Staff Salary Study Committee

Background:
In December, 1989, the Board of Trustees adopted a long-range goal of employing the very best people available and compensating them at levels consistent with employees of those institutions with whom NMC competes for services. In October, 1990, the Board established a set of objectives to follow to help reach this goal.

In 1990-91, the Compensation Study Committee was formed to provide administrative/professional and support/paraprofessional staff an avenue for involvement in their salary plan. In 1991-92, this committee, in conjunction with 3C's, completed a major project which restructured the compensation and classification plans for these employee groups. Equity was achieved for support staff in 1992/93 and for administrative/professional staff in 1993/94.

The Committee is now maintaining the compensation plan on an annual basis. Every three to five years, equity is recalculated.

Type of Committee:
Standing

Purpose:
To provide an avenue for staff involvement, input, and advice on annual salary recommendations for classified positions, as well as maintaining a competitive salary plan, per Staff Policy 1412.00.

Membership:
Membership consists of the Executive Director of Human Resources, chair; the Coordinator of Benefits and Human Resources, and two representatives from each of the Administrative/Professional, Technical/Paraprofessional, and Support Staff employee groups.

Employee group representatives are appointed annually by their respective councils. The term of office for members is two years with a limit of two consecutive terms. Terms will be staggered so that only one-third of the membership will change in a given year. Terms will end on June 30.

Reporting Relationship:
The Committee reports its recommendations to the various staff employee groups and the Total Compensation Committee through the Executive Director of Human Resources or designee.

Responsibilities:

1. Human Resources will survey the comparison institutions to determine actual average salary increases given to each group (support, technical/ paraprofessional, professional, administrative) for the current year.
2. Calculate the salary increase recommendations for the coming year, using established methodology as defined in Staff Policy 1412.00.
3. Conduct periodic benchmark surveys of the peers for each group (those whom we compete with for services) to verify the competitive position of NMC salary scales as defined in Staff Policy 1412.00
4. Develop a communication plan and communicate committee work with constituents.

Timeline:

• September— Begin work
• October — Surveys complete
• November — Recommendations drafted and communicated to constituents.

Membership 2006-07