Salary Plan A Description

(As Updated Effective 2/4/14)

A. Position Classifications Covered

1. All full-time Instructors, Articulation Coordinators, Educational Training Specialists, Academic 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), Financial Aid Officers, Assistant Financial Aid Officers, Head Librarians, Librarians, Registrars, Assistant Registrars, CCCTP Grant Project Director, Learning Strategies Coordinators 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:

Table of Degree Equivalents

Degree Equivalent	Full-time College/ Technical Training	Trade Experience
Bachelor	2 Years	6 Years
Bachelor + 15	2 1/2 Years	6 Years
Bachelor + 30	3 Years	6 Years

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 Campus Instructional Directors, Instructional Division Department Chairpersons, Program Coordinators, Instructional Coordinators, Collegewide Directors/Department Chairpersons/Coordinators, Campus Assessment Coordinators, Campus International Education Coordinators, Campus Threat Assessment Coordinators, And Student Affairs Instructional Coordinators

(Amended Board of Trustees, 6/7/11)

College employees will receive the following salary supplements when appointed to perform one of the designated roles set forth below. In addition, the president may designate other coordinator roles as needed to achieve strategic priorities designed to strengthen the quality of instruction and enhance the student experience. Teaching load assignments or other reductions in work may be approved to offset the responsibilities of a coordinator, but no additional compensation shall be paid except as set forth below.

Instructional Directors and Department Chairpersons
1. Campus Instructional Directors
  Employees designated as campus instructional directors are responsible for the administration of a group of interrelated departments/programs at a single campus of such size or complexity as to warrant this supplemental appointment; for ensuring the academic quality of the departments/programs within the group, and for supervising faculty and staff assigned to the departments/programs. The duties and responsibilities of the instructional director are in addition to the employee’s regular employment assignments/accountabilities. Appointment criteria, teaching load requirements, and a detailed description of duties and responsibilities for a campus instructional director are set forth in the Curriculum Guidelines. Instructional directors appointed to manage departments/programs at a single campus serve at the pleasure of the vice president and campus director. (Individuals appointed to manage a department/program at two or more campuses are addressed in subsection G.4 below.) Instructional directors have a twelve-month contract. In addition to receiving the department chairperson annual salary supplement (listed in the table below), Instructional directors receive an additional supplement of $4,000.
2. Campus Instructional Division Department Chairpersons
  Employees designated as campus department chairpersons for the instructional division are administratively responsible for academic department(s) and at least one program. Department chairpersons are responsible for the planning, organizing, coordinating, and supervising of a department; for ensuring the academic quality of the department and its program(s); and for providing leadership to the faculty, staff, and students. Appointment criteria and teaching load requirements for an instructional department chairperson are set forth in the Curriculum Guidelines. Instructional department chairpersons appointed to manage campus departments/programs at a single campus report to the dean of instruction and serve at the pleasure of the vice president and campus director. (Individuals appointed to manage a department/program at two or more campuses are addressed in subsection G.4 below.) Duties and responsibilities of the department chairperson are in addition to the principal accountabilities of instructor. Department chairpersons have a twelve-month contract. Department chairpersons receive an annual salary supplement (listed in table below.)
3. Workforce Development and Community Education Division Department Chairpersons
  Employees designated as workforce development and community education division department chairpersons are responsible for the planning, organization and supervision of a training unit within the Division. Workforce development and community education department chairpersons are responsible for ensuring the academic quality of the training unit and its program(s); and for providing leadership to the faculty, staff, and students. They are responsible for curriculum development and instruction as designated by the director of workforce development and community education and/or associate vice president for workforce development and community education. They collaborate with instructional division department chairpersons on related credit programs to align course curriculum and syllabus to create enhanced pathways to/from credit and non-credit. Workforce development and community education department chairpersons have a twelve-month contract and teach six to ten contact hours each fall and spring semester (or as designated and approved by the director of workforce development and community education and the vice president and campus director). These positions are special funded and are appointed by and serve at the pleasure of the vice president and campus director and report to the director of workforce development and community education. Duties and responsibilities of the department chairperson are in addition to the principal accountabilities of an instructor. Department chairpersons receive an annual salary supplement (listed in table below).
  (Approved Board of Trustees 4/17/12)
  
  Salary Supplements
  Annual salary supplements for department chairpersons and counselor coordinators are listed in the table below. The amount of this supplement will be determined by totaling the number of supervised full-time positions plus part-time positions converted to a full-time equivalency. Supervision of secretarial/clerical positions will be excluded from the calculation. Supplements for the number of full-time faculty/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 faculty/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.
  
