salary schedule 2013-2014 - palm beach state college

Salary Schedule 2013-2014

Effective 10/22/2013 Page 2

Table of Contents

0INTRODUCTION ..................................................................................................................... 4

1BUA. COMPENSATION POLICIES AND PROCEDURES ................................................................... 4

2BUB. NON-UNIT FULL-TIME COMPENSATION POLICIES AND PROCEDURES ................................. 4

1. WAGE AND SALARY STRUCTURE .............................................................................................................................. 42. BABOVE RANGE MAXIMUM ..................................................................................................................................... 53. SALARY STRUCTURE REVIEW ................................................................................................................................... 54. SALARY INCREASES................................................................................................................................................ 55. STARTING SALARY RATES AND OFFERS OF EMPLOYMENT.............................................................................................. 66. BPROMOTIONAL INCREASES ..................................................................................................................................... 67. LATERAL TRANSFERS ............................................................................................................................................. 68. DEMOTIONS ........................................................................................................................................................ 79. BRECLASSIFICATIONS ............................................................................................................................................... 710. TEMPORARY ASSIGNMENT ..................................................................................................................................... 811. COMPENSATION MANAGEMENT POLICY ................................................................................................................... 812. BRESPONSIBILITIES OF SUPERVISORS .......................................................................................................................... 813. BRESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES ............................................................................................ 914. BROUNDING FACTOR .............................................................................................................................................. 915. BPRESIDENT .......................................................................................................................................................... 916. 210 PERSONNEL .................................................................................................................................................. 917. SENIOR MANAGEMENT ......................................................................................................................................... 918. WORKWEEK ........................................................................................................................................................ 919. VARYING HOURS AND SCHEDULES ......................................................................................................................... 1020. BPAYROLL AND BENEFIT OVERPAYMENT ................................................................................................................... 1021. EXEMPT AND NON-EXEMPT STATUS DEFINED .......................................................................................................... 1022. OVERTIME PAY .................................................................................................................................................. 1023. WEIGHTED AVERAGE FOR OVERTIME PAY ............................................................................................................... 1124. COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL COVERAGE ........... 1225. BADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES ........................................................................ 1426. BREGULAR PART-TIME POSITIONS ........................................................................................................................... 1427. TEMPORARY POSITIONS (OPS) ............................................................................................................................. 1528. STUDENT PERSONNEL .......................................................................................................................................... 1629. WORK STUDY STUDENTS ..................................................................................................................................... 1730. STUDENT ASSISTANTS.......................................................................................................................................... 1731. BINTERNATIONAL STUDENTS ................................................................................................................................... 1832. GUIDELINES FOR MINORS IN THE WORKPLACE ......................................................................................................... 1833. BPAYROLL DATES ................................................................................................................................................. 1834. BPERSONNEL ACTION FORM (PAF) ......................................................................................................................... 1935. OPTIONAL PAYMENT ........................................................................................................................................... 20

3BC. LISTING OF FULL-TIME POSITIONS BY JOB TITLE ............................................................... 21

4BD. NON-UNIT FULL-TIME SALARY RANGES ........................................................................... 31

5BE. NON-UNIT PART-TIME & TEMPORARY PERSONNEL (OPS) PAY SCHEDULE ........................ 32

6BF. MISCELLANEOUS AND ON-CALL PAY (OPS) RATES ............................................................ 34

7BG. CREDIT ADJUNCT PAY RATE ............................................................................................ 36

2013 - 2014 Salary Schedule

Page 3 Effective 10/22/2013

8BH. NON-CREDIT ADJUNCT PAY RATE .................................................................................... 37

1. PSAV ADJUNCT INSTRUCTOR ............................................................................................................................... 382. PSAV AUXILIARY/LAB ADJUNCT INSTRUCTOR .......................................................................................................... 383. CCE ADJUNCT INSTRUCTOR .................................................................................................................................. 38B4. AVOCATIONAL ADJUNCT INSTRUCTOR .................................................................................................................... 38

9BI. SUBSTITUTE ADJUNCT RATES ........................................................................................... 39

J. PROFESSIONAL DAILY RATE ............................................................................................. 39

11BK. SUPPLEMENTAL PAYMENTS ............................................................................................ 39

12BL. BARGAINING UNIT SALARY INFORMATION ...................................................................... 40

13BM. BARGAINING UNIT SALARY FOR OTHER SERVICES .......................................................... 41

14BN. BARGAINING UNIT ATHLETICS AND INTRAMURALS ......................................................... 42

15BO. BARGAINING UNIT INTRAMURALS .................................................................................. 43

16BP. BARGAINING UNIT SELECTED ACTIVITIES ......................................................................... 43

17BQ. ENDOWED CHAIR ........................................................................................................... 44

18BR. BARGAINING UNIT OTHER TERMS AND CONDITIONS ...................................................... 44

1. ASSIGNING FULL-TIME FACULTY LOAD .................................................................................................................... 442. ADDITIONAL RESPONSIBILITIES .............................................................................................................................. 443. SALARIES PAID FROM GRANTS .............................................................................................................................. 44B4. STARTING SALARIES ............................................................................................................................................ 45 5. PROMOTIONS .................................................................................................................................................... 456. OPTIONAL PAYMENT ........................................................................................................................................... 45B7. COLLECTIVE BARGAINING AGREEMENT ................................................................................................................... 45

19BS. COMPENSATION INFORMATION REGARDING UNGRADED POSITIONS ............................. 45

20BT. GRANT FUNDED POSITIONS ............................................................................................ 46

1. EXCEPTIONS TO GRANT FUNDED POSITIONS ............................................................................................................ 462. GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT ............................................................... 47

20BINDEX ................................................................................................................................ 48



Introduction

The Palm Beach State College Consolidated Salary Schedule is established annually pursuant to State Board of Education Rules 6A-14.0262(7)(b) and College Board Rules 6HX-18-5.301. Once adopted, the schedule serves as the guide in determining employee compensation. The schedule recognizes the United Faculty of Palm Beach State College as the sole and exclusive bargaining agent for all members of the full-time instructional faculty, counselors, librarians, and PSAV Instructors in matters concerning wages, salaries, benefits, working conditions and other terms and conditions of employment.

Personnel actions submitted to the District Board of Trustees for approval in conformance with this Salary Schedule will be considered routine personnel actions. The President may authorize a variation in compensation procedures. Additional full-time and part-time job classifications and pay rates may be developed as needed upon recommendation of the Executive Director of Human Resources and the approval of the President or designee. These changes will be brought to the District Board of Trustees annually via this Salary Schedule for approval.

A. Compensation Policies and Procedures

Palm Beach State College wage and salary program is designed to meet the following objectives:

Ensure that compensation actions are administered in a manner that comply with Stateand Federal legal requirements.

Enhance the ability to attract and retain qualified faculty and staff. Ensure fair treatment of employees through internal consistency. Ensure external competitiveness by developing and maintaining compensation levels that

reflect market pay rates. Provide a clear and concise reference for fair compensation decisions. Provide flexibility so the system will remain responsive to changes in the marketplace, the

organization and the economic conditions.

2BUB. Non-Unit Full-Time Compensation Policies and Procedures

1. Wage and Salary Structure

Each non-unit full-time position is assigned a pay grade within the wage and salary structure based upon an analysis of the market rate for that position, as well as an analysis of the job responsibilities and a comparison of the position to others within Palm Beach State. Each grade consists of a wage/salary range containing a minimum, midpoint, and maximum for either 35 or 40 hours per week. This represents the approved range of compensation for jobs assigned to that grade.



The differential between pay grades reflects, as closely as possible, the relative value of positions to Palm Beach State and is sufficient to provide continuing incentive for promotional advancement. The pay range spread -- the difference between the minimum position rate and the maximum -- is sufficient to permit recognition of individual differences in education, training, experience, and performance among individuals.

2. Above Range Maximum Employees should not be paid more than the maximum of the range established for the position except upon recommendation of the Executive Director of Human Resources and the approval of the President or designee.

3. Salary Structure Review The compensation structure is reviewed every year by the Executive Director of Human Resources. Where market data and analysis of Palm Beach State’s current pay grades indicate the necessity for revision, the Executive Director of Human Resources will submit a recommended revised salary structure to the President and District Board of Trustees for approval.

4. Salary Increases General salary increases are reviewed each fiscal year and are approved by the District Board of Trustees. General salary increases are typically effective July 1. If a general increase is given, all full-time and regular part-time employees must have been hired on or before the first College working day of the new calendar year, in order to be eligible for the full salary increase. An employee hired by the first working day of April of that year will receive one-half of the salary increase. An employee hired after the first working day of April of that year will not receive a salary increase. In years where the bottom of the salary grade is increased, an adjustment will be made July 1 to the salaries of full-time and regular part-time employees hired after the first of the fiscal year. Any salary increase or salary adjustment for regular part-time employees cannot exceed 50% into the salary range. With appropriate documentation, below standard job performance may result in denial of any salary increase. Increases for grant-funded employees are dependent upon grant funding and are effective July 1. In addition, upon recommendation of the President and at the discretion of the District Board of Trustees, a salary increase to any employee may be awarded at any time during the fiscal year, contingent upon available funds. This salary increase may be in addition to or in lieu of a regular salary increase.



5. Starting Salary Rates and Offers of Employment

The Office of Human Resources has the sole authority to extend employment and salary offers. Normally, the starting salaries for part-time and OPS positions are posted within the Salary Schedule and do not fluctuate. The starting salary for full-time employees who meet the minimum requirements of a position shall be at the minimum of the salary range. When there are a limited number of applicants or an applicant exceeds the minimum amount of experience and/or education and/or training, starting rates may exceed the minimum salary for full-time positions. The guidelines for salary offers above the minimum are as follows: A starting salary of up to 15% of the minimum for salary grades 50 through 60 and up to

25% for salary grades 61 through 70 may be given with approval of the Executive Director of Human Resources. PSAV Instructors may receive a starting salary of up to 15% of the minimum of the salary range.

