Salary Schedule - Palm Beach State College - 2018 Salary Schedule Effective 03/01/2018 | Page 2 J....

Office of Human Resources

As a strategic partner and champion of change, the Office of Human Resources is committed to the advancement of Palm Beach State College's pursuit of educational excellence. www.palmbeachstate.edu/hr

Salary Schedule Fiscal Year 2017/2018

2017 - 2018 Salary Schedule

Effective 03/01/2018 | Page 1

Table of Contents

Introduction ......................................................................................................................................3

A. Compensation Philosophy ..............................................................................................................3

B. Non-Unit Compensation Policies and Procedures ...........................................................................4

1. SALARY STRUCTURE .............................................................................................................................................. 4 2. 22BSALARY RANGE MAXIMUM AND MAXIMUM .............................................................................................................. 4 3. JOB DESCRIPTION ................................................................................................................................................. 5 4. SALARY STRUCTURE REVIEW ................................................................................................................................... 6 5. 24BSALARY INCREASES................................................................................................................................................ 6 6. 25BSTARTING SALARY OFFERS OF EMPLOYMENT ............................................................................................................. 7 7. 26BPROMOTIONAL INCREASES ..................................................................................................................................... 7 8. 27BLATERAL TRANSFERS ............................................................................................................................................. 7 9. 28BDEMOTIONS ........................................................................................................................................................ 8 10. 29BJOB EVALUATION .................................................................................................................................................. 8 11. 30BTEMPORARY ASSIGNMENT ..................................................................................................................................... 8 12. 31BCOMPENSATION MANAGEMENT POLICY ................................................................................................................... 8 13. 32BRESPONSIBILITIES OF SUPERVISORS .......................................................................................................................... 9 14. 33BRESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES ............................................................................................ 9 15. 34BROUNDING FACTOR .............................................................................................................................................. 9 16. 35BPRESIDENT .......................................................................................................................................................... 9 17. 37BSENIOR MANAGEMENT ....................................................................................................................................... 10 18. 38BWORKWEEK ...................................................................................................................................................... 10 19. 38BVARYING HOURS AND SCHEDULES ......................................................................................................................... 10 20. 39BPAYROLL AND BENEFIT OVERPAYMENT ................................................................................................................... 10 21. 40BEXEMPT AND NON-EXEMPT STATUS ....................................................................................................................... 10 22. 40B OVERTIME PAY ................................................................................................................................................. 11 23. WEIGHTED AVERAGE FOR OVERTIME PAY ............................................................................................................... 11 24. COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL COVERAGE ........... 12 25. 43BADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES ....................................................................... 15 26. 44BREGULAR PART-TIME POSITIONS ........................................................................................................................... 15 27. TEMPORARY POSITIONS (OPS) ............................................................................................................................. 15 28. 50BGUIDELINES FOR MINORS IN THE WORKPLACE ......................................................................................................... 16 29. 51BPAYROLL DATES ................................................................................................................................................. 16 30. 53BOPTIONAL PAYMENT ........................................................................................................................................... 17

C. Listing of Full-Time Positions By Job Title ..................................................................................... 17

D. Non-Unit Full-Time Salary Ranges ................................................................................................ 29

F. Miscellaneous and On-Call Pay (OPS) Rates .................................................................................. 32

G. Credit Adjunct Pay Rate .............................................................................................................. 33

H. Non-Credit Adjunct Pay Rate ....................................................................................................... 34

1. PSAV ADJUNCT INSTRUCTOR ............................................................................................................................... 35 2. PSAV AUXILIARY/LAB ADJUNCT INSTRUCTOR .......................................................................................................... 35 3. CCE ADJUNCT INSTRUCTOR .................................................................................................................................. 35 4. AVOCATIONAL ADJUNCT INSTRUCTOR ..................................................................................................................... 35

I. Substitute Adjunct Rates .............................................................................................................. 35



J. Professional Daily Rate ................................................................................................................. 36

K. Payment for College Owned Online Course Development ............................................................. 36

L. Supplemental Payments .............................................................................................................. 37

M. Bargaining Unit Other Terms and Conditions .............................................................................. 38

1. ASSIGNING FULL-TIME FACULTY LOAD .................................................................................................................... 38 2. ADDITIONAL RESPONSIBILITIES .............................................................................................................................. 39 3. SALARIES PAID FROM GRANTS .............................................................................................................................. 39 4. STARTING SALARIES ............................................................................................................................................ 39 5. ENDOWED CHAIR ............................................................................................................................................... 39 6. EXPERIENTIAL LEARNING ...................................................................................................................................... 39

N. Grant Funded Positions ............................................................................................................... 40

1. EXCEPTIONS TO GRANT FUNDED POSITIONS............................................................................................................. 40 2. GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT ............................................................... 40

O. Student Positions ........................................................................................................................ 41

1. STUDENT PERSONNEL .......................................................................................................................................... 41 2. WORK STUDY STUDENTS ..................................................................................................................................... 42 43. STUDENT ASSISTANTS .......................................................................................................................................... 42 4. INTERNATIONAL STUDENTS ................................................................................................................................... 42



Introduction The Palm Beach State College Consolidated Salary Schedule is established annually pursuant to State Board of Education Rules 6A-14.0262(7)(b) and College Board Rules 6HX-18-5.301. Once adopted, the schedule serves as the guide in determining employee compensation. The schedule recognizes the United Faculty of Palm Beach State College as the sole and exclusive bargaining agent for all members of the full-time instructional faculty, counselors, librarians, and PSAV Instructors in matters concerning, salaries, benefits, working conditions and other terms and conditions of employment. Personnel actions submitted to the District Board of Trustees for approval in conformance with this Salary Schedule will be considered routine personnel actions. The President may authorize a variation in compensation procedures. Additional full-time and part-time job classifications and pay rates may be developed as needed upon recommendation of the Executive Director of Human Resources and the approval of the President or designee. These changes will be brought to the District Board of Trustees annually via this Salary Schedule for approval. Total Compensation has the following elements to attract, motivate, retain, and engage employees:

A. Compensation - Base pay B. Benefits/Leaves/Holidays C. Life-Work Effectiveness D. Recognition E. Performance F. Talent Development

A. Compensation Philosophy Palm Beach State College wage and salary program is designed to meet the following objectives: “Palm Beach State College is committed to a fair, consistent, compliant, flexible, and market competitive classification and compensation system. Our classification and compensation program is designed to attract and retain highly talented and diverse workforce to meet the College’s missions and goals; the program supports a changing organization with a competitive and financially sustainable compensation system.”



B. Non-Unit Compensation Policies and Procedures

1. Salary Structure Each non-unit full-time position is assigned a pay grade within the salary structure based upon an analysis of the market rate for that position, as well as an analysis of the job responsibilities and a comparison of the position to others within Palm Beach State. Each grade consists of a salary range containing a minimum, midpoint, and maximum. This represents the approved salary range of compensation for jobs assigned to that pay grade. The Midpoint Differential Percent between pay grades reflects, as closely as possible, the relative value of positions to Palm Beach State and is sufficient to provide continuing incentive for promotional advancement. The Pay Grade Range spread is the difference between the minimum position rate and the maximum which is sufficient to permit recognition of individual differences in education, training, experience, and performance among individuals. A Pay Grade Market Differential is when a non-unit position is assigned a premium pay grade based on market and internal job analysis.

2. 22BSalary Range Maximum and Maximum Employees should not be paid more than the maximum of the salary range minimum established for the position except upon recommendation of the Executive Director of Human Resources and the approval of the President or designee.



3. Job Description Each position will be assigned a job level, a job family and a job description.

Generic job descriptions serve to define the essential duties and responsibilities of positions within the college and are used to:

aid, and maintain compliance with all laws and regulations facilitate compliance with American with Disabilities Act

recruit qualified and talented candidates to fill vacancies create job classification/evaluation and classification process establish fair, competitive salary ranges develop career paths and opportunities for job growth design training and development plans

appraise staff performance against established standards

communicate the job expectations to the employee establish career development and succession planning programs

The Office of Human Resources is responsible for creating and maintaining the job descriptions in concert with management. On-going review is designed to ensure that the College’s job descriptions contain information that accurately reflects each position must have the following components in a written job description, refer to job description format/template:

Job Code, Job Title, FLSA (Exempt or Non-Exempt Status), Pay Grade, Job Summary Duties and Responsibilities (Essential Functions), Distinguishing Characteristics Minimum Requirements: Education and Experience, Licenses, Registrations,

Certifications, or Special Requirements, Preferred, Knowledge, Skills and Abilities, Management Level, Job Family, Job Classifications

Work Environment and Physical Demand Disclaimer Statement

Career Job Level Job Title Level MANAGEMENT President’s Cabinet

Senior Management Administrator Executive Director Assistant Dean/Director Associate Director/Manager

PROFESSIONAL/CLASSIFIED Supervisor Advisor Analyst/Specialist

CLASSIFIED Coordinator/Specialist Special Skills Technician Assistant



Employee and Supervisor Signatures To ensure that the College's job descriptions are accurate and up-to-date, the Office of Human Resources may conduct periodic reviews and desk audits to ensure the accuracy and completeness of job descriptions for positions within the College. Whenever a job vacancy occurs, the department head may revise an existing job description or prepare a new one if one does not exist. The Office of Human Resources is available to assist managers in preparing and reviewing job descriptions.

