2019-2020 Employee Handbook

General Personnel Related Information

Salary Schedule

Each year, in conjunction with adoption of a new budget, the District Board of Trustees adopts a salary schedule to be used as a basis for paying employees. This salary schedule is used in determining the annual, monthly, weekly, daily or hourly compensation for employees. There are provisions within the schedule for the previously cited employment categories, as well as for continuing education, criminal justice, workforce development, health occupations, and other temporary employees. A copy of the salary schedule is available in the Office of Administration and Finance and at www.CF.edu/hr or Inside.cf.edu.

Pay increases are not automatic. Employees must work more than half of their annual contract or assigned duty days to be eligible for a pay increase. Annual pay increase may be given subject to adequate funding and based on the recommendation of the president and approval of the District Board of Trustees. All full-time employees must have satisfactory evaluations to be considered for a pay increase.

Salary and Position Changes

Salary ranges and positions are approved by the District Board of Trustees. When the president approves a classification change (new hire, promotion, appointment, salary upgrade, reclassification, demotion, contract change or transfer) as described in the salary schedule, that action will be reported to the District Board of Trustees.

Vacancy announcements are normally opened to all competitive applicants, both on and off campus, simultaneously.

Advancement in Pay Grade
Pay grade advancements are not automatic. Refer to the adopted salary schedule for current information.

Transfers
The president may assign employees within their job classifications from one department, division or campus to another, according to the needs and best interests of the college. The president may also reassign qualified employees to take on added responsibilities in order to balance the available workforce with essential staffing requirements. Such changes are announced in the official record of the District Board of Trustees. There is no change in pay status during a transfer.

Promotions
Promotions and appointments are reassignments to a position of higher skills, responsibility and salary range. Promotions and appointments generally occur at the determination of the President and are based on the needs of the college overall. 

For complete information on all categories of salary and position changes, refer to the adopted salary schedule.


Payroll Dates and Pay Options

Employees are paid twice each month. Paycheck information is issued online the 15th day of the month (or the last working day before the 15th) and the last working day of the month. Full-time employees hired after July 1, 2000, are paid by direct deposit. If an employee has extenuating circumstances, they may request that their check be mailed. The vice president of Administration and Finance reviews those requests. Paychecks for part-time employees are mailed to their official address on file in the Human Resources Office. Part-time employees may also participate in the direct deposit program. An employee must designate a banking institution that is part of the Federal Reserve System as their depository to participate in the direct deposit program. Forms for designating a depository are available in the Payroll Office and at Inside.CF.edu/forms, under Payroll. For information on payroll dates, review the schedule at Inside.CF.edu, under Calendars.

Performance Review

All full-time employees are reviewed annually by their immediate supervisors. These reviews become a part of the employees’ permanent records at the college. Reasons to conduct an evaluation or performance appraisal include goal setting, recognition of employee achievements and assistance in areas of work performance in need of improvement. Employees will be asked to sign the performance appraisal to indicate they have reviewed it (regardless of whether or not they agree with it). Employees also have the option to prepare a statement to attach to their evaluation. The statement must be submitted within ten working days of the performance appraisal meeting. Details regarding faculty evaluations are found in the Faculty Handbook.

The president is made aware of unsatisfactory reviews and reviews that are particularly outstanding. All reviews are filed in the Human Resources Office.

Separation of Employment/Services No Longer Needed

Separation of employment is an inevitable part of personnel activity within any organization, and many of the reasons for separation are routine. The District Board of Trustees Policy Manual contains descriptive rules for separation. Below are examples of some of the most common circumstances under which separation of employment occurs:

Termination. A temporary job or an annual contract has ended, for which there was no promise of future employment; it is found one lacks the educational qualifications or experience for the position; records have been falsified; the employee is not compatible with the supervisor and/or co-workers; the employee is judged to be incompetent, or lacks efficiency or professional effectiveness; the employee is guilty of gross insubordination or negligence or has demonstrated willful neglect of duty; there is evidence of substance abuse (special consideration is given to employees willing to participate in a recognized Employee Assistance Program.); there is conflict of interest; or the character of the employee has brought discredit to himself or herself and/or the college due to misconduct, immorality, criminal or dishonest activity, conviction of any crime involving moral turpitude (as defined by Rule of the State Board of Education) or conviction of a crime that conflicts with assigned job duties or campus safety.

The supervisor of a noncontractual employee shall contact Human Resources who will assist in assessing the need to terminate. The supervisor must have consent of appropriate vice president, provost, director and the president. The president’s consent is not needed if termination involves OPS employees. The supervisor will then provide the employee with written notification of termination. A representative of Human Resources will accompany the supervisor. Keys and other college property will be collected at that time. The administrative procedure for Board Policy 6.11 can be viewed in the Personnel section of the Administrative Procedures Manual at www.Inside.CF.edu/procedures.

Resignation. The employee has accepted another job; has moved elsewhere; is unable to perform essential functions of position; is dissatisfied with the job, including working conditions or co-workers;. An employee shall provide advance written notice of his/her intention to resign to his/her immediate supervisor. Per Board Policy 6.15 – Terminal Pay, advance notice is defined as 20 working days for instructional personnel and administrators and 10 working days for career service and professional employees. Upon receipt of the notice to resign, the employee’s supervisor shall notify Human Resources of the employee’s intent to resign. Arrangements will be made by the supervisor to collect keys and any other college property prior to the last day of employment.

Prior to the departure, the full-time employee will have the opportunity to  participate in an exit interview to discuss the reasons for resignation. Human Resources will contact the full-time employee to discuss the effect of resignation on benefits.

Lay-off/Reduction-in-Force. Low enrollment in programs or classes; low placement of vocational or occupational students as required by the state; over staffing; reorganization; lack of funding; capacity to meet educational needs of the community.

Retirement. Voluntary or mandatory retirement. The former includes early retirement or disability retirement. Employees hired before July 1, 2011, are eligible to retire under the Florida Retirement System if 1) they have six years vested in the system and are at least 62 years of age; or 2) they have 30 years vested in the system before age 62. Employees hired on and after July 1, 2011, are eligible to retire under the Florida Retirement System if 1) they have eight years vested in the system and are at least 65 years of age; or 2) they have 33 years vested in the system before age 65.

Employees can qualify for early retirement if they are under 62 years of age and are vested in the system; however, they will receive a reduction of five percent for each complete year by which the early retirement date precedes the normal retirement date.

Death. Upon the death of an employee, the Human Resources and Payroll Offices will take appropriate steps to ensure that the beneficiaries' interests and rights are seen to expeditiously. This includes providing assistance with contacting insurance companies and the retirement system and processing terminal pay from the college.