Salary and Wage Administration Policy | Davis Technical College

Purpose
To provide guidelines for the Davis Technical College (College) salary and wage program for all positions within the College, excluding the College President

Policy

Full-time Employees

Employee Pay Schedule - A separate pay schedule will be utilized for Faculty, Classified, and Professional/Administrative and Executive employees. These pay schedules establish wage ranges for jobs at the various pay grades.
1. Employee Pay Schedule - A separate pay schedule will be utilized for Faculty, Classified, and Professional/Administrative and Executive employees. These pay schedules establish wage ranges for jobs at the various pay grades.
2. Cost of Living Adjustments (COLA) - Adjustments to the pay schedule may be done once per year to adjust for increases in the cost of living. On all occasions, the amount of the rate change will ultimately be based upon the anticipated effect on the College budget. Final determination and any changes to the pay scale shall be approved by the College Board.
Pay Grades
1. Faculty - Separate pay grades shall be established for Faculty and determined based on a hybrid of two factors. The first factor is the level of education and is divided into separate pay grades for high school diploma plus industry certification and/or industry experience, Associate degree, Bachelor’s degree, and Master’s degree, designated programs, and market-driven programs. The second factor for establishing pay grades is based on each specific discipline being taught.
  1. The College Administration may, from time to time, adjust the pay grade corresponding to any discipline, and may also change the required certifications for each pay grade designation
2. Classified, Professional/Administrative, and Executive Employees - Each job is rated using the Factor Point Worksheets. New jobs or job descriptions with significant changes will be rated by Human Resource and approved by the President’s Council. Requests to have a job description re-rated may be submitted as provided in the Job Descriptions Policy.
Pay Schedule Placement
1. Initial Appointments - Human Resources will complete a compensation analysis to determine the employee’s rate of pay and submit the recommendation for divisional leadership approval. Initial appointments to positions assigned to pay ranges on the compensation plan shall normally be at or near the minimum rate of the range. Exceptions may be allowed if: (1) a qualified employee cannot be recruited for the position at the beginning rate, and (2) the qualifications of the individual selected for the position exceed the minimum requirements and the individual can be expected to perform at a level equal to that of other individuals currently being paid at the same rate. Initial placement may not exceed 95% of the midpoint of the pay range unless approved by the College President. Human Resources leadership shall monitor allrecommended starting rates for compliance to policy.
  1. Faculty - Pay grade placement will be determined based on the highest grade that corresponds to either the level of education completed by the individual employee, or the grade designated for the program discipline.
2. Additional Pay Schedule Credit - The President may authorize salary schedule placement at greater than 95% of midpoint in the following situations: (1) when a qualified applicant cannot be recruited at the 95% of midpoint salary rate; or (2) when the President determines that the College’s best interests would be served by granting salary credit for additional skills and/or experience.
3. Allowance for Special Services - College administration and the College Board may grant to an employee compensation above the basic schedule for special services. The award of any amount for special services shall not establish any right or expectation for any continuing award and the award may be terminated upon reassignment of the recipient without application of the provisions of the Disciplinary Sanctions of Personnel Policy. Faculty who are designated as Lead Instructors will receive additional compensation as defined in the Classroom Coverage Policy.
4. Pay Schedule Placement Approval - All required approvals from department managers, division administrators, and Human Resources leadership must be obtained prior to any notification or communication of a base pay decision to an employee or prospective employee. All exceptions to annual base pay criteria must be approved by appropriate administrative levels.
Provisions Governing Change in Pay Grade
1. Faculty - Each Faculty position will have a written job description which will specify the required education level for that position, and the assigned pay range will be designated accordingly. If a faculty member completes additional educational degrees, they may be eligible for changing pay grade levels and receiving a salary increase. See Employee Educational Benefits policy.
2. Classified, Professional/Administrative, and Executive Employees
  1. Promotions – Human Resources will complete a compensation analysis to determine a recommendation for the employee’s new rate of pay and seek divisional leadership approval. Generally upon being promoted to a position in a higher pay grade classification, the employee will be eligible for at least athree percent (3%) and not normally more than a five percent (5%) increase on the pay range. The amount of the pay increase may exceed the 5% ceiling if adjusting to the minimum for the new pay range exceeds the 5% limit.
  2. Job Re-rating - Re-rating of the employee’s existing job shall not be considered a promotion. In the case of a job re-rating, the employee may receive a wage adjustment, as necessary, to bring the employee up to the minimum for the new pay range.
