Morgan Community College

Administrative and Professional/Technical Pay Plan

CP 3-35

Reference BP 3-45 & CP 3-36

Policy

 The purpose of this plan is to implement an Administrative and Professional/Technical Pay Plan at Morgan Community College which will promote employee excellence; promote better understanding between supervisors and employees about job performance and expectations; optimize potential to achieve individual and college goals; and directly link job performance to pay. This plan is in accordance with BP 3-45. The components of the plan are:
  1. Initial Placement
  2. Movement within the Plan
  3. Evaluation Period and Evaluation Tool
  4. Annual Salary Increases

 

Procedure

 

Initial Placement

 Supervisor must obtain budgetary and Presidential approval prior to opening any administrative or professional/technical position. The appropriate job title and salary range for each position will be determined based on the job description prior to the announcement of the position and upon budgetary and Presidential approval. The supervisor of the position will be responsible for providing a job description which includes the duties performed by the position and minimum qualifications in MCC's job description format. Once a finalist is selected, education and experience are used to determine the offered salary. Exceptions to the offered salary must receive budgetary and Presidential approval.

 

Movement

Within the Plan

 A revised or updated job description must be prepared by the supervisor and employee (as appropriate). The revised job description and salary range must be receive budgetary and Presidential approval prior to any movement within the plan. The revised or updated job description must be submitted to Human Resources prior to any movement within the plan for recordkeeping purposes.

Annually, salary ranges will be examined and compared to College and University Personnel Association (CUPA), CCCOES, and other salary data to ensure competitive salary ranges. Positions should be reviewed every two years to ensure appropriate placement.

 

Annual Salary Increases

 All Administrators and Professional/Technical staff will be evaluated in accordance with MCC's plan, policies and procedures, CP 3-36, and BP 3-45. The Management Leadership Team of MCC will determine the amount of monies available for administrative annual salary increases within the parameters established by the State Board of Community Colleges and Occupational Education. Administrative and Professional/Technical Staff's performance evaluation will be based upon four rating levels:
  1.  Meritorious;
  2.  Exceeds Expectations;
  3.  Meets Expectations; and
  4.  Needs Improvement.

 The Management Leadership Team will determine how to distribute the pool of dollars among eligible employees based upon the following pay distribution parameters:

  1. Administrator or Professional/Technical staff members receiving an overall Needs Improvement rating will not be eligible for any salary increase for the next fiscal year.
  2. No more than 40% of the total salary pool may be awarded as an inflationary increase to base salary to those individuals who have performed at a level of "Meets Expectations", "Exceeds Expectations", or "Meritorious".
  3. Those individuals who have performed at a level of "Exceeds Expectations", or "Meritorious" will be eligible for additional merit increases as determined by the overall performance rating and contingent on available funding. This pay will be a minimum of 60% of the total salary pool and will be awarded as a performance increase to base salary. The difference in the amount of individual awards for those in "Exceeds Expectations" or "Meritorious" must be sufficient to adequately recognize the different levels of performance.

 

 

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