PURPOSE: To establish guidelines for compensating classified employees at initial appointment, and for determining salary adjustments.

PROCEDURES

1. Hiring at the Minimum
   Any applicant who is given an appointment and who meets the minimum training and experience requirements for the class to which appointed shall be paid at least the minimum rate for that class.
   
2. Hiring Above the Minimum
   
   
   1. Qualifications:
      An individual not currently employed in a permanent capacity within state government who has training and/or experience which exceeds the State Board for Technical and Comprehensive Education (SBTCE) position minimum training and experience requirements may be hired at a starting salary above the minimum of the pay band.
      
   2. Documentation:
      To hire an employee above the minimum, the requesting supervisor must submit to the Human Resources Manager a written justification, approved by the dean/director of the unit and the appropriate vice president, which specifies the requested salary, the rationale for the salary, and the source of funding.
      
   3. Methodology:
      The method for establishing a starting salary above the minimum is to evaluate the individual’s qualifications and determine those directly related to the requirements of the position. To calculate the starting salary, add two (2) percent to the minimum salary for every year the employee’s qualifications exceed the minimum requirements.
      
      Any salary recommendation that exceeds the mid-point of the pay band must be approved by SBTCE and in some cases by the State Office of Human Resources (State OHR).
      
      Supervisors should take internal equity into consideration. New employees should generally not be hired at salaries greater than those earned by comparably qualified current employees at the same internal level. However, circumstances such as past recruiting difficulties and current market conditions may warrant exceptions.
      
3. Re-employment
   
   
   1. To a higher level position:
      
      
      1. An employee who is re-employed in a higher pay band within six (6) months of separation from state service, or in the same pay band in which previously employed with higher level job duties/responsibilities, may be awarded an increase of up to the minimum of the pay band in which re-employed or 110% of the salary being paid at the time of separation, provided the increase does not place the employee’s salary above the maximum rate of the pay band. SBTCE and State OHR must approve an increase of more than 10%.
         
      2. Documentation:
         The requesting supervisor must submit to the Human Resources Manager a written justification, approved by the dean/director of the unit and the appropriate vice president, which specifies the requested salary, the rationale for the salary, and the source of funding.
         
   2. To the same or a lower level position:
      An employee who is re-employed within six (6) months of separation from state service may be paid at the rate equal to or below the rate being paid at the time of separation. The employee shall be eligible for only salary adjustments from legislative general increases and from adjustments made in the pay range while not employed. In determining the amount of adjustment, the same implementation instructions that applied to all employees in that class shall be followed.
      
4. Return from Leave Without Pay
   An employee who has returned from an authorized leave of absence without pay shall be paid at the same rate being paid at the time leave was granted, except that the employee shall be granted any legislated increases and salary increases resulting from adjustments made in the pay range. The amount of adjustment that the employee shall be granted is determined using the same implementation instructions applied to all employees in that class.
   
5. In-band Salary Increases
   In-band salary increases may result from any of the following:
   
   
   1. Increases mandated by the South Carolina General Assembly.
      
   2. Performance increases authorized by SBTCE -- based upon funding availability and subject to guidelines provided.
      
   3. Additional duties/responsibilities increases.
      
      To initiate any additional duties/responsibilities increases, supervisors must complete the reclassification or update of existing position description form provided by TTC's Office of Human Resources. Any increases are subject to the following conditions:
      
      
      1. Salary increases may be granted when an employee is assigned significant and/or substantial additional duties and/or broader responsibilities, either within his/her current position or another position in the same pay band.
         
      2. Increases cannot exceed 10% of the current salary and cannot exceed the pay band maximum. Requests for more than 10% must be approved by SBTCE and State OHR.
         
      3. The amount of the salary increase will be awarded based upon a formula containing the following criteria: complexity of new duties, last two year’s performance evaluations, total years of relevant experience, relationship of salary to others in the same class, and date of last reclassification.
         
      4. Should the employee be relieved of the additional duties and/or responsibilities within six (6) months of the date that the salary increase is awarded, the salary may be reduced by the amount awarded for the additional job duties and responsibilities.
         
6. Transfer Increase
   The salary of an employee transferring from another state agency may be increased up to 10%, provided the employee’s job class remains the same and the increase does not place the employee’s salary above the maximum of the pay band. (There are no salary increases for transfers within the SBTCE system.)
   
7. Retention Increase
   
   
   1. An in-band salary increase of up to 10% may be granted when an employee has a verified job offer from another employer, either within (not within the SBTCE system) or outside of state government.
      
