| Subject: | EFFECT ON COMPENSATION OF CHANGES IN STATUS: ADMINISTRATIVE STAFF |
| Source(s): | Board Agenda 11/02/81, Appendix JJJ-7-4; Affirmative Action Plan |
Promotion
Placement on the administrative salary schedule upon promotion from one administrative position to another shall be governed by the terms of the Human Resource Policies and Procedures on Placement of New Administrators on Salary Schedule (Policy 7.05) with the following clarifications:
a. The "current annual salary" referred to in paragraph 2(c) of Policy 7.05 shall include merit pay if any is being earned by the promoted administrator.
b. If an administrator is placed at a step lower than step 10 in the higher salary range, s/he shall become eligible for merit pay level 1 one full contract year after reaching step 10 and each merit level thereafter in accordance with the provisions of the Merit Pay Plan for Administrators.
c. If an administrator is placed at step 10 in the higher salary range, s/he shall become eligible for merit pay level 1 one full contract year after placement at step 10 and each merit level thereafter in accordance with the provisions of the Merit Pay Plan for Administrators.
d. If an administrator's current annual salary as defined in paragraph (a) above is greater than step 10 of the higher range, s/he shall be placed at the merit level step which is closest to but greater than his/her current annual salary. Said administrator shall be eligible for each merit level thereafter in accordance with the provisions of the Merit Pay Plan for Administrators.
Reclassification
Administrators whose positions have been reclassified shall be placed at the step of the new pay range including Merit Pay levels which is closest to but not less than a one-step increase. A "one-step increase" shall be defined as the average percentage difference between each of the pay steps of the higher range. If an administrator is placed in the higher pay range at a Merit Pay level, s/he shall be eligible for the next merit pay level on July 1st or on full contract year after placement in the higher range, whichever is earlier, and each merit level thereafter in accordance with the provisions of the Merit Pay Plan for Administrators.
Reassignment to a Lower Position Classification
An administrator who is reassigned to a lower position classification on the salary schedule will retain his/her present salary for two consecutive fiscal years and shall not be eligible for annual administrative salary increases granted by the Board during that time period unless salary increases granted by the Board for the position to which the administrator was reassigned exceeds his/her present salary within the two-consecutive-fiscal-years period.
Thereafter, the administrator will be compensated in accordance with the salary schedule for the position to which s/he was reassigned.
Lateral Transfer
There is no effect on the administrator's compensation if s/he makes a lateral transfer -- i.e., the movement from one position classification to another within the same salary grade. S/he would remain at the same pay grade and salary step on the Administrator's Salary Schedule.
Demotion
An administrator who is demoted, whether voluntarily or involuntarily, will be assigned to the salary step of the lower pay grade which equals his/her current salary but in no event shall s/he be assigned to a salary greater than step 10 of the lower salary grade.
January 1994