麻豆传媒映画

Preamble

麻豆传媒映画 is a dynamic, innovative learning community dedicated to the ideals of academic excellence, academic freedom, and intellectual pursuit. Further, Santa Fe College values the diverse talents and contributions of all full-time and part-time faculty and staff. Therefore, 麻豆传媒映画 is fully committed to providing competitive salaries and benefits to all employees, with transparency and consistency, under the strategic plan goal to recruit, develop, and retain quality faculty and staff, positioning the college as the employer of choice. To accomplish this objective, 麻豆传媒映画鈥檚 budget is created using the following guidelines:

1. Give highest priority to funding the direct cost of instruction.
2. Provide highly competitive salaries for faculty and staff to maintain 麻豆传媒映画 as a leader in the Florida College System.
3. Maintain at least 80% of budget devoted to salary and benefits.

Introduction

The Salary Schedule shall be the sole instrument used to determine the method of computing compensation whether paid hourly, daily, weekly, monthly, annually or by academic term. The personnel records of the College shall contain evidence of the factors used in calculating the compensation of the individual employee for each year. Leaves of absence, including but not limited to sick leave, personal leave, vacation leave, and compensatory leave, are defined in College Rule 3.20. Authority is delegated to the President to approve updates to compensation practices that are required to maintain compliance with local, state or federal requirements until memorialized in the next approved salary schedule (by way of example, this may include minimum wage increases and Department of Labor exemption thresholds). Additionally, to maximize efficiencies and ensure college employee recruitment and retention remain competitive throughout the year, the President is authorized to approve updates and editorial changes to the salary schedule staying within the annual approved budget.

Recommendations for appointments and beginning salaries are made to the designated Human Resources Official. Offers of employment and appointments are made by the designated Human Resources Official, subject to approval by the President and The District Board of Trustees of 麻豆传媒映画, Florida (the 鈥淒istrict Board鈥�), and in accordance with all applicable laws, rules, and policies. Recommendations for reappointments are made to the designated Human Resources Official by the appropriate College official and are subject to approval by the President.

When the desired effective date of an appointment predates the next regularly scheduled meeting of the District Board, the President or his/her designee is authorized to tentatively approve the appointment. Such final authorization is to be made subject to approval of the District Board.

The online version of the salary schedule supersedes printed versions that are only produced one time per year.

Budgeted Personnel Costs

The budget for salaries and benefits is approved annually by the District Board as a major component of the Annual Operating Budget. The budgeted costs are based on the annual amount required for each authorized position filled or to be filled. Salaries are not intended to be limited by the maximum salary in a range for the purpose of increases as annually authorized by the board. Throughout the year, the President and members of the Executive Leadership Team (ELT), as defined below under General Description, and Contract Personnel (Administrative and Professional), are responsible for maintaining the salary budget by establishing the maximum amount for salary adjustments, stipends, supplemental payments, and hiring salaries within the authorized budget. Proposed increases in an employee's current salary, which will result in a revision of the employee鈥檚 current contract, must be approved by the President. Funding provisions within this Salary Schedule are subject to the maximum amount established by the President. Budgeted compensation for those individuals identified in F.S. ss. 1012.885 and 1012.886 are considered budgeted from appropriated state funds up to the allowable statutory limit, and any budgeted compensation exceeding said statutory limit is considered budgeted proportionally from other College operating revenues sources, such as tuition and fees, interest earnings, and other available funds.

Grant Personnel

The College shall adhere to the established classification plan, salary schedules, and appointment procedures in appointing grant personnel. Exceptions to standard procedures must be recommended by a member of the ELT, evaluated by the Human Resources Official, approved by the President, and documented fully in the personnel files of the individual employee concerned.

Fulbright Scholars

The College may host Fulbright Scholars-in-Residence periodically. The terms for compensation related to Fulbright Scholars are determined within the Fulbright Scholar contract. They do not occupy a regularly established position of the College and do not participate in the established employee benefits program. All terms related to Fulbright Scholars-in-Residence are set forth in the applicable agreement between the College and the Council for International Exchange of Scholars.