  Number of Faculty/Staff Supervised Annual Supplement
  
  0 to 2 $ 2,500
  
  3 to 5 3,000
  
  6 to 8 3,500
  
  9 to 11 4,000
  
  12 to 14 4,500
  
  15 to 17 5,000
  
  18 to 20 5,500
  
  21 or more 6,000
Campus Program Coordinators
Employees designated as campus program coordinators have responsibility for administrative oversight of an instructional program at a single campus and for ensuring the academic quality of the program. Appointment criteria and teaching load requirements for a program coordinator are set forth in the Curriculum Guidelines. Campus program coordinators appointed to manage programs at a single campus report to the department chair or instructional director and serve at the pleasure of the vice president and campus director. (Individuals appointed to manage a department/program at two or more campuses are addressed in subsection G.4 below). Duties and responsibilities of the program coordinator are in addition to the principal accountabilities of instructor. The annual salary supplement shall be $2,000.
Campus Instructional Coordinators
Employees designated as campus instructional coordinators have responsibility for assisting department chairpersons or instructional directors in administration of the department and its academic program(s) at a single campus. Appointment criteria and teaching load requirements for an instructional coordinator are set forth in the Curriculum Guidelines. Campus instructional coordinators appointed to assist departments/programs at a single campus report to the department chair or instructional director and serve at the pleasure of the vice president and campus director. (Individuals appointed to assist a department/program at two or more campuses are addressed in subsection G.4 below). Duties and responsibilities of the instructional coordinator are in addition to the principal accountabilities of instructor. Instructional coordinators have an eleven-month or twelve-month contract as designated in the appointment criteria and teaching load requirements for an instructional coordinator as set forth in the Curriculum Guidelines. The annual salary supplement shall be $2,000.
Collegewide Directors/Department Chairs/Coordinators
The president may appoint employees to provide leadership and coordination of college departments, programs, or operations on a collegewide basis. These appointments are in addition to the employee’s regular employment assignments/accountabilities. Collegewide directors/department chairs/coordinators report to and serve at the pleasure of the vice president for academic affairs or his or her designee. Teaching load assignments, if relevant, may be reduced with the approval of the president on a case-by-case basis. Individuals appointed to manage/assist academic departments/programs at two or more campuses will receive an annual supplement up to 15% of their annual base salary as determined by the president.
Campus Assessment Coordinators
Under the leadership and guidance of the collegewide planning and assessment coordinator, employees designated as campus assessment coordinators provide assessment design and analysis support (guidance, training and consultation) for Student Learning Outcomes Assessment (SLOA) and Educational Support Outcomes Assessment (ESOA) and improvement planning at the campus; chair campus SLOA and ESOA Committees; serve on Campus Planning Council and on the College Assessment Committee; and ensure campus assessment progress. These employees collaborate with the other campus assessment coordinators and, as appropriate, the director of research and analysis to assist faculty and staff with the design, analysis and reporting of Collegewide SLOA/ESOA plans/results. Campus assessment coordinators who are faculty teach 6-10 contact hours each semester (or as designated and approved by the dean of instruction and the vice president and campus director). Teaching load assignments for other positions, such as department chairpersons who also serve as the campus assessment coordinator, have a teaching load reduction as designated by the dean of instruction and the vice president and campus director. These appointments are in addition to their regular employment assignments/accountabilities. Campus assessment coordinators are appointed by and serve at the pleasure of the vice president and campus director and report to the dean of instruction. Campus Assessment Coordinators have an eleven-month contract. The annual salary supplement shall be $2,000. (Position and supplement approved by the Board of Trustees, 6/8/04.)
Campus International Education Coordinators
Employees designated as campus international education coordinators are responsible for planning and overseeing international education initiatives on their campuses under the direction of the collegewide international education director. These responsibilities include: organizing study abroad programs; advising student international and/or study abroad clubs; developing and coordinating exchanges of students, faculty, and staff with institutions abroad; organizing campus activities and events; collaborating with the instructional division on ways to internationalize the campus curriculum; assisting with fundraising efforts for student study abroad scholarships; and representing the College with international institutions, partnerships, and networks. Faculty who also serve as international education coordinators teach 12 contact hours each fall and spring semester (or as designated and approved by the dean of instruction and the vice president and campus director). Faculty appointed as campus international education coordinators fulfill these duties in addition to fulfilling the principal accountabilities of instructor. The teaching load and assignments of other positions (e.g., department chairpersons, academic counselors, or other Plan B positions) who also serve as the campus international education coordinator, are reduced as designated by the appropriate dean/director and the vice president and campus director. Campus international education coordinator appointments are in addition to regular employment assignments/accountabilities. These employees are appointed by and serve at the pleasure of the president. The annual salary supplement is $2,000. (Position and supplement approved by the Board of Trustees, 4/12/05)
Campus Threat Assessment Coordinators
Employees designated as threat assessment coordinators serve as the first point of contact for students or employees who want to report a threat or concern for campus safety or an individual’s safety. Threat assessment coordinators work with the campus chief of public safety in the initial review and investigation of such reports, and are responsible for gathering and analyzing information needed for threat assessment and intervention purposes as set forth in the College Threat Assessment and Behavioral Intervention Policy. Threat assessment coordinators shall also provide administrative support and coordination of Threat Assessment Team activities and shall actively participate in a committee charged with the development of best practices and protocols for collegewide implementation of the College’s Threat Assessment and Behavior Intervention Policy, which shall include, but shall not be limited to, creating forms for the documentation of reports, investigations, and intervention/management plans; researching and recommending a collegewide database and other tools to share relevant information and track at-risk students across campuses; reviewing and recommending revisions to the College’s existing policies and guidelines as appropriate; coordinating collegewide training opportunities; and such other related duties as directed. Campus threat assessment coordinator appointments are in addition to regular employment assignments/accountabilities. Campus threat assessment coordinators are appointed by and serve at the pleasure of the vice president and campus director and report to the dean of student affairs. The annual salary supplement shall be $2,000. (Position and supplement approved by Board of Trustees, 9/15/09.)
Student Affairs Instructional Coordinators

Number of Faculty/Staff Supervised	Annual Supplement
0 to 2	$ 2,500
3 to 5	3,000
6 to 8	3,500
9 to 11	4,000
12 to 14	4,500
15 to 17	5,000
18 to 20	5,500
21 or more	6,000

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. Administrative Intern

Vice Presidents and Campus Directors (President for Office of the President) may designate an employee as an “administrative intern” for a period of up to 12 months. Campus administrative intern designations extending beyond 12 months require the approval of the President. The purpose of administrative interns is to provide opportunities to gain new knowledge, skills, and experience in another field, department, division, and/or campus in order to enhance professional development by assuming different duties and/or working on special projects. Employees with this approved designation will receive no change in their current salaries.

(Added 9/14/10 Board of Trustees)

K. 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.