AP 3-45 Administrative, Professional and Technical Salary Plan

Arapahoe Community College
Series 3 – College Personnel
AP 3-45 Administrative, Professional, and Technical Salary Plan

Originated: April 1996

Revised: December 1999; September 2000; December 2008; August 2014; March 2014; July 2016; February 2021; February 2022

Effective: April 1996; December 1999; September 2000; December 2008; August 2014; March 2014; July 2016; March 2021; February 2022

References: AP 3-31a; BP 3-10; BP 3-45; SP 3-45, Colorado Equal Pay for Equal Work Act

Approved:

Stephanie J. Fujii, Ph.D.
President, Arapahoe Community College

PURPOSE

The purpose of this procedure is to establish a salary plan for administrators, technical and professional education employees which will promote excellence within Arapahoe Community College and optimize our potential to achieve CCCS and individual college goals and objectives.

This Procedure contains pertinent information affecting employees, current through the date of its issuance. To the extent that any provision of this Procedure is inconsistent with State or Federal law, State Board for Community Colleges and Occupational Education Policies (BPs) or Colorado Community College System Procedures (SPs), the law, BPs and SPs shall supersede and control. BPs and SPs are subject to change throughout the year and are effective immediately upon adoption by the Board or System Chancellor, respectively. Employees are expected to be familiar with and adhere to the BPs, SPs as well as College directives, including but not limited to this Procedure.

Nothing in this Procedure is intended to create (nor shall be construed as creating) an express or implied contract or to guarantee employment for any term. The College reserves the right to modify, change, delete or add to this Procedure as it deems appropriate.

SCOPE

This procedure applies to regular administrators, professional and technical education employees (APT) as defined in BP 3-10, employed by Arapahoe Community College.

PROCEDURE

Salary Pool

The Salary Pool will be determined through the annual budget setting process.

The size of ACC's salary pool is dependent on:

1. External decisions such as the CCCS's general fund appropriation, legislatively determined caps on tuition, and the budget allocation formula.
2. CCCS decisions based on general principles for allocation to the colleges.
3. Internal college decisions based on ACC's goals for compensation in the context of competing demands for resources among college priorities.

Salary Increases

Salary increases shall be merit based. ACC shall develop and make available to APT employees written statement of criteria for salary adjustments. Refer to AP 3-31a for performance rating categories, definitions and examples.

ACC's president shall establish appropriate criteria for awarding annual salary increases. The criteria shall include, at a minimum, the following factors:

1. Performance evaluation ratings
2. Goal achievement
3. Professional contributions and accomplishments
4. Availability of funds

Base Building Salary Increases

The Merit Salary Pool will be determined through the annual budget process. The State Board for Community Colleges and Occupational Education sets the annual APT raise percentage. This percentage is finalized in June of each year.

Annual merit increases will be calculated using a percentage of salary method and are based upon an employee's annual evaluation rating. Since the APT salary increases are merit based, each individual rating category will have its own percentage that as an average will not exceed the overall raise. The Vice President of Finance and Administrative Services is responsible for determining percentage amounts for each evaluation category: Commendable and Exemplary. An overall rating of Needs Improvement is not eligible for an annual merit increase. An employee's raise would be calculated by multiplying the evaluation percentage by their salary. The total raises for APT employees shall not exceed the Merit Salary Pool. See Appendix B for calculation examples.

Non-Base Building Salary Increases

Categories of non-base building salary increases may include:

• Temporary pay increases (a temporary assignment that may include pay for additional duties)
• Recognition awards

Non-base building salary increases may be structured to be PERA eligible and within PERA limits for increases in compensation. Non-base building salary increases are intended to allow colleges to increase recognition for Exemplary performance without adding to ongoing salary commitments.

Initial Salary Computation of APT Employees (New in Position)

The initial salary of APT employees depends upon several factors: the classification and scope of responsibility of the position, the established hiring range, education, training, and experience to the extent these are reasonably related to the work in question, market demand and internal equity.

1. Established Hiring Ranges
   
   Starting in FY'22 as of July 1, 2021, every APT position will have a set hiring range for each fiscal year. Hiring ranges will be recommended by Human Resources and reviewed by Finance, the Vice Presidents, and President for approval. Hiring ranges will typically have a 12% range between the minimum and maximum hiring salary.
   
   Each fiscal year, hiring ranges may be reviewed and updated as needed for the following fiscal year.
   
   The hiring range, which represents ACC's good faith and reasonable estimate of the range at the time of posting, will be included within all job announcements.
2. Calculation of Awards
   
   Education - A flat amount will be awarded for an associate, bachelor, master and doctorate degree, if over the position education requirement. Each fiscal year, the amount awarded for each degree level will be recommended by Human Resources and reviewed by Finance, Vice Presidents and President for approval.
    
   1. Education award chart:

      Degree	Award
      Associate	$500.00
      Bachelor	$1,000.00
      Master	$1,500.00
      Doctorate	$2,000.00

   2. Example of amount awarded: A position has a required education level of a bachelor's degree. The individual identified to fill the position has a master's degree in a reasonably related field. This individual receives $1,500 education award added to the minimum hiring salary.
       
   3. Additional experience awards may be granted in lieu of using education awards for salary computation of new hires. The salary offer will not exceed the maximum hiring salary.
       
   Experience - To determine the amount awarded for each year of experience over the position experience requirement subtract the minimum hiring salary from the maximum hiring salary, subtract the amount awarded for a doctorate degree, then divide by eight (8). If the minimum hiring salary is increased or decreased based on changes to education or experience requirements, the experience award amount for that classification, based on the established hiring range, is used.
    