4. Salary Structure Review The compensation structure is reviewed every year by the Executive Director of Human Resources. Where market data and analysis of Palm Beach State’s current pay grades indicate the necessity for revision, the Executive Director of Human Resources will submit a recommended revised salary structure to the President and District Board of Trustees for approval.

5. 24BSalary Increases General salary increases are reviewed each fiscal year and are approved by the District Board of Trustees. General salary increases are typically effective July 1. If a general increase is given, all full-time and regular part-time employees must have been hired on or before the first College working day of the new calendar year, in order to be eligible for the full salary increase. An employee hired by the first working day of April of that year will receive one-half of the salary increase. An employee hired after the first working day of April of that year will not receive a salary increase. In years where the minimum of the salary ranges are increased, an adjustment will be made July 1 to the salaries of full-time and regular part-time employees hired after the first of the fiscal year. With appropriate documentation, below standard job performance may result in denial of any salary increase. Increases for grant-funded employees are dependent upon grant funding and are effective July 1. In addition, upon recommendation of the President and at the discretion of the District Board of Trustees, a salary increase to employee may be awarded at any time during the fiscal year, contingent upon available funds. This salary increase may be in addition to or in lieu of a regular salary increase.



6. 25BStarting Salary Offers of Employment The Office of Human Resources, in consultation with department administrator, extend employment and salary offers. Normally, the starting salaries for part-time and OPS positions are posted within the Salary Schedule and do not fluctuate. The starting salary for full-time employees who meet the minimum requirements of a position shall be paid at the minimum of the salary range. When there are a limited number of applicants or an applicant exceeds the minimum amount of experience and/or education and/or training, starting rates may exceed the minimum salary for full-time positions. The guidelines for salary offers above the minimum are as follows: A starting salary of up to 10% of the minimum for salary grades 50 through 58 and up to

15% for salary grades 59 through 63 may be given with approval of the Executive Director of Human Resources.

Salary offers which exceed the above must be approved by the President or designee.

7. 26BPromotional Increases A promotion occurs when an employee moves to a position in a higher pay grade than the one presently assigned. When a salary recommendation for promotion is made, the employee’s background and experience will be evaluated by the Executive Director of Human Resources or designee. For each grade of promotion, the employee will receive a 7.5% salary increase or will be brought to the minimum of the pay grade, whichever is greater. The total promotional increase for employees who move three or more pay grades will not exceed 20% or the minimum of the pay grade, whichever is greater. An employee must remain in the new position for a minimum of six months before the employee is eligible for another promotion. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.

8. 27BLateral Transfers A lateral transfer is the transfer of an employee from one job to another in the same pay grade. Responsibilities and duties have changed, but are similar in scope and complexity. An employee must remain in the new position for a minimum of six months before the employee is eligible for another lateral transfer or promotion. Employees who transfer laterally will not receive a salary increase. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.



9. 28BDemotions

A demotion occurs as a result of an employee’s transfer to a lower pay graded job. In such instances, the employee's current base rate of pay will be decreased by 5% per pay grade. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.

10. 29BJob Evaluation

The job evaluation process for non-bargaining unit positions is outlined in the Job Evaluation Guidelines to ensure that the process is managed consistently, fairly, equitably and in accordance with the Compensation Philosophy and governing policies. Filled positions will be reviewed and effective on the following dates: January 1 or July 1. Vacant positions will be reviewed and effective on an as needed basis by each job vacancy. Job evaluations are conducted for filled and vacant position for reclassification, classification of a new job, job title, reorganization, market adjustment and Fair Labor Standards Act designation.

11. 30BTemporary Assignment When an employee is temporarily assigned to a position at a higher pay grade and the assignment exceeds three months, excluding vacations and other short-term situations, the employee's salary may be temporarily increased up to 7.5%. If full duties are assumed, the increase may be brought to the minimum of the new pay grade. Requests for Temporary Assignments to a position at a higher pay grade must be approved by the appropriate Vice President/Provost and/or Vice President, the Executive Director of Human Resources, and the President or designee. Upon completion of the temporary assignment, the employee resumes the former pay level adjusted for any general increase that may have occurred.

12. 31BCompensation Management Policy

There is a listing of approved job titles available in this document and the Office of Human Resources. No employee should receive a job title that has not been approved. Before any salary action may be approved, the employee's job description must be prepared and approved, and the pay grade established by the Office of Human Resources in accordance with Palm Beach State's compensation structure. All job classifications and pay grade placements for Grades 65 and above must be approved by the Executive Director of Human Resources and the President or designee.



13. 32BResponsibilities of Supervisors

Communication with the individual employee regarding that employee's job responsibilities, job description, pay grade and salary range, performance, and date of the next performance review is the responsibility of the supervisor. At the time of employment and/or promotion, each employee will receive information

about the position including: job title, pay grade and salary range, name of supervisor, reporting date and time, the performance review process and other pertinent salary information. The employee will be informed of the goals, duties, responsibilities, and criteria upon which the employee’s performance will be evaluated.

At the time of performance appraisal, each employee will be given an explanation of the employee’s evaluated performance, strengths, opportunities for improvement, and professional development plans.

Supervisors should notify the Office of Human Resources when changes in a job's content are sufficient to warrant a reevaluation within the Reclassification policy.

Supervisors need to comply with all policies and procedures in hiring including, but not limited to, Nondiscrimination (6HX-18-5.20), Consensual Relationships (6HX-18-5.87), and Nepotism (6HX-18-5.18) as outlined in the College Board Policies.

Responsibilities include accurate attendance and payroll reporting including, but not limited to, hours worked and absences related to sick leave, annual leave, family medical leave, leave without pay and/or work related injuries.

14. 33BResponsibilities of the Office of Human Resources

The Office of Human Resources is responsible for:

Recommending any changes to the College’s compensation philosphy and policies. Monitoring the organization’s compliance with all pertinent federal, state and local laws

and regulations related to salary administration. Maintaining consistency within the program on an organization-wide basis, monitoring

compliance with the program and reporting to the President or designee any exceptions. Ensuring the program is updated on a periodic basis. Processing personnel changes.

15. 34BRounding Factor Due to computer calculations and rounding factors, the actual amount of salary paid may vary slightly from the Salary Schedule (generally less than $1.00).

16. 35BPresident The President’s salary is determined annually by the District Board of Trustees in accordance with the performance evaluation.



17. 37BSenior Management Senior Management is designated in accordance with the rules of the Florida Retirement System.

18. 38BWorkweek The official College workweek begins Saturday at midnight and ends at 11:59 p.m. the following Friday.

19. 38BVarying Hours and Schedules

Some positions in the College, including Facilities, Security, Information Technology, Student Services, and other areas are subject to varying schedules, including hours worked on weekends, holidays, and during College closings. Refer to Section B-24B for applicable compensation provisions.

20. 39BPayroll and Benefit Overpayment

Any amounts owed or overpayment to the College for any obligations may be deducted from the employee’s paycheck. If payment is made by the College to the employee in error, the employee agrees to immediately advise the College of the error and will return the overpayment in a timely and mutually agreed upon manner.

21. 40BExempt and Non-exempt Status

The Fair Labor Standards Act (FLSA) provides guidelines on employment status, child labor, minimum wage, overtime pay and record-keeping requirements. The act establishes wage and time requirements, sets the minimum wage that must be paid and mandates when overtime must be paid. Employees not covered by this act are considered exempt; those covered by it are non-exempt. Department heads and supervisors are responsible for maintaining accurate and complete records for non-exempt employees for overtime and compensatory time earned and taken, and submitting the records to the Payroll office. Use of electronic devices (cell phone, internet, and email via phone, tablet, laptop desktop any other device) counts at work time. Exempt employees are individuals who are exempt from the overtime provisions of the FLSA because they are classified as an executive, professional, administrative, computer, highly compensated employee and meet the specific criteria developed by the FLSA for exemption. Exempt employees are paid on a salary basis.



Non-Exempt employees are covered under the overtime provisions of the FLSA. Such employees are entitled to receive overtime for all hours worked beyond 40 in a workweek. Alternatively, provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory time which must be used within 30 days of accumulation. Refer to section B-23 for non-exempt overtime payment calculations.

All overtime and compensatory time must be authorized by supervisor in advance. Non-Exempt employees who have not utilized their overtime or compensatory time within 30 days, will automatically be paid on the following check. Exempt employees do not receive compensatory time unless the time was worked during a Holiday College Closing or an Emergency College Closing. These employees would need to complete the Overtime Report Form. Overtime balances will be paid to employees:

prior to next Fiscal Year prior to Fiscal Year salary increases prior to change status from Non-Exempt to Exempt prior to interdepartmental transfer or another campus prior to change in position upon resignation or termination from the College who has comp time balance beyond 80 hours

22. 40B Overtime Pay

Overtime payment is due for non-exempt employees who actually worked more than 40 hours in a workweek. When calculating one and one-half times the overtime for time worked in excess of 40 hours, only productive time is used in this calculation. Non-Productive hours that include leave time and college closings are not included in this calculation. The department administrator or designee must schedule and approve all overtime in advance.

23. Weighted Average for Overtime Pay The Weighted Average for overtime payment is due for non-exempt employees who work more than 40 hours in a workweek at multiple jobs at different rates of pay. According to the Code of Federal Regulations Pertaining to U.S. Department of Labor (29 CFR 778.115) when an employee in a single workweek works at two or more different types of work, for which different non-overtime rates of pay (of not less than the applicable minimum wage) have been established, the Uregular rateU for that week is the weighted average of such rates. That is, the total earnings (except statutory exclusions) are computed to include the employee’s compensation during the workweek from all such rates, and are then divided by the total number of hours worked at all jobs. Any exceptions to this policy would need to be approved by the Executive Director of Human Resources.