Salary offers which exceed these percentages above the minimum must be approved by the President or designee.

Full-time and regular part-time employment is contingent upon successful completion of drug testing and a criminal background check.

6. Promotional Increases A promotion occurs when an employee moves to a position in a higher grade than the one presently assigned. When a recommendation for promotion is made, the employee’s background and experience shall be evaluated by the Executive Director of Human Resources or designee. For each grade of promotion, the employee will receive a 5% salary increase or will be brought to the minimum of the pay grade, whichever is greater. The total promotional increase for employees who move three or more pay grades will not exceed 12% or the minimum of the pay grade, whichever is greater. An employee must remain in the new position for a minimum of six months before the employee is eligible for another promotion. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.

7. Lateral Transfers A lateral transfer is the transfer of an employee from one job to another in the same pay grade. Responsibilities and duties have changed, but are similar in scope and complexity. An employee must remain in the new position for a minimum of six months before the employee is eligible for another lateral transfer or promotion. Employees who transfer laterally will not receive a salary increase. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.



8. Demotions

A demotion occurs as a result of an employee’s transfer to a lower graded job. In such instances, the employee's current base rate of pay will be decreased by 5% per pay grade. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.

9. Reclassifications

A reclassification occurs when an employee's position has changed over time such that it no longer is appropriately placed in the wage and salary structure. Revisions can be made when significant changes take place, or when a number of cumulative small changes over a period of time result in a significant change to the job. As a standard, 40% of the job should have changed to warrant a reevaluation. Reclassification is not intended to recognize individual achievement or an increase in volume of work. Within the documents submitted for reclassification, emphasis must be given to the current functions of the job, not intended future changes. This includes, but is not limited to, actual changes to job functions that result in an advanced level of skill, knowledge, responsibility and/or authority. To be considered for reclassification, the supervisor needs to obtain a Position Reclassification Request packet. The packet must be completed utilizing Palm Beach State’s web-based Activity Dictionary and submitted to the Office of Human Resources with appropriate approval signatures between January 1 and March 31 of the current year to be considered for the subsequent fiscal year. Packets received without the appropriate approval signatures will be returned. Late submissions will not be considered until the next fiscal year. The Office of Human Resources will review all requests for reclassification and will issue a written determination. Requests for reclassification and the final recommendation will be presented to the President or designee for final review and approval. Employees and supervisors will be notified in writing of the final Presidential approval or denial on or before July 1. Approved reclassification requests will be effective July 1. When a position is reclassified to a higher pay grade, the employee will receive a 5% salary increase for each pay grade or be brought to the minimum of the new pay grade, whichever is greater. The total promotional increase for employees who move three or more pay grades will not exceed 12% or the minimum of the pay grade, whichever is greater. When a position is reclassified to a lower pay grade, the employee’s current base rate of pay will be decreased by 5% per pay grade. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.



10. Temporary Assignment

When an employee is temporarily assigned to a position at a higher grade and the assignment exceeds three months, excluding vacations and other short-term situations, the employee's salary may be temporarily increased up to 7.5%. If full duties are assumed, the increase may be brought to the minimum of the new pay grade. Requests for Temporary Assignments to a position at a higher grade must be approved by the appropriate Provost and/or Vice President, the Executive Director of Human Resources, and the President or designee. Upon completion of the temporary assignment, the employee resumes the former pay level adjusted for any general increase that may have occurred.

11. Compensation Management Policy

There is a listing of approved job titles available in this document and the Office of Human Resources. No employee should receive a job title that has not been approved.

Before any wage or salary action may be approved, the employee's job description must be prepared and approved, and the grade established by the Office of Human Resources in accordance with Palm Beach State's compensation structure.

The creation of a new position requires both budgetary authorization and the development of a job description. When there is a need for a new position, the supervisor or Department Head will complete a Job Analysis Questionnaire (JAQ) utilizing the web-based Activity Dictionary. The JAQ is then submitted to the Office of Human Resources, where the job description is prepared. The Office of Human Resources will classify the position and will determine the appropriate salary grade for the position. All job classifications and salary grade placements for Grades 65 and above must be approved by the Executive Director of Human Resources and the Vice President of Administration & Business Services.

12. Responsibilities of Supervisors

Communication with the individual employee regarding that employee's job responsibilities, job description, grade and pay range, performance, and date of the next performance review is the responsibility of the supervisor.

At the time of employment and/or promotion, each employee will receive informationabout the position including: job title, pay grade and range, name of supervisor, reportingdate and time, the performance review process and other pertinent salary information.The employee will be informed of the goals, duties, responsibilities, and criteria uponwhich the employee’s performance will be evaluated.

At the time of performance appraisal, each employee will be given an explanation of theemployee’s evaluated performance, strengths, opportunities for improvement, andprofessional development plans.



Supervisors should notify the Office of Human Resources when changes in a job's content are sufficient to warrant a reevaluation within the Reclassification policy.

Supervisors need to comply with all policies and procedures in hiring including, but not limited to, Nondiscrimination (6HX-18-5.20), Consensual Relationships (6HX-18-5.87), and Nepotism (6HX-18-5.18) as outlined in the College Board Policies.

Responsibilities include accurate attendance and payroll reporting including, but not limited to, hours worked and absences related to sick leave, annual leave, family medical leave, leave without pay and/or work related injuries.

13. Responsibilities of the Office of Human Resources

The Office of Human Resources is responsible for:

Recommending any changes to the College’s compensation policies. Monitoring the organization’s compliance with all pertinent federal and local laws and

regulations related to salary administration. Maintaining consistency within the program on an organization-wide basis, monitoring

compliance with the program and reporting to the President or designee any exceptions. Ensuring the program is updated on a periodic basis. Processing personnel changes.

14. Rounding Factor

Due to computer calculations and rounding factors, the actual amount of salary paid may vary slightly from the Salary Schedule (generally less than $1.00).

15. President

The President’s salary is determined annually by the District Board of Trustees in accordance with the performance evaluation.

16. 210 Personnel

Some personnel may be assigned to a normal duty schedule of 210 days for an academic year.

17. Senior Management

Positions in grade 67 or higher are designated Senior Management for retirement purposes.

18. Workweek

The official College workweek begins Saturday at midnight and ends at 11:59 p.m. the following Friday.



19. Varying Hours and Schedules Some positions in the College, including Facilities, Security, Information Technology, Student Services, and other areas are subject to varying schedules, including hours worked on weekends, holidays, and during College closings. Refer to Section B-23B for applicable compensation provisions.

20. Payroll and Benefit Overpayment Any amounts owed or overpayment to the College for any obligations may be deducted from the employee’s paycheck. If payment is made by the College to the employee in error, the employee agrees to immediately advise the College of the error and will return the overpayment in a timely and mutually agreed upon manner.

21. Exempt and Non-exempt Status Defined The Fair Labor Standards Act (FLSA) provides guidelines on employment status, child labor, minimum wage, overtime pay and record-keeping requirements. The act establishes wage and time requirements, sets the minimum wage that must be paid and mandates when overtime must be paid. Employees not covered by this act are considered "exempt" (EX); those covered by it are "non-exempt" (NE). EX employees are individuals who are exempt from the overtime provisions of the FLSA because they are classified as an executive, professional or administrative employee and meet the specific criteria developed by the FLSA for exemption. Exempt employees are paid on a salary basis. NE employees are covered under the overtime provisions of the FLSA. Such employees are entitled to receive overtime for all hours worked beyond 40 in a workweek. Alternatively, provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory time which must be used within 30 days of accumulation. Refer to section B-23 for non-exempt overtime payment calculations.

22. Overtime Pay

Overtime payment is due for non-exempt employees who work more than 40 hours in a workweek. The department administrator or designee must approve all overtime in advance.



23. Weighted Average for Overtime Pay

The Weighted Average for overtime payment is due for non-exempt employees who work more than 40 hours in a workweek at multiple jobs at different rates of pay. According to the Code of Federal Regulations Pertaining to U.S. Department of Labor (29 CFR 778.115) when an employee in a single workweek works at two or more different types of work, for which different non-overtime rates of pay (of not less than the applicable minimum wage) have been established, the regular rate for that week is the weighted average of such rates. That is, the total earnings (except statutory exclusions) are computed to include the employee’s compensation during the workweek from all such rates, and are then divided by the total number of hours worked at all jobs. Any exceptions to this policy would need to be approved by the Executive Director of Human Resources. Overtime is calculated as the weighted overtime rate as follows:

Step 1 Calculate Rate for Each Assignment: Hourly Rate x Actual Hours Worked

Step 2 Calculate Weighted Average Rate: Sum of Each Hourly Rate # of Assignments

Step 3 Calculate Weighted Overtime Rate:

Weighted Average Rate 2

Step 4 Calculate Weighted Overtime Pay: Weighted Overtime Rate

x Hours Worked Over 40 hours per Week

Step 5 Calculate Total Pay Received: Weighted Overtime Pay

+ Pay For All Assignments

Example

A full-time non-exempt employee works 35 hours per week in a regular position earning $10.22 per hour. Within the same week, the employee works 11 hours in another position earning $12.51 per hour. The employee is working 6 overtime hours.