Service Awards

The College has several annual awards that acknowledge outstanding service of members of the College community. Criteria and application information are found online under Lifetime Achievement Award, The Alan J. Robertson Award, and The Part-time Faculty Excellence Award. A one-time supplement may be awarded to the winner in each category for meritorious service. The President is authorized to establish additional awards during the year and update the salary schedule staying within the annual approved budget.

Employee Benefits

All full-time 麻豆传媒映画 employees shall be entitled to (fringe) benefits: sick leave, retirement, fee waivers, employee assistance program, life insurance, and health care insurance Benefits for 12-month employees also include vacation leave. The District Board may approve additional entitled benefits upon recommendation by the President.

The College is a member of the State Group Insurance Program and as such is eligible for additional benefits based on their offerings and subject to the terms and conditions of thereof.

The College also makes available a number of elective benefits in which employees may participate at their cost, including but not limited to dental, vision, disability, additional life insurance, flexible spending accounts, and tax-sheltered annuity options. These may be offered upon approval by the President, who may delegate signature authority to the Director of Human Resources for implementation.

Salary Adjustments

In order to attract and/or retain faculty and staff, the College is authorized to make salary adjustments beyond the normal salary schedules when specifically authorized by the President and verified by the Office of Human Resources based upon documented marketplace information or competitive industry practices (these may be established using the expertise of a qualified consultant). Documentation must be provided to Human Resources by the requesting department.

During the contract year, the President is authorized to offer special contract terms to qualified faculty and staff as additional incentives for recruitment and/or retention of these employees.

In instances where the marketplace salary or promotional placement for certain positions is beyond the maximum of the approved salary range or initial placement on the Salary Schedule as stated on the Salary Ranges, the President may recommend an appropriate salary figure. Each salary determination must be confirmed by Human Resources and justified and documented in the permanent personnel file of the individual employee concerned.

Supplemental Contracts

The President may recommend to the District Board that designated employees be paid a non-recurring supplement for services performed during the respective term or fiscal year. When approved by the District Board, payments of the supplements will be as directed by the President. At the time of the approval of the supplemental contract payment, the District Board will establish the lump sum amount or percentage of employee base salary to be paid. In addition, the District Board may establish other conditions for the payment of the supplements including, but not limited to, College budgetary requirements or restrictions.

On an individual or case-by-case basis, the President is authorized to approve supplemental contracts for employee work as follows:

• performing work outside of an employee鈥檚 current position classification 鈥� workload increase based on assumption of additional duties within position scope
• assumption of additional duties or responsibilities requiring work beyond the standard work week
• project based work

A Supplemental Contract Request Form must be submitted to HR for review and compensation calculation. HR will then provide a Supplemental Contract Appointment Form to the Cost Center Manager for approval and routing for additional signatures as outlined in the Supplemental Request Process found on the HR website. The Supplemental Contract Appointment Form should be executed before the commencement of work.

Variable Hour and Seasonal Employees

For purposes of the Affordable Care Act, the President or his/her designee may designate groups of employees as variable hour or seasonal employees in writing after consultation with Human Resources and the General Counsel. An employee is defined as a variable hour employee if the employer cannot determine at the employee鈥檚 start date whether the employee is reasonably expected to be employed on average at least 30 hours of service per week during the initial measurement period because the employee鈥檚 hours are variable or uncertain. An employee is defined as a seasonal employee if the employee is hired into a position for which the customary annual employment is six months or less. 麻豆传媒映画 variable hour employees currently include the following types of employees: Assistant Coaches and Institute of Public Safety part-time faculty and instructors. 麻豆传媒映画 seasonal employees currently include the following types of employees: designated College for Kids and GRRATE Summer Institute staff. Procedures associated with variable hour and seasonal employees will be maintained in the Human Resources department and will be provided to the employees affected and their supervisors.

