Information Technology Personnel
Definition
Information Technology (IT) personnel provide service under contract to the College of a managerial, professional or highly technical nature. Certain highly technical IT positions are considered nonexempt and therefore are classified as IT Career Service Personnel and are not subject to contract. These positions are differentiated from other College positions in that these personnel:
- do not earn continuing contract,
- do advance in salary as a result of marketplace factors and advanced degrees and/or certifications in combination with Standards for Planning and Performance that document job skills and job performance, • do work for the department of Information Technology Services.
General Description
The Information Technology Salary Schedule consists of positions that include Executive, Manager, Technical Professional and Career Service positions. These positions require education, knowledge and competence of an advanced nature in a highly specialized or highly technical field. They perform work in a variety of areas comprised of, but not limited to, one or more of the following:
- highly independent functions of a highly specialized nature
- supervisory responsibilities
- strategy formulation
- vision implementation
- operational responsibility
- cost and risk management analysis
- programming and analytics
- provides technical or process leadership
- management of teams
- expertise and experience with complex technical activities
- project management
- consulting
- completion of difficult technical tasks
- self-sufficiency
Terms of Employment
Full-Time
Exempt IT employees may teach up to two (2) classes 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 CIO or 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 employee may be compensated at the overload rate of pay as stated in the faculty section of the Salary Schedule. Generally, courses taught during the standard work hours will be considered part of the exempt employee’s work obligation and said employees will not receive additional compensation. However, if it is determined that an exempt 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 CIO or appropriate Vice President, should be submitted to Human Resources to be placed in the employee’s file.
Part-Time
Part-time IT 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 contract 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 IT personnel generally work no more than 28.5 hours per week. Part-time IT 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 his/her designee. Payment of part-time employees is semi-monthly 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 (May-August).
Salary Statement
The salary of IT 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:
- Significance of the position to College objectives
- Formal educational training
- Proficiency of job competencies
- Kind, amount, and availability of experience
- Numbers, kinds, and levels of personnel supervised
- Level and degree of contribution to the decision-making process of the College
- Marketplace comparable
The IT Salary Schedule is comprised of positions organized into defined salary ranges based on the complexity of the job. Additionally, each range has three (3) competency levels. This type of classification provides for ranges that recognize groups of positions of similar complexity and market salary. The competency matrix further allows financial recognition for three (3) defined levels of proficiency. This market driven, competency-based salary philosophy supports competitive recruitment, strengthens retention efforts and provides incentives for expansion and maintenance of required competencies. Likewise, it allows for both increases and decreases in salary based on the same competency measurements. Because the IT market is constantly changing, the Associate Vice President for Information Technology Services and CIO will conduct an annual review of position descriptions and competencies along with periodic market compensation study, as appropriate. IT staff will receive, at a minimum, annual review of performance compared to current expectations and competencies. IT staff are required to continuously update their skill sets to maintain the required competencies. Those employees who fail to meet the competencies for their current level of compensation will be provided a six (6) month window for development, which may consist of either or both individual and College sponsored training and development. Upon re-evaluation, employees will be placed at the appropriate competency level and salaries will be adjusted to the new level, either upward or downward, at that time. If at the time of re-evaluation competencies remain below the minimum expectation, further action, including but not limited to reclassification, return to probation, or termination, may occur.
Part-time IT personnel are generally appointed at the hourly rate of the base salary of the approved salary range/career path matrix placement. An hourly rate in excess of this amount may be established with supporting justification from the Associate Vice President for Information Technology Services and written approval of the President. Justification is based on the candidate’s education, competencies and competency proficiency levels, and related experience and is subject to internal and external marketplace factors.
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.
Reclassification or Salary Adjustment Request
Reclassification or salary adjustment requests may be considered when an employee has met or exceeded job competencies and job performance standards as defined by the career path matrix and the budgeted amount for salaries in the ITS accounts are sufficient to cover the request. This typically occurs once a year following completion of the annual evaluations of all IT staff. Requests, including justification for the request, with supporting documentation, like a new position description, revised performance standard, or competency evaluation, will be submitted by the Associate Vice President of ITS to the Human Resources Official for review and recommendation to the President for approval. Approved reclassifications or salary adjustments will become effective at the start of the next pay period within thirty (30) days of being approved.
IT Career Path Matrix
A career path matrix has been developed for IT personnel. The purpose of this model is to develop and retain top performing Information Technology personnel by establishing a career path with an opportunity for advancement. There will be clearly defined performance standards, accountabilities and assessments for all IT personnel classifications that will complement the model.
Last Page Update: February 2, 2026