  3. Transfers - When employees transfer to a lateral position on the pay schedule, they will be placed on the appropriate pay grade for the new position such that they maintain their existing wage. When employees transfer to a lower position on the pay schedule Human Resources will complete a compensation analysis todetermine a recommendation and seek divisional leadership approval. Recommendations may include no wage/salary change recommended.
  4. The provisions of this policy do not alter the provisions of the Disciplinary Sanctions of Personnel Policy, or the criteria established in that policy for probationary status
Wage Increases - Each year, the President’s Council will determine and recommend the total dollar amount of funds available for college pay increases. The amount available for COLA increases will be established and distributed equally on a percentage basis to all eligible employees. The remaining funds will be allocated to eligible employees based on pay progression calculations and management discretion. The individual increase amounts will be compiled and calculated by Human Resources. These results and recommendations will then be submitted to the President’s Council for review and approval. On all occasionsthe amount of the wage change will ultimately be based upon the anticipated effect upon the College budget. Final determination and any changes to pay schedules shall be approved by the College Board of Directors.
1. Pay Progression - Progression through an employee’s pay range within the salary and wage scale shall be based on their compa-ratio placement on the Pay Progression Table. Employees who receive any comments in the “Unacceptable Comments” section on their performance evaluation or are on an Employee Plan for Improvement (EPI) during the pay increase period may not receive an increase under the pay progression unless their EPI is satisfactorily completed. Upon completion of the EPI the supervisor will complete a Personnel Action Notice (PAN) authorizing the new rate increase to go into effect at the beginning of the next complete payroll period following PAN approval. See also Disciplinary Sanctions of Personnel policy. The table is designed so that employees whose compa-ratio is below midpoint will receive a higher percentage increase than employees who’s compa-ratio is above the midpoint.
2. Midpoint to Maximum Progression - To be considered for increases beyond the midpoint, the employee must receive an acceptable performance rating on their annual performance evaluation. Employees who meet this requirement may be eligible for increases. Increases may be received up to the maximum of the pay range. Upon achieving the maximum, the employee will only be eligible for any general increase oradjustment to the pay range (i.e., market, COLA, etc.).
3. Red Circle Rate - Red Circle Rate refers to the rate of pay for an employee whose pay falls above the current maximum salary for the pay grade to which assigned, reclassified, or transferred. Such employee(s) shall be placed on a wage freeze and shall only be eligible for cost-of-living adjustments given, and no increase based on the Pay Progression Table. If the employee’s rate of pay falls back within the assigned pay range, the freeze shall be lifted. In limited situations, additional pay may be provided for specific positions as stipends or when necessary for retention. When this occurs, the amount of retention or stipend money is not included as base pay, so hence is not used when determining whether the pay rate is above the range maximum.
4. Management Discretion - In conjunction with the performance evaluation and annual increases, managers may recommend an additional pay increase as allowed within the annual budget. The purpose for this may be to 1) recognize exceptional performance, 2) reduce employee retention issues, and/or 3) address pay inequities. The manager will complete appropriate documentation, where they will describe and give justification for requesting additional pay increases. The funds available for discretionary increases will be based on the recommendation of the President’s Council. Some of the reasons for discretionary increases may be intangible and difficult to quantify. They may build upon or be in addition to what is covered in the employee’s performance evaluation; however, they should normally be consistent and reflective of the items covered there. Discretionary increases will be acaccompanied by a compensation analysis performed by Human Resources and divisional leadership approval.
  1. Discretionary increases will normally be added into the employee’s base pay; however, it may also be determined that a discretionary one-time stipend may be given, which is not added into base pay. This may be done for any employee including those who are Red Circled and will be determined based on budgetconstraints. As these stipends are one-time, they are to be evaluated and awarded for that year only and are not automatically renewed or committed to in future years. It is not intended that such one-time stipends be renewed from year to year in a manner that gives the appearance of an increase in base pay.
5. Adjustments to Pay Progression and Discretionary Increases - Changes may be made on an annual basis to the weighting and percentages given for Pay Progression and Management Discretionary increases, as approved by the College Board. The actual pay increase given to each employee shall be adjusted to reflect budgetary constraints.
Salary Adjustments Related to Additional Educational Credentials – Full-time (40 hours per week) salaried employees and part time employees shall be eligible for salary adjustments given as a result of earning additional educational degrees and credentials. Reference section 7. Education Related Salary and Wage Increases section of the Employee Educational Benefit policy.