Overtime is calculated as the weighted overtime rate as follows:

Step 1 Calculate Rate for Each Assignment: Hourly Rate x Actual Hours Worked

Step 2 Calculate Weighted Average Rate: Sum of Each Hourly Rate # of Assignments

Step 3 Calculate Weighted Overtime Rate:

Weighted Average Rate 2

Step 4 Calculate Weighted Overtime Pay: Weighted Overtime Rate

x Hours Worked Over 40 hours per Week

Step 5 Calculate Total Pay Received: Weighted Overtime Pay

+ Pay For All Assignments

Example

A full-time non-exempt employee works 35 hours per week in a regular position earning $10.22 per hour. Within the same week, the employee works 11 hours in another position earning $12.51 per hour. The employee is working 6 overtime hours.

Step 1:

$10.22 x 35 hour = $ 357.70 Pay for 1st assignment

$12.51 x 11 hours = $ 137.61 Pay for 2nd assignment

Step 2: $10.22 + $12.51 2

= $ 11.37 Weighted Average Rate

Step 3: $11.37 / 2

= $ 5.69 Weighted Overtime Rate

Step 4: $5.69 x 6 hours = $ 34.14 Total Overtime Pay

Step 5: $ 34.14 + $ 495.31 = $ 529.45 Overtime Pay Pay for All Assignments Total Pay

24. Compensation for working during College Emergency Closing, Holiday Closing or On-Call Coverage

A. Defined Emergency College Closing (ECC) is defined as any mandated closing due to a hurricane or other unforeseen disaster. The closing dates include and compensation provisions are applied to weekdays and weekends. Emergency closings are unplanned events approved by the President or designee.



Holiday and College Closing (HCC) is defined as those dates identified as official holidays and other paid non-duty days approved by the District Board of Trustees. The holidays and closings observed include Martin Luther King, Jr. Day, Spring Break, Spring Holiday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Break and Winter Break. To be paid for a single day holiday or paid non-duty day, 12-month, full-time employees must work or be in approved paid status for the full scheduled workday preceding and following the holiday. To be paid for multiple day holidays and/or paid non-duty days, 12-month, full-time employees must work or be in approved paid status for the full 5 scheduled workdays preceding and the full 5 scheduled workdays following multiple day holidays. Holidays that fall on a weekend are unpaid. On-Call Coverage (OCC) is different from being required to work during an ECC or HCC, as the on-call coverage may not require any work to be performed unless the need arises. Regular non-exempt employees will be assigned to a published on-call shift that falls outside of normal business hours. B. Compensation Provisions

The following provisions will apply to the appropriate personnel: Emergency College Closing (ECC) The Vice President of Administration & Business Services must approve all personnel

required to report for duty during an emergency closing. Administrators are excluded from receiving additional compensation for working during

an emergency closing. Approved and scheduled personnel who:

work less than three hours during an ECC will receive a minimum of 3 hours pay. This includes responding to issues remotely or electronically.

are regular full-time, non-exempt and work during an ECC will be paid 2.5 times their salary.

are regular full-time, exempt and work during an ECC will be paid 2.0 times their salary.

are regular part-time and work during an ECC will be paid 2.5 times their salary. Upon being closed due to an ECC for three or more business days, personnel who are on a

scheduled paid annual, sick and/or personal leave concurrently to the closing will be reversed. This excludes personnel on an extended leave of absence.

Holiday and College Closing (HCC) Regular full-time, non-exempt employees required to work during an HCC will receive: (1)

holiday pay; and (2) one and a half times their straight hourly pay per hour worked, receiving a minimum of three hours pay; or compensatory time on a one and a half times basis for every hour worked, receiving a minimum of three hours.



Regular full-time, exempt employees required to work during an HCC will receive: (1) holiday pay; and (2) straight time pay per hour worked, receiving a minimum of three hours pay; or compensatory time on an hour for hour basis for every hour worked, receiving a minimum of three hours.

Regular part-time employees required to work during an HCC will receive one and a half times their straight hourly pay per hour worked, receiving a minimum of three hours.

On-Call Coverage (OCC) During HCC or ECC Regular non-exempt and exempt employees who are on-call outside of normal business

hours will receive a minimum of 2 hours of pay if they are called to work for any amount of time during on-call duty where such work is performed remotely or electronically.

Regular non-exempt and exempt employees who are on-call outside of normal business hours will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty where the employee must travel to campus to perform the duties.

Regular full-time and part-time non-exempt employees who are on-call during either an HCC or ECC will receive straight time for every hour worked up to 40 hours in a workweek.

Regular full-time and part-time non-exempt employees who are on-call during an HCC or ECC (includes holiday pay, excludes annual, sick and personal leave time) will receive their straight hourly pay or holiday pay and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis.

On-Call Coverage (OCC) Regular non-exempt and exempt employees who are on-call outside of normal business

hours will receive a minimum of 2 hours of pay if they are called to work for any amount of time during on-call duty where such work is performed remotely or electronically.

Regular non-exempt and exempt employees who are on-call outside of normal business hours will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty where the employee must travel to campus to perform the duties.

Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours receive straight time for additional hours worked during on-call service up to 40 hours in a workweek.

Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours and are working over 40 hours in a workweek will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek.

Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis.



25. 43BAdditional Assignments for Full-Time Non-Faculty Employees

In order for full-time, non-bargaining unit personnel to be considered for an additional assignment(s), the employee must receive approval by the Supervising Administrator, Executive Director of Human Resources and President or designee. The additional assignment must be conducted outside of the employee's normal working hours. Full-time employees who are assigned to teach as credit adjuncts may teach no more than a total of 3 courses in any combination of sessions within each 16 week fall and spring term and no more than a total of 2 courses in any combination of sessions within the 12 week summer term. Employees who teach non-credit or PSAV courses may teach no more than a total of 153 hours in any combination of sessions within each 16 week fall and spring terms, and no more than a total of 120 hours in any combination of sessions within the 12 week summer term. Any exceptions to teaching loads must be approved by the employee’s Supervising Administrator, the Executive Director of Human Resources and the President or designee. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment.

26. 44BRegular Part-Time Positions

Regular part-time employees work 27.5 hours or less per week, based upon the allotted budgeted hours approved. Personnel in this category participate in the Florida Retirement System and receive Social Security benefits. Personnel working on a regular part-time assignment may also be employed in a temporary assignment as long as they are not working in excess of 27.5 hours per week. Exceptions may be made for work hours to exceed 27.5 hours per week on a temporary basis with prior approval from the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services. All new regular part-time assignments must be approved through the budgetary process. Regular part-time employees, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. Any exceptions to teaching loads must be approved by the employee’s Supervising Administrator, the Executive Director of Human Resources and the Vice President of Administration and Business Services. Teaching assignments must be outside of the part-time employee’s normal working hours. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment.

27. Temporary Positions (OPS)

OPS/temporary personnel may work up to 27.5 hours per week. Personnel in this category who have another temporary assignment cannot work more than 27.5 hours per week in the



combined assignments. OPS/temporary personnel, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. Personnel employed on an OPS/temporary basis, as defined by the Florida Retirement System Rules, are not eligible to receive retirement benefits and will be paid according to the Temporary Salary Schedule. Refer to Section E for temporary pay schedule. As defined by the Florida Retirement System Rules, OPS/temporary employees who have accumulated 2,080 hours working in OPS positions will participate in the Florida Retirement System and receive Social Security benefits. Personnel in this category continue their temporary status, and the position cannot be changed to a budgeted position.

A Vice President/Provost or the Vice President, the Executive Director of Human Resources and the Vice President of Administration & Business Services must approve personnel in this category prior to employment, with the exception of adjuncts, tutors and on-call OPS positions. Temporary personnel do not receive employee benefits other than a matching 1.45% Medicare tax, but are required to contribute 7.5% of salary into an investment account using pre-tax dollars, which is called the FICA Alternative Plan.

Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. Employees in an OPS assignment are working on a temporary basis and cannot be employed in the same assignment for more than 6 months. The intent behind the use of OPS positions should be utilized on a one-time basis, and such positions or assignments cannot be repeated. OPS positions do not reoccur for the same assignment; therefore, a different individual cannot be hired into the same assignment. Any exceptions must be made in writing and approved by the Supervising Administrator, Vice President/Provost and/or Vice President, Executive Director of Human Resources and Vice President of Administration & Business Services.

28. 50BGuidelines for Minors in the Workplace

Minors, ages 16 and 17, may not work during school hours unless they meet the hour restrictions outlined by State regulations. Minors may work up to 20 hours per week; however, they cannot work before 6:30 a.m. or later than 11:00 p.m. and for no more than 8 hours a day when school is scheduled the following day. On days when school does not follow, there are no hour restrictions. Minors may not work in hazardous occupations such as operating motor vehicles and working with electrical apparatus. Contact the Office of Human Resources for additional information.

29. 51BPayroll Dates All exempt employees are paid through the 15th and the end of the month and are compensated on those dates. If the 15th or the end of the month fall on a weekend or holiday, employees are paid the last weekday preceding the weekend or holiday. All non-exempt employees are paid biweekly every other Friday.



