麻豆传媒映画

Salary Schedule

sfcollege.edu/hr/salary-schedule/

Information about Administrative and Professional compensation, pay grades and salary ranges are found in the Salary Schedule.

Definition

These full-time personnel provide service under contract to the College of an executive, managerial, professional or highly technical nature.

These positions are differentiated from faculty positions in that these personnel:

• do not earn continuing contract, and
• do not necessarily advance in salary as a result of acquisition of advanced degrees or certifications except as provided for per marketplace factors when specifically authorized.

Contract Personnel (Administrative and Professional) are hereinafter referred to as 鈥淎&P鈥�.

General Description

The Administrative and Professional Salary Schedule consists of positions that are: Executive/Managerial and Technical/Professional.

Executive/Managerial

Employees filling these positions have primary responsibility for planning, organizing and managing the institution and/or instructional functions of the institution. In general, these officers of the college are responsible for serving in a managerial capacity including responsibility as budget authority, supervision, planning and assessment, and leadership. They are expected to be available to the college as needed to carry out these duties.

The members of the Executive Leadership Team (ELT) are charged with the execution of all administrative and managerial duties related to the planning and operation of 麻豆传媒映画. The executive positions of Vice President and those additional positions as designated by the President comprise the ELT. The President designates senior management positions and a list of those positions is maintained in Human Resources. To facilitate a smooth transition, more than one person may be assigned to the same senior management position for a period no greater than six months.

Technical/Professional

Employees filling these positions are required to have education, knowledge, or competence of an advanced nature in a highly specialized or highly technical field. Each performs a major, independent function of a highly specialized or supervisory nature. These employees may be exempt from overtime or nonexempt under the Fair Labor Standards Act, depending on the salary level test adopted by the Department of Labor and other factors to be considered by the College. Positions will be designated as either exempt or nonexempt at the time of posting and documented in the individual employee鈥檚 file.

Acting Status

Employees may take on the duties and responsibilities of a different position without being appointed as an interim. These individuals retain their current salary and existing position status and receive compensation for the assumed responsibilities in the form of a supplement.

Terms of Employment

The President appoints A&P personnel subject to approval by the District Board. A&P personnel receive annual contracts for definite terms of service and definite salary amounts. The contract for 12-month A&P personnel will normally run from July 1, through June 30. Compensation is based on 24 equal payments of the contract amount. Unless absent for approved purposes, exempt A&P personnel are required to perform their assigned duties during the designated workdays of the College. Certain exceptions may be made for personnel whose work schedules may include holiday and/or weekend duty. Similarly, flexibility of scheduling maybe provided for personnel whose responsibilities include extensive evening hours, work at multiple sites, or online activities. Advance supervisor approval for schedule alterations is required and these exceptions must be documented in the permanent personnel file of the individual employee(s). When the need is sufficiently demonstrated, variations of the workweek, including any combination of days and hours during the Sunday through Saturday workweek to equal 40 hours of work, may be authorized as previously noted in the section above governing general terms of employment.

Full-time Nonexempt

Information related to time and attendance for nonexempt employees is referenced within this section. However, more extensive information is provided in the Time and Attendance Policy for nonexempt employees found online under Time and Attendance in the Payroll section of the Office for Finance website.

Overtime

Overtime is defined as hours actually worked in excess of the standard workweek, which is 40 hours for most employees. Non-exempt employees who actually work more than 40 hours during the Sunday through Saturday College workweek will be compensated with overtime, which is either compensatory leave or overtime pay. Holidays or Leave time used during the Sunday through Saturday workweek do not count toward the 40-hour calculation for overtime. When an employee鈥檚 total hours for the workweek exceed 40 hours and leave time has been used, only the time actually worked by the employee counts toward the overtime calculation. Therefore, hours actually worked in excess of 40 hours for the work period are compensated as time and-a-half and all other hours are paid at the regular hourly rate of pay or may be recorded as compensatory time for the actual time worked. Compensatory leave is accumulated at the rate of 1.5 hours of compensatory leave for each hour actually worked beyond 40. Overtime pay is calculated at 1.5 times the employee鈥檚 regular hourly rate multiplied by the hours actually worked beyond 40. Accrued compensatory leave must be used prior to using vacation leave. All compensatory leave not used prior to June 30 of each fiscal year may be paid out based on recommendation from ELT; however, it is the intention that compensatory leave will be utilized prior to the end of each fiscal year and every effort should be made to ensure that accrued compensatory leave is exhausted prior to June 30th.