Step 1:

$10.22 x 35 hour = $ 357.70 Pay for 1st assignment

$12.51 x 11 hours = $ 137.61 Pay for 2nd assignment

Step 2: $10.22 + $12.51 2

= $ 11.37 Weighted Average Rate

Step 3: $11.37 / 2

= $ 5.69 Weighted Overtime Rate

Step 4: $5.69 x 6 hours = $ 34.14 Total Overtime Pay

Step 5: $ 34.14 + $ 495.31 = $ 529.45 Overtime Pay Pay for All Assignments Total Pay



24. Compensation for working during College Emergency Closing, Holiday Closing or On-Call Coverage

A. Defined Emergency College Closing (ECC) is defined as any mandated closing due to a hurricane or other unforeseen disaster. The closing dates include and compensation provisions are applied to weekdays and weekends. Emergency closings are unplanned events approved by the President or designee. Holiday and College Closing (HCC) is defined as those dates identified as official holidays and other paid non-duty days approved by the District Board of Trustees. The holidays and closings observed include Martin Luther King, Jr. Day, Spring Break, Spring Holiday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Break and Winter Break. To be paid for a single day holiday or paid non-duty day, 12 month, full-time employees must work or be in approved paid status for the full scheduled workday preceding and following the holiday. To be paid for multiple day holidays and/or paid non-duty days, 12 month, full-time employees must work or be in approved paid status for the full 5 scheduled workdays preceding and the full 5 scheduled workdays following multiple day holidays. Holidays that fall on a weekend are unpaid. On-Call Coverage (OCC) is different from being required to work during an ECC or HCC, as the on-call coverage may not require any work to be performed unless the need arises. B. Compensation Provisions

The following provisions will apply to the appropriate personnel: Emergency College Closing (ECC) The Vice President of Administration & Business Services must approve all personnel

required to report for duty during an emergency closing. Administrators are excluded from receiving additional compensation for working during

an emergency closing. Approved and scheduled personnel who:

work less than three hours during an ECC will receive a minimum of 3 hours pay. This includes responding to issues remotely.

are regular full-time, non-exempt and work during an ECC will receive straight time and one time their straight hourly pay per hour worked up to 40 hours in a workweek.

are regular full-time, non-exempt and work during an ECC will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.



are regular full-time, exempt and work during an ECC will receive straight time and one times their straight hourly pay per hour worked up to 40 hours in a workweek.

are regular full-time, exempt and work during an ECC will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

are regular part-time and work during an ECC will receive their straight time for hours worked up to 40 hours in a workweek and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

Upon being closed due to an ECC for three or more business days, personnel who are on a scheduled paid annual, sick and/or personal leave concurrently to the closing will be reversed. This excludes personnel on an extended leave of absence.

Holiday and College Closing (HCC) Any applicable payment of holiday time is provided to both non-exempt and exempt

employees required to work during such time. Regular full-time, non-exempt employees required to work during an HCC (includes

holiday pay, excludes annual, sick and personal leave time) receive holiday pay and straight time for additional hours worked up to 40 hours in a workweek, receiving a minimum of three (3) hours pay.

Regular full-time, non-exempt employees required to work during an HCC (includes holiday pay, excludes annual, sick and personal leave time) will receive holiday pay and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

Regular full-time, exempt employees required to work during an HCC will receive holiday pay and compensatory time on an hour for hour basis for every hour worked, receiving a minimum of 3 hours.

Regular part-time employees required to work during an HCC will receive straight time for hours worked up to 40 hours in a workweek and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

On-Call Coverage (OCC) During HCC or ECC Regular non-exempt and exempt employees who are on-call during either an HCC or ECC

will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty. This includes responding to issues remotely while on-call.

Regular full-time and part-time non-exempt employees who are on-call during either an HCC or ECC will receive straight time for every hour worked up to 40 hours in a workweek.

Regular full-time and part-time non-exempt employees who are on-call during an HCC or ECC (includes holiday pay, excludes annual, sick and personal leave time) will receive their straight hourly pay or holiday pay and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis.



On-Call Coverage (OCC) Regular non-exempt and exempt employees who are on-call outside of normal business

hours will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty. This includes responding to issues remotely while on-call.

Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours receive straight time for additional hours worked during on-call service up to 40 hours in a workweek.

Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours and are working over 40 hours in a workweek will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis.

25. Additional Assignments for Full-time Non-Faculty Employees

In order for full-time, non-bargaining unit personnel to be considered for an additional assignment(s), the employee must receive approval by the Supervising Administrator, Executive Director of Human Resources and President or designee. The additional assignment must be conducted outside of the employee's normal working hours. Full-time employees who are assigned to teach as credit adjuncts may teach no more than a total of 3 courses in any combination of sessions within each 16 week fall and spring term and no more than a total of 2 courses in any combination of sessions within the 12 week summer term. Employees who teach non-credit or PSAV courses may teach no more than a total of 153 hours in any combination of sessions within each 16 week fall and spring terms, and no more than a total of 120 hours in any combination of sessions within the 12 week summer term. Any exceptions to teaching loads must be approved by the employee’s Supervising Administrator, the Executive Director of Human Resources and the President or designee. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment.

26. Regular Part-time Positions

Regular part-time employees work 27.5 hours or less per week, based upon the allotted budgeted hours approved. Personnel in this category participate in the Florida Retirement System and receive Social Security benefits. Personnel working on a regular part-time assignment may also be employed in a temporary assignment as long as they are not working in excess of 27.5 hours per week. Exceptions may be made for work hours to exceed 27.5 hours per week on a temporary basis with prior approval from the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business



Services. All new regular part-time assignments must be approved through the budgetary process. Regular part-time employees, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. In this case only, credit instructors will be credited 2 hours for every 1 class credit, based on a 16-week, 3-credit class. As the college also offers 6, 8, 10, and 12 week classes and the credits per course vary, the Instructional Hours per Week Conversion Table has been developed to outline the number of hours applied to each class per week.

Number of Weeks Hours/Week

1 Credit Course Hours/Week



4 Credit Course

6 weeks 5 11 16 21

8 weeks 4 8 12 16

10 weeks 3 7 10 13

12 weeks 2.5 6 8 11

16 weeks 2 4 6 8

Any exceptions to teaching loads must be approved by the employee’s Supervising Administrator, the Executive Director of Human Resources and the Vice President of Administration and Business Services. Teaching assignments must be outside of the part-time employee’s normal working hours. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment.

27. Temporary Positions (OPS)

OPS/temporary personnel may work up to 27.5 hours per week. Personnel in this category who have another temporary assignment cannot work more than 27.5 hours per week in the combined assignments. OPS/temporary personnel, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. In this case only, credit instructors will be credited 2 hours for every 1 class credit, based on a 16-week, 3-credit class. As the college also offers 6, 8, 10, and 12 week classes and the credits per course vary, the Instructional Hours per Week Conversion Table has been developed to outline the number of hours applied to each class per week.



Number of Weeks Hours/Week




4 Credit Course

6 weeks 5 11 16 21

8 weeks 4 8 12 16

10 weeks 3 7 10 13

12 weeks 2.5 6 8 11

16 weeks 2 4 6 8

Personnel employed on an OPS/temporary basis, as defined by the Florida Retirement System Rules, are not eligible to receive retirement benefits and will be paid according to the Temporary Salary Schedule. Refer to Section E for temporary pay schedule.

As defined by the Florida Retirement System Rules, OPS/temporary employees who have accumulated 2,080 hours working in OPS positions will participate in the Florida Retirement System and receive Social Security benefits. Personnel in this category continue their temporary status, and the position cannot be changed to a budgeted position.

A Provost or the Vice President, the Executive Director of Human Resources and the Vice President of Administration & Business Services must approve personnel in this category prior to employment, with the exception of adjuncts, tutors and on-call OPS positions. Temporary personnel do not receive employee benefits other than a matching 1.45% Medicare tax, but are required to contribute 7.5% of salary into an investment account using pre-tax dollars, which is called the FICA Alternative Plan.

Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. Employees in an OPS assignment are working on a temporary basis and cannot be employed in the same assignment for more than 6 months. The intent behind the use of OPS positions should be utilized on a one-time basis, and such positions or assignments cannot be repeated. OPS positions do not reoccur for the same assignment; therefore a different individual cannot be hired into the same assignment. Any exceptions must be made in writing and approved by the Supervising Administrator, Provost and/or Vice President, Executive Director of Human Resources and Vice President of Administration & Business Services.

28. Student Personnel Only students enrolled in Palm Beach State College can be employed as student workers. A student worker cannot hold a College temporary, part-time or full-time position concurrent with a work study or student assistant position. Any student can apply for regular part-time or full-time positions at the College.



To be employed as a student worker, students must meet the following guidelines: Students who are enrolled in Palm Beach State College as their home school and who are

seeking a degree or certificate can be employed as a student worker. Hence, transient students do not meet the criteria of a student worker.

Students who are enrolled at least half time, 6 credits or equivalent, for the term which they are employed.

Students who are enrolled and have at least a 2.0 GPA. Prior to employment, all potential student workers must go through the Office of Financial

Aid to determine eligibility for the Federal Work Study (FWS) program. This will allow the College to utilize FWS funds when applicable. If the student is not eligible for work FWS or FWS funds are not available, the supervisor may make a request to the designated Budget Manager to employ a student assistant. All student worker positions are dependent upon available budget funds and must be approved by the designated Budget Manager.

Student assistants cannot be employed in a grant funded program that does not serve Palm Beach State students.

Work Study students may be employed in a grant funded program that does not serve Palm Beach State students. This type of assignment will be considered a secondary priority, contingent upon FWS funding.

