The values reflected in the objectives and process outlined below are as stated in the college’s core values, and as stipulated in the definitions for the job dimensions assigned to position descriptions.
The compensation model contained in this procedure is developed to accomplish the following objectives:
- Attract and retain top talent
- Reward employees who perform exemplary work in meeting the goals and objectives established by the college
- Provide a framework for compensation that promotes equity in positions but allows for the uniqueness in positions found in a small college
- Promote the continuous development of relevant professional skills and knowledge among employees
- Maintain both internal and external equity in compensation
- Comply with all federal and state laws
- Protect the colleges financial resources
- Ensure that administrative procedures are effective and responsive
To accomplish these objectives, Kirtland will provide a wage and salary framework that establishes and maintains competitive salary levels within relevant markets and available resources, and which is consistent with job content, responsibilities, and requirements. The framework provide a reasonable level of consistency in salary determinations without restricting the college in accomplishing its compensation objectives.
- Supervisors are required to evaluate the duties, responsibilities, and requirements of positions within their areas of responsibility whenever:
- A vacancy is posted
- Significant changes are proposed
- Two or more years have passed without any review
- Positions with similar levels of responsibility, required skill, impact on operations, and other related factors will be grouped at comparable compensation levels. A positions grouping will be routinely evaluated for current accuracy and market equity.
- Within groups, salary range will be affected by relative knowledge and experience of the employee. Initial placement in the salary structure will depend on relevant experience, education, and market demand.
- Kirtland will biannually review data that compare Kirtland’s compensation with that of peer colleges on a national basis.
- On the basis of market data, and as allowed by the financial situation of the college and authorized by the board of Trustees, the administration will recommend salary adjustments which reflect the objectives stated above.
- Raises or added compensation may be in various formats including:
- A onetime bonus not included in the base
- A raise from a merit pool distributed by supervisors
- An across the board increase as a percentage of salary added to the base
- An across the board increase as a flat dollar amount added to the base
- A combination of the above
- If an employee salary exceeds the maximum in level in their position grouping, they will be red circled in salary. This means that their salary will not increase until their salary range is again within their position grouping.
- Employees that move down in levels, may have their salary decreased.
- If a merit pool is provided, supervisors will not provide a salary increase to red circled employees/positions
- Per POL 5.320 Temporary Reclassification employees may receive a modifier increase in salary when they temporally hold more than one job or added responsibilities
To view the policy, go to POL 5.300 Classification and Salary Administration Program