It is the supervisor's responsibility to ensure that unauthorized overtime is not incurred (i.e. that the employee does not work in excess of 40 hours per week without advance approval from the appropriate approver). Likewise, it is the employee鈥檚 responsibility to seek advance approval from the supervisor for working hours beyond the normal 40-hour schedule. The work schedule should be arranged to avoid working in excess of the 40-hour workweek. In situations where the department's mission cannot be carried out in the standard workweek, overtime work may be authorized based on prior written authorization from the appropriate Vice President. Such written authorization must be provided to the payroll department. Overtime will be compensated as compensatory leave unless specifically approved in advance to be paid as overtime pay. Any overtime earned during a period of time that a nonexempt employee is also under supplemental contract will be compensated with compensatory leave unless approved in advance in writing. Supervisors and employees who do not seek appropriate approvals for overtime work may be subject to disciplinary action.

Holiday Pay and Other Emergency Pay

Any work to be conducted when the College is closed requires advance documented approval from the appropriate member of the ELT. The College calendar, as approved by the District Board, determines the college holidays. Full-time employees will be paid eight (8) hours for each holiday, provided they are in a paid status or comparable approved leave status for the entire workday preceding. Full-time nonexempt employees who are required to work on holidays or days the College is otherwise closed for an emergency, like in the event of a hurricane, will also be paid at a rate of 1.5 times their hourly rate of pay for the hours worked that day or be given the equivalent amount of time, based on 1.5 times the hours worked, off on another day. The method of holiday pay compensation must be agreed upon prior to the start of the holiday work assignment and to the extent possible, employees should have the ability to elect pay or leave.

The college may also pay employees at the rate of 1.5 times their hourly rate for hours worked when employees are required to report to work when the college is not fully closed but has partial closures. This type of emergency pay requires advance approval from the President.

Rest Periods and Meal Breaks

There are two types of breaks: rest periods and meal breaks. Although not required by law, the College recognizes that employees who are working five or more consecutive hours should have breaks. The meal break length must be at least 30 minutes and no more than 60 minutes and is based on the work schedule that must equal 40 hours per workweek. Rest periods and meal breaks are also subject to the ability to maintain continuity of services during the employee鈥檚 absence and as such they are not guaranteed.

Additional Information

Generally, nonexempt employees may not have any other appointments for other positions within the college. Activities that are College-related but are not directly related to a nonexempt employee鈥檚 primary job duties are considered voluntary and therefore are not compensable when participation is at the sole discretion of the nonexempt employee and the activity occurs outside of the employee鈥檚 normal work hours. Supervisory approval is not required because these activities occur outside of the employee鈥檚 work hours and are purely voluntary. Examples may include, but are not limited to, the Spring Arts Festival, Graduation, Fine Arts performances, the Relay for Life, March of Dimes, AFC and Career Service Council mixers, socials, and community projects.

Travel

Travel associated with college-endorsed activities is subject to advance supervisory approval. Compensatory time must be tracked in accordance with the Travel Manual. A time record of all work-related time, including sponsored meals that are not optional, must be included along with the actual start and end time in hours and minutes of each activity. Free time, rest periods, and unsponsored meal breaks are not compensable time. Generally, travel time is compensable. Please see the Travel Manual for specific guidelines and directions.

Full-time Exempt

Exempt A&P employees may teach up to two (2) classes or a maximum of six (6) credit hours per term in addition to their full-time position obligations and are subject to all applicable credentialing requirements. Exceptions to these loading limitations must be authorized by the President or his/her designee and the appropriate Vice President when necessary for the successful operation of the College. Courses taught in addition to the full-time workweek obligation of the exempt A&P employee may be compensated at the overload rate of pay as stated in the faculty section of the Salary Schedule. However, when teaching is defined and documented as an essential obligation of the exempt A&P position, courses taught will receive no load/overload regardless when scheduled. Generally, courses taught during the standard work hours will be considered part of the exempt A&P employee鈥檚 work obligation and said employees will not receive additional compensation. However, if it is determined that an exempt A&P employee is to be compensated for courses that are scheduled during the standard work hours of the college, a memo acknowledging how work time missed will be made up, approved by the appropriate Vice President, should be submitted to Human Resources to be placed in the employee鈥檚 file.