29. Work Study Students Student personnel qualify to work under the Federal Work Study (FWS) program as determined by the Office of Financial Aid. Personnel under this category are exempt from Social Security and Medicare. FWS students cannot be employed in any other assignment. All Work Study assignments terminate at the end of each term. FWS student may be employed up to 20 hours a week. Work Study students are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Executive Director of Human Resources.

30. Student Assistants

Prior to employment, all potential student workers must go through the Office of Financial Aid to determine eligibility for the Federal Work Study (FWS) program. Every effort must be made to employ a student worker who qualifies for the FWS program. This is to ensure that all federal funds allocated to the Office of Financial Aid are utilized. If there are no remaining students eligible for the FWS program, the supervisor may make a request to the designated Budget Manager to employ a student assistant.



Student Assistants cannot be employed in any other assignment except as Student Assistants. All Student Assistant assignments terminate at the end of each term. Student Assistants may work up to 20 hours a week. Student Assistants are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Executive Director of Human Resources. Student Assistants are exempt from retirement and social security. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly.

31. International Students

International Student eligibility for employment must be verified each term by the Office of International Admissions and Recruitment before the student begins working. Questions regarding the work eligibility of international students should be referred to the Manager of International Admissions and Recruitment. All International Student assignments terminate at the end of each term. International Students may work up to 20 hours a week. International Students are compensated at the rate of pay determined by the classification of the position. International Students must be in F-1 status. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly.

32. Guidelines for Minors in the Workplace

Minors, ages 16 and 17, may not work during school hours unless they meet the hour restrictions outlined by State regulations. Minors may work up to 20 hours per week; however, they cannot work before 6:30 a.m. or later than 11:00 p.m. and for no more than 8 hours a day when school is scheduled the following day. On days when school does not follow, there are no hour restrictions. Minors may not work in hazardous occupations such as operating motor vehicles and working with electrical apparatus. Contact the Office of Human Resources for additional information.

33. Payroll Dates All full-time employees are paid through the 15th and the end of the month and are compensated on those dates. All part-time and temporary employees are paid through the end of the published pay periods and are paid on the 15th and the end of the month. If the 15th or the end of the month fall on a weekend or holiday, employees are paid the last working day preceding the weekend or holiday.



Due to drop-and-add each term and the processing of assignments, adjunct instructors will receive their first paycheck the second pay period of each term. Full-time instructional faculty members are given the opportunity to select their method of pay prior to the beginning of each academic year. They may either be paid at the end of their contract length or 24 paychecks over 12 months. Faculty need to notify the Office of Human Resources of any pay method changes at least 10 days prior to the first paycheck of the academic year. If the payment method form is not returned by the deadline date, the faculty member will automatically be paid over twelve months.

34. Personnel Action Form (PAF) A Personnel Action Form (PAF) must be completed for temporary Non-Instructional and Substitute Instructional assignments. This includes temporary employees, student assistants, and work study students. Submission should take place when one or more of the following occurs to an assignment: new, renewal, change, additional job, or end of a temporary assignment.

Guidelines for completing PAFs are as follows:

Online forms only will be accepted, unless otherwise discussed with the Assistant Director of Human Resources.

Incomplete or unapproved forms cannot be processed and will be returned to the submitter of the department for completion.

Forms must be submitted and all proper approvals must be received prior to the first day of employment. This ensures proper compensation is provided to the employee in a timely manner.

Non-Instructional Temporary assignments must be approved by the appropriate Provost or Vice President, the Executive Director of Human Resources, and the Vice President of Administration & Business Services.

Regular positions are subject to the regular recruitment process; PAFs cannot be used to hire a regular full-time or part-time position. Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted.

The Office of Human Resources may review the job duties performed to ensure the proper classification title has been selected. The Office of Human Resources will also review the qualifications of employees selected for OPS positions to ensure that they meet the minimum requirements of the position. Current rates applied for OPS positions are posted in Section E of the Salary Schedule. Any exceptions must be made in writing and approved by the Supervising Administrator, Provost and/or Vice President, Executive Director of Human Resources and Vice President of Administration & Business Services.



35. Optional Payment Depending upon funding availability and approval of the District Board of Trustees, an appreciation check may be given to full-time employees as of a date to be specified.



3BC. Listing of Full-Time Positions By Job Title

FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines.

* Grant positions. Refer to Section T Grant-Funded Positions for further information.