Wireless Salary Allowance

The College may own wireless devices and/or their plans for the use of individual employees. Alternatively, employees whose job duties include the need for a wireless device may receive extra compensation in the form of a monthly salary allowance to cover business-related costs if they use a personal device. Telework positions are subject to the terms and expectations contained in the telework agreement.

The request may be made at any time during the fiscal year by completing the Wireless Allowance Request Form found on the Human Resources website subject to sufficient funding within the department budget. A request form must be completed each fiscal year. Payments will be divided equally among the remaining pay periods in the fiscal year (or shorter period, as appropriate). All other employees may submit business-related wireless device expenses for individual reimbursement.

This allowance does not constitute an increase to base pay and will not be included in the calculation of percentage increases to base pay. It also is not reportable wages for College paid retirement plans. It will be counted as earned income for W-2 purposes.

General Terms of Employment

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.

Interim Appointments

Interim appointments do not require a search process and may be used to appoint new or existing employees into a position on a temporary basis. All interim appointees must meet the minimum qualifications for the position. Interim employees receive the same benefits as non-interim employee. Although not required, evaluations may be completed on interim employees if applicable. Interim appointments automatically expire upon their end date with no expectancy for re-employment/re-appointment in the interim position. However, unless otherwise set forth in writing, full-time College employees who complete an interim assignment may return to their prior positions at the expiration of their interim appointment at their prior salary adjusted for any College increase that may have occurred during their interim appointment period.

Full-time interim contract appointments are based on the current contract period, or remaining balance thereof, and may include specific conditional language for things like early termination based on a grant ending or the position being filled.

Full-time interim appointments for positions that are not on contract must initially be for a minimum of six (6) months and for no more than twelve (12) months. Interim appointment extensions for non-contract positions can be submitted for periods of at least one (1) month and for no more than twelve (12) months. The Career Service Interim Appointment Process contains additional specific details governing Career Service interim appointments.

Classification

All employees are assigned to a position defined within this salary schedule and subject to the specific terms, conditions and expectations of that classification. All positions are identified as exempt or non-exempt pursuant to the Department of Labor Fair Labor Standards Act.

Reclassification

A change in a position from its original classification status.

Position Description Review Process

The Position Description Review (PDR) process is the formalized process for reclassifying an existing position or creating a new position. Positions that are Career Service or Administrative and Professional may be considered for reclassification by completing the Position Description Review (PDR) process as outlined on the HR website. An employee may request a PDR by completing the PDR Intake Form, also found on the HR website, and submitting to their supervisor for approval who will the submit to their ELT member for approval and submission to HR to initiate the PDR analysis. After completion of the Position Description Review process, which may include an intake meeting, desk audit, classification research and drafting of a revised job description, a final classification analysis is determined, and recommendations are made to the ELT member.

Outcomes may include but are not limited to changes in position job description, change of position paygrade classification, promotion of employee to a different position, title changes or no change. Approved recommendations for position classifications that involve change of position paygrades or promotion may result in a compensation change for a salary adjustment or a promotion increase, as outlined in the appropriate salary table. Compensation changes are effective at the start of the next available pay period following all required approvals and processing changes.

Promotion

A promotion occurs when an employee advances to a different position classification resulting from any of the following: a position reclassification, being hired through an internal or external search process, or moving from part-time to full time or interim and acting to non-interim or acting.

Contract Period for Administrative and Professional, Faculty and Academic Management and IT Personnel

The President appoints A&P, Faculty and Academic Management and IT Personnel contract employees, subject to approval by the District Board, for definite terms of service and definite salary amounts. The 2025-2026 12-month contract will normally run from July 1, 2025, through June 30, 2026, and the 9-month faculty contract begins August 22, 2025, and ends on August 11, 2026. Compensation is based on 24 equal payments of the contract amount.

Unless absent for approved purposes, employees are required to perform their assigned duties during the designated workdays of the College. Refer to College Rule 3.20 for approved leaves of absence. A workday normally consists of 8 hours.

