This policy sets out the parameters for compensation and benefits for employees of Santa Fe Community College (SFCC or College). It assigns responsibility for definition and oversight of the policy.
Scope and Applicability
This policy applies to all employees.
It is the policy of SFCC to commit itself to a fair and equitable compensation and benefits package for its employees. The Office of Human Resources is responsible for developing and maintaining a comprehensive benefits plan for various categories of employees as applicable to the status and term of employee’s employment while in compliance with all State and Federal employment laws and regulations.
- Adjunct Faculty are contracted to teach on a course by course basis.
- Core Faculty: A full-time or part-time faculty member who has successfully completed the faculty probationary period.
- Employee is any member of the college workforce: all staff (regular full-time, regular part-time, term, temporary, probationary and sensitive position); all student employees; all faculty (full-time, part-time, adjunct and probationary); all administrators, including interim; all contract employees.
- Faculty are those employees whose position is to instruct students.
- Full-Time Employee is one who is scheduled to work an average of 30 or more hours per week.
- Look-Back Period is defined as the time period used to determine eligibility for medical benefits for employees scheduled to work less than 30 hours per week. If during the look-back period (SFCC uses the 12 months just prior to the determination of eligibility) the employee works an average of 30 hours or more per week, including all assignments for which they are paid, the employee will become eligible for medical benefits. Enrollment in benefits is not retroactive. Anyone who works fewer than 30 hours per week, on average, is not eligible for medical benefits.
- Part-Time Employee is one who is scheduled to work less than 30 hours per week regularly.
- Part-Time Faculty Members are contracted to teach a specific number of credit hours per semester rather than on a course by course basis. Part-time faculty will be required to provide availability of hours to students and do college service.
- Regular Employee is one who is hired to fill a regular full- or part-time position and who has successfully completed their probationary period.
- Term Employee is one who is hired to work in a grant-funded position or with a specific term of employment.
- Temporary Employee is one who is hired to fill a full- or part-time position for a specified period.
- Annually, the Vice President of Finance/Chief Financial Officer shall present to the President a proposed compensation package. The President shall review and, if necessary, revise the compensation package and present it to the Governing Board for final approval. The Governing Board shall approve the compensation package in an open public meeting of the Governing Board. At least once every three years, the President shall review with the Governing Board the College’s compensation packages and the methodology on which they are based.
- Non-contract employees’ salaries shall be paid according to a salary schedule and wage schedule developed by the Office of Human Resources, vetted through the shared governance process, and then approved by the President. Governance Council may review proposed schedules and feedback will be sought and incorporated where feasible, but the Governing Board still has ultimate authority for setting salary and wage rates. Generally, a probationary employee’s placement on the salary schedule or wage scale shall be determined on a salary determination/analysis matrix as approved by the Vice President of Finance/Chief Financial Officer. In certain situations, a probationary employee’s salary may not correspond to the salary schedule or wage scale when the College cannot otherwise fill a specialized staff and/or faculty position due to unique demands of the type of employee sought. It is both the intent and practice of the institution to not go below a salary listed on the matrix.
- All salary schedules and wage schedules require budget approval and may be adjusted through Governing Board action for budgetary consideration.
- At the President’s discretion, they may determine a new hire’s initial salary based on critical institutional needs, but must at minimum meet the salary criteria outlined in the Salary Matrices.
- All Regular Status and Adjunct Faculty shall be compensated in accordance to the Salary Matrices as vetted through shared governance and approved by the Governing Board, with the exception as noted in Item A.2 above.
- A Contract Employee’s salary is set according to the terms of their contract.
- Salary adjustments
- The amount allocated for salary adjustments is recommended, if warranted, each year by the President to the Governing Board based on the competitive position of the College salaries, the cost of living, and the availability of funds. Salary changes are granted by the Governing Board annually, to be effective at the beginning of each fiscal year on July 1. Annual salary increases for employees who have worked fewer than 12 months shall be prorated by the number of months worked in the fiscal year.
- Salary adjustments may be granted during the year as recommended by the Office of Human Resources and the Vice President of Finance/Chief Financial Officer, with the approval of the President.
- Employees who are temporary, adjunct faculty, contract employees and student workers do not normally receive annual salary increases unless it is necessary to bring that employees’ salary up to the minimum of their respective salary range or to the College’s minimum wage.
