the terms and conditions of overtime payment.
27. Temporary Positions (OPS)
OPS/temporary personnel may work up to 27.5 hours per week. Personnel in this category who
have another temporary assignment cannot work more than 27.5 hours per week in the
combined assignments. OPS/temporary personnel, who also teach as a credit or noncredit
adjunct, cannot work more than 27.5 hours per week in the combined assignments.
In this case only, credit instructors will be credited 2 hours for every 1 class credit, based on a
16-week, 3-credit class. As the college also offers 6, 8, 10, and 12 week classes and the credits
per course vary, the Instructional Hours per Week Conversion Table has been developed to
outline the number of hours applied to each class per week.
Page 15 Effective 10/22/2013
Salary Schedule
Number of Weeks
6 weeks
8 weeks
10 weeks
12 weeks
16 weeks
Hours/Week
1 Credit Course
5
4
3
2.5
2
Hours/Week
2 Credit Course
11
8
7
6
4
Hours/Week
3 Credit Course
16
12
10
8
6
2013-2014
Hours/Week
4 Credit Course
21
16
13
11
8
Personnel employed on an OPS/temporary basis, as defined by the Florida Retirement System
Rules, are not eligible to receive retirement benefits and will be paid according to the
Temporary Salary Schedule. Refer to Section E for temporary pay schedule.
As defined by the Florida Retirement System Rules, OPS/temporary employees who have
accumulated 2,080 hours working in OPS positions will participate in the Florida Retirement
System and receive Social Security benefits. Personnel in this category continue their
temporary status, and the position cannot be changed to a budgeted position.
A Provost or the Vice President, the Executive Director of Human Resources and the Vice
President of Administration & Business Services must approve personnel in this category prior
to employment, with the exception of adjuncts, tutors and on-call OPS positions. Temporary
personnel do not receive employee benefits other than a matching 1.45% Medicare tax, but are
required to contribute 7.5% of salary into an investment account using pre-tax dollars, which is
called the FICA Alternative Plan.
Using an OPS employee to temporarily fill a budget-approved vacant position before starting
the recruitment process is not permitted. Employees in an OPS assignment are working on a
temporary basis and cannot be employed in the same assignment for more than 6 months. The
intent behind the use of OPS positions should be utilized on a one-time basis, and such
positions or assignments cannot be repeated. OPS positions do not reoccur for the same
assignment; therefore a different individual cannot be hired into the same assignment. Any
exceptions must be made in writing and approved by the Supervising Administrator, Provost
and/or Vice President, Executive Director of Human Resources and Vice President of
Administration & Business Services.
28. Student Personnel
Only students enrolled in Palm Beach State College can be employed as student workers. A
student worker cannot hold a College temporary, part-time or full-time position concurrent
with a work study or student assistant position. Any student can apply for regular part-time or
full-time positions at the College.
Effective 10/22/2013 Page 16
2013 - 2014
Salary Schedule
To be employed as a student worker, students must meet the following guidelines:






Students who are enrolled in Palm Beach State College as their home school and who are
seeking a degree or certificate can be employed as a student worker. Hence, transient
students do not meet the criteria of a student worker.
Students who are enrolled at least half time, 6 credits or equivalent, for the term which
they are employed.
Students who are enrolled and have at least a 2.0 GPA.
Prior to employment, all potential student workers must go through the Office of Financial
Aid to determine eligibility for the Federal Work Study (FWS) program. This will allow the
College to utilize FWS funds when applicable. If the student is not eligible for work FWS or
FWS funds are not available, the supervisor may make a request to the designated Budget
Manager to employ a student assistant. All student worker positions are dependent upon
available budget funds and must be approved by the designated Budget Manager.
Student assistants cannot be employed in a grant funded program that does not serve
Palm Beach State students.
Work Study students may be employed in a grant funded program that does not serve
Palm Beach State students. This type of assignment will be considered a secondary
priority, contingent upon FWS funding.
29. Work Study Students
Student personnel qualify to work under the Federal Work Study (FWS) program as determined
by the Office of Financial Aid. Personnel under this category are exempt from Social Security
and Medicare. FWS students cannot be employed in any other assignment. All Work Study
assignments terminate at the end of each term. FWS student may be employed up to 20 hours
a week. Work Study students are compensated at the rate of pay determined by the
classification of the position. Any higher rates for student assignments must be documented
and approved by the Executive Director of Human Resources.
30. Student Assistants
Prior to employment, all potential student workers must go through the Office of Financial Aid
to determine eligibility for the Federal Work Study (FWS) program. Every effort must be made
to employ a student worker who qualifies for the FWS program. This is to ensure that all
federal funds allocated to the Office of Financial Aid are utilized. If there are no remaining
students eligible for the FWS program, the supervisor may make a request to the designated
Budget Manager to employ a student assistant.
Page 17 Effective 10/22/2013
Salary Schedule
2013-2014
Student Assistants cannot be employed in any other assignment except as Student Assistants.
All Student Assistant assignments terminate at the end of each term. Student Assistants may
work up to 20 hours a week. Student Assistants are compensated at the rate of pay
determined by the classification of the position. Any higher rates for student assignments must
be documented and approved by the Executive Director of Human Resources.
Student Assistants are exempt from retirement and social security. IRS regulations prohibit
students from the FICA exemption if they are not enrolled and attending classes regularly.
Supervisors must notify the Office of Human Resources regarding those students who
are working and not attending classes regularly.
31. International Students
International Student eligibility for employment must be verified each term by the Office of
International Admissions and Recruitment before the student begins working. Questions
regarding the work eligibility of international students should be referred to the Manager of
International Admissions and Recruitment. All International Student assignments terminate at
the end of each term. International Students may work up to 20 hours a week. International
Students are compensated at the rate of pay determined by the classification of the position.
International Students must be in F-1 status. IRS regulations prohibit students from the FICA
exemption if they are not enrolled and attending classes regularly. Supervisors must notify the
Office of Human Resources regarding those students who are working and not attending classes
regularly.
32. Guidelines for Minors in the Workplace
Minors, ages 16 and 17, may not work during school hours unless they meet the hour
restrictions outlined by State regulations. Minors may work up to 20 hours per week; however,
they cannot work before 6:30 a.m. or later than 11:00 p.m. and for no more than 8 hours a day
when school is scheduled the following day. On days when school does not follow, there are no
hour restrictions. Minors may not work in hazardous occupations such as operating motor
vehicles and working with electrical apparatus. Contact the Office of Human Resources for
additional information.
33. Payroll Dates
All full-time employees are paid through the 15th and the end of the month and are
compensated on those dates. All part-time and temporary employees are paid through the end
of the published pay periods and are paid on the 15 th and the end of the month. If the 15 th or
the end of the month fall on a weekend or holiday, employees are paid the last working day
preceding the weekend or holiday.
Effective 10/22/2013 Page 18
2013 - 2014
Salary Schedule
Due to drop-and-add each term and the processing of assignments, adjunct instructors will
receive their first paycheck the second pay period of each term.
