Human Resources Classification and Compensation
Learn about the compensation administration and job evaluation program.
What is the purpose of the job evaluation program?
The job evaluation program provides an objective system. The system determines:
- The relative value of each job to HACC
- The value of the individuals within each job
- Salaries that are relative to the organizational value of the job
The job evaluation program:
- Clearly defines the responsibilities and requirements of each job. We achieve this through written job classifications and task lists.
- Identifies the differences between jobs. We distinguish differences based on decision-making, job responsibilities, knowledge, experience and complexities.
- Develops a salary structure. This provides internal equity among jobs. It also allows for flexibility in administering salaries. This attracts, retains and motivates qualified personnel.
- Compensates all employees on an equitable basis. We do this without regard to impermissible or discriminatory factors.
- Promotes and maintains effective communications throughout HACC regarding compensation administration and job evaluation.
How does HACC determine salaries?
HACC determines salaries by analyzing pay practices. We use comparable jobs for the geographic area.
We determine dollar ranges within the salary structure. These establish the general level of salaries that HACC will pay.
Each year the Board of Trustees completes the following tasks:
- Adopts a salary schedule for all faculty.
- Establishes minimum and maximum ranges for nine-and-a-half-month faculty. These ranges are effective at the beginning of each fiscal year.
- Determines the ranges for 12-month faculty. They multiply the minimum and maximum by 1.25.
- Assigns administrative and classified employees by job to a salary range structure. This structure is divided into two areas of consideration: the area below the midpoint and the area above the midpoint.
How does HACC determine pay for performance increases?
Administrative, professional and classified employees will normally be eligible for a pay for performance increase annually. They must meet the defined minimum level of performance expectation during the year.
The amount varies according to:
- HACC's budget for salary increases
- The employee's level of performance
New employees who begin after January 1 will receive a percentage increase. The increase is equal to the percentage increase in the salary schedule for that year.
Salary increases are effective on July 1 (12 month) or the beginning of the Fall Semester (nine and a half month).