30. 53BOptional Payment Depending upon funding availability and approval of the District Board of Trustees, an appreciation check may be given to full-time employees as of a date to be specified.

C. Listing of Full-Time Positions By Job Title

FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines. Talent Review: Administrator & Supervisor (S); Professional (P); Classified (C)

* Grant positions. Refer to Section N, Grant-Funded Positions, for further information.

Position Title Pay

Grade FLSA

Job Family

Accountant I 59 EX Finance Staff

Accountant II 60 EX Finance Staff

Accounting Associate I 54 NE Finance Support

Accounting Associate II 55 NE Finance Support

Accounting Associate III 56 NE Finance Support

Administrative Assistant & Federal Work Study Administrator

56 NE Admin Support

Administrative Assistant I 54 NE Admin Support

Administrative Assistant II 55 NE Admin Support

Administrative Assistant, Associate 56 NE Admin Support

Administrative Sergeant 56 NE Admin Support

Administrator, Computer Operations 59 NE Info Tech Staff

Administrator, Access Management 63 EX Info Tech Staff

Advisor, Admissions 58 EX Std Svcs Staff

Advisor, Career Development I 57 EX Std Svcs Staff

Advisor, Career Development II 58 EX Std Svcs Staff

Advisor, Disability Support Services 58 EX Std Svcs Staff

Advisor, Financial Aid 58 EX Std Svcs Staff

Advisor, Post Secondary 58 EX Prog Proj Mgt Staff

Advisor, Student & Career Development 58 EX Std Svcs Staff

Advisor, Student Development & Financial Aid 58 EX Std Svcs Staff

Advisor, Student Development I 57 EX Std Svcs Staff

Advisor, Student Development II 58 EX Std Svcs Staff

Advisor, Student Development & Career 58 EX Std Svcs Staff

Advisor, Student Development & Disability Support 58 EX Std Svcs Staff

Advisor, Student Development & Outreach 58 EX Std Svcs Staff



* Advisor, Workforce Assessment 58 EX Std Svcs Staff

Analyst, Business I 60 EX Info Tech Staff

* Analyst, Business II 61 EX Info Tech Staff

Analyst, Business Lead 62 EX Info Tech Staff

Analyst, Database 61 EX Info Tech Staff

Analyst, ERP Data Integrity Misc EX Prog Proj Mgt Staff

Analyst, Finance Information 61 NE Finance Support

Analyst, Financial Aid 58 EX Std Svcs Staff

Analyst, Human Resources 58 NE HR Staff

Analyst, Network I 60 EX Info Tech Staff

Analyst, Network II 61 EX Info Tech Staff

Analyst, Network III 62 EX Info Tech Staff

Analyst, Programmer I 60 EX Info Tech Staff

Analyst, Programmer II 61 EX Info Tech Staff

Analyst, Research Senior 59 EX Inst Research

Analyst, Security Systems 61 EX Info Tech Staff

Analyst, Systems 60 EX Info Tech Staff

Analyst, Systems Lead 62 EX Info Tech Staff

Analyst, Systems Senior 63 EX Info Tech Staff

Analyst, Telecommunications 61 EX Info Tech Staff

Analyst, Telecommunications Senior 63 EX Info Tech Staff

Assistant Controller, General & Restricted Accounting 64 EX Finance Staff

Assistant Dean, Enrollment Management 63 EX Std Svcs Staff

Assistant Dean, Student Services 63 EX Std Svcs Staff

* Assistant Director, Early Childhood Education 63 EX Academic Mgmt

Assistant Director, Human Resources 64 EX HR Staff

Assistant Director, Human Resources, Equity Officer 64 EX HR Staff

Assistant Director, Nursing 60 EX Academic Mgmt

Assistant Manager, Facilities Planning 63 EX Facilities Staff

Assistant Manager, Payroll 59 NE Finance Support

Assistant, Instructional Support 54 NE Admin Support

Assistant, Library I 53 NE Academic Supp

Assistant, Library II 54 NE Academic Supp

Assistant, Student Services 54 NE Admin Support

Assistant Director, ERP Functional Project Misc EX Prog Proj Mgt Staff

Assistant Director, ERP Functional Technical Project Misc EX Prog Proj Mgt Staff

Associate Dean 64 EX Academic Admin

Associate Dean, Bachelor Degree Programs 64 EX Academic Admin



Associate Dean, Health Sciences 64 EX Academic Admin

Associate Dean, Public Safety 64 EX Academic Admin

Associate Dean, Trade & Industry 64 EX Academic Admin

Associate Director, Financial Aid 61 EX Std Svsc Staff

Associate Director, Financial Aid Senior 63 EX Std Svsc Staff

Automotive Technology Evaluator 58 NE Lab Supp

Benefits Administrator 60 NE HR Support

Bursar 56 NE Finance Support

Buyer 57 NE Supply Chain Supp

Buyer, Senior 59 NE Supply Chain Staff

* Career Advisor & Scholarship Coordinator I 58 EX Prog Proj Mgt Staff

* Career Advisor & Scholarship Coordinator II 58 EX Prog Proj Mgt Staff

Carpenter I 59 NE Facilities

Carpenter II 60 NE Facilities

Chief Building Official 63 EX Facilities Staff

Chief Fire Official 63 EX Facilities Staff

Chief Information Officer 67 EX Institutional Lead

Controller 67 EX Institutional Lead

Coordinator, Academic 60 EX Academic Svcs

Coordinator, Accounts Payable 57 NE Finance Staff

Coordinator, Clinical 60 NE Lab Supp

Coordinator, Clinical Quality EMS Program 60 EX Lab Supp

Coordinator, College Information Center 57 NE College Info Ctr

Coordinator, Compliance 60 EX Academic Svcs

Coordinator, Corporate & Continuing Education 59 EX Prog Proj Mgt Staff

Coordinator, Digital Media 59 EX Public Media Rel

* Coordinator, Early Learning Professional Development 59 EX Prog Proj Mgt Staff

* Coordinator, Education 59 EX Academic Mgmt

Coordinator, e-Learning 60 EX Academic Mgmt

Coordinator, Grant Compliance 62 EX Prog Proj Mgt Staff

Coordinator, Information Technology Help Desk 59 NE Info Tech Staff

Coordinator, Instructional Technology 61 EX Academic Mgmt

Coordinator, Law Enforcement Advanced Training 59 EX Academic Mgmt

Coordinator, Media Technology 59 NE Media Tech Staff

Coordinator, News & Media Relations 59 EX Public Media Rel

Coordinator, Post Secondary Adult Vocational 59 EX Prog Proj Mgt Staff

Coordinator, Program 59 EX Academic Mgmt

* Coordinator, Program Grant 59 NE Prog Proj Mgt Staff



Coordinator, Project Reports 62 NE Institutional Res

Coordinator, Recruitment 59 EX Std Svcs Supp

Coordinator, Safety & Risk 59 NE Risk Management

Coordinator, Special Projects 57 NE Admin Support

Coordinator, Student Activities 58 NE Std Svcs Staff

Coordinator, Student Conduct 60 EX Std Svcs Staff

Coordinator, Title IX 62 EX Std Svcs Staff

Coordinator, ERP Training Misc EX Info Tech Staff

Coordinator, Veteran Affairs 60 EX Std Svcs Staff

Coordinator, Warehouse Receiving 55 NE Supply Chain Supp

Coordinator, Wellness Center 58 EX Std Svcs Supp

Course Management Administrator 58 EX Academic Svcs

Custodian I 53 NE Facilities

Custodian II 54 NE Facilities

Custodian, Lead 55 NE Facilities

Database Administrator I 62 EX Info Tech Staff

Database Administrator II 63 EX Info Tech Staff

* DCF Program Assistant 56 NE Admin Support

Dean, Academic Affairs 66 EX Academic Admin

Dean, Bachelor Degree Programs 66 EX Academic Admin

Dean, Business, Trade & Industry 66 EX Academic Admin

Dean, Curriculum 66 EX Academic Admin

Dean, Enrollment Management 66 EX Std Svsc Admin

Dean, Health Sciences 66 EX Academic Admin

Dean, Student Development 66 EX Std Svsc Admin

Dean, Student Services 66 EX Std Svsc Admin

Dental Clinician 56 NE Classified Acd Pay

Director, Admissions 65 EX Std Svcs Admin

Director, Applications Support Services 65 EX Info Tech Staff

Director, Assessment 62 EX Institutional Res

Director, Athletics 64 EX Std Svcs Admin

Director, Bachelor of Science in Nursing 63 EX Academic Mgmt

Director, Biotechnology & STEM Education 62 EX Academic Mgmt

Director, Center for Early Learning 60 EX Prog Proj Mgt Staff

Director, College Financial Aid 65 EX Std Svcs Admin

Director, College Relations & Marketing 67 EX Executive Lead

Director, Community Relations 64 EX Executive Lead

Director, Corporate & Continuing Education 62 EX Workforce Staff



Director, Criminal Justice 63 EX Academic Mgmt

Director, Early Childhood Education 64 EX Academic Mgmt

* Director, Early Learning Career Advising 61 EX Prog Proj Mgt Staff

Director, Early Childhood K-12 Programs 63 EX Academic Mgmt

Director, e-Learning 63 EX Academic Mgmt

Director, Emergency Medical Services 63 EX Academic Mgmt

Director, Enterprise Systems 65 EX Info Tech Staff

Director, ERP Integration Team Lead Misc EX Info Tech Staff

Director, ERP Project 65 EX Prog Proj Mgt Staff

Director, ERP Student Project, College Registrar Misc EX Prog Proj Mgt Staff

Director, Facilities 66 EX Institutional Admin

Director, Fire Recruit 63 EX Academic Mgmt

Director, Foundation Development 61 EX Foundation Staff

* Director, Global Education Center 61 EX Prog Proj Mgt Staff

Director, Innovation & Instructional Technology 63 EX Academic Mgmt

Director, IT Customer & Quality Assurance 65 EX Info Tech Staff

Director, Library Learning Resource Center 64 EX Academic Admin

Director, Nursing 63 EX Academic Mgmt

Director, Gift Planning 61 EX Foundation Staff

Director, Procurement 64 EX Supply Chain Staff

Director, Project Management 65 EX Prog Proj Mgt Staff

Director, Quality and Customer Services 65 EX Info Tech Staff

Director, Resource & Grant Development 64 EX Institutional Res

Director, Security & Risk Management 65 EX Security Staff

Director, Student Life 63 EX Std Svsc Staff

Director, Technology Infrastructure 65 EX Info Tech Staff

Director, Theatre 62 EX Theatre Staff

Director, TRIO & Outreach 63 EX Prog Proj Mgt Staff

Director, Workforce & Internships 62 EX Workforce Staff

Early Learning Teacher I 53 NE Lab Staff

Early Learning Teacher II 54 NE Lab Staff

Early Learning Teacher III 56 NE Lab Supp

Electrician I 59 NE Facilities

Electrician II 61 NE Facilities

ERP Subject Matter Expert, Lead Misc NE Info Tech Staff

Executive Administrative Assistant 57 NE Admin Support

Executive Administrative Assistant, Board & General Counsel

58 NE Admin Support



Executive Administrative Assistant, President 59 NE Admin Support

Executive Administrative Assistant/Contract Administrator

57 NE Admin Support

Executive Director Communications Engagement, Specialist Assistant to President

67 EX Executive Lead

Executive Director, Foundation & Major Gifts 67 EX Institutional Lead

Executive Director, Human Resources 67 EX Institutional Lead

Executive Director, Institutional Research 65 EX

Institutional Admin

Executive Director, Theatres 64 EX Theatre Staff

General Counsel 67 EX Executive Lead

* Grant Director, Title V Student Success 63 EX Std Svsc Staff

Grant Writer 62 EX Prog Proj Mgt Staff

Graphic Designer 57 EX Public Media Rel

Graphic Designer, Senior 58 EX Public Media Rel

Groundskeeper I 54 NE Facilities

Groundskeeper II 55 NE Facilities

Groundskeeper III 56 NE Facilities

Groundskeeper, Lead 56 NE Facilities

Groundskeeper/Mechanic 56 NE Facilities

Groundskeeper/Mechanic, Lead 57 NE Facilities

Human Resource Generalist, Senior 60 NE HR Support

Information Security Officer 65 EX Info Tech Staff

Instructional Designer 60 EX Academic Mgmt

Instructor, Post Secondary Adult Vocational 59 EX Lab Supp

Locksmith 58 NE Facilities

Maintenance Worker I 54 NE Facilities

Maintenance Worker II 55 NE Facilities

Manager, Academic/Student Services 61 EX Academic Mgmt

Manager, Accounting Grants & Foundation 62 EX Finance Staff

Manager, Applications 63 EX Info Tech Staff

Manager, Auxiliary Services & College Card 62 EX Supply Chain Staff

Manager, Budget 63 EX Finance Staff

Manager, Business Analyst 63 EX Info Tech Staff

Manager, Campus & Off-site Facilities 63 EX Facilities Staff

Manager, Career Center 61 EX Std Svsc Staff

Manager, Classification & Compensation 63 EX HR Staff

Manager, Completion & Retention Manager 62 EX Std Svsc Staff

Manager, Computer Resources 63 EX Info Tech Staff



Manager, Curriculum Development 61 EX Institutional Res

Manager, Cybersecurity Systems & Network 61 EX Info Tech Staff

Manager, Disability Support Services 60 EX Std Svcs Staff

Manager, Early Learning Education Center 60 EX Prog Proj Mgt Staff

Manager, Employee Engagement 63 EX HR Staff

Manager, ERP Business Processing Architecture & Testing

Misc EX Info Tech Staff

Manager, ERP Functional HR Misc EX Prog Proj Mgt Staff

Manager, ERP Functional Payroll Misc EX Prog Proj Mgt Staff

Manager, ERP Integrations Misc EX Info Tech Staff

Manager, ERP Reporting Misc EX Prog Proj Mgt Staff

Manager, ERP Functional Admissions Specialist Admissions

Misc NE Prog Proj Mgt Staff

Manager, ERP Functional Associate Dean Academic Misc EX Prog Proj Mgt Staff

Manager, ERP Functional Associate Financial Aid Director Senior Financial Aid

Misc EX Prog Proj Mgt Staff

Manager, ERP Functional Campus Registrar Registration Misc EX Prog Proj Mgt Staff

