Compensation Philosophy

FSCJ Human Resources Compensation Philosophy

Compensation Guide July 2021-22

At FSCJ, we value our employees and the critical role they play in delivering on the College’s commitment to serving our students and improving The CARE Project their lives through excellence in teaching and learning. Because our compensation philosophy, including quityE ication > cquisition > Retention > A salary and benefits, is a reflection flassiC of our College values, we pursue sustainable compensation goals in accordance with our overall fiscal position while respecting the goals of this philosophy.

Offer Externally Competitive Salary and Benefits

FSCJ strives to be competitive in compensation and benefits within our labor market.

FSCJ’s compensation philosophy is designed to meet the following

Our salary structure is reviewed on a regular basis to ensure ongoing competitiveness within the labor market and alignment with market trends. Recommendations may be made to the compensation structure based on changes in the labor market in relation to local necessity, academic and support programming, and workforce skill demand. • While salary structure modifications may not equate to across-the-board increases for employees, the College will determine separate figures for the necessary salary The CARE Project adjustments and the annual budget based on area market trends. Be Equitable

Key Objectives: Offer Externally Competitive Salary and Benefits Be Equitable Exemplify Excellence

Classification > Acquisition > FSCJ provides a framework of consistent Retention > Equity

compensation practices that are fair, equitable and

Compensation Guidefree of discrimination. The salary structure provides sufficient breadth with salary ranges based on job classification levels and July 2021-22available market information. • The College believes positions within the organization that have comparable responsibilities, decision-making authority, supervisory responsibilities and complexity of work should be paid similarly. • When evaluating pay structures, FSCJ also recognizes relevant educational attainment and experience. • The College uses a formal scaling method to consistently maintain equity within the organization. This job evaluation process is used to assign each position a certain level within the compensation structure.

Maintain an Emphasis on Student Success

Communicate Clearly

Exemplify Excellence

As part of our commitment to excellence, FSCJ values continuous

skill improvement and professional development. Our compensation practices must attract and retain employees who exemplify our values and help the College deliver on our mission and vision. • Employees who work to advance their skills and knowledge, as they contribute to their assigned roles and organizational objectives, will be paid competitively in recognition of their professional development activities. • To attract new talent within the designated ranges, external hires will be paid competitively based on skills, education, training and experience.

Maintain an Emphasis on Student Success

Compensation Guide

The CARE Project Employment goals are developed to support the College’s overall performance and strategic priorities, including student access and success. Our ability to deliver and maintain high-quality, relevant programs and services is essential to student success and quityE Acquisition > Retention > our growth and sustainability as a College. ication > flassiC • FSCJ supports and encourages ongoing education and advancement by providing personal and professional development opportunities. July 2021-22Communicate Clearly

We seek to maintain open communication regarding compensation practices because we value the critical role

employees play in our mission. Morale is built on a combination of trust and perception; thus, employees should have an understanding of how their compensation is determined. • The compensation system was designed to be seamlessly implemented, communicated and, as necessary, adapted. • The compensation system facilitates internal equity across all jobs, within all locations and departments of the College, based on the general scope and complexity of the work required.

• Compensation reflects meaningful and measurable differences in the level of work across the institution and within each functional area: ο Position classifications are clearly defined to reflect the body of work, level of responsibility, and the essential duties and responsibilities performed. This approach allows flexibility in the assignment of duties to individual employees within the job classification and general area of assignment, as well as flexibility for employees to expand experiences, skills and knowledge. ο Where practical and feasible within each classification, there is opportunity for career advancement. ο The Fair Labor Standards Act (FLSA) classifications is based upon applicable state and federal regulations. • The classification structure and job descriptions are developed and The CARE Project maintained to meet the current needs of the institution, while providing maximum flexibility to manage and organize the work in a changing environment. Job descriptions, including the statements of essential duties, minimum qualifications and physical requirements, are written Classification > Acquisition > Retention > Equityto reflect the current needs of the College with the goal being to ensure that new hires are qualified and capable of performing the work. • • The The Compensation Guide work being performed must also be reflected by an appropriate Office of Human Resources administers the reclassification title.

July 2021-22and new job description process in an efficient, cost effective, responsive, fair and equitable manner to meet the needs of both the College and our employees. FSCJ has adopted broad job classifications, so the number of reclassifications should be minimal as the differences between classifications are clearly defined. • The College will conduct a formalized market review every three to five years.

FSCJ is fiscally responsible when administering compensation and benefits to our employees, as it is important that our compensation practices are sustainable well into the future. The College seeks opportunities, where appropriate, to invest in employees through compensation and benefits that are sustainable by connecting broad performance measures that increase revenue with ongoing strategic investments in the people who make our work possible—our employees.