Salary Determination Method
Alamance Community College uses a salary determination formula to establish the rate of pay for full-time employees. The formula is based upon the following: experience (1/3); expertise (1/3); and education (1/3).
Market Demand for Faculty Positions
Faculty positions are assigned a “Market Demand” level to determine the appropriate salary. This Market Demand is based on the personal and professional qualifications of individual positions as outlined in the job description and the number of persons qualified in the labor market. Within this approach, an employee’s market demand level is determined by the assigned position rather than by his degree, experience, seniority within the College, or other factors. The market demand level for a given position may be changed from time to time as a result of a redefinition of duties. As a general rule, an employee’s market demand level will change only through reassignment to a less demanding or a more demanding position.
There are three market demand levels for positions: Base; Market Demand 1; and Market Demand 2. Salary Scale for each is evaluated annually. (INCLUDE REFERENCE TO SCALE)
The supply-demand level of a department head is one level above the instructors in that department.
Salary Scale for Staff Positions
The salary scale for Staff positions determines the salary range for such positions (INCLUDE REFERENCE HERE). This determination is based on education and experience as defined in each position’s official job description, and market demand, determined by recruitment ease or difficulty, and market research.
Levels of educational preparation acceptable to and recognized by the College have been established for each position. In each case, job descriptions carry the minimum requirements.
Advanced degrees and certifications will be reviewed by the College President, who will determine if a salary increase is appropriate. Prior approval is required (REFERENCE EDUCATIONAL ADVANCEMENT FORM). If the College President determines that a salary increase is appropriate, the salary increase will normally be three percent. For new degrees received between July 1 and June 30, salary adjustments are made to become effective at the next contract renewal date, normally July 1, provided funds are available and legislation permits. Official transcripts must be sent to the Human Resources Office as soon as possible after the new degree is awarded.
Degrees from Non-Regionally Accredited Institutions
The requirements of various accrediting agencies are extensive. The College does not have the resources to evaluate and equate the academic appropriateness of applicants who possess degrees from non-regionally accredited institutions, especially degrees from colleges not located in the United States. Persons holding such degrees who wish to apply for employment must provide to the College unquestionable evidence that the applicant has both adequate and appropriate academic preparation. Such evidence may include such documents as formal appraisals of transcripts by established agencies in the business of appraising and evaluating transcripts. For pay purposes, advanced degrees (above the baccalaureate) will only be recognized if granted by institutions accredited by a regional accreditation association of the United States (i.e. New England Association of Schools and Colleges, Middle States Association of Colleges and Schools, North Central Association of Colleges and Schools, Northwest Commission on Colleges and Universities, Southern Association of Colleges and Schools, and Western Association of Schools and Colleges) or a college or university nationally recognized in another country and recognized by the University of North Carolina System as meeting all accreditation criteria or otherwise authenticated.
The Legislature has historically appropriated salary funds on an annual basis. Therefore, the salary scale has changed at least once each year. The college’s current salary chart is available online at INSERT HERE.
Within certain limitations, Alamance Community College employees are credited with prior employment experiences on the theory that such experiences enhance the individual’s potential for performance. These employment experiences are converted into “units of creditable experiences” which are entered into the salary formula and become a significant factor in determining the individual’s rate of pay. To be “creditable,” the work experiences must have been in education or other areas that relate directly to the employee’s work assignment at ACC. In evaluating experience credits, the following will apply:
- “Educational experience” will be defined as teaching and/or administrative experience in a bona fide educational institution or agency.
- “Full-time experience” will be defined as a full teaching load, a 40-hour week, or an equivalent work assignment over the period of time claimed.
- A “year” of experience will be defined as from nine to twelve months, or the equivalent, of full-time employment within an appropriate 12-month period.
- One “experience unit” is equal to one year of creditable experience.
- One-half “experience unit” is equal to six months but less than nine months. No work experience units will be awarded for periods of less than six months.
- Other definitions and interpretations will follow county and state guidelines.
As a general rule, credit will not be granted for student teaching, internships, or other experiences, which earn credits and/or apply toward educational program or degree requirements.
The three elements of the salary formula are:
The President makes the final salary decision.
Miscellaneous Aspects of Salary Administration
Market Demand—The Market Demand is based on the College’s need and its experience relative to job market availability and prevailing wage rates in the area. As these factors change, the level is subject to change as determined to be necessary by the College.
Discretionary Positions—When a position considered to be essential to the operation of the College and the achievement of its purposes cannot be filled by a qualified employee within the salary provided by the formula, the College President may declare it a discretionary position and establish a salary level in accordance with the prevailing area wage rate.
Change in Position—Generally, a promotion will result in a salary increase resulting from an employment category change or a Market Demand Level change. Similarly, a change in a position to a lesser-funded employment category or Market Demand Level will result in a decrease in salary.
Status Change—It is the responsibility of the employee to report to the College’s Human Resources Office all appropriate changes in status (example: report the acquiring of advanced degrees).