Manager, ERP Functional Work Program Specialist Records

Misc EX Prog Proj Mgt Staff

Manager, Grant Development 63 EX Prog Proj Mgt Sup

Manager, Facilities 62 EX Facilities Staff

Manager, Facilities Planning 65 EX Facilities Staff

Manager, Financial Aid 60 EX Std Svcs Staff

Manager, Honors College 61 EX Academic Svcs

Manager, Institutional Research Projects 60 EX Institutional Res

Manager, International Admissions & Recruitment 61 EX Std Svcs Staff

Manager, Learning & Professional Development 63 EX HR Staff

Manager, Media Technology & Instructional Services 61 EX Media Tech Staff

Manager, Media Technology & Instructional Services, Lake Worth

63 EX Media Tech Staff

Manager, Network & Design Support 63 EX Info Tech Staff

Manager, Payroll 62 EX Finance Staff

* Manager, Project 60 EX Prog Proj Mgt Staff

Manager, Project Construction 61 NE Facilities Staff

Manager, Safety & Risk 62 EX Risk Management

Manager, Scholarships & Alumni Relations 59 EX Foundation Staff

Manager, Sports Information and Transportation 59 EX Std Svcs Admin

Manager, Student Account Services 63 EX Finance Staff

Manager, Student Activities 60 EX Std Svcs Staff



Manager, Student Development 61 EX Std Svcs Staff

Manager, Student Learning Center 61 EX Academic Mgmt

Manager, Student Learning Center & Testing Center 61 EX Std Svcs Staff

Manager, Talent Acquisition 63 EX HR Staff

Manager, Testing Center 60 EX Std Svsc Staff

Manager, Visual Communications 61 EX Public Media Rel

Manager, Web Content 63 EX Public Media Rel

Manager, Website 63 EX Info Tech Staff

Mechanic, Air Conditioning I 60 NE Facilities

Mechanic, Air Conditioning II 61 NE Facilities

Mechanic, Irrigation 57 NE Facilities

Mechanic, Maintenance I 56 NE Facilities

Mechanic, Maintenance II 57 NE Facilities

Mechanic, Maintenance, Lead 58 NE Facilities

Mechanic, Vehicle Equipment 58 NE Facilities

Mechanic, Vehicle Equipment, Lead 59 NE Facilities

Media & Administrative Assistant 54 NE Admin Support

Media Assistant 53 NE Admin Support

Painter I 56 NE Facilities

Painter II 57 NE Facilities

Paralegal 58 NE Admin Support

Payroll Associate 55 NE Finance Support

Plumber 59 NE Facilities

Program Assistant 56 NE Admin Support

Program Director 60 EX Academic Mgmt

* Program Director, Operations 61 EX Prog Proj Mgt Staff

* Program Grant Director 60 EX Prog Proj Mgt Staff

* Program Grant Manager 60 EX Prog Proj Mgt Staff

* Project Director, Early Learning Professional Development

61 EX Prog Proj Mgt Staff

Registrar, Associate 61 EX Std Svcs Staff

Registrar, Associate Senior 63 EX Std Svcs Staff

Registrar, Campus 60 EX Std Svsc Staff

Registrar, College 65 EX Std Svsc Admin

Representative, Admissions Processing 54 NE Std Svsc Supp

Representative, Campus Scheduling I 54 NE Admin Support

Representative, Campus Scheduling II 55 NE Admin Support

Representative, College Information Center I 53 NE Instructional Supp



Representative, College Information Center II 54 NE College Info Ctr

Representative, Financial Aid I 54 NE Std Svsc Supp

Representative, Financial Aid II 55 NE Std Svsc Supp

Representative, Human Resources 54 NE Admin Support

Representative, Human Resources II 55 NE HR Support

Representative, Inventory 56 NE Supply Chain Supp

Representative, Inventory Reporting 56 NE Supply Chain Supp

Representative, IT Help Desk & Operations 55 NE Info Tech Supp

Representative, Professional Development 55 NE Admin Support

Representative, Student Account Services I 54 NE Finance Support

Representative, Student Account Services II 55 NE Finance Support

Representative, Student Services & Financial Aid I 54 NE Std Svcs Supp

Representative, Student Services I 54 NE Std Svcs Supp

Representative, Student Services II 55 NE Std Svcs Supp

Representative, Student Support Services 55 NE Admin Support

Representative, Test Center I 54 NE Std Svsc Supp

Representative, Test Center II 55 NE Std Svsc Supp

Security Dispatcher 55 NE Admin Support

Security Lieutenant 59 EX Security Staff

Security Officer 54 NE Security Support

Security Sergeant 56 NE Security Support

Specialist, Accounting 57 NE Finance Support

Specialist, Accounts Receivable 57 NE Finance Support

Specialist, Admissions 56 NE Std Svcs Supp

Specialist, Admissions & Registration 56 NE Std Svcs Supp

Specialist, Air Conditioning & Energy Management System

62 NE Facilities Staff

Specialist, Auxiliary Services & College Card 56 NE Supply Chain Supp

Specialist, Benefits 57 NE HR Support

Specialist, Biotechnology Lab 57 NE Lab Supp

Specialist, Box Office 55 NE Theatre Support

Specialist, Business & Educational Development 59 EX

Prog Proj Mgt Supp

Specialist, Budget Accounting 60 EX Finance Staff

Specialist, Coach 59 EX Athletics

Specialist, College Information Center 55 NE Admin Support

Specialist, College Relations & Marketing 58 EX Public Media Rel

Specialist, Computer I 58 NE Info Tech Supp

Specialist, Computer II 59 NE Info Tech Supp



Specialist, Construction 56 NE Admin Support

Specialist, Construction Documents 58 NE Admin Support

Specialist, Curriculum 56 NE Academic Svcs

Specialist, Disability Support 56 NE Admin Support

Specialist, e-Learning Student Success 58 EX Admin Support

Specialist, Enrollment Management 57 NE Std Svsc Supp

Specialist, Finance Department 57 NE Finance Support

Specialist, Financial Aid 56 NE Std Svsc Supp

Specialist, Fiscal 57 NE Finance Support

Specialist, Foundation Research 58 NE Foundation Supp

Specialist, Grant 57 NE Admin Support

Specialist, Horticulture 56 NE Lab Supp

Specialist, Human Resources 57 NE HR Support

Specialist, Information Technology Asset Mgmt 57 NE Supply Chain Supp

Specialist, Information Technology 57 NE Info Tech Supp

Specialist, Information Technology Help Desk 56 NE Info Tech Supp

Specialist, Instructional Support 55 NE Admin Support

Specialist, Instructional Technology 59 NE Admin Support

Specialist, Key Management 57 NE Admin Support

Specialist, Lab 56 NE Lab Supp

Specialist, Talent Acquisition 59 NE HR Staff

Specialist, Veteran 56 NE Std Svcs Supp

Specialist, Learning 58 EX Lab Supp

Specialist, Media I 56 NE Media Tech Supp

Specialist, Media II 57 NE Media Tech Supp

Specialist, Media Technology I 56 NE Media Tech Supp

Specialist, Media Technology II 57 NE Media Tech Supp

Specialist, Multimedia 58 EX Media Tech Supp

Specialist, Nursing Lab 59 EX Lab Supp

Specialist, Nursing Program 59 NE Admin Support

Specialist, Outcomes & Data Specialist 58 NE Prog Proj Mgt Staff