Position Title Grade FLSA

Accountant 59 EX

Accounting Associate I 54 NE

Accounting Associate II 55 NE

Accounting Associate III 56 NE

Administrative Assistant & FWS Administrator 56 NE

Administrative Assistant I 54 NE

Administrative Assistant II 55 NE

Administrative Assistant, Associate 56 NE

Advisor, Admissions 58 EX

Advisor, Career Development I 57 EX

Advisor, Career Development II 58 EX

Advisor, Disability Support Services 58 EX

Advisor, Financial Aid 58 EX

* Advisor, Health Information Technology 58 EX

Advisor, Post Secondary 58 EX

Advisor, Post Secondary & Volunteer Program Specialist 58 EX

Advisor, Student Development I 57 EX

Advisor, Student Development II 58 EX

Advisor, Student Development/Financial Aid 58 EX

Advisor, Testing Specialist 57 EX

* Advisor, Workforce Assessment 58 EX

Analyst, Business 60 EX

* Analyst, Business Contract & Training 59 EX

Analyst, Database 61 EX

* Analyst, Early Childcare Education Research 59 EX

Analyst, Finance Information 61 EX

Analyst, Financial Aid 58 EX

Analyst, Network I 60 EX

Analyst, Network II 61 EX

Analyst, Network III 62 EX




* Analyst, Program Data 59 EX

Analyst, Programmer I 60 EX

Analyst, Programmer II 61 EX

Analyst, Research Senior 59 EX

* Analyst, Small Business Development 59 EX

* Analyst, System/Business 60 EX

Analyst, Systems 60 EX

Analyst, Systems Lead 62 EX

Analyst, Systems Senior 63 EX

Analyst, Telecommunications 61 EX

Analyst, Telecommunications Senior 63 EX

Assistant Controller, Grants & Foundation 63 EX

Assistant Controller, Reporting & Treasury 63 EX

Assistant Controller, Revenue and Operations 63 EX

Assistant Dean, Student Services 63 EX

* Assistant Director, Early Childhood Education 63 EX

Assistant Director, Human Resources, Safety & Risk 64 EX

Assistant Manager, Facilities Planning 63 EX

Assistant Supervisor, Payroll 58 NE

Assistant, Center for Early Learning 55 NE

Assistant, Foundation 56 NE

Assistant, Instructional Support 54 NE

Assistant, Library I 53 NE

Assistant, Library II 54 NE

Assistant, Student Services 54 NE

Associate Dean, Academic Affairs 64 EX

Associate Dean, Health Sciences 64 EX

Associate Dean, Public Safety 64 EX

Associate Dean, Trade & Industry 64 EX

Associate Director, Financial Aid 61 EX

Automotive Technology Evaluator 58 NE

Benefits Administrator 60 EX

Bursar 56 NE

Bursar, Supervisor 58 NE

Buyer 57 EX

Buyer, Senior 59 EX




* Career Advisor/Registry Coach 58 EX

* Career Advisor/Scholarship Coordinator I 58 EX

* Career Advisor/Scholarship Coordinator II 58 EX

Carpenter I 59 NE

Carpenter II 60 NE

Chief Building Official 63 EX

Chief Fire Official 63 EX

Chief Information Officer 67 EX

Computer Operator 56 NE

Computer Operator, Senior 57 NE

Controller 67 EX

Coordinator, Academic 60 EX

Coordinator, Accounts Payable 57 NE

Coordinator, Clinical 60 EX

Coordinator, College Information Center 57 EX

Coordinator, Compliance 60 EX

Coordinator, Corporate & Continuing Education 59 EX

Coordinator, Crossroads Program 59 EX

* Coordinator, Early Learning Professional Development 59 EX

* Coordinator, Education 59 EX

Coordinator, e-Learning 60 EX

Coordinator, Graphic Design 59 EX

Coordinator, Law Enforcement Advanced Training 59 EX

Coordinator, Media Technology 59 EX

Coordinator, Post Secondary Adult Vocational 59 EX

Coordinator, Project Reports 62 EX

* Coordinator, Quality Assurance 59 EX

* Coordinator, Registry 59 EX

Coordinator, Student Activities 58 EX

Coordinator, Transportation 55 NE

Coordinator, Veteran Affairs 58 EX

Coordinator, Warehouse Receiving 55 NE

Coordinator, Web Communications 59 EX

Coordinator, Wellness Center 58 EX

Course Management Administrator 58 EX




Custodian I 53 NE

Custodian II 54 NE

Custodian, Lead 55 NE

Database Administrator I 62 EX

Database Administrator II 63 EX

* DCF Program Assistant 56 NE

Dean, Academic Affairs 66 EX

Dean, Bachelor Degree Programs 66 EX

Dean, Business, Trade & Industry 66 EX

Dean, Curriculum and Educational Technology 66 EX

Dean, Educational Services 66 EX

Dean, Enrollment Management 66 EX

Dean, Health Sciences & Public Safety 66 EX

Dean, Student Services 66 EX

Dental Clinician 56 NE

Director, Assessment 62 EX

Director, Athletics 64 EX

Director, Bachelor of Science in Nursing 63 EX

Director, Banner Center for Life Sciences 61 EX

Director, Biotechnology 62 EX

Director, Center for Early Learning 60 EX

Director, College Financial Aid 65 EX

Director, College Relations & Marketing 67 EX

Director, College-wide Student Programs 63 EX

Director, Corporate Relations 60 EX

Director, Criminal Justice 63 EX

Director, Early Childhood Education 64 EX

* Director, Early Learning Training Center 61 EX

Director, e-Learning 63 EX

Director, Emergency Medical Services 63 EX

Director, Enterprise Systems 65 EX

Director, Facilities 66 EX

Director, Fire Recruit 62 EX

* Director, Global Education Center 61 EX




Director, Institute for Energy & Environmental Sustainability 63 EX

Director, IT Customer Support & Quality Assurance 65 EX

Director, Library Learning Resource Center 64 EX

Director, Major Gifts 61 EX

Director, Nursing 63 EX

Director, Project Management 65 EX

Director, Purchasing 63 EX

Director, Recruitment & Dual Enrollment 64 EX

Director, Resource and Grant Development 62 EX

Director, Security 64 EX

Director, Student Life 63 EX

Director, Teacher Education, Early Care & K-12 Programs 63 EX

Director, Technology Infrastructure 65 EX

Director, Theatre 62 EX

Director, TRIO & Outreach 63 EX

Early Learning Teacher I 53 NE

Early Learning Teacher II 54 NE

Early Learning Teacher III 56 NE

Electrician I 59 NE

Electrician II 61 NE

Executive Administrative Assistant 57 NE

Executive Administrative Assistant, Board 58 NE

Executive Administrative Assistant, President 59 NE

Executive Administrative Assistant/Contract Administrator 57 NE

Executive Assistant to President, College Advancement & Communications 67 EX

Executive Director, Foundation & Major Gifts 67 EX

Executive Director, Human Resources, Safety & Risk 67 EX

Executive Director, Institutional Research & Effectiveness 65 EX

Faculty Trainer/Coordinator, Instructional Technology 61 EX

General Counsel 67 EX

Grant Writer 59 EX

Graphic Designer 57 EX

Graphic Designer, Senior 58 EX

Groundskeeper I 54 NE




Groundskeeper II 55 NE

Groundskeeper III 56 NE

Groundskeeper, Lead 56 NE

Groundskeeper, Lead/Mechanic 57 NE

Human Resource Generalist 59 EX

Human Resource Generalist, Senior 60 EX

Instructional Designer 60 EX

Instructor, Post Secondary Adult Vocational 59 EX

Locksmith 58 NE

Maintenance Worker I 54 NE

Maintenance Worker II 55 NE

Manager, Academic Advisement 60 EX

Manager, Academic/Student Services 61 EX

Manager, Applications 63 EX

Manager, Auxiliary Services & College Card 61 EX

Manager, Benefits 63 EX

Manager, Budget 61 EX

Manager, Business Analyst 63 EX

Manager, Campus and Off-site Facilities 63 EX

Manager, Career Center 60 EX

Manager, Computer Operations 63 EX

Manager, Computer Resources 63 EX

Manager, Disability Support Services 60 EX

Manager, Employment & Assistant to the President for Equity Programs 63 EX

Manager, Facilities 62 EX

Manager, Facilities Planning 65 EX

Manager, Facilities, Belle Glade 61 EX

Manager, Financial Aid 60 EX

Manager, First Year Experience 62 EX

Manager, Honors College 61 EX

Manager, Information Security 63 EX

Manager, International Admissions & Recruitment 61 EX

Manager, Media Technology & Instructional Services 61 EX

Manager, Media Technology & Instructional Services, Lake Worth 63 EX

Manager, Network and Design Support 63 EX




Manager, Professional Development 62 EX

* Manager, Project 60 EX

Manager, Project Construction 62 EX

Manager, Quality Enhancement Plan 61 EX

Manager, Safety & Risk 62 EX

Manager, Scholarships & Alumni Relations 59 EX

Manager, Student Account Services 61 EX

Manager, Student Activities 60 EX

Manager, Student Learning Center 61 EX

Manager, Testing Center 60 EX

Manager, Website 63 EX

Mechanic, Air Conditioning 60 NE

Mechanic, Irrigation 57 NE

Mechanic, Maintenance I 56 NE

Mechanic, Maintenance II 57 NE

Mechanic, Maintenance Lead 58 NE

Mechanic, Vehicle Equipment 58 NE

Media & Administrative Assistant 54 NE

Media Assistant 53 NE

Painter I 56 NE

Painter II 57 NE

Paralegal 58 EX

Payroll Associate 55 NE

Plumber 59 NE

Program Assistant 56 NE

Program Director 60 EX

Program Director, International Education 60 EX

* Program Grant Manager 60 EX

Provost 68 EX

Provost, Belle Glade 67 EX

Registrar, Associate 61 EX

Registrar, Campus 60 EX

Registrar, College 64 EX

* Registry Coach 58 EX

Representative, Admissions Processing 54 NE




Representative, Campus Scheduling I 54 NE

Representative, Campus Scheduling II 55 NE

Representative, College Information Center II 54 NE

Representative, Financial Aid I 54 NE

Representative, Financial Aid II 55 NE

Representative, Human Resource I 54 NE

Representative, Human Resource II 55 NE

Representative, Inventory 56 NE

Representative, Inventory Reporting 56 NE

Representative, Program Records 56 NE

Representative, Student Services & Financial Aid I 54 NE

Representative, Student Services I 54 NE

Representative, Student Services II 55 NE

Representative, Test Center I 54 NE

Representative, Test Center II 55 NE

Security Lieutenant 59 EX

Security Officer 54 NE

Security Sergeant 56 NE

Senior Analyst 59 EX

Specialist, Accounting 57 NE

Specialist, Accounts Receivable 57 NE

Specialist, Admissions 56 NE

Specialist, Admissions & Registration 56 NE

Specialist, Air Conditioning & Energy Management System 62 NE

Specialist, Athletic 56 NE

Specialist, Benefits 57 NE

Specialist, Box Office 55 NE

Specialist, Business & Educational Development 59 EX

Specialist, Coach 59 EX

Specialist, College Information Center 55 NE

Specialist, College Relations & Marketing 58 EX

Specialist, Computer I 58 NE

Specialist, Computer II 59 NE

Specialist, Construction 56 NE

Specialist, Construction Documents 58 NE




Specialist, Curriculum 56 NE

Specialist, Digital Media 58 EX

Specialist, Disability Support 56 NE

Specialist, e-Learning Student Success 58 EX

Specialist, Employment I 56 NE

Specialist, Employment II 57 NE

Specialist, Finance Department 57 NE

Specialist, Financial Aid 56 NE

Specialist, Fiscal 57 NE

Specialist, Foundation Research 58 NE

Specialist, Grants Development 60 EX

Specialist, Horticulture 56 NE

Specialist, Human Resource 57 NE

Specialist, Information Technology 57 NE

Specialist, Information Technology Assistance Center 56 NE

Specialist, Instructional Support 55 NE

Specialist, Instructional Technology 59 EX

Specialist, IRM & Personnel Data Processing 57 NE

Specialist, Key Management 57 NE

Specialist, Learning 58 EX

Specialist, Media I 56 NE

Specialist, Media II 57 NE

* Specialist, Nursing Lab 59 EX

Specialist, Nursing Program 59 EX

Specialist, Outreach Program 58 EX

Specialist, Program Grant 59 EX

Specialist, Purchasing Card 56 NE

Specialist, Records 56 NE

Specialist, Safety & Risk 57 NE

Specialist, Science Department 57 NE

Specialist, Selection Center 57 NE

Specialist, Student Services Information 58 EX

Specialist, Technical Production 55 NE

Specialist, Testing Lab 58 EX

Specialist, Volunteer Program 57 EX




Specialist, Web Communications 58 EX

* Specialist, Workforce Program 58 EX

Supervisor, Box Office 56 NE

Supervisor, Grounds and Landscaping 61 EX

Supervisor, Maintenance 63 EX

Supervisor, Payroll 60 EX

Supervisor, Technical Production 59 NE

Supervisor, Theatre House 55 NE

Supervisor, Warehouse 57 NE

System Administrator 60 EX

Systems Programmer, Senior 63 EX

Technician, Air Conditioning 58 NE

Technician, Electronic Systems I 60 NE

Technician, Electronic Systems II 61 NE

Technician, Graphic Communications 55 NE

Technician, Graphic Communications Lead 56 NE

Technician, Library I 56 NE

Technician, Library II 57 NE

Technician, Media Systems 58 NE

Technician, Trade & Industrial Lab 58 NE

Technician, Warehouse Receiving 54 NE

Vice President, Academic Affairs 69 EX

Vice President, Administration & Business Services 70 EX

Vice President, Student Services & Enrollment Management 69 EX

Webmaster 61 EX



4BD. Non-Unit Full-Time Salary Ranges

PAY GRADE 35-HOUR SCHEDULE Min: Mid: Max:

40-HOUR SCHEDULE

Min: Mid: Max:

50 $13,559 $20,551 $27,544 $15,497 $23,210 $30,924

51 $15,106 $22,925 $30,743 $17,268 $25,847 $34,427

52 $16,762 $24,615 $32,469 $19,149 $28,749 $38,350

53 $18,595 $27,864 $37,134 $21,253 $31,863 $42,472

54 $20,624 $30,933 $41,242 $23,576 $35,392 $47,209

55 $22,768 $34,135 $45,503 $26,012 $39,132 $52,252

56 $25,079 $37,573 $50,068 $28,669 $43,057 $57,445

57 $27,604 $41,347 $55,090 $31,547 $47,398 $63,249

58 $30,313 $44,903 $59,492 $34,645 $52,079 $69,514

59 $33,318 $49,989 $66,659 $38,077 $57,310 $76,544

60 $36,027 $54,005 $71,984 $41,176 $61,915 $82,655

61 $38,547 $58,995 $79,442 $44,054 $67,632 $91,211

62 $42,051 $64,322 $86,593 $48,039 $73,749 $99,459

63 $45,809 $70,082 $94,356 $52,356 $80,336 $108,317

64 $49,886 $76,383 $102,879 $57,005 $87,552 $118,099

65 $53,362 $81,774 $110,186 $60,989 $93,669 $126,348

66 $57,148 $87,470 $117,792 $65,306 $100,257 $135,208

67 $64,701 $95,431 $126,161 $73,940 $113,510 $153,080

68 $69,542 $102,266 $134,990 $79,474 $121,930 $164,386

69 $70,033 $107,229 $144,424 $80,028 $125,671 $171,314

70 $74,874 $114,673 $154,471 $85,563 $132,106 $178,648



5BE. Non-Unit Part-Time & Temporary Personnel (OPS) Pay Schedule FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines. * Grant positions. Refer to Section T Grant-Funded Positions for further information.

