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Salary Plan B Description

Merit Comparable

(Narrative as Amended Effective 4/12/05, 4/7/09, 6/2/09, 9/14/10, 6/7/11)

A. EMPLOYEES COMPENSATED IN ACCORDANCE WITH SALARY PLAN B

All full-time employees of the College in positions listed on the Salary Plan B Tables webpage shall be compensated in accordance with Salary Plan B.

B. POSITION CLASSIFICATIONS COVERED

1. Position classifications authorized by the Board of Trustees are those listed on the Salary Plan B Tables webpage.

2. All position classifications and pay grade designations, utilizing a merit comparable classification procedure, require advance review by the Human Resources and Legal Affairs Department and approval by the Board.

C. RECRUITMENT AND SELECTION OF EMPLOYEES

1. The College Affirmative Action Plan shall be followed in the recruitment and selection of employees.

2. Employees shall be selected on the basis of performance capability relating to the specific needs of the College.

3. An earned degree required as a minimum qualification for a position covered by this Plan must be attained from a regionally accredited college or university.

4. Classification specifications which include the minimum qualifications for each position shall be maintained by the Office of the President and shall be adhered to in the selection and classification of all employees.

D. PAY GRADES AND RANGES

Current pay grades and ranges authorized by the Board are listed on the Salary Plan B Tables webpage.

E. ENTRY SALARIES

All new employees shall start at the minimum (85% of midpoint) of the pay grade with the following exception:

In exceptional circumstances the College President may authorize a new hire rate beyond 85% up to and including 100% of midpoint of the pay grade. Hiring beyond 100% of midpoint requires the signatures of the State Budget Director and Controller General.

In the event that a starting rate higher than 85% is authorized, the Office of the President Human Resources Department shall identify all equally or more qualified incumbents of the same classification within the College receiving a lower rate, if any. The President shall provide that the annual base rate of those employees be increased to the higher pay rate.

Employees earning less than minimum of their pay grade will have their base rate increased to 85% of midpoint when a vacancy within their same classification is filled on a temporary or regular basis. Employees occupying single-position classifications (i.e., a classification that has only one authorized position) who earn less than the minimum of their pay grade will have their base rate increased to 85% of midpoint.

F. DEFINITION OF RELEVANT WORK EXPERIENCE

Relevant work experience for purposes of this Plan shall mean:

1. Those occupational/professional activities for pay which in purpose and function bear a direct relationship to the requirements for successful performance in the Delaware Technical & Community College position, and which would tend to contribute to the depth and breadth of a staff member in ways not ordinarily associated with formal educational training.

2. While no fixed rules are established to measure such relevance, the College administration reserves discretionary rights in assessing the relevant work experience of any prospective candidate for employment.

G. SALARY REVIEW

1. Salaries shall be reviewed annually by the Board of Trustees, and the Board shall make recommendations for such adjustments as it deems appropriate to the Budget Office and the Controller General's Office.

2. In making the recommendations referred to above, the Board shall consider such factors as changes in the cost of living and salaries paid by other educational institutions, other State agencies, and private employers.

H. ANNUAL SALARY ADJUSTMENTS

1. All eligible Salary Plan B employees will receive the general salary increase as provided by each fiscal year's Budget Bill.

2. All eligible Salary Plan B employees will receive a mid-point adjustment increase within the fiscal year if provided by the Budget Bill.  To be eligible, employees must meet the criteria specified in the Budget Bill.

I. CREDIT FOR EARNED DEGREES

1. Employees earning a degree from a recognized college or university shall be entitled to a one-time bonus.

2. Entitlement to this one-time bonus is as follows:

Degree Held Degree Earned  Bonus
None Associate's $2,000
None Bachelor's $4,000
Associate's Bachelor's  $2,000
Bachelor's  Master's $2,000
Master's Doctorate $3,000

         
3. For the purpose of this section, "Earning" shall mean written certification (official transcript) by the granting institution that all of the requirements for the degree have been satisfied.

4. Except as otherwise provided herein, the bonus payment for such earned degrees shall be paid within 30 working days of the College's receipt of such written certification.

5. The disbursement of any benefit payment earned during a fiscal year in which step increases are not authorized in the state budget for Plan A and Plan D employees shall be deferred until such time as step increases are reinstated.

(I.l & I.2. amended by Board of Trustees on 6/8/04 retroactive to January 1, 2004; amended by Board of Trustees 4/7/09 )

 J. ACTING POSITIONS

1. Vice Presidents and Campus Directors (President for Office of the President) may appoint employees to acting positions for up to twelve months.  Appointments extending beyond twelve months also require the approval of the President.