Specialist, Outreach Program 58 EX Prog Proj Mgt Staff

Specialist, Payroll 58 NE Finance Support

Specialist, Purchasing Card 56 NE Admin Support

Specialist, Records 56 NE Std Svcs Supp

Specialist, Science Department 57 NE Lab Supp

Specialist, Selection Center 57 NE Admin Support

Specialist, Student Activities 56 NE Admin Support



Specialist, Student Learning & Test Center 58 EX Std Svcs Staff

Specialist, Student Services Information 58 NE Std Svcs Supp

Specialist, Technical Production 55 NE Lab Supp

Specialist, Testing Lab 58 NE Lab Supp

Specialist, Volunteer Program 57 NE Std Svcs Supp

Specialist, Web Communications 58 EX Public Media Rel

* Specialist, Workforce Program 58 EX Std Svcs Supp

Supervisor, Box Office 56 NE Theatre Support

Supervisor, Bursar 58 EX Finance Staff

Supervisor, Graphic Communications 58 NE Supply Chain Supp

Supervisor, Grounds & Landscaping 61 EX Facilities Staff

Supervisor, Maintenance 63 EX Facilities Staff

Supervisor, Technical Production 59 NE Theatre Staff

Supervisor, Theatre House 55 NE Theatre Staff

Supervisor, Warehouse 57 NE Supply Chain Staff

System Administrator 60 EX Info Tech Staff

Systems Programmer, Senior 63 EX Info Tech Staff

Technician, Air Conditioning 58 NE Facilities

Technician, Electronic Systems I 60 NE Facilities

Technician, Electronic Systems II 61 NE Facilities

Technician, Graphic Communications 55 NE Supply Chain Supp

Technician, Laboratory 55 NE Lab Supp

Technician, Library I 56 NE Library Supp

Technician, Library II 57 NE Library Supp

Technician, Media Systems 58 NE Media Tech Supp

Technician, Spray 56 NE Facilities

Technician, Trade & Industry Lab 58 NE Lab Supp

Technician, Warehouse Receiving 54 NE Supply Chain Supp

Vice President, Academic Affairs 69 EX Exec Leadership

Vice President, Administration & Business Services 70 EX Exec Leadership

Vice President, Advancement 69 EX Exec Leadership

Vice President, e-Learning Institutional Technology, Provost Boca Raton

69 EX Exec Leadership

Vice President, Growth Expansion, Provost Belle Glade & Loxahatchee


Vice President, Information Services 69 EX Exec Leadership

Vice President, Institutional Effectiveness, Provost Palm Beach Gardens


Vice President, Student Services and Enrollment 69 EX Exec Leadership



Management

Vice President, Workforce Development, Provost Lake Worth


Webmaster 61 EX Info Tech Staff

Welding Technology Evaluator 58 NE Lab Supp



D. Non-Unit Full-Time Salary Ranges

PAY GRADE

40-HOUR SCHEDULE

35-HOUR SCHEDULE

Minimum Midpoint Maximum Minimum Midpoint Maximum

51 $21,443 $26,804 $32,164 $18,762 $23,453 $28,144

52 $23,534 $29,417 $35,300 $20,592 $25,740 $30,888

53 $25,828 $32,285 $38,742 $22,600 $28,249 $33,899

54 $28,346 $35,433 $42,519 $24,803 $31,004 $37,204

55 $31,110 $38,888 $46,665 $27,221 $34,027 $40,832

56 $34,143 $42,679 $51,215 $29,875 $37,344 $44,813

57 $37,472 $46,840 $56,208 $32,788 $40,985 $49,182

58 $41,126 $51,407 $61,689 $35,985 $44,981 $53,978

59 $45,136 $56,419 $67,703 $39,494 $49,367 $59,240

60 $50,462 $63,077 $75,692 $44,154 $55,192 $66,231

61 $53,251 $69,227 $85,202 $46,595 $60,574 $74,552

62 $58,444 $75,977 $93,510 $51,138 $66,479 $81,821

63 $64,142 $83,384 $102,627 $56,124 $72,961 $89,798

64 $70,396 $91,514 $112,633 $61,596 $80,075 $98,554

65 $77,259 $100,437 $123,615 $67,602 $87,882 $108,163

66 $84,792 $110,229 $135,667 $74,193 $96,451 $118,709

67 $93,059 $120,977 $148,895 $81,427 $105,855 $130,283

68 $102,132 $132,772 $163,412 $89,366 $116,176 $142,985

69 $112,090 $145,717 $179,344 $98,079 $127,503 $156,926

70 $123,019 $159,925 $196,831 $107,642 $139,934 $172,227



E. Non-Unit Part-Time & Temporary Personnel (OPS) Pay Schedule FLSA: Exempt (EX) and Non-Exempt (NE), refer to Section B-21 for guidelines.

For the rates of positions not listed, consult the Office of Human Resources for classification once funding has been approved by the appropriate Provost and/or Vice President.

* Grant positions. Refer to Section N, Grant-Funded Positions, for further information.

Position Title Hourly Rate FLSA

Advisor, Career Development I $18.02 EX

Advisor, Career Development II $19.77 EX

Advisor, Financial Aid $19.77 EX

Advisor, Post Secondary $19.77 EX

* Advisor, Student Development I $18.02 EX

Advisor, Student Development II $19.77 EX

Analyst, Small Business Development $21.70 EX

* Assistant, Instructional Support $13.63 NE

Assistant, Library I $12.42 NE

Assistant, Library II $13.63 NE

Assistant, Summer Program I $10.31 NE

Assistant, Summer Program II $11.31 NE

Assistant, Wellness Center $13.63 NE

CEL Food Service Attendant $10.31 NE

Coordinator, Clinical $24.26 NE

Coordinator, Media Technology $21.70 NE

Coordinator, Summer Program $21.70 EX

Coordinator, Summer Youth $21.70 EX

* Head Resident $732.25/wk EX

* Librarian $21.70 EX

Media and Office Assistant II $13.63 NE

Media Assistant $12.42 NE

Occupational Skills Evaluator $24.26 EX

Office Assistant I $12.42 NE

Office Assistant II $13.63 NE

Office Assistant III $13.63 NE

Manager, Project $24.46 EX

Representative, Admissions Processing $13.63 NE

Representative, College Information Center I $12.42 NE

Representative, College Information Center II $13.63 NE




Representative, Counseling Center $14.96 NE

Representative, Financial Aid I $13.63 NE

Representative, Information Technology $14.96 NE

Representative, Information Technology Help Desk $14.96 NE

Representative, Student Account Services I $13.63 NE

Representative, Student Services I $13.63 NE

Representative, Test Center I $13.63 NE

Representative, Test Center II $14.96 NE

Security Officer $13.63 NE

Specialist, Art Gallery $18.02 NE

Specialist, Computer I $19.77 NE

Specialist, Developmental Math Lab $19.77 NE

Specialist, Film Production $18.02 NE

Specialist, Lab $16.41 NE

Specialist, Learning $19.77 EX

Specialist, Professional Teaching and Learning Center $18.02 NE

Specialist, Records $16.41 NE

Specialist, Student Activities $16.41 NE

Specialist, Student Life $16.41 NE

Specialist, Summer Youth $16.41 EX

Specialist, Technical Production $14.96 NE

Specialist, TRIO $18.02 EX

* Technician, Ceramics Lab $16.41 NE

Technician, Photography Lab $16.41 NE

Technician, EMS $24.26 NE

Technician, Fire $24.26 NE

Technician, Graphic Design Lab $16.41 NE

Technician, Horticulture I $13.63 NE

Technician, Horticulture II $14.96 NE

Technician, Warehouse Receiving $13.63 NE



F. Miscellaneous and On-Call Pay (OPS) Rates

FLSA: Exempt (EX) and Non-Exempt (NE). Refer to Section B-21 for guidelines.