Longevity Incentive - To recognize and reward employees who meet various length-of- service milestones, the College will award certain additional benefits. Full-time (40 hours per week), benefited employees may participate in this program. Following the completion of each five-year increment of full-time (40 hours per week) employment, eligible employees will receive:

Years of Services
	Award	5	10	15	20	25	30	35	40
A)		✓	✓	✓	✓	✓	✓	✓	✓
B)	Logo Item in Bookstore	✓	✓	✓	✓	✓	✓	✓	✓
C)	Additional Paid Day Off	1 day	1 day	1 day	1 day	1 day	1 day	1 day	1 day
D)	Stipend Ammount (gross)	$500	$600	$700	$800	$900	$1,000	$1,100	$1,200

Procedure - These awards will be presented based on the following schedules: a) b) The employee may select a logo item from the bookstore at approximately $40 value. c) One additional paid day off will be provided. This day must be used within one (1) year from the date awarded. d) The designated stipend will be paid as a one-time cash payout. The stipend amount is treated as gross pay and will have any necessary taxes deducted.

Rate of Pay
1. Full-Time (40 hours per week) Salaried Employees - The hourly rate of pay for full-time (40 hours per week) salaried employees shall be determined by dividing the employee’s base salary by the product of 8.0 hours per day times the nominally available 260 days per year. This equals 2080 hours per year.
2. Nine Month Faculty - The hourly rate of pay for full-time (40 hours per week) salaried nine-month Faculty shall be determined by dividing the employee’s base salary by the product of 8.0 hours per day times 212 days per year. This equals 1,696 hours per year.
3. Ten Month Faculty - The hourly rate of pay for full-time (40 hours per week) salaried ten-month Faculty shall be determined by dividing the employee’s base salary by the product of 8.0 hours per day times 235 days per year. This equals 1,880 hours per year.
4. Full-Time (40 hours per week) Classified Hourly Employees - The hourly rate of pay for fulltime Classified employees is defined and listed in the Classified Hourly Pay Schedule, for each corresponding pay grade.

Part-Time Hourly Employees - Wages for part-time hourly employees are determined at the time of hire based upon the appropriate Employee Pay Schedule and placed within the range based on market and internal equity. No paid leave, paid holidays, insurance benefits, or employer paid retirement contributions are available to part-time hourly employees. Ratings for Classified employee jobs at pay grade 7 or lower will be rated by the Director of Human Resources and approved by the division administrator. Classified employee jobs placed at pay grades below grade 1 do not require a formal job rating and will be placed at an hourly wage based on market conditions, as necessary, rather than on experience. Care should be taken to ensure that similar positions within a department are hired at similar starting hourly wages. Starting wages should be reviewed for consistency and equity by Human Resources.
1. Part-time hourly employees of the College are only authorized to work schedules of less than 30 hours per week. All supervisors of part-time hourly employees, working in any position for the College, are required to monitor the hours worked by part-time hourly employees and ensure that hours worked stay at less than 30 hours per week.
2. Student Set Amount Employee - This category of employee is to be used only as a rare exception for students who are enrolled and employed by the College. Such employees may serve as Student Ambassadors or Peer Mentors which may be used at the discretion of the College. Set amount employees are paid on a set amount (stipend) basis rather than for actual hours worked. For the purposes of the Affordable Care Act (ACA), these employees are required to record actual hours worked in the College timekeeping system. If an employee meets the definition of full-time under the ACA, the employee must then be offered health insurance. Paying an employee a set amount does not exempt the College from minimum wage or overtime requirements. Assigned supervisors shall estimate the number of hours that the work will take and set expectations with set amount employees that they do not exceed those hours. Supervisors must ensure that the set amount will cover the hours worked and comply with minimum wage requirements. Set amount employees may not work more than twenty (20) hours per week. These employees are not benefit-eligible; they participate in FICA and are covered by unemployment and workers’ compensation insurance. Set amount employees are not eligible for remote work. Set amount employees are required to complete annually required College trainings and all necessary employment paperwork. Supervisors should complete an Educational Stipend Contract form which outlines expectations and requirements and obtain the set amount employee’s signature. The Educational Stipend Contract form will be place in the employee’s file.
3. Part-Time Hourly Employee Pay Progression
  1. Progression through an employee’s pay range within the salary and wage scale shall be based on their compa-ratio placement on the Pay Progression Table. The table is designed so that employees who’s compa-ratiois below midpoint will receive a higher percentage increase than employees who’s compa-ratio is above the midpoint.
  2. Requests which may be outside of the standards established must be reviewed by the President’s Council for approval.
4. Performance Evaluations for Part-time Hourly Employees - Performance reviews should be conducted annually.
  1. When increases are not recommended, whether based on performance or market/industry standards, or other reasons, this should be noted as well. Future increases are not necessarily intended to catch-up an employee who was passed over for increases in the past.
5. Promotions - Upon being promoted to a salaried position, the hourly employee does not maintain their current hourly rate of pay and is subject to the hiring and pay placement as discussed under 2.1.3 Pay Schedule Placement.
6. College President – The salaries of the College President is set by the Utah System Higher Education

Policy migration in progress

Davis Tech is in the process of migrating our policies from PDF to HTML format to conform to Title II (ADA) requirements. During this transition period, the latest approved version of the policy is available (below) in pdf format, but may contain ADA Compliance errors.

Printable PDF

Effective Date: 25 September 2025

Approvals and Notes
Revised Board Approval: 6 December 2024
Revised Board Approval: 23 September 2021
Revised President’s Council Approval: 30 August 2021
Revised Board Approval: 24 September 2020
Revised Board Approval: 22 March 2018
Revised Board Approval: 26 March 2015
Revised Board Approval: 24 October 2013
Revised Board Approval: 28 February 2013
Revised Board Approval: 26 January 2012
Revised Board Approval: 28 October 2010
Revised Board Approval: 26 April 2007
Revised Board Approval: 26 January 2006
Board Approval: 22 April 2004

Salary and Wage Administration Policy Human Resources - Policy and Procedures