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Salary Administration and Schedules Procedure - 63.04.11

College Policy Number/Title:

Howard Community College salary range schedules are based on information obtained from area industry, other Maryland community colleges, local public agencies, and other relevant sources.  Salary schedules are evaluated every several years and adopted by the college's board of trustees upon recommendation of the president.  While individual salaries may be subject to negotiation at the time of hire, no appointee's salary may exceed the budgeted funds approved for the position.

Beginning Salary Level for Budgeted Faculty

The method of establishing salary at the time of appointment should be consistent with the experience and training of each selected candidate.

A faculty member is assigned rank by the criteria stated for initial appointment.  If the candidate is minimally qualified for the rank, the candidate usually receives the minimum beginning salary at the rank as contained in the salary range schedule.  Additional compensation beyond the minimum salary level for the given rank may be awarded for experience and training above minimum requirements for the rank as follows:

  1. Each year of full-time post-secondary teaching experience in the discipline to be taught at Howard Community College beyond that used to meet minimal rank criterion may result in a $750 increase in the beginning salary.
  2. Each year of full-time secondary teaching experience in the discipline to be taught at Howard Community College beyond that used to meet minimal rank criterion may result in a $375 increase in the beginning salary.
  3. Each year of full-time, directly related experience in industry or military service may result in a $750 increase in the beginning salary.
  4. Each year of full-time, related experience in industry or military service may result in a $375 increase in the beginning salary.
  5. An earned doctorate prior to appointment will increase the beginning salary by $1,000
  6. Part-time employment is normally not considered for the purpose of salary placement.  It may be considered only when it is extensive.  It will be equated to a full load (30 credits = 1 year) and initial salary will be increased by $375 per equated year.

The vice president of academic affairs recommends salary placement to the president and may, in unusual circumstances, consider other factors such as availability of personnel in a specific discipline.

Beginning Salary Level for Budgeted Staff

The starting rate of pay will normally be the minimum salary of the grade in which the position being filled is classified.  A starting pay above the minimum and up to 10 percent above the minimum of the salary range may be warranted in some instances to acknowledge exceptional experience or training along with college strategic initiatives.  Appointments above the minimum salary may be considered in the following cases:

  1. The candidate presents extraordinary qualifications related to experience and education.  In this event, a value would be placed on this experience in a manner similar to that outlined above for faculty and this experience will be documented in detail. 
  2. The recruitment has yielded an extremely limited number of qualified applicants and an increased salary is necessary to fill the position.  
  3. An assessment of the effect on employees in the same job classification (internal equity) has been made and it has been determined that such a placement would not have an unanticipated and deleterious effect on current salary placements.
  4. Budgets allow for the additional funds.  

In addition, in rare cases, salary placements up to the midpoint of the salary range may be considered when, in addition to points 1 and 2 above, a candidate with extraordinary and rare qualifications is needed to meet college strategic initiatives.

All salary placements above the beginning level must be documented including detailed rationale on an interview evaluation form by the hiring supervisor; an interview evaluation form must be provided for each interviewed candidate.  Human resources will then initiate the hiring approval process through appropriate administrative channels including human resources, the vice president of administration and finance, and the president of the institution.

Appointments Below the Beginning Salary Grade Level 

When fully qualified candidates are not available or acceptable, internal or external candidates who do not meet the minimum qualifications of the job may be hired as trainees, provided that minimum qualifications are met in an agreed upon period of time.  This situation is subject to the approval of the hiring supervisor through the appropriate administrative channels.  The supervisor will provide a written plan and deadlines for meeting minimum qualifications.  The trainee will be hired at a salary up to 10 percent lower than the minimum assigned to the job class until the minimum qualifications are reached.  When the minimum qualifications are reached, the employee will receive the minimum rate of the assigned salary grade. If a merit increase or any other salary adjustment is awarded to the employee during the training period, the salary will be raised to the minimum of the grade plus the amount of the merit or other salary increase added to it once the employee meets the minimum qualifications.  

Salary Placement of Employees Who are Promoted or Reclassified

The salary of a budgeted staff employee who has been promoted or reclassified to a higher level budgeted position will be increased by the following method:

  • One grade promotion would result in a five percent increase
  • Two grade upgrade would result in a nine percent increase
  • Three grade upgrade would result in a 12 percent increase
  • Four grade upgrade would result in a 14 percent increase
  • A promotion of five grades or more would result in a 15 percent increase

If after this calculation the new salary does not meet the minimum salary of the new grade, the salary will be raised accordingly to meet the minimum.

A higher salary increase than described above may be considered in the following cases:

  1. The promotion results from a competitive selection process resulting from an external advertisement, in which case the new salary will be determined for the promoted employee just as it would for a successful external candidate.
  2. There is a specific and critical issue related to the college mission or strategic initiatives to be addressed in this job and the president’s team has directed a higher increase for this reason.

If the promotion takes place at the beginning of the fiscal year, at the same time as any merit increase, the employee’s merit and promotion increases will be calculated separately based on the June 30 salary.  The merit and promotion increase would then be added to the June 30 salary to calculate the new fiscal year compensation.  

Note:   Dean, associate dean, and chair faculty positions are appointments and not promotions.             

Salary Placement Of Employees Upon Transfer or Demotion

The salary of employees who transfer to positions at the same grade level will remain at the same level. The compensation level of employees upon voluntary or involuntary demotion to a position at a lower grade level will be decreased using the same calculation method used at the time of their increase to the current level. If the method used in a previous upgrade cannot be established the salary will decrease by the following calculations: 

  • One grade demotion would result in a five percent decrease
  • Two grade demotion would result in a nine percent decrease 
  • Three grade demotion would result in a 12 percent decrease 
  • Four grade demotion would result in a 14 percent decrease 
  • A demotion of five grades or more would result in a 15 percent decrease 

If the individual's new calculated salary is above the maximum of the new grade maximum, the individual's merit increase in the future will be non-base increases – refer to procedures 63.04.06, Merit Pay (Faculty) and 63.04.07, Merit Pay (Staff). If the new calculated salary is below the new grade’s minimum, the salary will be raised to the minimum. Any employee in a new position will be placed on probation in the new position.

 Go to human resources under compensation to view the current salary schedules.

Effective Date:  07/01/20

President's Office Use:  VPAF

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