A. POSITION CLASSIFICATIONS COVERED

1. All full-time Instructors, Educational Training Specialists, Counselors (including those with supplemental responsibilities as Department Chairperson, Counselor Coordinator, Instructional Coordinator, Program Coordinator, Instructional Director, Federal Programs Coordinator, Collegewide Coordinator, and Assessment Coordinator), Educational Media Specialists, Financial Aid Officers, Assistant Financial Aid Officers, Head Librarians, Librarians, Placement Officers, Registrars, Assistant Registrars, and Instructional Designers.

2. Classifications may also be authorized by the President, after review by the Human Resources and Legal Affairs Department, in cases where the duties to be performed are not covered by an existing classification specification.

B. RECRUITMENT AND SELECTION OF EMPLOYEES

1. The College Affirmative Action Plan shall be followed in the recruitment and selection of employees.

2. Employees shall be selected on the basis of performance capability relating to the specific needs of the College.

3. There shall be a requirement of a minimum of a bachelor's degree and four years of relevant work experience unless waived by the Vice President and Campus Director with the approval of the President.

C. DEFINITION OF RELEVANT WORK EXPERIENCE

Relevant work experience for purposes of this Plan shall mean:

1. Those occupational/professional activities for pay which in purpose and function bear a direct relationship to the requirements for successful performance in the Delaware Technical & Community College position, and which would tend to contribute to the depth and breadth of a staff member in ways not ordinarily associated with formal educational training.

2. While no fixed rules are established to measure such relevance, the College administration reserves discretionary rights in assessing the relevant work experience of any prospective candidate for employment.

3. Acceptance by the prospective employee of the relevant experience as determined by the College shall be a condition of employment, and shall be specified on the Personnel Data Form and on the Salary Plan A & D New Hire Education and Experience Summary Form.

D. SALARY REVIEW

1. Salaries shall be reviewed annually by the Board of Trustees, and the Board shall make recommendations for such adjustments as it deems appropriate to the Budget Office and Controller General's Office.

2. In making the recommendations referred to above, the Board shall consider such factors as changes in the cost of living and salaries paid by other educational institutions, other State agencies, and private employers.

E. ENTRY SALARIES

1. Entry salaries, subject to those exceptions which may be authorized by the Board as provided in E.2 or as a result of a Degree Equivalency as provided in E.3, shall be based on years of relevant work experience as defined above, up to and including twenty-five years, and on academic preparation (earned degrees must be granted by a regionally accredited college or university or, in the case of international degrees, must be recognized and approved by the country issuing the degree and must be equivalent to United States regional accreditation standards). Entry salaries for ten- and twelve-month employees, excluding those established in accordance with E.2, are listed on Pages 12 and 13. These entry salaries are established in compliance with Delaware Code, Title 14, Section 9219. Employees newly hired under provisions of Section E.2 of this Plan may be offered a salary by the Board of Trustees that exceeds the scheduled salary by up to 15%. In such cases, salaries of applicable current employees shall be adjusted in accordance with Section E.2.e.

2. In cases where in the judgment of the Vice President and Campus Director it is highly unlikely that a suitably qualified individual can be employed and retained for a specific Salary Plan A position vacancy because the salary levels referred to in E.1 may not be competitive, the Vice President and Campus Director shall utilize the following procedure:

>a. Establish a Review Committee consisting of the appropriate Dean, two Salary Plan A employees, and the Campus Affirmative Action Representative.

b. The Committee shall promptly consider the specific reasons cited by the Vice President and Campus Director for his/her conclusions as well as others it deems appropriate and notify the Vice President and Campus Director in writing of its conclusions within a time period specified by the Vice President and Campus Director.

c. After considering the conclusions of the Committee, the Vice President and Campus Director may attempt to fill the position utilizing the established salary schedules; or may submit a written request, with documentation establishing the field as being one in which it is difficult to hire, to the President asking the Board of Trustees to authorize a higher entry salary that exceeds the entry salary schedules by up to 15%.

d. The President shall arrange for a review and action by the Board of Trustees. In arriving at a decision, the Board shall consider the written recommendations of the Vice President and Campus Director, the Review Committee and those of the President as well as other factors it deems appropriate. Positive determinations must be reported by the Board to the State Budget Director and to the Controller General prior to offering a salary that exceeds the scheduled salary by up to 15%.

e. The annual base salary resulting from any salary exception made under provisions of this Section shall not exceed the individual salary being paid, at the time the exception is made, to any existing Salary Plan A employee meeting all of the following conditions, unless such existing Salary Plan A employee's salary is adjusted to the higher salary paid to the newly hired Salary Plan A employee. The existing Salary Plan A employee must:

(1) have an Index Cell Value the same as or higher than that of the newly hired Salary Plan A employee;

(2) (a) be assigned to the same campus and department to which the newly hired Salary Plan A employee is assigned; or

(b) be assigned to another department having the same name at a campus within the same county to which the newly hired Salary Plan A employee is assigned;

(3) be qualified at that time, in the judgment of the Vice President and Campus Director, to teach the same course offering(s) as the newly hired Salary Plan A employee is expected to teach. (This condition applies only to Instructors.)