Position Title Hourly Rate FLSA

Advisor, Career Development I $15.17 EX

Advisor, Career Development II $16.66 EX

Advisor, Financial Aid $16.66 NE

* Advisor, Post Secondary $16.66 EX

Advisor, Student Development I $15.17 EX

Advisor, Student Development II $16.66 EX

* Analyst, Small Business Development $18.31 EX

* Analyst, TRIO Programs Data $16.66 EX

Assistant, Instructional Support $11.33 NE

Assistant, Instructional Support & Media $11.33 NE

Assistant, Lab $8.86 NE

Assistant, Library I $10.22 NE

Assistant, Library II $11.33 NE

Assistant, Summer Program I $8.30 NE

Assistant, Summer Program II $9.82 NE

Assistant, Wellness Center $11.33 NE

Case Manager, Student Conduct $19.80 EX

CEL Food Service Attendant $8.86 NE

CEL Teacher Assistant $9.21 NE

Coordinator, Clinical $19.80 EX

Coordinator, Post Secondary Adult Vocational $18.31 EX

Coordinator, Summer Program $18.31 EX

Coordinator, Summer Youth $18.31 EX

* DCF Office Assistant $11.33 NE

Groundskeeper I $11.33 NE

* Head Resident $468.18/wk EX

Librarian $18.63 EX

Media & Administrative Assistant $11.33 NE

Media Assistant $10.22 NE

Occupational Skills Evaluator $19.80 EX




Office Assistant I $10.22 NE

Office Assistant II $11.33 NE

Office Assistant III $11.90 NE

Representative, Admissions Processing $11.33 NE

Representative, College Information Center I $10.22 NE

Representative, College Information Center II $11.33 NE

Representative, Financial Aid I $11.33 NE

Representative, First Year Experience $12.51 NE

Representative, Information Technology $12.51 NE

Representative, Information Technology Assistance Center $13.28 NE

Representative, Student Services I $11.33 NE

* Representative, Student Support Services $12.51 NE

Representative, Test Center I $11.33 NE

Representative, Test Center II $12.51 NE

Security Officer $11.33 NE

Specialist, Art Gallery $15.17 NE

Specialist, Auxiliary Services & College Card $13.78 NE

Specialist, Computer I $16.66 NE

Specialist, Developmental Math Lab $13.78 NE

Specialist, Film Production $13.78 NE

Specialist, Learning $16.66 EX

Specialist, Professional Teaching & Learning Center $15.17 NE

Specialist, Records $13.78 NE

Specialist, Student Activities $13.78 NE

Specialist, Summer Youth $15.17 EX

Specialist, Technical Production $12.51 NE

* Specialist, TRIO $15.17 EX

Technician, Ceramics Lab $13.78 NE

Technician, EMS $19.80 NE

Technician, Fire $19.80 NE

Technician, Horticulture I $11.33 NE

Technician, Horticulture II $12.51 NE

Technician, Warehouse Receiving $11.33 NE



The Office of Human Resources will review the qualifications of employees selected for OPS positions to ensure that they meet the minimum requirements of the position. To determine the appropriate level of a new Office Assistant position, the job duties must be reviewed by the Office of Human Resources prior to hire. For the rates of positions not listed, consult the Office of Human Resources for classification once funding has been approved by the appropriate Provost and/or Vice President. OPS positions are processed for employment by the completion of a Personnel Action Form (PAF). Refer to Section B-34 for PAF guidelines. Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. Employees in an OPS position are working on a temporary basis and cannot be employed in the same assignment for more than 6 months. The intent behind the use of OPS positions should be utilized on a one-time basis, and such positions or assignments cannot be repeated. OPS positions do not reoccur for the same assignment; therefore a different individual cannot be hired into the same assignment. Any exceptions must be made in writing and approved by the Supervising Administrator, the Provost and/or Vice President, the Executive Director of Human Resources and the President or designee. Refer to Section B-27 for temporary position guidelines.

6BF. Miscellaneous and On-Call Pay (OPS) Rates

FLSA: Exempt (EX) and Non-Exempt (NE). Refer to Section B-21 for guidelines.

* Grant positions. Refer to Section T, Grant-Funded Positions, for further information. + Student worker positions. Refer to Section B-28, Student Personnel, for guidelines.


+ Assistant, America Reads $9.59 NE

Box Office Assistant $9.75 NE

Box Office Clerk $9.64 NE

CDA Observer $16.66 EX

Driver, Bus $11.33 NE

Driver, Courier/Van $10.22 NE

* Early Learning Assessor $19.20 EX

+ Helpdesk Level I $8.50 NE

+ Helpdesk Level II $9.04 NE

+ Helpdesk Level III $9.59 NE

Holistic PCAT Essay/ESL Graders $22.36 EX

Interpreter $16.66 NE




Interpreter – RID or NAD certification $22.30 NE

Model, Artistic $20.54 NE

Musician/Entertainer/Exhibitor/Costumer $18.00-53.00 EX

+ Peer Advisor $8.69 NE

* Peer Counselor $8.25 NE

Photographer $18.31 NE

Scenic Designer $13.28 NE

Specialist, Box Office $12.51 NE

Specialist, Curriculum Development $21.18 EX

Specialist, Technical Production $12.51 NE

+ Student Ambassador $8.69 NE

+ Student Assistant $8.25 NE

+ Student Tutor (Associate or equivalent) $9.85 NE

+ Student Tutor (Non-degreed) $8.47 NE

Supervisor, Theatre House $12.51 NE

TCP Observer $18.31 EX

Test Administrator $17.71 EX

Test Administrator, Criminal Justice $19.80 EX

Test Proctor $10.22 NE

* Test Proctor, DCF $16.27 NE

Theatre Crew Assistant $8.30 NE

Theatre Crew Member I $9.40 NE

Theatre Crew Member II $10.22 NE

Translator $18.63 EX

Tutor (Associate or equivalent) $9.85 NE

Tutor (Minimum of Bachelor) $12.84 NE

Tutor (Non-degreed) $8.47 NE

Tutor, Nursing $16.98 EX

+ Work Study Student $8.25 NE

Employee Trainers are paid at the applicable non-credit adjunct pay rate.



Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. Employees in an OPS position are working on a temporary basis and cannot be employed in the same assignment for more than 6 months. The intent behind the use of OPS positions should be utilized on a one-time basis, and such positions or assignments cannot be repeated. OPS positions do not reoccur for the same assignment; therefore a different individual cannot be hired into the same assignment. Any exceptions must be made in writing and approved by the Supervising Administrator, the Provost and/or Vice President, the Executive Director of Human Resources and the President or designee. Refer to Section B-27 for temporary position guidelines.

7BG. Credit Adjunct Pay Rate (AA, AS, AAS and Prep) Degrees must be granted from a Regionally Accredited school. Credit/Lecture/Lab/Clinical Pay per Contact Hour (determined by total contact hours x rate of pay). Note that credit contact hours include three (3) hours of orientation on both the lecture and lab. The rates below are effective beginning the fall academic calendar of the current fiscal year. Lecture Lab/Clinical

Rate of Pay Flat Rate

(3 Credit/51 contact hrs)

Rate of Pay Flat Rate

(1 Credit/19 contact hrs)

Bachelors $34.49 $1,759.01 $28.05 $532.91

Masters $38.35 $1,955.87 $31.29 $594.51

Doctorate $42.22 $2,153.24 $34.53 $656.11 When a course offers a combination of lecture and lab, the rate of pay for the course will be based on either the lab or lecture rate, wherever the greater amount of time (more than 50%) is allocated. If the lecture and lab hours for one course are equal, the higher rate of pay will be applied. Refer to the examples below:

Course Credits and Hours Rate of Pay

CEN1123C Microprocessors 4 credits (3 lecture hours, 2 lab hours)

Lecture Rate

ARC 1301C Architectural Design I 3 credits (1 lecture hour, 4 lab hours)

Lab Rate

ART 1230C Graphic Design I 3 credits (2 lecture hours, 2 lab hours)

Lecture Rate



Adjunct instructors, who only teach credit and prep classes, can teach no more than 3 courses per term. The academic terms include: (1) fall, (2) spring, and (3) summer A, B and C. Personnel in this category, who have a temporary assignment in addition to the credit and prep teaching assignment or teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. The Office of Human Resources and the Vice President of Academic Affairs will work, on a case by case basis, with administrators who oversee Independent Studies, lab and concurrent courses. Exceptions to this policy must be approved by the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services.

8BH. Non-Credit Adjunct Pay Rate (PSAV, CCE and Avocational) Noncredit adjunct instructors, who teach Corporate & Continuing Education (CCE) and/or Avocational courses, cannot work more than 27.5 hours per week. Personnel in this category, who have another temporary assignment, cannot work more than 27.5 hours per week in the combined assignments. The Office of Human Resources and the Vice President of Academic Affairs will work, on a case by case basis, with administrators of PSAV programs regarding hours for PSAV adjunct instructors. Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. Exceptions to this policy must be approved by the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services.



