3.6 Salary and Wage System

adopted: May-1990
last revised: Nov-2008

The Board of Trustees authorizes Richland Community College to establish and maintain a fair and equitable wage and salary system based upon a number of factors including but not limited to the following:

  • Employee Classification and Job Duties
    Each position in the College will fit into a classification system, and within the classifications, there will be a job description for each employee or group of employees performing like duties.

  • Job Description
    The job description will be reflective of the position and job duties to be performed by each employee.

  • Competitiveness
    It is the College’s intent to maintain total compensation that is competitive on a local, regional, state, or national basis. Competitive factors considered will be based on the nature of the job, responsibilities of the job, job position in the market place, and value of the job to the institution.

  • Equity
    Wage rate compression and equity will be addressed regularly.

  • Ability to Pay
    All salary schedules and adjustments or changes to salary schedules will be based upon the College’s ability to pay in both the current year and in future years.

  • Total Compensation
    Total compensation will include wage and benefit package. Employees from non-faculty classifications may be assigned to teach credit or non-credit courses. In these instances, the employee may be eligible for additional pay for instruction and related time, as established by the College and accepted by the employee. The College will establish guidelines that specify which classification of employees will be eligible for additional compensation for teaching such courses. The guidelines will also specify when the employees will be allowed to teach for additional compensation.