The above comparisons are applicable only to exceptions made after the initial approval of this subsection by the Board of Trustees on November l8, l986.

3. In cases where the President has determined that it is not usual and customary for an individual to have attained a bachelor's degree or higher in a field of study at Delaware Technical & Community College to be hired in Salary Plan A, the Vice Presidents and Campus Directors may, for initial hiring purposes only, place an individual in the Salary Plan by utilizing the following Table of Degree Equivalents:

For these individuals the Salary Plan A Index Salary Schedule may be interpreted as: "bachelor's degree" means the equivalent of two (2) years of full-time college or technical training, plus six (6) years of trade experience; "bachelor's degree plus 15 graduate credits" means the equivalent of two-and-one-half (2 1/2) years of full-time college or technical training, plus six (6) years of trade experience; "bachelor's degree plus 30 graduate credits" means the equivalent of three (3) years of full-time college or technical training, plus six (6) years of trade experience. For the purpose of placement on the Salary Plan A Index Salary Schedule, any years of trade experience counted toward a degree equivalent cannot also be counted toward "years of experience." Likewise, any years of trade experience counted toward "years of experience" cannot be counted later toward a degree equivalent. For those individuals placed on the Salary Plan A Index Salary Schedule where the Table of Degree Equivalents is utilized, the Degree Equivalent Agreement for Salary Plan A Employees (Form PD-5) shall be completed.

F. CREDIT FOR EARNED DEGREES AND ADDITIONAL CREDITS

1. As dictated by the Professional Development Plan, earning a degree from a recognized college or university, and/or attaining additional recognized credits subsequent to earning a degree, which is/are relevant and usable to one's work assignment, shall entitle the employee to advance on the Index Salary Schedule.

2. For the purpose of this section relative to earned degrees, "Earning" shall mean written certification (official transcript) by the granting institution that all of the requirements for the degree have been satisfied.

3. In accordance with provisions set forth in Delaware Code, Title 14, Section 9219 (c)(1), placement on the index shall be based on the employee's actual degree, additional credits, and years of relevant experience as of July 1 of that fiscal year. Advancement for additional degrees and credits completed no later than December 31 will become effective on January 1. Advancement in any of these areas after January 1 will become effective for salary purposes on July 1 of the following fiscal year.

G. SALARY SUPPLEMENTS FOR DEPARTMENT CHAIRPERSON, COUNSELOR COORDINATOR, PROGRAM COORDINATOR, INSTRUCTIONAL COORDINATOR, INSTRUCTIONAL DIRECTOR, FEDERAL PROGRAMS COORDINATOR, COLLEGEWIDE COORDINATOR, AND ASSESSMENT COORDINATOR  RESPONSIBILITIES

1. Department Chairpersons and Counselor Coordinators

Employees designated as Department Chairpersons and Counselor Coordinators are appointed by and serve at the pleasure of the Vice President and Campus Director, and report to the appropriate Dean. Department Chairpersons have responsibility for planning, organizing, coordinating, and supervising a department, and for ensuring the academic quality of the department. Counselor Coordinators have responsibility for assisting the Dean of Student Services by overseeing activities, assigning responsibilities, and evaluating counselors within Student Services, and for assisting in the development of new and revised counseling services. Employees with responsibilities as either Department Chairperson or Counselor Coordinator shall receive annual salary supplements as follows:

a. Department Chairpersons

Full-time and part-time faculty, as well as full-time and part-time classroom, laboratory, and library positions, which directly support instructional activities during the fiscal year.

b. Counselor Coordinators

Full-time and part-time counselors which support student services activities during the fiscal year.

Secretarial/clerical positions will be excluded. The amount of this supplement will be determined by totaling the number of full-time positions plus part-time positions converted to a full-time equivalency.

Supplements for the number of full-time staff supervised will be computed at the beginning of each fiscal year and paid throughout the fiscal year. Additional supplements for supervision of part-time staff, when applicable, will be paid as a bonus by the end of the fiscal year, or upon termination of chairperson responsibilities should such occur within the fiscal year. There will be no mid-year changes in the supplement as a result of additions or deletions to staff.

2. Program Coordinator

Employees designated as Program Coordinator have responsibility for administrative oversight of a program and ensuring the academic quality of the program. These employees are appointed by and serve at the pleasure of the Vice President and Campus Director, and report to the respective Department Chairperson or Instructional Director. The annual salary supplement shall be $2,000.

3. Instructional Coordinators

Employees designated as Instructional Coordinators have responsibility for assisting Department Chairpersons in ensuring the integrity of the academic program and developing and maintaining flexible and innovative instructional delivery systems. These employees are appointed by and serve at the pleasure of the Vice President and Campus Director. The annual salary supplement shall be $2,000.