Salary for non-credit adjunct instructors is determined by total contact hours x rate of pay. The rates are as follows:

1. PSAV Adjunct Instructor

Rate of Pay Associates or Required Credentials $31.16 Bachelors or Above and Required Credentials $34.07

2. PSAV Auxiliary/Lab Adjunct Instructor

Regardless of degree Rate of Pay PSAV contact hours may include three (3) hours of orientation. $27.20

3. CCE Adjunct Instructor


4. Avocational Adjunct Instructor


Exceptions to these adjunct rates need to be made in writing and must be approved by the Provost and Executive Director of Human Resources before any commitment is made to an instructor. The rationale for paying above these published rates must be made in writing. Courses using vendors/consultants for instructional purposes must receive the approval of the Dean and Associate Dean if an instructional payment is at a higher rate than the established adjunct pay as outlined in pricing structure guidelines.



I. Substitute Adjunct Rates

The substitute rate for adjuncts is $17.72 per hour. If an adjunct cannot attend class, the adjunct must notify the appropriate Associate Dean’s Office. The adjunct is responsible for securing a substitute from the approved list. If an adjunct has an extended absence, the contract will be adjusted accordingly. If the substitute is covering the class during an extended absence, the substitute’s pay will be adjusted accordingly. Rates for Health Services Rate of Pay

Health Services - Bachelors $27.07 Health Services - Masters $29.04 Health Services – Doctorate $31.07

J. Professional Daily Rate

Bachelors or Equivalent $152.88/day ($19.11/hour)** Masters $159.36/day ($19.92/hour)** Doctorate $166.24/day ($20.78/hour)**

** Based upon 8 hours/day for professional non-teaching personnel and 7 hours/day for

temporary full-time instructional faculty.

11BK. Supplemental Payments

Athletics Coaching Supplement Season Sport Per Term (Terms)

Athletic Trainer $1,500 2 Baseball - Men $6,000 2 Asst. Baseball - Men $2,000 2 Basketball - Men $6,000 2 Asst. Basketball - Men $2,000 2 Basketball - Women $6,000 2 Asst. Basketball - Women $2,000 2 Softball - Women $6,000 2 Asst. Softball - Women $2,000 2 Volleyball - Women $6,000 2 Asst. Volleyball - Women $2,000 2

Summer Term Coach Supplement - $6,000



Intramurals

Supplement Season Responsibility Per Term (Terms) Director $3,000 2 Cheerleading Coach $1,000

Selected Activities

Persons assigned responsibility for the following activities may receive the following

payments: Per Term Beachcomber $2,000 Brain Bowl Coach $2,000 Debate or Forensics $500 Drama Director $850 Drama - Technical Director $500 Galleon $1,700 Employees may volunteer as advisors of officially approved student organizations. The College shall compensate volunteers a supplement of $200 to $900 per term of officially approved service, assuming that said service is not a part of a regular work assignment. A maximum of $300 may be paid for summer A or B. The exact amount of the supplement for any advisor shall be decided by the Administration.

12BL. Bargaining Unit Salary Information

Instructional Faculty Salaries 168 Day Schedule Min. Max.

Assistant Professor $41,756 $71,910

Associate Professor $43,555 $84,375

Professor I $44,997 $86,816

Professor II $46,048 $89,151

Professor III $47,110 $91,496



Counselor / Librarian Salaries 12 Month 210 Days 228 Days Min. Max. Min. Max. Min. Max.

Assistant Professor $49,228 $89,338 $43,166 $78,121 $46,764 $84,815

Associate Professor $51,354 $104,758 $44,940 $91,667 $48,787 $99,522

Professor I $53,052 $106,855 $46,421 $94,315 $50,404 $102,398

Professor II $54,294 $110,679 $47,503 $96,848 $51,577 $105,152

Professor III $55,546 $113,600 $48,602 $99,401 $52,765 $107,924

Calculations for Librarians, Counselors or the Assistant Librarian who work less than 12-month schedules are based upon the daily rates of a 12-month schedule times the number of duty days actually being worked. PSAV Instructor Salaries 12 Month Min. Max.

PSAV Instructor $38,077 $73,679

13BM. Bargaining Unit Salary for Other Services

Payment for non-credit classes for full-time instructional faculty, counselors, and librarians beyond the normal full load is as follows:

Assistant Professor $28.99/hour Associate Professor $30.46/hour Professor I $31.90/hour Professor II $34.81/hour Professor III $36.25/hour

Overload points for instructional faculty will be paid at the following rates based upon 5.90 hours per load point:

Assistant Professor $36.10/hour Associate Professor $38.49/hour Professor I $40.42/hour Professor II $43.30/hour Professor III $45.73/hour Teaching duties performed beyond a 168-day contract will be paid at the overload rate.



Substitute Teaching Rate

When full-time faculty members substitute or replace other faculty members for instructional purposes, they will be paid at the rate of $21.22 per hour for all ranks.

Full-time faculty who replace faculty members will be required to increase their workweek by an amount equal to the extra time paid for replacing another faculty member.

Payment for PSAV Instructor teaching beyond the normal full load will be as follows:

PSAV Classes Associates or Required Credentials $30.40/hour Bachelors or Above Required Credentials $33.24/hour PSAV Auxiliary/Lab $26.54/hour

CCE Classes Associates or Required Credentials $30.40/hour Bachelors or Above Required Credentials $33.24/hour

Avocational Classes Associates or Required Credentials $21.45/hour Bachelors or Above Required Credentials $26.54/hour

N. Bargaining Unit Athletics and Intramurals Coaches are eligible to receive either a supplement, or points in lieu of a supplement.

Supplement Season Points Points Sports Per Semester (Semesters) Fall Spring Baseball - Men $3,000 2 9 Points 18 Points Asst. Baseball - Men $1,000 2 -- -- Basketball - Men $3,000 2 9 Points 18 Points Asst. Basketball - Men $1,000 2 -- --- Basketball - Women $3,000 2 9 Points 18 Points Asst. Basketball - Women $1,000 2 --- --- Softball - Women $3,000 2 --- --- Asst. Softball - Women $1,000 2 --- --- Volleyball - Women $3,000 2 9 Points 9 Points Asst. Volleyball - Women $1,000 2 --- --- Head coaches may receive an additional $3,000 for the summer term.



15BO. Bargaining Unit Intramurals Supplement Season Points Points Sport Per Semester (Semester) Fall Spring

Director $3,000 2 Points may be assigned in lieu of supplement.

The College may assign any of the previously listed responsibilities and/or activities as part of the regular instructional load. No one person may be paid for more than one sport per term. The employee may have responsibility for more than one activity, but for the second responsibility the individual will receive a reduction in the teaching load rather than a second supplement.

16BP. Bargaining Unit Selected Activities Persons assigned responsibility for the following activities may receive for the academic year (168-day contract) payments as follows:

168 Day Contract

Drama - Director $1,700 Drama - Technical Director $1,000 Beachcomber $2,000/semester fall and spring Galleon $1,700 Debate or Forensics $1,000 Brain Bowl Coach $2,000/semester fall and spring The College may assign the above-listed responsibilities and/or activities as a part of the regular instructional load. Bargaining unit members of officially approved student organizations shall receive a supplement of $200 to $900 per semester and up to $300 for each summer term of officially approved service, assuming that said service is not a part of a regular work assignment. The exact amount of the supplement for any advisor shall be decided by the Administration. For Drama Directors, the Beachcomber, the Galleon, full-time instructional faculty, counselors, and librarians will receive 9 points for the fall and spring terms. For Forensics, 9 points in the spring term teaching load will be allowed. Department Chairs will receive a supplement of $4,868.28 for the academic year, or Department Chairs who work 10 hour work weeks for either semester summer A or B will receive an additional $1,100 stipend.



17BQ. Endowed Chair

Faculty members may be recognized for extraordinary service by receiving one or more payments consistent with the guidelines which are published for the Endowed Faculty Chair Program.

18BR. Bargaining Unit Other Terms and Conditions

1. Assigning Full-time Faculty Load

It is the obligation of the Associate Dean and Dean to assign a full load of 90 points to a full-time faculty member, preferably on the faculty member’s home campus. If a full load cannot be assigned on the home campus, then the Associate Dean and/or Dean should make arrangements with the Dean and/or Associate Dean on another campus to schedule a course(s) to complete the full-time faculty member’s load of 90 points. When assigning full-time faculty members’ loads on a campus other than their home campuses, permission must be received from the faculty member’s supervisor before assignment and loading can be completed. A full-time faculty load is 90 points for the fall and spring terms. A minimum of 45 points must be taught in face-to-face instruction. A hybrid course is considered face-to-face instruction. No more than 27 in-load points (typically 3 sections) can be pure online in any major term. Any points over 45 (overload) in a term may be face-to-face, or one of the types of distance learning which would include pure online. All overloads are subject to approval of the appropriate Academic Dean.

2. Additional Responsibilities

The President or designee may also assign additional responsibilities with points in lieu of courses to complete a regular instructional load of any faculty member. Points will be assigned according to past practice or for new assignments according to an estimated proportion of a full-time load, which would be required to perform the needed services.

3. Salaries Paid from Grants

Unless funding is provided in any grant, no salary increases, one time payments or salary adjustments of any type will be granted on July 1 or the effective date of the Salary Schedule changes. No retroactive increases will be granted.

