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Salary Administration

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  1. Policy

    This policy outlines Salt Lake Community College's procedures for employing skilled and experienced performers to achieve goals that support the college's mission. This policy applies to all employees.

  2. References
    1. Reserved.
  3. Definitions
    1. Demotion: decreased to a position, with or without cause, of less responsibility and may include a reduced salary.
    2. Employees: any individual hired by the college into a full- or part-time position.
    3. Exempt Employee: a worker not covered by the overtime provisions of the Fair Labor Standards Act (FLSA), meaning they are not eligible for overtime pay. To qualify as exempt, an employee typically must receive a minimum predetermined salary and primarily perform duties classified as executive, administrative, or professional.
    4. Full-time Employees: employees who work 75% full-time equivalency (FTE) of a 40-hour work week or greater and are eligible for full-time benefits.
    5. Lateral Transfer: a shift to a different position within the same pay grade level and pay range.
    6. Non-Exempt Employee: employees who are entitled to minimum wage and overtime pay when they work more than 40 hours per work week.
    7. See Personnel Definitions
  4. Procedures
    1. General
      1. Salt Lake Community College ("SLCC") maintains a compensation philosophy to attract, retain, and motivate highly qualified and engaged employees. SLCC's compensation philosophy is to pay competitively with the external labor market, as funds permit, considering both salary and benefits to determine total compensation.
      2. Approval from People and Workplace Culture ("PWC") must be obtained before making any salary commitment to an employee.
      3. SLCC is not responsible for salary commitments that do not comply with the salary administration program unless PWC has provided prior written approval.
      4. Depending on the position's reporting structure, a cabinet member or the president may approve job descriptions and, in consultation with PWC, approve salaries for administrative positions.
      5. The hiring supervisor must obtain confirmation from PWC on a starting pay rate before extending an offer to a current or potential employee.
      6. The Full Time Faculty Handbook for Compensation and Workload addresses one-time payments, rank advancement, and designated leadership positions with approved reassigned time for full-time faculty.
    2. Starting Rates
      1. PWC establishes a starting pay range when a position is evaluated, approved, and posted. The hiring department requests a desired starting pay rate within this range. If the department wishes to offer a pay rate above the set range, PWC must review and approve the request. This review considers the applicant's education, experience, skills, the existing pay rates of current employees in the same role, and the availability of funds. The department must provide additional information, such as experience, education, and certifications, to justify an exception. PWC evaluates these factors against current employees, ensuring pay equity. Any exceptions must be approved by PWC before an offer is extended.
        1. For applicants who are current staff employees, consideration should be given based on whether the new position will be a promotion, a lateral transfer, or a demotion.
        2. Rates up to the midpoint of the salary range may be approved by PWC's Compensation Department ("Compensation") based on the applicant's qualifications and pay equity, as budgeted funds allow.
        3. Hiring managers may request an exception for employees by submitting the appropriate documentation for consideration and approval by Compensation.
      2. Learner Rate
        1. If no candidates for a vacant full-time staff position have the minimum qualifications, one may be hired at the learner rate.
        2. The learner rate is five percent below the regular starting rate.
        3. After a successful probationary period, during which the individual satisfactorily completes a training program approved by PWC, the individual may be promoted to the regular starting rate.
    3. Salary Adjustments
      1. The effective date for all salary adjustments will be the first payroll period following approval. Retroactive or back-dated adjustments will not be permitted. For circumstances not within the control of the employee or PWC, an exception may be considered.
      2. One-Time Pay Adjustments

        As funds are available, the department may request a one-time payment to be distributed to employees that does not increase an employee's base salary. Such requests must go through the appropriate approval process.

      3. Promotion Adjustments
        1. An employee is eligible for a salary increase when promoted.
        2. Hiring Promotion

          Salary increases are granted when an employee applies for and is hired into a position with a higher salary, grade, or rank advancement.

        3. Position Evaluation Promotion

          A salary adjustment may occur when a position or position evaluation results in a higher grade or rank advancement.