Full-time instructional faculty members are given the opportunity to select their method of pay
prior to the beginning of each academic year. They may either be paid at the end of their
contract length or 24 paychecks over 12 months. Faculty need to notify the Office of Human
Resources of any pay method changes at least 10 days prior to the first paycheck of the
academic year. If the payment method form is not returned by the deadline date, the faculty
member will automatically be paid over twelve months.
34. Personnel Action Form (PAF)
A Personnel Action Form (PAF) must be completed for temporary Non-Instructional and
Substitute Instructional assignments. This includes temporary employees, student assistants,
and work study students. Submission should take place when one or more of the following
occurs to an assignment: new, renewal, change, additional job, or end of a temporary
assignment.
Guidelines for completing PAFs are as follows:





Online forms only will be accepted, unless otherwise discussed with the Assistant Director
of Human Resources.
Incomplete or unapproved forms cannot be processed and will be returned to the
submitter of the department for completion.
Forms must be submitted and all proper approvals must be received prior to the first day
of employment. This ensures proper compensation is provided to the employee in a
timely manner.
Non-Instructional Temporary assignments must be approved by the appropriate Provost
or Vice President, the Executive Director of Human Resources, and the Vice President of
Administration & Business Services.
Regular positions are subject to the regular recruitment process; PAFs cannot be used to
hire a regular full-time or part-time position. Using an OPS employee to temporarily fill a
budget-approved vacant position before starting the recruitment process is not
permitted.
The Office of Human Resources may review the job duties performed to ensure the proper
classification title has been selected. The Office of Human Resources will also review the
qualifications of employees selected for OPS positions to ensure that they meet the minimum
requirements of the position. Current rates applied for OPS positions are posted in Section E of
the Salary Schedule. Any exceptions must be made in writing and approved by the Supervising
Administrator, Provost and/or Vice President, Executive Director of Human Resources and Vice
President of Administration & Business Services.
Page 19 Effective 10/22/2013
Salary Schedule
2013-2014
35. Optional Payment
Depending upon funding availability and approval of the District Board of Trustees, an
appreciation check may be given to full-time employees as of a date to be specified.
Effective 10/22/2013 Page 20
2013 - 2014
Salary Schedule
C. Listing of Full-Time Positions By Job Title
3B
FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines.
* Grant positions. Refer to Section T Grant-Funded Positions for further information.
*
*
*
*
Position Title
Accountant
Accounting Associate I
Accounting Associate II
Accounting Associate III
Administrative Assistant & FWS Administrator
Administrative Assistant I
Administrative Assistant II
Administrative Assistant, Associate
Advisor, Admissions
Advisor, Career Development I
Advisor, Career Development II
Advisor, Disability Support Services
Advisor, Financial Aid
Advisor, Health Information Technology
Advisor, Post Secondary
Advisor, Post Secondary & Volunteer Program Specialist
Advisor, Student Development I
Advisor, Student Development II
Advisor, Student Development/Financial Aid
Advisor, Testing Specialist
Advisor, Workforce Assessment
Analyst, Business
Analyst, Business Contract & Training
Analyst, Database
Analyst, Early Childcare Education Research
Analyst, Finance Information
Analyst, Financial Aid
Analyst, Network I
Analyst, Network II
Analyst, Network III
Page 21 Effective 10/22/2013
Grade
59
54
55
56
56
54
55
56
58
57
58
58
58
58
58
58
57
58
58
57
58
60
59
61
59
61
58
60
61
62
FLSA
EX
NE
NE
NE
NE
NE
NE
NE
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
Salary Schedule
*
*
*
*
Position Title
Analyst, Program Data
Analyst, Programmer I
Analyst, Programmer II
Analyst, Research Senior
Analyst, Small Business Development
Analyst, System/Business
Analyst, Systems
Analyst, Systems Lead
Analyst, Systems Senior
Analyst, Telecommunications
Analyst, Telecommunications Senior
Assistant Controller, Grants & Foundation
Assistant Controller, Reporting & Treasury
Assistant Controller, Revenue and Operations
Assistant Dean, Student Services
Assistant Director, Early Childhood Education
Assistant Director, Human Resources, Safety & Risk
Assistant Manager, Facilities Planning
Assistant Supervisor, Payroll
Assistant, Center for Early Learning
Assistant, Foundation
Assistant, Instructional Support
Assistant, Library I
Assistant, Library II
Assistant, Student Services
Associate Dean, Academic Affairs
Associate Dean, Health Sciences
Associate Dean, Public Safety
Associate Dean, Trade & Industry
Associate Director, Financial Aid
Automotive Technology Evaluator
Benefits Administrator
Bursar
Bursar, Supervisor
Buyer
Buyer, Senior
2013-2014
Grade
59
60
61
59
59
60
60
62
63
61
63
63
63
63
63
63
64
63
58
55
56
54
53
54
54
64
64
64
64
61
58
60
56
58
57
59
FLSA
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NE
NE
NE
NE
NE
NE
NE
EX
EX
EX
EX
EX
NE
EX
NE
NE
EX
EX
Effective 10/22/2013 Page 22
2013 - 2014
*
*
*
*
*
*
*
Salary Schedule
Position Title
Career Advisor/Registry Coach
Career Advisor/Scholarship Coordinator I
Career Advisor/Scholarship Coordinator II
Carpenter I
Carpenter II
Chief Building Official
Chief Fire Official
Chief Information Officer
Computer Operator
Computer Operator, Senior
Controller
Coordinator, Academic
Coordinator, Accounts Payable
Coordinator, Clinical
Coordinator, College Information Center
Coordinator, Compliance
Coordinator, Corporate & Continuing Education
Coordinator, Crossroads Program
Coordinator, Early Learning Professional Development
Coordinator, Education
Coordinator, e-Learning
Coordinator, Graphic Design
Coordinator, Law Enforcement Advanced Training
Coordinator, Media Technology
Coordinator, Post Secondary Adult Vocational
Coordinator, Project Reports
Coordinator, Quality Assurance
Coordinator, Registry
Coordinator, Student Activities
Coordinator, Transportation
Coordinator, Veteran Affairs
Coordinator, Warehouse Receiving
Coordinator, Web Communications
Coordinator, Wellness Center
Course Management Administrator
Page 23 Effective 10/22/2013
Grade
58
58
58
59
60
63
63
67
56
57
67
60
57
60
57
60
59
59
59
59
60
59
59
59
59
62
59
59
58
55
58
55
59
58
58
FLSA
EX
EX
EX
NE
NE
EX
EX
EX
NE
NE
EX
EX
NE
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NE