In addition to the salaries indicated in this salary schedule, the College may, with the consent of individual bargaining unit members, pay for non-instructional duties at other compensation levels, when a specific compensation level(s) is indicated in a grant. Such compensation levels may be higher or lower than the salaries noted in this salary schedule if mutually agreed upon by the Administration and the individual bargaining unit member. This position applies to hours above the hours of contractual work week.



4. Starting Salaries

Starting salaries for new instructional faculty, counselors, and librarians may be increased by 1.25 percent for each year of creditable full-time service up to a maximum of 12.5 percent above the salary range minimum. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.

5. Promotions

Instructional faculty, counselors, and librarians promoted to a higher level academic rank will receive additional annual compensation as follows: 168 day positions - $1,018 210 day positions - $1,273 228 day or 12 month positions - $1,382

6. Optional Payment

Depending upon funding availability, as determined at the discretion of the College, an appreciation check may be given to each unit member employed on a regular full-time basis in a paid status as of the date to be specified.

7. Collective Bargaining Agreement

Further details regarding salary information may be set forth in the Collective Bargaining Agreement.

S. Compensation Information Regarding Ungraded Positions 1. Adjunct/temporary instructors employed to teach independent studies or practicums will

be paid .30 per student times lecture/lab rate times 5.90.

2. Developing a Curriculum (DACUM) is reimbursed at the rate of $25.00 per hour.

3. College personnel who participate in the Honors Program are paid at a rate of $125.00 per

Honors Packet per instructor per term, not to exceed 10 packets. 4. Experiential learning evaluation activities will be paid at a bargaining unit member’s

hourly rate of pay.



20BT. Grant Funded Positions Grant funded positions normally fall within the College’s established compensation structure. However, for an employee to continue employment in a grant funded position beyond the end of the grant year there must be sufficient funding available in the grant. Increases may be provided to grant funded personnel equal to or less than regular College-funded employees effective July 1, provided there are sufficient funds available in the grant. Employees on grants must use annual leave before leaving the College or before the ending of the grant, as there is no pay out of leave balances for employees working on grants. Personnel employed on grants may be employed full or part-time. Administrators will not be eligible to receive compensation under grants during the terms of the contract. Other personnel may perform services and receive compensation under grants for duties performed during the time (e.g. summer A or B) when they do not have scheduled duty. The Director of Resource & Grant Development is not eligible for compensation under grants.

1. Exceptions to Grant Funded Positions

Grant funded positions are those where the position is funded completely by a grant. This applies whether the employee in that position was originally hired for a grant or originally hired in a College position but subsequently knowingly applied for and/or was employed in a grant position. If a College employee, who is paid as a general fund College employee, at the request of

the President or designee, moves into a grant funded position for a “time certain,” that employee retains the benefits of a College employee.

If grant funds pay a percentage of a general fund College position’s salary during the term of the grant or partial term of the grant, that position is not considered a “grant funded position.”

If grant funds result in a part-time College position becoming full-time during the term or partial term of a grant, the position is considered grant funded for purposes of full-time benefits.



2. Grant positions working within Palm Beach County School District

Prior to placement of program and active employment of staff within a Middle or High School, classification determination needs to be approved by the Office of Human Resources. Assignments in Middle and High Schools, during the regular academic year or while working in a program that runs consecutive with the School District summer school program includes the following: Site Coordinator $24.50 per hour

Bachelor’s degree and Florida Teaching Certificate required; must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks.

Academic Planning Grant Instructor

Certified Teachers $21.43 per hour Non-certified Teachers $17.68 per hour

Bachelors’ degree required; must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks. Additional requirement for Certified Teachers includes the Florida Teaching Certificate.

Academic Grant Support $11.53 per hour

Associates degree required; minimum of 1 year related experience (additional experience accepted in lieu of education); must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks.

Complete position information is available from the Office of Human Resources. Positions which do not meet the above descriptions and/or requirements need to be reviewed by the Office of Human Resources for proper classification and pay rate to be determined prior to active employment.



Index

BARGAINING UNIT ATHLETICS AND INTRAMURALS .............................................................. 42

BARGAINING UNIT INTRAMURALS ....................................................................................... 43

BARGAINING UNIT OTHER TERMS AND CONDITIONS ........................................................... 44

1. ASSIGNING FULL-TIME FACULTY LOAD .............................................................................................................. 44

2. ADDITIONAL RESPONSIBILITIES .......................................................................................................................... 44

3. SALARIES PAID FROM GRANTS........................................................................................................................... 44

4. STARTING SALARIES ........................................................................................................................................... 45

5. PROMOTIONS .................................................................................................................................................... 45

6. OPTIONAL PAYMENT.......................................................................................................................................... 45

7. COLLECTIVE BARGAINING AGREEMENT............................................................................................................. 45

BARGAINING UNIT SALARY FOR OTHER SERVICES ................................................................ 41

BARGAINING UNIT SALARY INFORMATION .......................................................................... 40

BARGAINING UNIT SELECTED ACTIVITIES ............................................................................. 43

COMPENSATION INFORMATION REGARDING UNGRADED POSITIONS .................................. 45

COMPENSATION POLICIES AND PROCEDURES ........................................................................ 4

CREDIT ADJUNCT PAY RATE ................................................................................................. 36

ENDOWED CHAIR ................................................................................................................ 44

GRANT-FUNDED POSITIONS ................................................................................................. 46

1. EXCEPTIONS TO GRANT-FUNDED POSITIONS .................................................................................................... 46

2. GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT ............................................ 47

INDEX .................................................................................................................................. 48

INTRODUCTION ..................................................................................................................... 4

LISTING OF FULL-TIME POSITIONS BY JOB TITLE ................................................................... 21

MISCELLANEOUS AND ON-CALL PAY (OPS) RATES ................................................................ 34

NON-CREDIT ADJUNCT PAY RATE ......................................................................................... 37

1. PSAV ADJUNCT INSTRUCTOR ............................................................................................................................. 38

2. PSAV AUXILIARY/LAB INSTRUCTOR .................................................................................................................... 38

3. CCE ADJUNCT INSTRUCTOR ............................................................................................................................... 38

4. AVOCATIONAL ADJUNCT INSTRUCTOR .............................................................................................................. 38

NON-UNIT FULL-TIME COMPENSATION POLICIES AND PROCEDURES ...................................... 4

1. WAGE AND SALARY STRUCTURE .......................................................................................................................... 4

2. ABOVE RANGE MAXIMUM ................................................................................................................................... 5

3. SALARY STRUCTURE REVIEW ............................................................................................................................... 5



4. SALARY INCREASES ............................................................................................................................................... 5

5. STARTING SALARY RATES AND OFFERS OF EMPLOYMENT .................................................................................. 6

6. PROMOTIONAL INCREASES .................................................................................................................................. 6

7. LATERAL TRANSFERS ............................................................................................................................................ 6

8. DEMOTIONS ......................................................................................................................................................... 7

9. RECLASSIFICATIONS ............................................................................................................................................. 7

10. TEMPORARY ASSIGNMENT ................................................................................................................................ 8

11. COMPENSATION MANAGEMENT POLICY .......................................................................................................... 8

12. RESPONSIBILITIES OF SUPERVISORS .................................................................................................................. 8

13. RESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES .............................................................................. 9

14. ROUNDING FACTOR ........................................................................................................................................... 9

15. PRESIDENT ......................................................................................................................................................... 9

16. 210 PERSONNEL ................................................................................................................................................. 9

17. SENIOR MANAGEMENT ..................................................................................................................................... 9

18. WORKWEEK ....................................................................................................................................................... 9

19. VARYING HOURS AND SCHEDULES .................................................................................................................. 10

20. PAYROLL AND BENEFIT OVERPAYMENT .......................................................................................................... 10

21. EXEMPT AND NON-EXEMPT STATUS DEFINED ................................................................................................ 10

22. OVERTIME PAY ................................................................................................................................................. 10

23. WEIGHTED AVERAGE FOR OVERTIME PAY ...................................................................................................... 11

24. COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL COVERAGE ......................................................................................................................................................... 12

25. ADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES ...................................................... 14

26. REGULAR PART-TIME POSITIONS ..................................................................................................................... 14

27. TEMPORARY POSITIONS (OPS) ......................................................................................................................... 15

28. STUDENT PERSONNEL ...................................................................................................................................... 16

29. WORK STUDY STUDENTS ................................................................................................................................. 17

30. STUDENT ASSISTANTS ...................................................................................................................................... 17

31. INTERNATIONAL STUDENTS ............................................................................................................................. 18

32. GUIDELINES FOR MINORS IN THE WORKPLACE ............................................................................................... 18

33. PAYROLL DATES................................................................................................................................................ 18

34. PERSONNEL ACTION FORM (PAF) .................................................................................................................... 19

35. OPTIONAL PAYMENT........................................................................................................................................ 20

NON-UNIT FULL-TIME SALARY RANGES ................................................................................ 31

NON-UNIT PART-TIME & TEMPORARY PERSONNEL (OPS) PAY SCHEDULE ............................. 32

PROFESSIONAL DAILY RATE ................................................................................................. 39

SUBSTITUTE ADJUNCT RATES ............................................................................................... 39

SUPPLEMENTAL PAYMENTS ................................................................................................. 39

Salary Schedule

The Office of Human Resources

Palm Beach State College is an equal access, equal opportunity institution. The College complies with all

state and federal laws granting rights to applicants for employment or admission to the College. The

College prohibits unlawful discrimination on the basis of race, color, creed, ethnicity, national origin,

gender, sexual orientation, age, religion, marital status, veteran status, disability or pregnancy in any of

its employment or educational programs or activities.

http://www.palmbeachstate.edu/hrpolicies.xml

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