   1. Example:

      Example Situation	Amount
      Minimum hiring salary	$50,000
      Maximum hiring salary	$56,000
      Difference between minimum and maximum hiring salary	$6,000
      Subtract doctorate education award	-$2,000
      Amount to be divided by eight (8)	$4,000
      Amount awarded for each year of experience over the position experience requirement, up to eight (8) awards	$500

       

3. Salary Computation
   
   Awards will be issued based upon education and experience to the extent these are reasonably related to the work in question. "Reasonably related" is defined as a high degree, level, or standard that is closely related to the essential functions and qualifications for a position.
   
   Conferred degrees must be awarded from an accredited post-secondary institution. A combination of education and/or experience awards may be granted, not to exceed the maximum hiring salary.
   
   Awards for experience are calculated on a full-time basis. Part-time experience will be prorated. Generally, 2,080 hours will count as one year of experience. Awards for experience cannot be duplicated. For example, if more than one type of experience is required for a position and the individual performed both types of required experiences in the same period of time, only one type of experience will count towards the number of awards granted. Up to eight (8) experience awards may be issued, unless an equivalency for an education award is applied.

4. The hiring supervisor and Human Resources will review the qualifications of the new hire and document each award issued, to be placed in the employee’s personnel file. The salary computation form will be completed prior to a salary offer being made. Refer to Appendix A.

   APT employees may review their initial salary calculation form and may request another review of this calculation by contacting Human Resources within seven calendar days from the written offer acceptance date. Any change to the initial salary calculation form based on the individual’s submitted materials at the time of application is subject to approval by the supervisor, Vice President and Human Resources, and subject to a review of internal equity.

   Salary placement of APT employee shall not knowingly build salary inequity for those already employed in similar roles, performing similar work, within the same classification and scope of responsibility. Education and experience to the extent these are reasonably related to the work in question, seniority, and/or merit will be factored when determining salary equity.  Seniority is defined as the length of time that an individual has served in a reasonably related position at ACC.

Education Awards for APT Employees (Continuing in Position)

APT employees may be eligible for a base-building salary increase when subsequent degrees are conferred, to the extent these are reasonably related to the work in question. Experience awards are calculated at the time of hire and do not apply towards current APT employees. Any degree obtained prior to March 1, 2021 will not apply towards computation of additional education awards. If initial salary placement included an award for education, the difference between education awards is applied.

To be considered for a possible award for the upcoming fiscal year, effective July 1st each year, the application for an additional education award must be submitted to Human Resources by March 1st. APT employees will have until June 15th to provide transcripts for the conferred degree to Human Resources.

1. Award Computation
   
   Education - A flat amount will be awarded for an associate, bachelor, master, or doctorate degree, if over the position requirement. Each fiscal year the amount awarded for each degree level will be recommended by Human Resources and reviewed by Finance, Vice Presidents and President for approval.
    
   1. Education award chart:

      Degree	Award
      Associate	$500.00
      Bachelor	$1,000.00
      Master	$1,500.00
      Doctorate	$2,000.00

   2. Example if initial salary placement included an award for education: A position has a required education level of a bachelor’s degree. At the time of hire, the individual identified to fill the position has a master’s degree in a reasonably related field and received $1,500 education award, added to the minimum hiring salary. This individual later conferred a doctorate degree. The difference between a doctorate and master’s degree is $500; this amount is added to the individual’s base salary.

Appendix

Appendix A – Sample Initial Salaries of APT Employees Computing Form

Name:
Position Title:
Position Classification:

1. Enter the required education and experience qualifications for position below:
2. Enter the minimum hiring salary (MHS):
3. Enter the amount awarded to new hire for education level (EL):
   1. Highest level of education:
4. Enter experience award amount (each):
   1. Number of years of experience over required experience:
5. Enter amount awarded to new hire for experience (EXP):
6. Enter the final salary placement of the new hire (MHS + EL + EXP):

Notes: Name(s) of individual(s) completing the computation form (supervisor and/or HR):

Reviewed by (supervisor and/or HR, different than person completing the form):

Reviewed for salary equity (HR):
Yes:
HR Initials:

Appendix B - Sample Percentage of Salary Calculations

Example: 3.5% Raise Pool; Commendable 3.25%; Exemplary 3.75%

Evaluation Rating - Raise pool Calculation Example

This cell has intentionally been left blank.	Current FY Base Salary	Needs Improvement 0%	Commendable 3.25%	Exemplary 3.75%	New FY Base Salary	% of Raise
Total Salaries	5,212,186	0	85,090	97,341	5,394,617	3.50%
Evaluations	93	0	46	47	-	-
Raise Pool	182,427	-	-	-	182,431	Actual Raise Total
Difference in actual Raise Total and Raise Pool	-	-	-	-	5	(should be 0)

Evaluation Rating - Raise Increase Examples

Current FY Base Salary	E C NI	Needs Improvement 0%	Commendable 3.25%	Exemplary 3.75%	New FY Base Salary	Raise %
30,743	E	-	-	1,154	31,897	3.75%
38,000	E	-	-	1,426	39,426	3.75%
41,000	C	-	1,333	-	42,333	3.25%
42,500	C	-	1,381	-	43,881	3.25%
45,000	E	-	-	1,689	46,689	3.75%
50,000	C	-	1,625	-	51,625	3.75%
65,000	E	-	-	2,439	67,439	3.75%
79,000	C	-	2,568	-	81,568	3.25%
103,000	C	-	3,348	-	106,348	3.25%

 

Procedural Revisions

Arapahoe Community College reserves the right to change any provisions or requirement of any procedure at any time.