EX
NE
EX
EX
EX
Salary Schedule
Position Title
Custodian I
Custodian II
Custodian, Lead
Database Administrator I
Database Administrator II
* DCF Program Assistant
Dean, Academic Affairs
Dean, Bachelor Degree Programs
Dean, Business, Trade & Industry
Dean, Curriculum and Educational Technology
Dean, Educational Services
Dean, Enrollment Management
Dean, Health Sciences & Public Safety
Dean, Student Services
Dental Clinician
Director, Assessment
Director, Athletics
Director, Bachelor of Science in Nursing
Director, Banner Center for Life Sciences
Director, Biotechnology
Director, Center for Early Learning
Director, College Financial Aid
Director, College Relations & Marketing
Director, College-wide Student Programs
Director, Corporate Relations
Director, Criminal Justice
Director, Early Childhood Education
* Director, Early Learning Training Center
Director, e-Learning
Director, Emergency Medical Services
Director, Enterprise Systems
Director, Facilities
Director, Fire Recruit
* Director, Global Education Center
2013-2014
Grade
53
54
55
62
63
56
66
66
66
66
66
66
66
66
56
62
64
63
61
62
60
65
67
63
60
63
64
61
63
63
65
66
62
61
FLSA
NE
NE
NE
EX
EX
NE
EX
EX
EX
EX
EX
EX
EX
EX
NE
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
Effective 10/22/2013 Page 24
2013 - 2014
Salary Schedule
Position Title
Director, Institute for Energy & Environmental Sustainability
Director, IT Customer Support & Quality Assurance
Director, Library Learning Resource Center
Director, Major Gifts
Director, Nursing
Director, Project Management
Director, Purchasing
Director, Recruitment & Dual Enrollment
Director, Resource and Grant Development
Director, Security
Director, Student Life
Director, Teacher Education, Early Care & K-12 Programs
Director, Technology Infrastructure
Director, Theatre
Director, TRIO & Outreach
Early Learning Teacher I
Early Learning Teacher II
Early Learning Teacher III
Electrician I
Electrician II
Executive Administrative Assistant
Executive Administrative Assistant, Board
Executive Administrative Assistant, President
Executive Administrative Assistant/Contract Administrator
Executive Assistant to President, College Advancement & Communications
Executive Director, Foundation & Major Gifts
Executive Director, Human Resources, Safety & Risk
Executive Director, Institutional Research & Effectiveness
Faculty Trainer/Coordinator, Instructional Technology
General Counsel
Grant Writer
Graphic Designer
Graphic Designer, Senior
Groundskeeper I
Page 25 Effective 10/22/2013
Grade
63
65
64
61
63
65
63
64
62
64
63
63
65
62
63
53
54
56
59
61
57
58
59
57
67
67
67
65
61
67
59
57
58
54
FLSA
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NE
NE
NE
NE
NE
NE
NE
NE
NE
EX
EX
EX
EX
EX
EX
EX
EX
EX
NE
Salary Schedule
Position Title
Groundskeeper II
Groundskeeper III
Groundskeeper, Lead
Groundskeeper, Lead/Mechanic
Human Resource Generalist
Human Resource Generalist, Senior
Instructional Designer
Instructor, Post Secondary Adult Vocational
Locksmith
Maintenance Worker I
Maintenance Worker II
Manager, Academic Advisement
Manager, Academic/Student Services
Manager, Applications
Manager, Auxiliary Services & College Card
Manager, Benefits
Manager, Budget
Manager, Business Analyst
Manager, Campus and Off-site Facilities
Manager, Career Center
Manager, Computer Operations
Manager, Computer Resources
Manager, Disability Support Services
Manager, Employment & Assistant to the President for Equity Programs
Manager, Facilities
Manager, Facilities Planning
Manager, Facilities, Belle Glade
Manager, Financial Aid
Manager, First Year Experience
Manager, Honors College
Manager, Information Security
Manager, International Admissions & Recruitment
Manager, Media Technology & Instructional Services
Manager, Media Technology & Instructional Services, Lake Worth
Manager, Network and Design Support
2013-2014
Grade
55
56
56
57
59
60
60
59
58
54
55
60
61
63
61
63
61
63
63
60
63
63
60
63
62
65
61
60
62
61
63
61
61
63
63
FLSA
NE
NE
NE
NE
EX
EX
EX
EX
NE
NE
NE
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
Effective 10/22/2013 Page 26
2013 - 2014
Salary Schedule
Position Title
Manager, Professional Development
* Manager, Project
Manager, Project Construction
Manager, Quality Enhancement Plan
Manager, Safety & Risk
Manager, Scholarships & Alumni Relations
Manager, Student Account Services
Manager, Student Activities
Manager, Student Learning Center
Manager, Testing Center
Manager, Website
Mechanic, Air Conditioning
Mechanic, Irrigation
Mechanic, Maintenance I
Mechanic, Maintenance II
Mechanic, Maintenance Lead
Mechanic, Vehicle Equipment
Media & Administrative Assistant
Media Assistant
Painter I
Painter II
Paralegal
Payroll Associate
Plumber
Program Assistant
Program Director
Program Director, International Education
* Program Grant Manager
Provost
Provost, Belle Glade
Registrar, Associate
Registrar, Campus
Registrar, College
* Registry Coach
Representative, Admissions Processing
Page 27 Effective 10/22/2013
Grade
62
60
62
61
62
59
61
60
61
60
63
60
57
56
57
58
58
54
53
56
57
58
55
59
56
60
60
60
68
67
61
60
64
58
54
FLSA
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
EX
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
EX
NE
NE
NE
EX
EX
EX
EX
EX
EX
EX
EX
EX
NE
Salary Schedule
Position Title
Representative, Campus Scheduling I
Representative, Campus Scheduling II
Representative, College Information Center II
Representative, Financial Aid I
Representative, Financial Aid II
Representative, Human Resource I
Representative, Human Resource II
Representative, Inventory
Representative, Inventory Reporting
Representative, Program Records
Representative, Student Services & Financial Aid I
Representative, Student Services I
Representative, Student Services II
Representative, Test Center I
Representative, Test Center II
Security Lieutenant
Security Officer
Security Sergeant
Senior Analyst
Specialist, Accounting
Specialist, Accounts Receivable
Specialist, Admissions
Specialist, Admissions & Registration
Specialist, Air Conditioning & Energy Management System
Specialist, Athletic
Specialist, Benefits
Specialist, Box Office
Specialist, Business & Educational Development
Specialist, Coach
Specialist, College Information Center
Specialist, College Relations & Marketing
Specialist, Computer I
Specialist, Computer II
Specialist, Construction
Specialist, Construction Documents
2013-2014
Grade
54
55
54
54
55
54
55
56
56
56
54
54
55
54
55
59
54
56
59
57
57
56
56
62
56
57
55
59
59
55
58
58
59
56
58
FLSA
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
EX
NE
NE
EX
NE
NE
NE
NE
NE
NE
NE
NE
EX
EX
NE
EX
NE
NE
NE
NE
Effective 10/22/2013 Page 28
2013 - 2014
Salary Schedule
Position Title
Specialist, Curriculum