4. Instructional Directors

Employees designated as Instructional Directors have responsibility for administrative oversight for a group of departments/programs of such size or complexity to warrant such oversight, and for ensuring the academic quality of the departments/programs within the group. These employees are appointed by and serve at the pleasure of the Vice President and Campus Director and report to the Dean of Instruction. The annual salary supplement shall be $4,000.

5. Federal Programs Coordinators

Employees designated as Federal Programs Coordinators have administrative responsibilities and oversight of all campus federally funded programs. These employees are appointed by and serve at the pleasure of the Vice President and Campus Director. The annual salary supplement shall be $2,500.

6. Collegewide Coordinators

Employees designated as Collegewide Coordinators are responsible for providing administrative direction and oversight to Collegewide committees in designated operational areas. These employees are appointed by and serve at the pleasure of the President. The annual salary supplement shall be ten percent of their annual base salary.

7. Assessment Coordinators

Employees designated as Assessment Coordinators have the responsibility for administration of campus Student Learning Outcomes Assessment (SLOA) and Educational Support Outcomes Assessment (ESOA).  These employees are appointed by and serve at the pleasure of the Vice President and Campus Director.  The annual salary supplement shall be $2,000.  (Approved by the Board of Trustees, 6/8/04)

8.Campus International Coordinators

Employees designated as International Education Campus Coordinators are responsible for providing administrative oversight and direction on international education initiatives.  These employees are appointed by and serve at the pleasure of the President. The annual salary supplement shall be $2,000. (Approved by Board of Trustees, 4/12/05)

H. ACTING POSITIONS

1. Vice Presidents and Campus Directors (President for Office of the President) may appoint employees to acting positions for up to twelve months. Campus appointments extending beyond twelve months require the approval of the President.

2. Employees in positions in Salary Plan A who serve in acting positions in Salary Plan B for thirty (30) calendar days or more shall receive for the entire period of the appointment the difference between their annual base salary and the entry minimum of the Salary Plan B pay grade to which they are appointed. Employees whose Salary Plan A annual base salary is at or above the maximum of the Salary Plan B pay grade shall receive no acting supplement.

3. Employees in positions in Salary Plan A serving in other acting positions within the Plan for thirty (30) calendar days or more shall receive as a supplement for the entire period of the appointment five percent to ten percent of their annual base salary only under one or more of the following circumstances:

a. The employee will continue to perform duties of his/her regular position.

b. The position to be filled on an acting basis is in another county, and the employee does not reside in that county.

c. Other circumstances where the President deems that payment of the supplement is in keeping with the best interests of the employee and the College.

4. The salaries of employees in positions in Salary Plan A who serve in acting positions in Salary Plan D for thirty (30) calendar days or more shall be determined in accordance with Section E, Entry Salaries, of Salary Plan D.

5. Those employees carrying out supplemental Department Chairperson, Counselor Coordinator, Program Coordinator, Instructional Coordinator, Federal Programs Coordinator, Instructional Director, Federal Programs Coordinator, Collegewide Coordinator, or Assessment Coordinator responsibilities on an acting basis shall receive the applicable supplement specified in Section G.

6. Salary increases mandated by the General Assembly or the Board of Trustees are to be calculated as follows:

For Eligible Employees With Supplemental Responsibilities of Acting Department Chairpersons, Counselor Coordinators, Program Coordinators, Instructional Coordinators, Instructional Directors, Federal Programs Coordinators, Collegewide Coordinators or Assessment Coordinators

The salary increase shall be calculated on the employee's annual base salary in the same manner as increases for regular Salary Plan A employees with the supplemental responsibilities listed above.

For Eligible Employees Serving on an Acting Basis in All Other Positions

The salary increase shall be calculated on the employee's total compensation; i.e., the annual base salary plus the acting supplement.

When the employee leaves acting status, the annual base salary shall be that rate in effect when appointed to acting status plus any increases for which he/she is eligible that occurred during the acting status period.

I. TRANSFERS TO OTHER POSITION CLASSIFICATIONS

1. Transfers to Salary Plan B

The Vice President and Campus Director after approval by the President, and President for Office of the President, shall authorize an annual salary for employees transferring to Salary Plan B positions based on the qualifications of the employee, which shall not be less than the minimum entry salary nor more than the midpoint of the Salary Plan B pay grade. Any decrease in salary shall become effective at the beginning of the following fiscal year.

2. Transfers to Salary Plan D

The salaries of employees transferring to positions in Salary Plan D shall be determined in accordance with Section E, Entry Salaries, of Salary Plan D.

3. Transfers Within Salary Plan A

No change in salary.

4. Exceptions to I.1, 2, and 3

Exceptions to the above policies may be authorized by the President, after review by the Human Resources and Legal Affairs Department, in cases where in his/her judgment application of these policies would result in inequitable treatment of an employee and/or would not be in keeping with the best interests of the College.

J. All of the provisions of Salary Plan A are subject to any applicable federal and State laws and regulations, the Personnel Policy Manual, the Professional Development Plan, the Manual of Procedural Guidelines, and the availability of funds.

Salary Plan A Index Schedule