- Supplemental Compensation
- The compensation of regular full- and part-time staff selected to render service for other departments of the College and/or to perform duties that are substantially outside the scope or reasonable potential scope of the individual’s position and/or normal work schedule shall be submitted to the Office of Human Resources for review and documentation. Supplemental compensation of faculty members is described in the Procedures for this policy. Supplemental compensation arrangements must be approved by the employing department Director, appropriate Vice President, the Finance Office and the Office of Human Resources.
- Employee Benefits
- The College is committed to providing eligible employees an exceptional comprehensive benefits package within budget constraints.
- Regular Full-time Staff, Core Faculty and Term employees working 30 hours or more per week are eligible for group Medical, Dental, Vision, Basic Life Insurance, Additional Life Insurance, and Long-term Disability Insurance.
- All Part-time Faculty, Adjunct Faculty and Temporary employees working an average of 30 hours or more per week are eligible for Medical and Basic Life Insurance only.
- The look-back period, in compliance with the law, is 12 months for determining eligibility for the medical benefits.
- The College offers Workers Compensation, Family Medical Leave, Retirement plans, Supplemental Retirement Plans, Flexible Spending Accounts, Tuition Waiver, Health Promotion, staff development, Earned Educational Leave, Employee Paid Short-Term Disability, Voluntary Retirement Plans, paid holidays and various leave benefits in accordance with eligibility requirements for each (see SFCC Policy 4-15 Family Medical Leave, SFCC Policy 4-35 Leave, and SFCC Policy 4-23 Holiday and Campus Closures for details).
- Tuition Assistance and Registration Fees
- All regular status Full-time Staff, Full-time Faculty and Part-time employees along with spouses, domestic partners and legal dependents are eligible upon registering and completing the Employee Education Benefits (EEB) form for a total of six credit hours per semester that is used by the employee or shared by a member of the employee’s immediate family as defined above.
- Credit or noncredit courses are at SFCC only.
- Employees must clear participation in the class with their supervisor prior to applying for the benefit if the class occurs during business hours.
- Adjunct faculty members shall be eligible upon registering and completing the Employee Education Benefits form for a total of six credit hours per semester, or equivalent in monetary value for a noncredit course for the semester they are currently teaching and on active status. This benefit is only applicable for the adjunct employee and is not extended to family members.
- The Employee Education Benefits form must be submitted at least five business days prior to the payment deadline. Cost of lab fees and other fees shall be paid by the employee or family member immediately to avoid disenrollment.
- Eligibility for this benefit is in addition to the Staff Development benefit described below.
- Employee Health Promotion
- In order to promote the health and fitness of College employees, the College encourages its employees to participate in Health, Physical Education and Recreation (HPER) courses by waiving the HPER lab fee.
- Full-time Regular Employees and Core Faculty Members, including those in probationary status, may take 90-minutes per week of paid release time to attend a HPER course with the approval of the supervisor. The supervisor shall make every effort to authorize paid release time for their employees and determines the scheduling of release time based on office needs.
- . Staff Development
- Regular status full-time or part-time employees are eligible to register for credit classes or continuing education classes that are directly related to improving work skill for the current job. The cost of tuition, fees, and books shall be covered by the College. Credit classes must be taken for credit, not audited, to be eligible for this benefit. Completion of the Staff Development form and supervisor’s approval are required.
- Employees must successfully complete the course with a grade of “C” or better. Proof of final grade is required and must be submitted to the Office of Human Resources. If this grade level requirement is not met, employees are required to reimburse the College for all expenses connected to the class along with a reduction of accrued annual leave hours for work time used to attend classes.
- Universities Offer a Tuition Waiver Program
- Some colleges and universities have agreed to offer a tuition waiver to regular employees of SFCC. The number of credit hours per semester will vary from institution to institution. Employees should refer to the SFCC Intranet for participating colleges and universities and other information.
Statement of Accountability/Responsibility
The President, through the Executive Director of Human Resources and the Office of Human Resources, shall be responsible for enforcing human resources policies and procedures. The Office of Human Resources shall work with the different departments and offices to comply with this policy and develop procedures that will enforce this policy regarding awareness, prevention, and remediation.
SFCC Governing Board approved: 9/20/07
Revised and Governing Board approved: 9/02/09
Revised and Governing Board approved: 10/19/09
Revised and Governing Board approved: 10/27/09
Revised and Governing Board approved: 6/24/10
Revised and Governing Board approved: 7/29/10
Revised and Governing Board approved: 12/16/14
Revised and Governing Board approved: 12/13/17