* Grant positions. Refer to Section N, Grant-Funded Positions, for further information. + Student worker positions. Refer to Section O, Student Positions, for guidelines.


+ Assistant, America Reads $9.88 NE

Box Office Assistant $11.31 NE

Box Office Clerk $11.31 NE

CDA Observer $19.77 EX

Driver, Bus $13.63 NE

Driver, Courier/Van $12.42 NE

* Early Learning Assessor $24.26 EX

Editor, Special Project $40.00 EX

+ Helpdesk Level I $8.76 NE

+ Helpdesk Level II $9.31 NE

+ Helpdesk Level III $9.88 NE

Holistic PCAT Essay/ESL Graders $25.60 EX

Interpreter $19.77 NE

Interpreter – RID or NAD Certification $25.60 NE

Manager, Stackable Credentials and Curriculum Development $36.00 EX

Model, Artistic $24.26 NE

Musician/Entertainer/Exhibitor/Costumer $18.00-$53.00 EX

+ Peer Advisor $8.95 NE

* Peer Counselor $10.31 NE

Photographer $21.70 NE

Scenic Designer $14.96 NE

Specialist, Box Office $14.96 NE

Specialist, Curriculum Development $25.60 EX

Specialist, Technical Production $14.96 NE

+ Student Ambassador $8.95 NE

+ Student Assistant $8.50 NE

+ Student Tutor (Associate or equivalent) $11.31 NE

+ Student Tutor (Non-degreed) $10.31 NE

Supervisor, Theatre House $14.96 NE

TCP Observer $21.70 EX

Test Administrator $19.77 EX



Test Administrator, Criminal Justice $24.26 EX

Test Proctor $12.42 NE

Test Proctor II $12.42/$14.96 NE

* Test Proctor, DCF $19.77 NE

Theatre Crew Assistant $10.31 NE

Theatre Crew Member I $11.31 NE

Theatre Crew Member II $12.42 NE

Translator $21.70 EX

Tutor (Associate or equivalent) $11.31 NE

Tutor (Minimum of Bachelor) $14.96 NE

Tutor (Non-degreed) $10.31 NE

Tutor, Nursing $19.77 EX

+ Work Study Student $8.50 NE

G. Credit Adjunct Pay Rate (AA, AS, AAS and Prep) Degrees must be granted from a Regionally Accredited school. Credit/Lecture/Lab/Clinical Pay per Contact Hour (determined by total contact hours x rate of pay). Note that credit contact hours include three (3) hours of orientation on both the lecture and lab. The rates below are effective beginning the fall academic calendar of the current fiscal year. Lecture Lab/Clinical

Rate of Pay Flat Rate

(3 Credit/51 contact hrs)

Rate of Pay Flat Rate

(1 Credit/19 contact hrs)

Bachelors $35.88 $1,829.88 $29.18 $554.42

Masters $39.90 $2,034.90 $32.56 $618.64

Doctorate $43.92 $2,239.92 $ 35.92 $682.48 When a course offers a combination of lecture and lab, the rate of pay for the course will be based on either the lab or lecture rate, wherever the greater amount of time (more than 50%) is allocated. If the lecture and lab hours for one course are equal, the higher rate of pay will be applied. Refer to the examples below:



Course Credits and Hours Rate of Pay

CEN1123C Microprocessors 4 credits (3 lecture hours, 2 lab hours)

Lecture Rate

ARC 1301C Architectural Design I 3 credits (1 lecture hour, 4 lab hours)

Lab Rate

ART 1230C Graphic Design I 3 credits (2 lecture hours, 2 lab hours)

Lecture Rate

Adjunct instructors, who only teach credit and prep classes, can teach no more than 3 courses per term. The academic terms include: (1) fall, (2) spring, and (3) summer A, B and C. Personnel in this category, who have a temporary assignment in addition to the credit and prep teaching assignment or teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable. The Office of Human Resources and the Vice President of Academic Affairs will work, on a case by case basis, with administrators who oversee Independent Studies, lab and concurrent courses. Exceptions to this policy must be approved by the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services.

H. Non-Credit Adjunct Pay Rate (PSAV, CCE and Avocational) Noncredit adjunct instructors, who teach Corporate & Continuing Education (CCE) and/or Avocational courses, cannot work more than 27.5 hours per week. Personnel in this category, who have another temporary assignment, cannot work more than 27.5 hours per week in the combined assignments. The Office of Human Resources and the Vice President of Academic Affairs will work, on a case by case basis, with administrators of PSAV programs regarding hours for PSAV adjunct instructors. Adjunct instructors, who teach a combination of credit and noncredit classes, must follow the guidelines in Section B.26 (Regular Part-time Positions) or Section B.27 (Temporary Positions), whichever is applicable.



Exceptions to this policy must be approved by the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Services. Salary for non-credit adjunct instructors is determined by total contact hours x rate of pay. The rates are as follows:

1. PSAV Adjunct Instructor

Rate of Pay Associates or Required Credentials $32.42 Bachelors or Above and Required Credentials $35.45

2. PSAV Auxiliary/Lab Adjunct Instructor

Regardless of degree Rate of Pay PSAV contact hours may include three (3) hours of orientation. $28.30

3. CCE Adjunct Instructor


4. Avocational Adjunct Instructor


Exceptions to these adjunct rates need to be made in writing and must be approved by the Vice President/Provost and Executive Director of Human Resources before any commitment is made to an instructor. The rationale for paying above these published rates must be made in writing. Courses using vendors/consultants for instructional purposes must receive the approval of the Dean and Associate Dean if an instructional payment is at a higher rate than the established adjunct pay as outlined in pricing structure guidelines.

I. Substitute Adjunct Rates

The substitute rate for adjuncts is $18.44 per hour. If an adjunct cannot attend class, the adjunct must notify the appropriate Associate Dean’s Office. The adjunct is responsible for securing a substitute from the approved list. If an adjunct has an extended absence, the contract will be adjusted accordingly. If the substitute is covering the class during an extended absence, the substitute’s pay will be adjusted accordingly.



Rates for Health Services Rate of Pay Health Services - Bachelors $28.16 Health Services - Masters $30.21 Health Services – Doctorate $32.33

J. Professional Daily Rate

Bachelors or Equivalent $159.04/day ($19.88/hour)** Masters $165.81/day ($20.73/hour)** Doctorate $172.99/day ($21.62/hour)**

** Based upon 8 hours/day for professional non-teaching personnel and 7 hours/day for

temporary full-time instructional faculty.

K. Payment for College Owned Online Course Development The following guidelines govern the compensation for online course template development and/or redevelopment as requested by Palm Beach State College. College Requested Online Course Template Development

1. A department/cluster must submit the “Scope of Work – Online Course Development and Maintenance” form and receive and approval from the Vice President of eLearning before any compensation is offered to a content expert/developer and development of the template is started.

2. A scope of work, with deliverables and timelines, must be signed by the contracted course content expert/developer. The document will state that once the course is fully developed and approved, the course belongs to the college and can be assigned to any faculty member.

3. The content expert/developer must request a mid-development review by the department dean, associate dean, or director, and the eLearning director to ensure course instructional content meets department standards, is aligned to course outcomes, and meets approved course template structure.

4. Payment of $2,100 for a completed course template will be issued upon approval of the Vice President of eLearning.

College Required Online Course Template Redesign

1. When a department/cluster and/or eLearning requests that a College-owned course template be substantially redesigned, the department/cluster must submit the “Scope of Work – Online Course Development and Maintenance” form, and receive approval from the Vice President of eLearning before any compensation is offered to a content expert/developer and development of the template is started.



2. The needed changes have to be clearly identified by the department/cluster. The eLearning director will review the needed changes and determine the percentage of course modification to be developed.

3. A scope of work, with deliverables and timelines will be completed and signed by the contracted course content expert/developer. The document will state that once the course is redeveloped and approved, the course belongs to the College and can be assigned to any faculty member.

4. The content expert/developer must request a mid-redevelopment review by the department dean, associate dean, or director, and the eLearning director to ensure course instructional content meets department standards, is aligned to course outcomes, and meets approved course template structure.