Specialist, Digital Media
Specialist, Disability Support
Specialist, e-Learning Student Success
Specialist, Employment I
Specialist, Employment II
Specialist, Finance Department
Specialist, Financial Aid
Specialist, Fiscal
Specialist, Foundation Research
Specialist, Grants Development
Specialist, Horticulture
Specialist, Human Resource
Specialist, Information Technology
Specialist, Information Technology Assistance Center
Specialist, Instructional Support
Specialist, Instructional Technology
Specialist, IRM & Personnel Data Processing
Specialist, Key Management
Specialist, Learning
Specialist, Media I
Specialist, Media II
* Specialist, Nursing Lab
Specialist, Nursing Program
Specialist, Outreach Program
Specialist, Program Grant
Specialist, Purchasing Card
Specialist, Records
Specialist, Safety & Risk
Specialist, Science Department
Specialist, Selection Center
Specialist, Student Services Information
Specialist, Technical Production
Specialist, Testing Lab
Specialist, Volunteer Program
Page 29 Effective 10/22/2013
Grade
56
58
56
58
56
57
57
56
57
58
60
56
57
57
56
55
59
57
57
58
56
57
59
59
58
59
56
56
57
57
57
58
55
58
57
FLSA
NE
EX
NE
EX
NE
NE
NE
NE
NE
NE
EX
NE
NE
NE
NE
NE
EX
NE
NE
EX
NE
NE
EX
EX
EX
EX
NE
NE
NE
NE
NE
EX
NE
EX
EX
Salary Schedule
Position Title
Specialist, Web Communications
* Specialist, Workforce Program
Supervisor, Box Office
Supervisor, Grounds and Landscaping
Supervisor, Maintenance
Supervisor, Payroll
Supervisor, Technical Production
Supervisor, Theatre House
Supervisor, Warehouse
System Administrator
Systems Programmer, Senior
Technician, Air Conditioning
Technician, Electronic Systems I
Technician, Electronic Systems II
Technician, Graphic Communications
Technician, Graphic Communications Lead
Technician, Library I
Technician, Library II
Technician, Media Systems
Technician, Trade & Industrial Lab
Technician, Warehouse Receiving
Vice President, Academic Affairs
Vice President, Administration & Business Services
Vice President, Student Services & Enrollment Management
Webmaster
2013-2014
Grade
58
58
56
61
63
60
59
55
57
60
63
58
60
61
55
56
56
57
58
58
54
69
70
69
61
FLSA
EX
EX
NE
EX
EX
EX
NE
NE
NE
EX
EX
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
EX
EX
EX
EX
Effective 10/22/2013 Page 30
2013 - 2014
Salary Schedule
D. Non-Unit Full-Time Salary Ranges
4B
PAY GRADE
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
35-HOUR SCHEDULE
Min:
Mid:
Max:
$13,559
$15,106
$16,762
$18,595
$20,624
$22,768
$25,079
$27,604
$30,313
$33,318
$36,027
$38,547
$42,051
$45,809
$49,886
$53,362
$57,148
$64,701
$69,542
$70,033
$74,874
$20,551
$22,925
$24,615
$27,864
$30,933
$34,135
$37,573
$41,347
$44,903
$49,989
$54,005
$58,995
$64,322
$70,082
$76,383
$81,774
$87,470
$95,431
$102,266
$107,229
$114,673
Page 31 Effective 10/22/2013
$27,544
$30,743
$32,469
$37,134
$41,242
$45,503
$50,068
$55,090
$59,492
$66,659
$71,984
$79,442
$86,593
$94,356
$102,879
$110,186
$117,792
$126,161
$134,990
$144,424
$154,471
40-HOUR SCHEDULE
Min:
Mid:
Max:
$15,497
$23,210
$30,924
$17,268
$25,847
$34,427
$19,149
$28,749
$38,350
$21,253
$31,863
$42,472
$23,576
$35,392
$47,209
$26,012
$39,132
$52,252
$28,669
$43,057
$57,445
$31,547
$47,398
$63,249
$34,645
$52,079
$69,514
$38,077
$57,310
$76,544
$41,176
$61,915
$82,655
$44,054
$67,632
$91,211
$48,039
$73,749
$99,459
$52,356
$80,336
$108,317
$57,005
$87,552
$118,099
$60,989
$93,669
$126,348
$65,306
$100,257 $135,208
$73,940
$113,510 $153,080
$79,474
$121,930 $164,386
$80,028
$125,671 $171,314
$85,563
$132,106 $178,648
Salary Schedule
2013-2014
E. Non-Unit Part-Time & Temporary Personnel (OPS) Pay Schedule
5B
FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines.
* Grant positions. Refer to Section T Grant-Funded Positions for further information.
*
*
*
*
*
Position Title
Advisor, Career Development I
Advisor, Career Development II
Advisor, Financial Aid
Advisor, Post Secondary
Advisor, Student Development I
Advisor, Student Development II
Analyst, Small Business Development
Analyst, TRIO Programs Data
Assistant, Instructional Support
Assistant, Instructional Support & Media
Assistant, Lab
Assistant, Library I
Assistant, Library II
Assistant, Summer Program I
Assistant, Summer Program II
Assistant, Wellness Center
Case Manager, Student Conduct
CEL Food Service Attendant
CEL Teacher Assistant
Coordinator, Clinical
Coordinator, Post Secondary Adult Vocational
Coordinator, Summer Program
Coordinator, Summer Youth
DCF Office Assistant
Groundskeeper I
Head Resident
Librarian
Media & Administrative Assistant
Media Assistant
Occupational Skills Evaluator
Hourly Rate
$15.17
$16.66
$16.66
$16.66
$15.17
$16.66
$18.31
$16.66
$11.33
$11.33
$8.86
$10.22
$11.33
$8.30
$9.82
$11.33
$19.80
$8.86
$9.21
$19.80
$18.31
$18.31
$18.31
$11.33
$11.33
$468.18/wk
$18.63
$11.33
$10.22
$19.80
FLSA
EX
EX
NE
EX
EX
EX
EX
EX
NE
NE
NE
NE
NE
NE
NE
NE
EX
NE
NE
EX
EX
EX
EX
NE
NE
EX
EX
NE
NE
EX
Effective 10/22/2013 Page 32
2013 - 2014
Salary Schedule
Position Title
Office Assistant I
Office Assistant II
Office Assistant III
Representative, Admissions Processing
Representative, College Information Center I
Representative, College Information Center II
Representative, Financial Aid I
Representative, First Year Experience
Representative, Information Technology
Representative, Information Technology Assistance Center
Representative, Student Services I
* Representative, Student Support Services
Representative, Test Center I
Representative, Test Center II
Security Officer
Specialist, Art Gallery
Specialist, Auxiliary Services & College Card
Specialist, Computer I
Specialist, Developmental Math Lab
Specialist, Film Production
Specialist, Learning
Specialist, Professional Teaching & Learning Center
Specialist, Records
Specialist, Student Activities
Specialist, Summer Youth
Specialist, Technical Production
* Specialist, TRIO
Technician, Ceramics Lab
Technician, EMS
Technician, Fire
Technician, Horticulture I
Technician, Horticulture II
Technician, Warehouse Receiving
Page 33 Effective 10/22/2013
Hourly Rate
$10.22
$11.33
$11.90
$11.33
$10.22
$11.33
$11.33
$12.51
$12.51
$13.28
$11.33
$12.51
$11.33
$12.51
$11.33
$15.17
$13.78
$16.66
$13.78
$13.78
$16.66
$15.17
$13.78
$13.78
$15.17
$12.51
$15.17
$13.78
$19.80
$19.80
$11.33
$12.51
$11.33
FLSA
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
NE
EX
NE
NE
NE
EX
NE
EX
NE
NE
NE
NE
NE
NE
Salary Schedule
2013-2014
The Office of Human Resources will review the qualifications of employees selected for OPS
positions to ensure that they meet the minimum requirements of the position. To determine
the appropriate level of a new Office Assistant position, the job duties must be reviewed by the
Office of Human Resources prior to hire.