2. Employees in Salary Plan B serving in acting positions in Salary Plan B pay grades above those of their regular positions for thirty (30) calendar days or more shall receive as a supplement for the entire period of the appointment five to ten percent of their annual base salary; or if it is greater, the difference between their annual base salary and the minimum (85% of midpoint) of the Salary Plan B pay grade to which they are appointed.  Employees for whom the acting supplement increase will place their annual base salary at or above the maximum of the new pay grade, or if their annual base salary is already above the maximum of the new pay grade, shall receive a five percent acting supplement.  A five to ten percent supplement shall also be paid to Salary Plan B employees serving for thirty (30) calendar days or more in positions in the same pay grades as their regular positions only under one or more of the following circumstances:

a. The employee will continue to perform duties of his/her regular position.

b. The position to be filled on an acting basis is in another county, and the employee does not reside in that county.

c. Other circumstances where the President deems that payment of the supplement is in keeping with the best interests of the employee and the College.

3.The salaries of employees in positions in Salary Plan B who serve in acting positions in Salary Plan A for thirty (30) calendar days or more shall be determined in accordance with Section E, Entry Salaries, of Salary Plan A.  If their annual base salary exceeds the applicable Salary Plan A Index salary, no supplement will be paid.

4. The salaries of employees in positions in Salary Plan B who serve in acting positions in Salary Plan D for thirty (30) calendar days or more shall be determined in accordance with Section E, Entry Salaries, of Salary Plan D.  If their annual base salary exceeds the applicable Salary Plan D Index salary, no supplement will be paid.

5. Salary increases mandated by the General Assembly or the Board of Trustees are to be calculated as follows:

The salary increase shall be calculated on the employee's total compensation; i.e., the annual base salary plus the acting supplement.  When the employee leaves acting status, the annual base salary shall be that rate in effect when appointed to acting status plus any increases for which he/she is eligible that occurred during the acting status period.

K. SALARY SUPPLEMENTS FOR MULTI-CAMPUS RESPONSIBILITY

Campus employees who are assigned responsibility for the performance, management and/or oversight of operations at more than one campus (but not college-wide) may receive a supplement equal to five percent (5%) to ten percent (10%) of their annual base salary as determined by the president.

(Approved April 17, 2023)

L. POSITION RECLASSIFICATION AND REGRADE

1. To a Higher Pay Grade

Employees in reclassified and/or regraded positions shall receive an increase of five percent of their current annual base salary or to the minimum (85% of midpoint) of the new pay grade, whichever is greater.  It should be noted that employees in reclassified positions which have a pay grade less than or equal to a previously held pay grade shall not receive an increase in their annual base salary.

2. To a Lower Pay Grade

No change in salary.

M. TRANSFERS TO OTHER POSITION CLASSIFICATIONS

1. Transfers to Salary Plan A

The salaries of employees transferring to positions in Salary Plan A shall be determined in accordance with Section E, Entry Salaries, of Salary Plan A.  Credit for relevant experience, subject to the existing maximum of twenty‑six years, shall include credit for all relevant experience gained up to time of transfer.  Any decrease in salary shall become effective at the beginning of the next fiscal year.

2. Transfers to Salary Plan D

The salaries of employees transferring to positions in Salary Plan D shall be determined in accordance with Section E, Entry Salaries, of Salary Plan D.  Any decrease in salary shall be effective at the beginning of the next fiscal year

3. Transfers from One Position Classification to Another Within the Same Pay Grade

No change in salary.

N. TRANSFERS TO A HIGHER PAY GRADE

Employees transferred to a higher pay grade shall receive, after approval of the Vice President and Campus Director (President for the Office of the President), a five to ten percent salary increase or the minimum (85% of midpoint) of the new pay grade, whichever is greater.  Employees for whom the increase will place their annual base salary at or above the maximum (120% of midpoint) of the new pay grade, or if their annual base salary is already above the maximum of the new pay grade, shall receive a five percent increase.

O. TRANSFERS TO A LOWER PAYGRADE

The current annual base salary of an employee transferred to a lower pay grade shall remain unchanged if it does not exceed the midpoint of the lower pay grade. If the current annual base salary exceeds the midpoint of the lower pay grade, it shall be reduced by five percent or the difference between his/her annual base salary and the midpoint, whichever is less.  However, upon written recommendation by the Vice President and Campus Director, the President, in his/her sole discretion, may authorize the employee to continue to receive his/her current salary.

P.  All of the provisions of Salary Plan B are subject to any applicable federal and State laws and regulations, the Personnel Policy Manual, the Manual of Procedural Guidelines, and the availability of funds.