        4. The promotion increase will be based on the promoted individual's salary in relation to the new salary range.
        5. These upgrades depend on the availability of departmental funds and require a minimum increase of five percent.
      4. Lateral Transfer Adjustments

        No salary adjustment will be made when an employee is laterally transferred to a different job with an equal salary grade.

      5. Demotion Adjustments

        A salary decrease may be made when a staff member is demoted.

        1. Hiring Into a Lower Salary Grade, Non-Cause.

          A salary decrease will be made equal to five percent or more, depending on the grade of the new position.

        2. Reorganization

          Where the institution has initiated a reorganization and an employee has been transferred or whose position has been reevaluated to a lower level, the employee's salary will remain the same.

        3. For Cause
          1. A salary decrease may occur when a supervisor demotes an employee for cause.
          2. Consultation with PWC must occur before the planned demotion.
      6. In-Grade Adjustments
        1. In-grade adjustments are approved within the pay range for positions with substantially equal experience, responsibilities, and skill for the particular job.
        2. Employees receiving an in-grade salary adjustment must be performing at or above expectations.
          1. Increase in Job Responsibilities
            1. An in-grade salary adjustment may be warranted if the increased duties of an employee's position do not result in reclassification.
            2. This may include taking on new responsibilities or expanding the scope of current duties consistent with the existing classification
            3. Minimal changes in duties, responsibilities, and scope typically result in a 2% salary increase of the base salary.
            4. Increases of 5% or more may be approved by PWC if there is a significant increase in ongoing duties, responsibilities, and scope that does not lead to reclassification to a higher grade.
          2. Market Adjustment

            Recognition of a salary that is not competitive with the external relevant employment market.

          3. Pay Equity Adjustment
            1. An increase in salary for an employee who has the same classification and similar or higher qualifications than their peers, whose current salary is below that of other employees in the same grade or rank with similar experience and performance.
            2. This adjustment results in a pay increase.
      7. Acting and Interim Assignments
        1. Occasionally, it may be necessary for an employee to perform work in a higher classification than their existing classification or to significantly increase their overall workload responsibilities to meet a department's operational needs.
        2. Acting Appointment Adjustments
          1. An employee appointed to a short-term acting appointment of no longer than 30 days will not receive an adjustment.
          2. Any acting appointment should not exceed 60 days. If the employee in the acting appointment is subsequently hired into the interim appointment, a temporary salary adjustment will be applied retroactively to the first day of service.
        3. Interim Appointment Adjustments
          1. When an interim appointment is made with full responsibilities, Compensation will establish a temporary salary adjustment range.
          2. The appropriate vice president and PWC must approve this adjustment before the appointment begins.
          3. See the Interim Assignment Procedures Guide for additional information.
    4. Salary Range (Structure) Adjustments
      1. The annual review of the salary ranges (structures) may indicate the need for adjustments to maintain competitiveness.
      2. As funding is available, salary range adjustments will be made and issued in conjunction with annual salary increase guidelines as approved by PWC.
    5. Additional Pay
      1. Additional pay is limited to areas pre-approved by the appropriate vice president.
      2. Additional pay may be given in addition to an employee's regular pay.
      3. Additional pay does not increase the employee's base pay.
        1. On-Call and Callback

          The college compensates non-exempt employees who must remain on call, are called back to work, or both.

        2. Pay Differentials

          The college may provide a pay differential (higher than normal pay rate) for employees taking on special assignments or working in specific circumstances, such as working outside normal hours. PWC shall establish pay differential rates.

    6. One-Time Payment
      1. Additional compensation may be used to pay exempt staff employees for temporary efforts or assignments that significantly deviate from the job's normal expectations.
      2. Non-exempt full-time employees are not eligible for one-time payments.
    7. Stipend Payment
      1. Stipend payments require preapproval by the appropriate vice president.
      2. Non-exempt full-time employees are not eligible for stipend payments.

Date of last cabinet review: August 26, 2025

The originator of this policy and procedure is People and Workplace Culture. Questions regarding this policy and procedure may be directed to the originator by calling 801-957-4210.