For the rates of positions not listed, consult the Office of Human Resources for classification
once funding has been approved by the appropriate Provost and/or Vice President. OPS
positions are processed for employment by the completion of a Personnel Action Form (PAF).
Refer to Section B-34 for PAF guidelines.
Using an OPS employee to temporarily fill a budget-approved vacant position before starting
the recruitment process is not permitted. Employees in an OPS position are working on a
temporary basis and cannot be employed in the same assignment for more than 6 months. The
intent behind the use of OPS positions should be utilized on a one-time basis, and such
positions or assignments cannot be repeated. OPS positions do not reoccur for the same
assignment; therefore a different individual cannot be hired into the same assignment. Any
exceptions must be made in writing and approved by the Supervising Administrator, the
Provost and/or Vice President, the Executive Director of Human Resources and the President or
designee. Refer to Section B-27 for temporary position guidelines.
F. Miscellaneous and On-Call Pay (OPS) Rates
6B
FLSA: Exempt (EX) and Non-Exempt (NE). Refer to Section B-21 for guidelines.
* Grant positions. Refer to Section T, Grant-Funded Positions, for further information.
+ Student worker positions. Refer to Section B-28, Student Personnel, for guidelines.
+
*
+
+
+
Position Title
Assistant, America Reads
Box Office Assistant
Box Office Clerk
CDA Observer
Driver, Bus
Driver, Courier/Van
Early Learning Assessor
Helpdesk Level I
Helpdesk Level II
Helpdesk Level III
Holistic PCAT Essay/ESL Graders
Interpreter
Hourly Rate
$9.59
$9.75
$9.64
$16.66
$11.33
$10.22
$19.20
$8.50
$9.04
$9.59
$22.36
$16.66
FLSA
NE
NE
NE
EX
NE
NE
EX
NE
NE
NE
EX
NE
Effective 10/22/2013 Page 34
2013 - 2014
+
*
+
+
+
+
*
+
Salary Schedule
Position Title
Interpreter – RID or NAD certification
Model, Artistic
Musician/Entertainer/Exhibitor/Costumer
Peer Advisor
Peer Counselor
Photographer
Scenic Designer
Specialist, Box Office
Specialist, Curriculum Development
Specialist, Technical Production
Student Ambassador
Student Assistant
Student Tutor (Associate or equivalent)
Student Tutor (Non-degreed)
Supervisor, Theatre House
TCP Observer
Test Administrator
Test Administrator, Criminal Justice
Test Proctor
Test Proctor, DCF
Theatre Crew Assistant
Theatre Crew Member I
Theatre Crew Member II
Translator
Tutor (Associate or equivalent)
Tutor (Minimum of Bachelor)
Tutor (Non-degreed)
Tutor, Nursing
Work Study Student
Hourly Rate
$22.30
$20.54
$18.00-53.00
$8.69
$8.25
$18.31
$13.28
$12.51
$21.18
$12.51
$8.69
$8.25
$9.85
$8.47
$12.51
$18.31
$17.71
$19.80
$10.22
$16.27
$8.30
$9.40
$10.22
$18.63
$9.85
$12.84
$8.47
$16.98
$8.25
Employee Trainers are paid at the applicable non-credit adjunct pay rate.
Page 35 Effective 10/22/2013
FLSA
NE
NE
EX
NE
NE
NE
NE
NE
EX
NE
NE
NE
NE
NE
NE
EX
EX
EX
NE
NE
NE
NE
NE
EX
NE
NE
NE
EX
NE
Salary Schedule
2013-2014
Using an OPS employee to temporarily fill a budget-approved vacant position before starting
the recruitment process is not permitted. Employees in an OPS position are working on a
temporary basis and cannot be employed in the same assignment for more than 6 months. The
intent behind the use of OPS positions should be utilized on a one-time basis, and such
positions or assignments cannot be repeated. OPS positions do not reoccur for the same
assignment; therefore a different individual cannot be hired into the same assignment. Any
exceptions must be made in writing and approved by the Supervising Administrator, the
Provost and/or Vice President, the Executive Director of Human Resources and the President or
designee. Refer to Section B-27 for temporary position guidelines.
G. Credit Adjunct Pay Rate
7B
(AA, AS, AAS and Prep)
Degrees must be granted from a Regionally Accredited school. Credit/Lecture/Lab/Clinical Pay
per Contact Hour (determined by total contact hours x rate of pay). Note that credit contact
hours include three (3) hours of orientation on both the lecture and lab.
The rates below are effective beginning the fall academic calendar of the current fiscal year.
Lecture
Lab/Clinical
Flat Rate
Flat Rate
Bachelors
Masters
Doctorate
Rate of Pay
$34.49
$38.35
$42.22
(3 Credit/51 contact hrs)
$1,759.01
$1,955.87
$2,153.24
Rate of Pay
$28.05
$31.29
$34.53
(1 Credit/19 contact hrs)
$532.91
$594.51
$656.11
When a course offers a combination of lecture and lab, the rate of pay for the course will be
based on either the lab or lecture rate, wherever the greater amount of time (more than 50%)
is allocated. If the lecture and lab hours for one course are equal, the higher rate of pay will be
applied. Refer to the examples below:
Course
CEN1123C Microprocessors
ARC 1301C Architectural Design I
ART 1230C Graphic Design I
Credits and Hours
4 credits
(3 lecture hours, 2 lab hours)
3 credits
(1 lecture hour, 4 lab hours)
3 credits
(2 lecture hours, 2 lab hours)
Rate of Pay
Lecture Rate
Lab Rate
Lecture Rate
Effective 10/22/2013 Page 36
2013 - 2014
Salary Schedule
Adjunct instructors, who only teach credit and prep classes, can teach no more than 3 courses
per term. The academic terms include: (1) fall, (2) spring, and (3) summer A, B and C.
Personnel in this category, who have a temporary assignment in addition to the credit and prep
teaching assignment or teach a combination of credit and noncredit classes, must follow the
guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions),
whichever is applicable.
Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the
guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions),
whichever is applicable.
The Office of Human Resources and the Vice President of Academic Affairs will work, on a case
by case basis, with administrators who oversee Independent Studies, lab and concurrent
courses.
Exceptions to this policy must be approved by the Supervising Administrator, the Executive
Director of Human Resources, and the Vice President of Administration and Business Services.
H. Non-Credit Adjunct Pay Rate
8B
(PSAV, CCE and Avocational)
Noncredit adjunct instructors, who teach Corporate & Continuing Education (CCE) and/or
Avocational courses, cannot work more than 27.5 hours per week. Personnel in this category,
who have another temporary assignment, cannot work more than 27.5 hours per week in the
combined assignments.
The Office of Human Resources and the Vice President of Academic Affairs will work, on a case
by case basis, with administrators of PSAV programs regarding hours for PSAV adjunct
instructors.
Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the
guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions),
whichever is applicable.
Exceptions to this policy must be approved by the Supervising Administrator, the Executive
Director of Human Resources, and the Vice President of Administration and Business Services.
Page 37 Effective 10/22/2013
Salary Schedule
2013-2014
Salary for non-credit adjunct instructors is determined by total contact hours x rate of pay. The
rates are as follows:
1.
2.
3.
PSAV Adjunct Instructor
Associates or Required Credentials
Bachelors or Above and Required Credentials
Rate of Pay
$31.16
$34.07
PSAV Auxiliary/Lab Adjunct Instructor
Regardless of degree
PSAV contact hours may include three (3) hours of orientation.
Rate of Pay
$27.20
CCE Adjunct Instructor
Associates or Required Credentials
Bachelors or Above and Required Credentials
4.
Rate of Pay
$31.16
$34.07
Avocational Adjunct Instructor
Associates or Required Credentials
Bachelors or Above and Required Credentials
Rate of Pay
$21.99
$27.20
Exceptions to these adjunct rates need to be made in writing and must be approved by the
Provost and Executive Director of Human Resources before any commitment is made to an
instructor. The rationale for paying above these published rates must be made in writing.
Courses using vendors/consultants for instructional purposes must receive the approval of the
Dean and Associate Dean if an instructional payment is at a higher rate than the established
adjunct pay as outlined in pricing structure guidelines.
Effective 10/22/2013 Page 38
2013 - 2014
Salary Schedule
I. Substitute Adjunct Rates
The substitute rate for adjuncts is $17.72 per hour. If an adjunct cannot attend class, the
adjunct must notify the appropriate Associate Dean’s Office. The adjunct is responsible for
securing a substitute from the approved list. If an adjunct has an extended absence, the
contract will be adjusted accordingly. If the substitute is covering the class during an extended
absence, the substitute’s pay will be adjusted accordingly.

Rates for Health Services
Health Services - Bachelors
Health Services - Masters
Health Services – Doctorate
Rate of Pay
$27.07
$29.04
$31.07
J. Professional Daily Rate
Bachelors or Equivalent
Masters
Doctorate
**
$152.88/day
$159.36/day
$166.24/day
($19.11/hour)**
($19.92/hour)**
($20.78/hour)**
Based upon 8 hours/day for professional non-teaching personnel and 7 hours/day for
temporary full-time instructional faculty.
K. Supplemental Payments
1B
Athletics
Sport
Athletic Trainer
Baseball - Men
Asst. Baseball - Men
Basketball - Men
Asst. Basketball - Men
Basketball - Women
Asst. Basketball - Women
Softball - Women
Asst. Softball - Women
Volleyball - Women
Asst. Volleyball - Women
Coaching Supplement
Per Term
$1,500
$6,000
$2,000
$6,000
$2,000
$6,000
$2,000
$6,000
$2,000
$6,000
$2,000
Summer Term Coach Supplement - $6,000
Page 39 Effective 10/22/2013
Season
(Terms)
2
2
2
2
2
2
2
2
2
2
2
Salary Schedule
2013-2014
Intramurals
Supplement
Per Term
$3,000
$1,000
Responsibility
Director
Cheerleading Coach
Season
(Terms)
2
Selected Activities
Persons assigned responsibility for the following activities may receive the following
payments:
Per Term
Beachcomber
$2,000
Brain Bowl Coach
$2,000
Debate or Forensics
$500
Drama Director
$850
Drama - Technical Director
$500
Galleon
$1,700
Employees may volunteer as advisors of officially approved student organizations. The College
shall compensate volunteers a supplement of $200 to $900 per term of officially approved
service, assuming that said service is not a part of a regular work assignment. A maximum of
$300 may be paid for summer A or B. The exact amount of the supplement for any advisor shall
be decided by the Administration.
L. Bargaining Unit Salary Information
12B
Instructional Faculty Salaries
168 Day Schedule
Assistant Professor
Associate Professor
Professor I
Professor II
Professor III
Min.
$41,756
$43,555
$44,997
$46,048
$47,110
Max.
$71,910
$84,375
$86,816
$89,151
$91,496
Effective 10/22/2013 Page 40
2013 - 2014
Salary Schedule
Counselor / Librarian Salaries
Assistant Professor
Associate Professor
Professor I
Professor II
Professor III
12 Month
Min.
Max.
$49,228 $89,338
$51,354 $104,758
$53,052 $106,855
$54,294 $110,679
$55,546 $113,600
210 Days
Min.
Max.
$43,166 $78,121
$44,940 $91,667
$46,421 $94,315
$47,503 $96,848
$48,602 $99,401
228 Days
Min.
Max.
$46,764
$84,815
$48,787
$99,522
$50,404
$102,398
$51,577
$105,152
$52,765
$107,924
Calculations for Librarians, Counselors or the Assistant Librarian who work less than 12-month
schedules are based upon the daily rates of a 12-month schedule times the number of duty
days actually being worked.
PSAV Instructor Salaries
PSAV Instructor
12 Month
Min.
Max.
$38,077 $73,679
M. Bargaining Unit Salary for Other Services
13B

Payment for non-credit classes for full-time instructional faculty, counselors, and
librarians beyond the normal full load is as follows:
Assistant Professor
Associate Professor
Professor I
Professor II
Professor III

$28.99/hour
$30.46/hour
$31.90/hour
$34.81/hour
$36.25/hour
Overload points for instructional faculty will be paid at the following rates based upon
5.90 hours per load point:
Assistant Professor
Associate Professor
Professor I
Professor II
Professor III
$36.10/hour
$38.49/hour
$40.42/hour
$43.30/hour
$45.73/hour
Teaching duties performed beyond a 168-day contract will be paid at the overload rate.
Page 41 Effective 10/22/2013
Salary Schedule

2013-2014
Substitute Teaching Rate
When full-time faculty members substitute or replace other faculty members for
instructional purposes, they will be paid at the rate of $21.22 per hour for all ranks.
Full-time faculty who replace faculty members will be required to increase their
workweek by an amount equal to the extra time paid for replacing another faculty
member.

Payment for PSAV Instructor teaching beyond the normal full load will be as follows:
PSAV Classes
Associates or Required Credentials
Bachelors or Above Required Credentials
PSAV Auxiliary/Lab
$30.40/hour
$33.24/hour
$26.54/hour
CCE Classes
Associates or Required Credentials
Bachelors or Above Required Credentials
$30.40/hour
$33.24/hour
Avocational Classes
Associates or Required Credentials
Bachelors or Above Required Credentials
$21.45/hour
$26.54/hour
N. Bargaining Unit Athletics and Intramurals
Coaches are eligible to receive either a supplement, or points in lieu of a supplement.
Sports
Baseball - Men
Asst. Baseball - Men
Basketball - Men
Asst. Basketball - Men
Basketball - Women
Asst. Basketball - Women
Softball - Women
Asst. Softball - Women
Volleyball - Women
Asst. Volleyball - Women
Supplement
Per Semester
Season
(Semesters)
Points
Fall
Points
Spring
$3,000
$1,000
$3,000
$1,000
$3,000
$1,000
$3,000
$1,000
$3,000
$1,000
2
2
2
2
2
2
2
2
2
2
9 Points
-9 Points
-9 Points
------9 Points
---
18 Points
-18 Points
--18 Points
------9 Points
---
Head coaches may receive an additional $3,000 for the summer term.