   2. The supervisor must submit written justification to the department head, the dean/director, and the appropriate vice president containing the following:
      
      
      1. A statement that the supervisor has verified the job offer.
         
      2. Rationale that retaining the employee is critical to the mission of the unit and the college.
         
      3. Other extenuating circumstances.
         
   3. An employee shall receive no more than one retention increase in a thirty-six (36) month period.
      
8. Upward Pay Band Salary Increases
   
   An employee’s salary may be increased as a result of movement to a higher pay band for the following reasons:
   
   
   1. Promotional Increase
      
      
      1. A promotion is defined as an employee changing from a position in one pay band to a position in a higher salary pay band.
         
         
         1. Upon promotion, the employee’s salary shall be increased at least to the minimum rate of the pay band to which promoted.
            
         2. An employee’s salary may be increased by up to 10%, provided such increase does not place the employee’s salary above the maximum rate of the new pay range. The amount of the salary increase will be awarded based upon the same formula as the in-band increase formula.
            
         3. SBTCE and State OHR must approve promotional increases of more than 10%.
            
         4. An employee’s performance review date shall be reestablished upon promotion.
            
   2. Reclassification Increase
      
      
      1. When a supervisor requests a reclassification of an occupied position having higher minimum and maximum salaries, the employee’s salary shall be increased to at least the minimum rate of the pay band of the class to which reclassified.
         
      2. SBTCE and State OHR must approve all reclassifications.
         
      3. A request for a reclassification increase must contain the following:
         
         
         1. A new position description.
            
         2. Completed reclassification or updated existing position form (this form is available in TTC’s Office of Human Resources).
            
      4. For employees not meeting the minimum training and experience, a written justification must be submitted to TTC’s Office of Human Resources, which will in turn submit the justification to SBTCE and State OHR for approval. The justification needs to address why the exception is needed and document the equivalent related education, training and/or experience.
         
      5. An employee’s salary may be increased by up to 10% of the salary prior to reclassification, provided such increase does not place the employee’s salary above the maximum rate of the new pay band. The amount of the salary increase will be awarded based upon the in-band increase formula.
         
      6. Requests for more than 10% must be approved by SBTCE and State OHR.
         
      7. An employee’s performance review date shall be reestablished upon reclassification.
         
   3. Reallocation Increase
      
      
      1. When State OHR reallocates a class to a higher pay band or when the minimum rates for a class have been increased, the following shall apply:
         
         
         1. Employees in classes that receive pay band reallocations shall receive salary increases resulting from such reallocations to bring the salaries of employees at least to the new minimum salary for the class.
            
         2. Employees in classes that receive pay band reallocations may receive up to 10% salary adjustments provided such increases do not place employee salaries above the maximum rate of the new pay range. Salary adjustments shall be based upon the employee’s salary prior to the upward reallocation.
            
         3. A reallocation increase shall not affect an employee’s performance review date.
            
9. Effective Dates
   All salary increases shall be at the first pay period after the approval date unless specified by legislation, SBTCE or the Budget and Control Board. Concurrent increases shall be administered in accordance with SBTCE guidelines and/or legislated guidelines.
   
10. Salary Decreases
    
    
    1. Salary decreases are allowed for the following reasons:
       
       
       1. In-band salary decreases.
          
          
          1. Performance decreases
             
          2. Removal of additional job duties and/or responsibilities
             
          3. Assignment to lower level responsibilities
             (a) Voluntary
             (b) Involuntary
             
       2. Salary decreases resulting from downward pay band changes.
          
          
          1. Demotion and downward reclassification decreases.
             (a) Voluntary
             (b) Disciplinary
             (c) Involuntary or non-disciplinary
             
       3. Downward pay band reallocation.
          
    2. All salary decreases must follow the guidelines provided by SBTCE and State OHR.
       
11. Adjustments
    Special salary adjustments are those outside the provisions of this procedure. SBTCE and State OHR must approve all special salary adjustments.
    
12. Temporary Salary Actions
    Temporary pay adjustments are permitted for permanent employees who assume duties of a higher level for a specific period of time, not to exceed one year. TTC's Office of Human Resources submits written documentation of the temporary nature of the duties for which the salary adjustment is awarded to SBTCE for approval by State OHR. TTC's Office of Human Resources will inform the affected employee in writing that the additional duties are of a temporary nature, that the salary adjustment will not be added to the base salary and that the salary adjustment will be discontinued when the duties are no longer being performed. An employee’s salary may exceed the maximum of the salary range during the period that the temporary salary adjustment is in effect.
    
13. Pilot Projects
    Pilot projects that include a need for a pay policy that is not covered by this procedure must be submitted in accordance with the guidelines of SBTCE and State OHR. SBTCE and State OHR must approve the pilot project proposal.
    
14. Funds
    It is the responsibility of the supervisor to insure that funds are available for all pay actions. The Vice President for Finance and Administration must certify that funds are available before a pay action is processed by the TTC's Office of Human Resources.
    
15. Records
    TTC’s Office of Human Resources is responsible for collecting and maintaining all supporting documentation for pay actions.
    
    

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