A.POLICY
The purpose of this policy is to provide a framework for establishing and administering a compensation plan for all employees at Zane State College.
B.POLICY GUIDELINES
Compensation Philosophy
The College aspires to provide compensation that is equitable and competitive. The rate of pay for each position will be based on relevant competitive markets and the level of contribution of the position. It is the College’s goal to pay employees at the market reference point established for each position. The actual base salary will be determined by the availability of financial resources, and individual employee performance, contributions, and experience. The Hiring Managers, in collaboration with the Office of Human Resources, are responsible for ensuring that compensation decisions are made in a fair, consistent, and equitable manner.
Compensation Structure
The compensation structure is a role- and contribution-based system that, are applied together with the compensation plan:
- Respects every employee’s contribution
- Recognizes individual performance
- Promotes individual career growth and development
- Bases salary on market ranges
- Is flexible
- Is easy to understand and to administer.
Each position is assigned a Pay Grade or a Professorial Role. Each Grade and Role is assigned a pay range based on market analysis and competitiveness. The employee’s salary within the pay range beyond the new hire rate depends on performance, experience/contributions, and internal equity within the department, division or College.
Pay Practices
All salary actions are subject to the availability of necessary financial resources. For added detail for operating pay practices and principles please contact the Office of Human Resources.
The Office of Human Resources will assure pay practices follow sound base pay management principles and all other compensation factors protected by state and federal law.
- POLICY HISTORY
- Policy adopted December 2016
- Policy revisions approved by Board of Trustees December 2016
- Policy reviewed by the Human Resource Advisory Council September 2021; minor and inconsequential modifications were made to the policy