Effective 10/22/2013 Page 42
2013 - 2014
Salary Schedule
O. Bargaining Unit Intramurals
15B
Sport
Supplement
Per Semester
Season
(Semester)
$3,000
2
Director
Points
Fall
Points
Spring
Points may be assigned
in lieu of supplement.
The College may assign any of the previously listed responsibilities and/or activities as part of
the regular instructional load. No one person may be paid for more than one sport per term.
The employee may have responsibility for more than one activity, but for the second
responsibility the individual will receive a reduction in the teaching load rather than a second
supplement.
P. Bargaining Unit Selected Activities
16B
Persons assigned responsibility for the following activities may receive for the academic year
(168-day contract) payments as follows:
168 Day Contract
Drama - Director
Drama - Technical Director
Beachcomber
Galleon
Debate or Forensics
Brain Bowl Coach
$1,700
$1,000
$2,000/semester fall and spring
$1,700
$1,000
$2,000/semester fall and spring
The College may assign the above-listed responsibilities and/or activities as a part of the regular
instructional load.
Bargaining unit members of officially approved student organizations shall receive a
supplement of $200 to $900 per semester and up to $300 for each summer term of officially
approved service, assuming that said service is not a part of a regular work assignment. The
exact amount of the supplement for any advisor shall be decided by the Administration.
For Drama Directors, the Beachcomber, the Galleon, full-time instructional faculty, counselors,
and librarians will receive 9 points for the fall and spring terms. For Forensics, 9 points in the
spring term teaching load will be allowed.
Department Chairs will receive a supplement of $4,868.28 for the academic year, or
Department Chairs who work 10 hour work weeks for either semester summer A or B will
receive an additional $1,100 stipend.
Page 43 Effective 10/22/2013
Salary Schedule
2013-2014
Q. Endowed Chair
17B
Faculty members may be recognized for extraordinary service by receiving one or more
payments consistent with the guidelines which are published for the Endowed Faculty Chair
Program.
R. Bargaining Unit Other Terms and Conditions
18B
1.
Assigning Full-time Faculty Load
It is the obligation of the Associate Dean and Dean to assign a full load of 90 points to a
full-time faculty member, preferably on the faculty member’s home campus. If a full load
cannot be assigned on the home campus, then the Associate Dean and/or Dean should make
arrangements with the Dean and/or Associate Dean on another campus to schedule a course(s)
to complete the full-time faculty member’s load of 90 points. When assigning full-time faculty
members’ loads on a campus other than their home campuses, permission must be received
from the faculty member’s supervisor before assignment and loading can be completed.
A full-time faculty load is 90 points for the fall and spring terms. A minimum of 45 points must
be taught in face-to-face instruction. A hybrid course is considered face-to-face instruction. No
more than 27 in-load points (typically 3 sections) can be pure online in any major term. Any
points over 45 (overload) in a term may be face-to-face, or one of the types of distance learning
which would include pure online. All overloads are subject to approval of the appropriate
Academic Dean.
2.
Additional Responsibilities
The President or designee may also assign additional responsibilities with points in lieu of
courses to complete a regular instructional load of any faculty member. Points will be assigned
according to past practice or for new assignments according to an estimated proportion of a
full-time load, which would be required to perform the needed services.
3.
Salaries Paid from Grants
Unless funding is provided in any grant, no salary increases, one time payments or salary
adjustments of any type will be granted on July 1 or the effective date of the Salary Schedule
changes. No retroactive increases will be granted.
In addition to the salaries indicated in this salary schedule, the College may, with the consent of
individual bargaining unit members, pay for non-instructional duties at other compensation
levels, when a specific compensation level(s) is indicated in a grant. Such compensation levels
may be higher or lower than the salaries noted in this salary schedule if mutually agreed upon
by the Administration and the individual bargaining unit member. This position applies to hours
above the hours of contractual work week.
Effective 10/22/2013 Page 44
2013 - 2014
4.
Salary Schedule
Starting Salaries
Starting salaries for new instructional faculty, counselors, and librarians may be increased by
1.25 percent for each year of creditable full-time service up to a maximum of 12.5 percent
above the salary range minimum. Exceptions to this policy must be approved by the Executive
Director of Human Resources and the President or designee.
5.
Promotions
Instructional faculty, counselors, and librarians promoted to a higher level academic rank will
receive additional annual compensation as follows:
168 day positions
210 day positions
228 day or 12 month positions
6.
-
$1,018
$1,273
$1,382
Optional Payment
Depending upon funding availability, as determined at the discretion of the College, an
appreciation check may be given to each unit member employed on a regular full-time basis in
a paid status as of the date to be specified.
7.
Collective Bargaining Agreement
Further details regarding salary information may be set forth in the Collective Bargaining
Agreement.
S. Compensation Information Regarding Ungraded Positions
1.
Adjunct/temporary instructors employed to teach independent studies or practicums will
be paid .30 per student times lecture/lab rate times 5.90.
2.
Developing a Curriculum (DACUM) is reimbursed at the rate of $25.00 per hour.
3.
College personnel who participate in the Honors Program are paid at a rate of $125.00 per
Honors Packet per instructor per term, not to exceed 10 packets.
4.
Experiential learning evaluation activities will be paid at a bargaining unit member’s
hourly rate of pay.
Page 45 Effective 10/22/2013
Salary Schedule
2013-2014
T. Grant Funded Positions
20B
Grant funded positions normally fall within the College’s established compensation structure.
However, for an employee to continue employment in a grant funded position beyond the end
of the grant year there must be sufficient funding available in the grant. Increases may be
provided to grant funded personnel equal to or less than regular College-funded employees
effective July 1, provided there are sufficient funds available in the grant. Employees on grants
must use annual leave before leaving the College or before the ending of the grant, as there is
no pay out of leave balances for employees working on grants. Personnel employed on grants
may be employed full or part-time. Administrators will not be eligible to receive compensation
under grants during the terms of the contract. Other personnel may perform services and
receive compensation under grants for duties performed during the time (e.g. summer A or B)
when they do not have scheduled duty. The Director of Resource & Grant Development is not
eligible for compensation under grants.
1.
Exceptions to Grant Funded Positions
Grant funded positions are those where the position is funded completely by a grant. This
applies whether the employee in that position was originally hired for a grant or originally hired
in a College position but subsequently knowingly applied for and/or was employed in a grant
position.



If a College employee, who is paid as a general fund College employee, at the request of
the President or designee, moves into a grant funded position for a “time certain,” that
employee retains the benefits of a College employee.
If grant funds pay a percentage of a general fund College position’s salary during the term
of the grant or partial term of the grant, that position is not considered a “grant funded
position.”
If grant funds result in a part-time College position becoming full-time during the term or
partial term of a grant, the position is considered grant funded for purposes of full-time
benefits.