Work Schedules

Most full-time, 12-month employees, unless otherwise specified, work a 40-hour workweek from Sunday through Saturday. Flexible work schedules are utilized to maximize availability to students while not exceeding the standard 40-hour workweek. Therefore, variations of the 40-hour workweek, including any combination of days and hours during the Sunday through Saturday workweek to equal 40 hours of work, may be authorized. These modified schedules do not impact full-time status, duty days, or any other benefits.

Each department will establish standard employee work schedules and to the extent possible will identify and communicate to employees, well in advance of the need, any required modifications of the workweek when Alternative Work Schedules are needed. At least 10 days鈥� advance notice to an employee of a substantial scheduling change is required unless previously addressed in the position description or other agreement with the employee. Appropriate documentation and approvals for flexible work schedules will be maintained in the relevant department.

Additional guidance for nonexempt employees is provided in the Time and Attendance Policy found online under Time and Attendance in the Payroll section of the Office for Finance website.

Summer Flex and other Work Schedule Variations

The President, upon recommendation and request from a member of ELT, may authorize seasonal departures, such as summer flex schedules, from the standard workday/workweek for specific portions of the year and no adjustments of salaries will be contemplated by such temporary arrangements. This may include any combination of days and hours during the Sunday through Saturday workweek to equal 40 hours of work.

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. Rest periods are an allowance of 15 minutes to take a break from working while remaining in a compensated status. Meal breaks are unpaid periods of time. The meal break length for non-exempt employees must be at least 30 minutes and generally no more than 60 minutes and is based on the weekly 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.

Travel

Travel associated with College endorsed activities requires advance supervisory approval. A time record of all work-related time, including sponsored meals that are not optional, must be maintained. Free time, rest periods, and unsponsored meal breaks are not compensable time. Generally, travel time is compensable. Compensatory time must be tracked in accordance with the Travel Manual. Please see the Travel Manual for specific guidelines and directions.

Residency Requirements

All College employees, including online instructors, must maintain residency status that allows them to be employed and paid in accordance with Florida compensation and withholding requirements at all times during their employment.

Payment Schedule

All 麻豆传媒映画 employees shall be paid on a semi-monthly basis. Semi- monthly payrolls are paid on the 15th and last day of each month, or, if the designated payday falls on a non-workday, on the first previous regular workday, and covers services performed during the previous semi-monthly period. For example, work performed during the first half of the month is paid for on the last day of that month; work performed during the last half of the month is paid for on the 15th day of the following month for all 12- month personnel.

All 9-month faculty are paid on a semi-monthly basis for the full year. The first payroll period for fall term is September 15th of each year and the last payroll period for the contract year is August 31st.

If a mistake has been made by 麻豆传媒映画 regarding wages, compensation, initial or promotional placement and is discovered during the employee鈥檚 current contract year, then the wages of that employee will be adjusted accordingly. If a mistake is discovered in subsequent years, the monetary liability will not exceed one year (the preceding year) for overpayment or underpayment. In the case of overpayment, an appropriate schedule shall be established for repayment to the College. In the case of underpayment, the employee鈥檚 current compensation rate will be adjusted as appropriate with separate payment of any additional back pay. For underpayment or overpayment, the College will use its best efforts to reach agreement with the employee; if no agreement can be reached, the College shall establish a reasonable repayment schedule. This acknowledges that the College and employee accept responsibility for accuracy in the remittance of wages.

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 12-month 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 non-exempt 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.

The President may designate specific alternative days for exempt employees to take a regularly scheduled holiday when College needs require an employee to work on a scheduled holiday.

Overtime

Overtime is defined as hours actually worked in excess of the standard workweek, which is 40 hours for most employees. Nonexempt 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. 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 30.

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鈥檚 mission cannot be carried out in the standard workweek, overtime work may be authorized based on available funding within the department budget and authorization from the Cost Center Manager. 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.

Exempt positions are not eligible for overtime.

Last Page Update: March 4, 2026