Pursuant to Rule 6A-14.041, Florida Administrative Code (鈥淔AC鈥�), the President is authorized to offer certain qualified administrative personnel a multi-year contract not to exceed three (3) years. The term of service shall begin July 1 and continue for up to three consecutive years. The President, in consultation with the Chair of the District Board, is further authorized to offer other contract terms to qualified administrative personnel as additional incentive for recruitment and/or retention of these employees.

Part-Time

Part-time A&P personnel are temporary employees who are appointed to perform specified services at a specific rate of pay per time period of employment, and termination is automatic at the end of each appointment period. They do not occupy a regularly established, budgeted position and do not participate in the regular benefit programs established for full-time employees unless otherwise specified. Part-time A&P personnel generally work no more than 28.5 hours per week with the exception of variable hour and seasonal employees who may temporarily work hours in excess of 28.5 weekly for short periods. Part-time A&P personnel who also work in another part-time capacity for the college cannot exceed more than 28.5 hours in their total workweek for the college in their various part-time appointments without written approval from the President or designee. Payment of part-time employees is semimonthly on an hourly basis. Part-time appointments shall be made for periods that mirror our academic semesters, Fall (September-December), Spring (January-April) and Summer (MayAugust). The hourly rate is determined commensurate to the corresponding full-time salary ranges.

Salary Statement

The salary of the President is set by the District Board. Salaries of the ELT are set by the President. As shown in the attached Salary Ranges, all other positions are assigned to a specific salary range based upon a fully documented assessment and approved by the President and the District Board, based on the following and other pertinent factors as defined by the Standards for Planning and Performance and/or other appropriate documentation utilized to define current job duties and scope of positions:

1. Significance of the position to the objectives of the College.
2. Formal educational training.
3. Type, amount, and availability of experience.
4. Numbers, types, and levels of personnel supervised.
5. Level and degree of contribution to the decision-making process of the College.
6. Marketplace comparable.

In the employment, promotion or reclassification of personnel, the President or his/her designee shall recommend the employee's appointment to a specified position on the approved salary schedule based on the interrelationship of duties, training and relevant experience. Each salary determination must be confirmed by Human Resources and placement within the salary range is based upon the candidate's education, administrative and/or related business experience as shown in the attached salary table and is subject to internal and external marketplace factors.

Part-time A&P personnel are generally appointed at the hourly rate of the base salary of the approved salary range. An hourly rate exceeding this amount may be established only with supporting justification from the department and written approval of the Human Resources officer based on the same criteria considered for fulltime employees.

Employees who begin in one fiscal year and extend into the next fiscal year; e.g., May-August, may remain at the original appointment rate for the duration of the original appointment. Reappointment shall be at the new approved salary rate.

Promotions, Reassignments and Reclassifications

The President or his designee, subject to District Board approval, may promote an administrative and professional employee to a vacant authorized position in conjunction with a reclassification analysis. On recommendation of the appropriate member of the ELT and approval by the Human Resources officer, an administrative and professional employee may be reassigned to a position at the same level with no change in salary. Similarly, when warranted by changes in duties and responsibilities, and demonstrated by a job audit conducted by the Human Resources Office, the President and/or his or her designee may reclassify existing positions. When increased duties or responsibilities do not warrant a reclassification to a different position, a salary adjustment may be warranted. Salary adjustment amounts are based on promotional placement increases or other recommended amounts based on internal and external market factors or competitive industry practices subject to review by the Human Resource Officer and approval of the President.

College Senate

sfcollege.edu/senate/

麻豆传媒映画 has a college-wide senate that represents the faculty and administrative and professional staff of the college. For a list of officials, representatives, constitution, by-laws, minutes and other information visit the College Senate website.

Performance Evaluations

sfcollege.edu/hr/forms/#HR-Evaluative

Administrative and Professional employees are required to submit performance evaluations prior to July 1 of each year. Performance evaluation forms are available on the Human Resources website. Please contact the Human Resources office if you have any questions at 352-395-5185.

Time Off and Absences (College Rule 3.20)

sfcollege.edu/_media/Assets/sf/rules/rule-3/3-20.pdf

College Rule 3.20 provides all information related to leave including earning, accrual use and payout as applicable to vacation, sick and personal leave.

Last Page Update: February 25, 2026