A. EMPLOYEES COMPENSATED IN ACCORDANCE
WITH SALARY PLAN B

All full-time employees of the College in positions listed beginning on Page 8 of this Plan shall be compensated in accordance with Salary Plan B.

B. POSITION CLASSIFICATIONS COVERED

1. Position classifications authorized by the Board of Trustees are those listed beginning on Page 8.

2. All position classifications and pay grade designations, utilizing a merit comparable classification procedure, require advance review by the Human Resources and Legal Affairs Department and approval by the Board.

C. 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. An earned degree required as a minimum qualification for a position covered by this Plan must be attained from a regionally accredited college or university.

4. Classification specifications which include the minimum qualifications for each position shall be maintained by the Office of the President and shall be adhered to in the selection and classification of all employees.

D. PAY GRADES AND RANGES

Current pay grades and ranges authorized by the Board are listed beginning on Page 8.

E. ENTRY SALARIES

All new employees shall start at the minimum (80% of midpoint) of the pay grade with the following exception:

In exceptional circumstances the College President may authorize a new hire rate beyond 80% up to and including 100% of midpoint of the pay grade. Hiring beyond 100% of midpoint requires the signatures of the State Budget Director and Controller General.

In the event that a starting rate higher than 80% is authorized, the Office of the President Human Resources Department shall identify all equally or more qualified incumbents of the same classification within the College receiving a lower rate, if any. The President shall provide that the annual base rate of those employees be increased to the higher pay rate.

F. 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.

G. 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 the 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.

H. ANNUAL SALARY ADJUSTMENTS

1. All eligible Salary Plan B employees will receive the general salary increase as provided by each fiscal year's Budget Bill.

2. All eligible Salary Plan B employees will receive a mid-point adjustment increase within the fiscal year if provided by the Budget Bill. To be eligible, employees must meet the criteria specified in the Budget Bill.

I. CREDIT FOR EARNED DEGREES

1. Employees earning a degree from a recognized college or university shall be entitled to a one-time bonus.

2. Entitlement to this one-time bonus is as follows:

Degree Held	Degree Earned	Bonus
None	Associate's	$2,000
None	Bachelor's	$4,000
Associate's	Bachelor's	$2,000
Bachelor's	Master's	$2,000
Master's	Doctorate	$3,000

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

4. The bonus payment for such earned degrees shall be paid within 30 working days of the College's receipt of such written certification.

(I.l & I.2. amended by Board of Trustees on 6/8/04 retroactive to January 1, 2004 )

J. 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. Appointments extending beyond twelve months also require the approval of the President.

2. Employees in Salary Plan B serving in acting positions in Salary Plan B pay grades above those of their regular positions for thirty (30) calendar days or more shall receive as a supplement for the entire period of the appointment five to ten percent of their annual base salary; or if it is greater, the difference between their annual base salary and the minimum (80% of midpoint) of the Salary Plan B pay grade to which they are appointed. Employees for whom the acting supplement increase will place their annual base salary at or above the maximum of the new pay grade, or if their annual base salary is already above the maximum of the new pay grade, shall receive a five percent acting supplement. A five to ten percent supplement shall also be paid to Salary Plan B employees serving for thirty (30) calendar days or more in positions in the same pay grades as their regular positions 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.

3. The salaries of employees in positions in Salary Plan B who serve in acting positions in Salary Plan A for thirty (30) calendar days or more shall be determined in accordance with Section E, Entry Salaries, of Salary Plan A. If their annual base salary exceeds the applicable Salary Plan A Index salary, no supplement will be paid.

4. The salaries of employees in positions in Salary Plan B 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. If their annual base salary exceeds the applicable Salary Plan D Index salary, no supplement will be paid.

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

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.

K. POSITION RECLASSIFICATION AND REGRADE

1. To a Higher Pay Grade

Employees in reclassified and/or regraded positions shall receive an increase of five percent of their current annual base salary or to the minimum (80% of midpoint) of the new pay grade, whichever is greater. It should be noted that employees in reclassified positions which have a pay grade less than or equal to a previously held pay grade shall not receive an increase in their annual base salary.

2. To a Lower Pay Grade

No change in salary.

L. TRANSFERS TO OTHER POSITION CLASSIFICATIONS

1. Transfers to Salary Plan A

The salaries of employees transferring to positions in Salary Plan A shall be determined in accordance with Section E, Entry Salaries, of Salary Plan A. Credit for relevant experience, subject to the existing maximum of twenty-six years, shall include credit for all relevant experience gained up to time of transfer. Any decrease in salary shall become effective at the beginning of the next 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. Any decrease in salary shall be effective at the beginning of the next fiscal year.

3. Transfers from One Position Classification to Another Within the Same Pay Grade

No change in salary.

M. EMPLOYEE PROMOTION

Employees promoted to a higher pay grade shall receive, after approval of the Vice President and Campus Director (President for the Office of the President), a five to ten percent salary increase or the minimum (80% of midpoint) of the new pay grade, whichever is greater. Employees for whom the increase will place their annual base salary at or above the maximum (120% of midpoint) of the new pay grade, or if their annual base salary is already above the maximum of the new pay grade, shall receive a five percent increase.

N. EMPLOYEE DEMOTION

Upon demotion, if the current annual base salary of the employee does not exceed the midpoint of the lower pay grade, it shall remain unchanged. If the current annual base salary exceeds the midpoint of the lower pay grade, it shall be reduced by five percent or the difference between his/her annual base salary and the midpoint, whichever is less. However, upon written recommendation by the Vice President and Campus Director, the President, in his/her sole discretion, may authorize the employee to continue to receive his/her current salary.

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

P. YEARS OF SERVICE "BENEFIT" PAYMENT

Regular, full-time Salary Plan B employees who have obtained 10, 15, 20, 25, 30 or 35 years of Delaware Tech pension-covered service shall receive a one-time, lump-sum “benefit” payment.  The service includes all Delaware Tech “pension-covered” (regular full-time, temporary full-time nine months or more, and regular part-time) employment.  Employees must be regular, full-time on the date indicated below to be eligible for the payment:

The "benefit" amounts are:

(P. approved by the Board of Trustees 6/8/04 retroactive to January 1, 2004 with payments beginning in July 2004)

Q.  SALARY SUPPLEMENTS FOR COLLEGEWIDE COORDINATORS AND CAMPUS INTERNATIONAL EDUCATION COORDINATOR

1.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 rate.  (Q. Approved by the Board of Trustees 9/16/04)

2. 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, 4/1/2/05)

Salary Plan B Index Schedule