BAY de NOC COMMUNITY COLLEGE PERSONNEL POLICIES AND PROCEDURES

 Originator:    Board of Trustees

 The salary and benefits provided by the Bay de Noc Community College Board of Trustees to its employees are to obtain, retain and reward competent individuals to perform and provide quality community college services to the college’s Upper Peninsula service area.  For that reason the college will strive to provide salaries based on internal equity and external competitiveness provided the Board of Trustees finds that the college’s fiscal capabilities permit.

 The college’s policy goal is to place its total salary practices at the 60^TH percentile of the prevailing rate model for jobs of similar content within each salary practice groups’ relevant survey market segment.  Maintaining market equity between each salary practice group shall be a primary consideration when determining recommendations for salary adjustments, provided the Board of Trustees find the College’s fiscal capabilities permit.

 301.1  The job evaluation committee will review position descriptions on a continuing basis.  It is the responsibility of the supervisor to determine whether position descriptions accurately reflect the employee’s job responsibilities. Increases for individual employees and adjustments to the salary ranges may be recommended by the job evaluation committee to the President and to the Board Personnel Committee.

 301.2  New employees are generally hired at the minimum rate assigned to their jobs. Supervisors may recommend higher starting rates based on an employee’s experience or educational level or on the need to be more competitive in the marketplace with the approval of the president or his designee.

 301.3  Supervisors may recommend salary increases from the starting base pay, for employees moving from introductory status to regular status.  This recommendation is taken to the vice president of business services for approval.

 301.4  Supervisors may recommend salary increases for the employees in conjunction with regular performance appraisals.  Generally recommendations for salary increases based on job changes will be reviewed by the job evaluation committee.

 301.5  When appropriate, the college will participate in or conduct wage and salary surveys covering other employers with similar jobs.  Data obtained from these surveys will normally be an important factor in the committee’s recommendations for range adjustments.

 301.6  Cost of living adjustments may be taken into consideration by the college at the time of the annual wage and salary surveys.  There will however be no automatic cost of living adjustment.

 301.7  All employees are paid bi-weekly on Friday.  On each payday employees will receive a statement showing gross pay, deductions, and net pay, city, state and social security taxes.  Employee contributions to the college’s benefit plans will be deducted automatically.  Deductions for payroll savings plans and similar purposes will be made when administrative procedures allow, and if the employee submits a request in writing to the Business Office.

 301.8  Policies regarding salary administration are determined by the Board of Trustees and may be modified when unusual circumstances exist.