The Districtâ€™s compensation program objectives are intended to attract and retain highly qualified employees in support of the Districtâ€™s mission, vision and values.Â Compensation includes both the salary paid for a given position and the fringe benefits that are associated with the position. Compensation objectives include the following:
- Internal equity
- External competitiveness
- Compliance with laws and regulations
- Establishment of pay structures for all positions
- Fiscal responsibility and administrative efficiency
- Recognition of performance excellence and learning achievements
- Compensation practices that are widely communicated and clearly understood
In order to assess internal equity and external competitiveness, job descriptions serve as the basis for comparing duties and responsibilities as well as requisite skills, knowledge and abilities.Â Other job evaluation methods may be used for more detailed analyses.Â
Applicable labor market data is reviewed on an annual basis to assess market competitiveness. The Districtâ€™s pay structures are designed to mirror the market in the establishment of minimum, midpoint and maximum rates.Â Classified positions are compared to organizations in our service area, Northeast Wyoming, and with other relevant surveys.Â Administrative and Executive jobs are evaluated against regional benchmarks as well as similar higher educational comparators.Â Faculty assignments are compared to regional and, when appropriate, to national salary data.
The District complies with all applicable laws including the Fair Labor Standards Act, the Equal Pay Act, the Age Discrimination in Employment Act, and Title VII of the Civil Rights Act of 1964.
Careful attention is placed on ensuring that public monies used for salaries and wages are appropriately awarded.Â No more than 75% of the Collegeâ€™s operating budget will be spent on salaries and benefits.Â Internal pay processes and procedures are developed for accuracy and efficiency within the scope of available resources required to administer the programs.
Salary budget allocations are based upon State appropriations, tuition revenue, other funding sources, and overall District financial conditions. Â Original wage/salary placement is based upon educational qualifications, job related skills, prevailing labor market conditions, and special competencies as well as amounts, types and quality of relevant work experience.Â Where feasible, the College will provide opportunities for advancement in the establishment of job families. Â Promotional opportunities will be based upon 1) a bonafide need for the position/level; 2) individual skills, knowledge and abilities; 3) educational achievements; and 4) demonstrated job performance.
Wage/salary increases and other compensation considerations are solely within the discretion of the Board of Trustees and are subject to the availability of funds as determined by the Board.