Q. YEARS OF SERVICE "BENEFIT" PAYMENT

Regular, full-time Salary Plan B employees who have obtained 10, 15, 20, 25, 30, 35, 40, or 45 years of Delaware Tech pension-covered service shall receive a one-time, lump-sum “benefit” payment.  The service includes all Delaware Tech “pension-covered” (regular full-time, temporary full-time nine months or more, and regular part-time) employment.  Employees must be regular, full-time on the date indicated below to be eligible for the payment:  

Years of Service Obtained by  Month of "Benefit" Payment
June 30th July
December 31st January

 

The "benefit" amounts are:

Years of Service  "Benefit" Amount
10 $500
15 $1000
20 $1500
25 $2000
30  $2500
35  $3000
40 $3500
45 $4000


The disbursement of any benefit payment earned during a fiscal year in which step increases are not authorized in the state budget for Plan A and Plan D employees shall be deferred until such time as step increases are reinstated.

(Approved by the Board of Trustees 6/8/04 retroactive to January 1, 2004 with payments beginning in July 2004; amended by Board of Trustees 4/7/09)

R.  SALARY SUPPLEMENTS FOR COLLEGEWIDE COORDINATORS, CAMPUS INTERNATIONAL EDUCATION COORDINATORS, AND THREAT ASSESSMENT COORDINATORS

(Revised June 7, 2011)

1.College Coordinators

Employees designated as Collegewide Coordinators are responsible for providing administrative direction and oversight to Collegewide committees in designated operational areas.  These employees are appointed by and serve at the pleasure of the President.  The annual salary supplement shall be ten percent of their annual base rate. 

2. Campus International Education Coordinators

Employees designated as Campus International Education Coordinators are responsible for planning and overseeing international education initiatives on their campuses under the direction of the Collegewide International Education Director.  These responsibilities include: organizing study abroad programs; advising student international and/or study abroad clubs; developing and coordinating exchanges of students, faculty, and staff with institutions abroad; organizing campus activities and events such as International Education Week, collaborating with the Instructional Division on ways to internationalize the campus curriculum; assisting with fundraising efforts for student study abroad scholarships; and representing the College with international institutions, partnerships, and networks. The assignments of the regular position of those who also serve as the Campus International Education Coordinator are reduced as designated by the appropriate Dean/Director and Campus Director.  Campus International Education Coordinator appointments are in addition to regular employment assignments/accountabilities. These employees are appointed by and serve at the pleasure of the President. The annual salary supplement is $2,000. (Position and supplement approved by the Board of Trustees, 4/12/05.)

3. Campus Threat Assessment Coordinator

Employees designated as Threat Assessment Coordinators are appointed by the Vice President and Campus Director, report to the Dean of Student Affairs. They serve as the first point of contact for students or employees who want to report a threat or concern for campus safety or an individual’s safety. Threat Assessment Coordinators work with the Campus Chief of Public Safety in the initial review and investigation of such reports, and are responsible for gathering and analyzing information needed for threat assessment and intervention purposes as set forth in the College Threat Assessment and Behavioral Intervention Policy.  Threat Assessment Coordinators shall also provide administrative support and coordination of Threat Assessment Team activities and shall actively participate in a committee charged with the development of best practices and protocols for collegewide implementation of the College’s Threat Assessment and Behavior Intervention Policy, which shall include, but shall not be limited to, creating forms for the documentation of reports, investigations, and intervention/management plans; researching and recommending a collegewide database and other tools to share relevant information and track at-risk students across campuses; reviewing and recommending revisions to the College’s existing policies and guidelines as appropriate; coordinating collegewide training opportunities; and such other related duties as directed.  These appointments are in addition to their regular employment assignments/accountabilities. The assignments of the regular position of those who also serve as the Campus Threat Assessment Coordinator are reduced as designated by the appropriate Dean/Director and Campus Director.  Campus Threat Assessment Coordinator appointments are in addition to regular employment assignments/accountabilities. Campus Threat Assessment Coordinators are appointed by and serve at the pleasure of the Vice President and Campus Director and report to the Dean of Student Affairs. The annual salary supplement shall be $2,000.  (Position and supplement approved by Board of Trustees, 9/15/09)

S.  ADMINISTRATIVE INTERN

Vice Presidents and Campus Directors (President for Office of the President) may designate an employee as an “administrative intern” for a period of up to 12 months.  Campus administrative intern designations extending beyond 12 months require the approval of the President.  The purpose of administrative interns is to provide opportunities to gain new knowledge, skills, and experience in another field, department, division, and/or campus in order to enhance professional development by assuming different duties and/or working on special projects.  Employees with this approved designation will receive no change in their current salaries. (Added 9/14/10 Board of Trustees)

T. EXCEPTIONS TO SECTIONS J. THROUGH O.

Exceptions to the policies contained in Sections J. through O. may be authorized by the president, after review by the Human Resources Department, in cases where, in their judgment, application of these policies would result in inequitable treatment of an employee and/or would not be in keeping with the best interest of the College. (Added 1/10/20 Board of Trustees)