Effective 10/22/2013 Page 46
2013 - 2014
Salary Schedule
2. Grant positions working within Palm Beach County School District
Prior to placement of program and active employment of staff within a Middle or High School,
classification determination needs to be approved by the Office of Human Resources.
Assignments in Middle and High Schools, during the regular academic year or while working in a
program that runs consecutive with the School District summer school program includes the
following:

Site Coordinator
$24.50 per hour
Bachelor’s degree and Florida Teaching Certificate required; must be able to work within Palm Beach County
School system, adhering to appropriate security clearances and checks.

Academic Planning Grant Instructor
Certified Teachers
Non-certified Teachers
$21.43 per hour
$17.68 per hour
Bachelors’ degree required; must be able to work within Palm Beach County School system, adhering to
appropriate security clearances and checks. Additional requirement for Certified Teachers includes the
Florida Teaching Certificate.

Academic Grant Support
$11.53 per hour
Associates degree required; minimum of 1 year related experience (additional experience accepted in lieu of
education); must be able to work within Palm Beach County School system, adhering to appropriate security
clearances and checks.
Complete position information is available from the Office of Human Resources. Positions
which do not meet the above descriptions and/or requirements need to be reviewed by the
Office of Human Resources for proper classification and pay rate to be determined prior to
active employment.
Page 47 Effective 10/22/2013
Salary Schedule
2013-2014
Index
BARGAINING UNIT ATHLETICS AND INTRAMURALS .............................................................. 42
BARGAINING UNIT INTRAMURALS ....................................................................................... 43
BARGAINING UNIT OTHER TERMS AND CONDITIONS ........................................................... 44
1.
2.
3.
4.
5.
6.
7.
ASSIGNING FULL-TIME FACULTY LOAD ..............................................................................................................44
ADDITIONAL RESPONSIBILITIES ..........................................................................................................................44
SALARIES PAID FROM GRANTS...........................................................................................................................44
STARTING SALARIES ...........................................................................................................................................45
PROMOTIONS ....................................................................................................................................................45
OPTIONAL PAYMENT..........................................................................................................................................45
COLLECTIVE BARGAINING AGREEMENT.............................................................................................................45
BARGAINING UNIT SALARY FOR OTHER SERVICES ................................................................ 41
BARGAINING UNIT SALARY INFORMATION .......................................................................... 40
BARGAINING UNIT SELECTED ACTIVITIES ............................................................................. 43
COMPENSATION INFORMATION REGARDING UNGRADED POSITIONS .................................. 45
COMPENSATION POLICIES AND PROCEDURES ........................................................................ 4
CREDIT ADJUNCT PAY RATE ................................................................................................. 36
ENDOWED CHAIR ................................................................................................................ 44
GRANT-FUNDED POSITIONS................................................................................................. 46
1. EXCEPTIONS TO GRANT-FUNDED POSITIONS ....................................................................................................46
2. GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT ............................................47
INDEX .................................................................................................................................. 48
INTRODUCTION ..................................................................................................................... 4
LISTING OF FULL-TIME POSITIONS BY JOB TITLE ................................................................... 21
MISCELLANEOUS AND ON-CALL PAY (OPS) RATES ................................................................ 34
NON-CREDIT ADJUNCT PAY RATE ......................................................................................... 37
1.
2.
3.
4.
PSAV ADJUNCT INSTRUCTOR .............................................................................................................................38
PSAV AUXILIARY/LAB INSTRUCTOR ....................................................................................................................38
CCE ADJUNCT INSTRUCTOR ...............................................................................................................................38
AVOCATIONAL ADJUNCT INSTRUCTOR ..............................................................................................................38
NON-UNIT FULL-TIME COMPENSATION POLICIES AND PROCEDURES ...................................... 4
1. WAGE AND SALARY STRUCTURE ..........................................................................................................................4
2. ABOVE RANGE MAXIMUM ...................................................................................................................................5
3. SALARY STRUCTURE REVIEW ...............................................................................................................................5
Effective 10/22/2013 Page 48
2013 - 2014
Salary Schedule
4. SALARY INCREASES...............................................................................................................................................5
5. STARTING SALARY RATES AND OFFERS OF EMPLOYMENT ..................................................................................6
6. PROMOTIONAL INCREASES ..................................................................................................................................6
7. LATERAL TRANSFERS ............................................................................................................................................6
8. DEMOTIONS .........................................................................................................................................................7
9. RECLASSIFICATIONS .............................................................................................................................................7
10. TEMPORARY ASSIGNMENT ................................................................................................................................8
11. COMPENSATION MANAGEMENT POLICY ..........................................................................................................8
12. RESPONSIBILITIES OF SUPERVISORS ..................................................................................................................8
13. RESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES ..............................................................................9
14. ROUNDING FACTOR ...........................................................................................................................................9
15. PRESIDENT .........................................................................................................................................................9
16. 210 PERSONNEL .................................................................................................................................................9
17. SENIOR MANAGEMENT .....................................................................................................................................9
18. WORKWEEK .......................................................................................................................................................9
19. VARYING HOURS AND SCHEDULES ..................................................................................................................10
20. PAYROLL AND BENEFIT OVERPAYMENT ..........................................................................................................10
21. EXEMPT AND NON-EXEMPT STATUS DEFINED ................................................................................................10
22. OVERTIME PAY .................................................................................................................................................10
23. WEIGHTED AVERAGE FOR OVERTIME PAY ......................................................................................................11
24. COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL
COVERAGE .........................................................................................................................................................12
25. ADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES ......................................................14
26. REGULAR PART-TIME POSITIONS .....................................................................................................................14
27. TEMPORARY POSITIONS (OPS) .........................................................................................................................15
28. STUDENT PERSONNEL ......................................................................................................................................16
29. WORK STUDY STUDENTS .................................................................................................................................17
30. STUDENT ASSISTANTS ......................................................................................................................................17
31. INTERNATIONAL STUDENTS .............................................................................................................................18
32. GUIDELINES FOR MINORS IN THE WORKPLACE ...............................................................................................18
33. PAYROLL DATES................................................................................................................................................18
34. PERSONNEL ACTION FORM (PAF) ....................................................................................................................19
35. OPTIONAL PAYMENT........................................................................................................................................20
NON-UNIT FULL-TIME SALARY RANGES ................................................................................ 31
NON-UNIT PART-TIME & TEMPORARY PERSONNEL (OPS) PAY SCHEDULE ............................. 32
PROFESSIONAL DAILY RATE ................................................................................................. 39
SUBSTITUTE ADJUNCT RATES ............................................................................................... 39
SUPPLEMENTAL PAYMENTS................................................................................................. 39
Page 49 Effective 10/22/2013
Salary Schedule
The Office of Human Resources
Palm Beach State College is an equal access, equal opportunity institution. The College complies with all
state and federal laws granting rights to applicants for employment or admission to the College. The
College prohibits unlawful discrimination on the basis of race, color, creed, ethnicity, national origin,
gender, sexual orientation, age, religion, marital status, veteran status, disability or pregnancy in any of
its employment or educational programs or activities.
http://www.palmbeachstate.edu/hrpolicies.xml
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561-967-7222
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561-207-5000
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561-967-7222