5. Payment for redevelopment will be calculated based on the percentage of the course to be redeveloped and calculated as a percentage of the full course development payment of $2,100 (e.g., 50% of template redevelopment = $1,050). Payment for template revision will be issued upon approval of the Vice President of eLearning.

Development and/or revision of a Faculty’s Personal Online, Hybrid, and/or Face-to-Face Courses Such development and/or reviews will not be compensated, as they are considered part of normal job responsibilities of teaching faculty and instructors.

L. Supplemental Payments

The following supplemental payments apply to non-bargaining unit members:

Academic Support 1. Adjunct/temporary instructors employed to teach independent studies or practicums will

be paid .30 per student times lecture/lab rate times 5.90.

2. Developing a Curriculum (DACUM) is reimbursed at the rate of $25.00 per hour.

3. College personnel who participate in the Honors Program are paid at a rate of $125.00 per

Honors Packet per instructor per term, not to exceed 10 packets.

68BAthletics Coaching Supplement Season Sport Per Term (Terms)

Athletic Trainer $1,500 2 Baseball - Men $6,000 2 Asst. Baseball - Men $2,000 2 Basketball - Men $6,000 2 Asst. Basketball - Men $2,000 2 Basketball - Women $6,000 2



Asst. Basketball - Women $2,000 2 Softball - Women $6,000 2 Asst. Softball - Women $2,000 2 Volleyball - Women $6,000 2 Asst. Volleyball - Women $2,000 2

Summer Term Coach Supplement - $6,000

Intramurals

Supplement Season Responsibility Per Term (Terms) Director $3,000 2 Cheerleading Coach $1,000

Selected Activities

Persons assigned responsibility for the following activities may receive the following

payments: Per Term Beachcomber $2,000 Brain Bowl Coach $2,000

Student Organizations

Employees may work as club advisors of officially approved student organizations. The College shall compensate a supplement stipend of $206 to $927 per term of officially approved service, assuming that said service is not a part of a regular work assignment. A maximum of $309 may be paid for summer A or B. The exact amount of the supplement for any club advisor shall be decided by the Club Administration.

M. Bargaining Unit Other Terms and Conditions

Further details regarding salary information may be set forth in the College Bargaining Agreement.

1. Assigning Full-Time Faculty Load

It is the obligation of the Associate Dean and Dean to assign a full load of 90 points to a full-time faculty member, preferably on the faculty member’s home campus. If a full load cannot be assigned on the home campus, then the Associate Dean and/or Dean should make arrangements with the Dean and/or Associate Dean on another campus to schedule a course(s) to complete the full-time faculty member’s load of 90 points. When assigning full-time faculty members’ loads on a campus other than their home campuses, permission must be received from the faculty member’s supervisor before assignment and loading can be completed. A full-time faculty load is 90 points for the fall and spring terms. A minimum of 45 points must



be taught in face-to-face instruction. A hybrid course is considered face-to-face instruction. No more than 27 in-load points (typically 3 sections) can be pure online in any major term. Any points over 45 (overload) in a term may be face-to-face, or one of the types of distance learning which would include pure online. All overloads are subject to approval of the appropriate Academic Dean.

2. Additional Responsibilities

The President or designee may also assign additional responsibilities with points in lieu of courses to complete a regular instructional load of any faculty member. Points will be assigned according to past practice or for new assignments according to an estimated proportion of a full-time load, which would be required to perform the needed services.

3. Salaries Paid from Grants

Unless funding is provided in any grant, no salary increases, one time payments or salary adjustments of any type will be granted on July 1 or the effective date of the Salary Schedule changes. No retroactive increases will be granted.

In addition to the salaries indicated in this salary schedule, the College may, with the consent of individual bargaining unit members, pay for non-instructional duties at other compensation levels, when a specific compensation level(s) is indicated in a grant. Such compensation levels may be higher or lower than the salaries noted in this salary schedule if mutually agreed upon by the Administration and the individual bargaining unit member. This position applies to hours above the hours of contractual work week.

4. Starting Salaries

Starting salaries for new instructional faculty, counselors, and librarians may be increased by 1.25 percent for each year of creditable full-time service up to a maximum of 12.5 percent above the salary range minimum. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee.

5. Endowed Chair

Faculty members may be recognized for extraordinary service by receiving one or more payments consistent with the guidelines which are published for the Endowed Faculty Chair Program.

6. Experiential Learning

Experiential learning evaluation activities will be paid at a bargaining unit member’s hourly rate of pay.



N. Grant Funded Positions Grant funded positions normally fall within the College’s established compensation structure. However, for an employee to continue employment in a grant funded position beyond the end of the grant year there must be sufficient funding available in the grant. Increases may be provided to grant funded personnel equal to or less than regular College-funded employees effective July 1, provided there are sufficient funds available in the grant. Employees on grants must use annual leave before leaving the College or before the ending of the grant, as there is no pay out of leave balances for employees working on grants. Personnel employed on grants may be employed full or part-time. Administrators will not be eligible to receive compensation under grants during the terms of the contract. Other personnel may perform services and receive compensation under grants for duties performed during the time (e.g. summer A or B) when they do not have scheduled duty. The Director of Resource and Grant Development is not eligible for compensation under grants.

1. Exceptions to Grant Funded Positions

Grant funded positions are those where the position is funded completely by a grant. This applies whether the employee in that position was originally hired for a grant or originally hired in a College position but subsequently knowingly applied for and/or was employed in a grant position. If a College employee, who is paid as a general fund College employee, at the request of

the President or designee, moves into a grant funded position for a “time certain,” that employee retains the benefits of a College employee.

If grant funds pay a percentage of a general fund College position’s salary during the term of the grant or partial term of the grant, that position is not considered a “grant funded position.”

If grant funds result in a part-time College position becoming full-time during the term or partial term of a grant, the position is considered grant funded for purposes of full-time benefits.

2. Grant positions working within Palm Beach County School District

Prior to placement of program and active employment of staff within a Middle or High School, classification determination needs to be approved by the Office of Human Resources. Assignments in Middle and High Schools, during the regular academic year or while working in a program that runs consecutive with the School District summer school program includes the following: Site Coordinator $24.50 per hour

Bachelor’s degree and Florida Teaching Certificate required; must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks.



Academic Planning Grant Instructor

Certified Teachers $25.00 per hour Non-certified Teachers $18.21 per hour

Bachelors’ degree required; must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks. Additional requirement for Certified Teachers includes the Florida Teaching Certificate.

Academic Grant Support $11.53 per hour

Associates degree required; minimum of 1 year related experience (additional experience accepted in lieu of education); must be able to work within Palm Beach County School system, adhering to appropriate security clearances and checks.

Complete position information is available from the Office of Human Resources. Positions which do not meet the above descriptions and/or requirements need to be reviewed by the Office of Human Resources for proper classification and pay rate to be determined prior to active employment.

O. Student Positions

1. Student Personnel

Only students enrolled in Palm Beach State College can be employed as student workers. A student worker cannot hold a College temporary, part-time or full-time position concurrent with a work study or student assistant position. Any student can apply for regular part-time or full-time positions at the College. To be employed as a student worker, students must meet the following guidelines: Students who are enrolled in Palm Beach State College as their home school and who are

seeking a degree or certificate can be employed as a student worker. Hence, transient students do not meet the criteria of a student worker.

Students who are enrolled at least half time, 6 credits or equivalent, for the term which they are employed.

Students who are enrolled and have at least a 2.0 GPA. Prior to employment, all potential student workers must go through the Office of Financial

Aid to determine eligibility for the Federal Work Study (FWS) program. This will allow the College to utilize FWS funds when applicable. If the student is not eligible for work FWS or FWS funds are not available, the supervisor may make a request to the designated Budget Manager to employ a student assistant. All student worker positions are dependent upon available budget funds and must be approved by the designated Budget Manager.

Student assistants cannot be employed in a grant funded program that does not serve Palm Beach State students.

Work Study students may be employed in a grant funded program that does not serve Palm Beach State students. This type of assignment will be considered a secondary priority, contingent upon FWS funding.



2. Work Study Students

Student personnel qualify to work under the Federal Work Study (FWS) program as determined by the Office of Financial Aid. Personnel under this category are exempt from Social Security and Medicare. FWS students cannot be employed in any other assignment. All Work Study assignments terminate at the end of each term. FWS student may be employed up to 20 hours a week. Work Study students are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Executive Director of Human Resources.

43. Student Assistants

Prior to employment, all potential student workers must go through the Office of Financial Aid to determine eligibility for the Federal Work Study (FWS) program. Every effort must be made to employ a student worker who qualifies for the FWS program. This is to ensure that all federal funds allocated to the Office of Financial Aid are utilized. If there are no remaining students eligible for the FWS program, the supervisor may make a request to the designated Budget Manager to employ a student assistant. Student Assistants cannot be employed in any other assignment except as Student Assistants. All Student Assistant assignments terminate at the end of each term. Student Assistants may work up to 20 hours a week. Student Assistants are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Executive Director of Human Resources. Student Assistants are exempt from retirement and social security. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly.

4. International Students

International Student eligibility for employment must be verified each term by the Office of International Admissions and Recruitment before the student begins working. Questions regarding the work eligibility of international students should be referred to the Manager of International Admissions and Recruitment. All International Student assignments terminate at the end of each term. International Students may work up to 20 hours a week. International Students are compensated at the rate of pay determined by the classification of the position. International Students must be in F-1 status. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly.

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