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Roane State Community College

RSCC Policies & Guidelines
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RSCC Policy PA-20-01; Salary Administration Plan

Roane State Community College
Policy Number: PA-20-01
Subject: Salary Administration Plan
  1. Purpose
    It is the policy of Roane State Community College to provide employees with a salary administration program that will establish internal equity, provide market competitiveness, and increase morale based on the availability of financial resources. Deviations from this plan may be necessary due to legislative and/or governing board actions.
  2. Policy
    1. Each position at Roane State will be classified based on the duties, skills, qualifications and responsibilities of the job. Each employee at the college will receive an across-the-board increase unless the governing board guidance lists any stipulations, such as non-probation, hiring date and/or etc.
    2. Salaries of all new hires will be reviewed by a salary equity committee. The committee shall be comprised of the Director of Human Resources, the Vice President for Student Learning and the Vice President for Business and Finance. The Salary Equity committee members and the president must approve all salary offers.
    3. Salary increases will not be approved for employees transferring from one position to another at the same or lower level.
    4. A decrease in salary may be appropriate when employees accept a transfer to a lower level position. Decreases should be discussed with the Human Resources director prior to divisional action and shall be reviewed by the Salary Equity Committee.
    5. Generally, salary changes based on changes in skill level or responsibilities will be considered but only after review from equity consultant group thru the update of the college’s equity plan. Re-evaluations outside of the equity plan, should be very rare. These changes are initiated by the Vice President of Business and Finance, after approval from the president with documentation.
    6. New employees, based on qualifications, will be hired at the proper job classification and salary range. Exceptions below the minimum range may be made for student trainees.
    7. When nonexempt/exempt employees are promoted, their salary will be calculated based on the equity consultant’s recommendation and will be based on comparable positions at the institution. Their pay will be the greater of their current pay or their calculated amount determined by the Salary Equity Committee. However, if an employee's title changes with no change in responsibilities, a salary increase will not occur.
    8. In general, when exempt personnel, nonexempt or faculty member earns an initial degree or an additional degree, a three percent (3%) salary increase will be provided for an associate, bachelor or master’s degree; and a five percent (5%) increase will be provided for a Ph.D. or Ed.D. Faculty increases will be provided for degrees appropriate to the teaching discipline. If an exempt personnel position was hired prior to 7/1/2024 the calculation included a minimum of a bachelor’s degree; therefore, the employee would not receive the increase for a bachelor’s degree. Effective 7/1/2024, the individuals calculated salary would have been adjusted for lack of a bachelor’s degree.
    9. A salary equity review will be conducted by the Salary Equity Committee on faculty who have completed the credit hour increments or a degree in accordance to RSCC policy AA-04-01.
    10. Eligible employees who receive a Certified Administrative Professional (CAP) certification will receive a nine percent (9%) salary increase in accordance with state legislation. This pertains to nonexempt employees only.
    11. All salary increases will be rounded to the nearest dollar and are subject to availability of funding.

Revision History: 05/15/1994, 05/02/1996
TBR Policy Reference: 5.01.00.00
Revision Date Effective: 02/24/2025
Revision Approval By: Christopher L. Whaley, President
Original Date Effective: 11/10/1989
Original Approval By: Sherry L. Hoppe, President
Office Responsible: Vice President for Business & Finance
Reviewed: 01/03/2025

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