FY 14 Classification and Compensation Memo - Montgomery College

MONTGOMERY COLLEGE
Office of Human Resources, Development, and Engagement
MEMORANDUM
June 26, 2013
To:
From:
Subject:
Associate and Support Staff and Administrators
Sarah Miller Espinosa, Vice President of Human Resources, Development, and
Engagement
Fiscal Year 2014 Classification and Compensation Events
The coming fiscal year will bring several new opportunities regarding classification and
compensation for associate staff, support staff, and administrators.) Please review this
memorandum thoroughly and save it as a resource to ensure that you can avail yourself of
additional opportunities to further your understanding of our system and to request further
review, where appropriate.
As you know, one year ago, in July 2012, the Classification Steering Committee (CSC)—
composed of a cross section of faculty, staff, and administrators, concluded its six-month
collegewide work on classification and compensation and made five recommendations to Dr.
Pollard, which she adopted. These recommendations are posted at the HRDE classification and
compensation web page. This memorandum will detail some important implementation events
in FY14.
The classification and compensation events that will take place in FY14 are:
1. the maintenance of the classification system;
2. review and update of position descriptions by August 15;
3. requests for classification review due in September;
4. the implementation of the Degree Attainment Salary Enhancement (DASE) for associate and
support staff and administrators;
5. talent profile completion no later than September 30; and
6. future requests for internal equity reviews.
Following are the specific details for each important event in FY14.
1. Maintenance of the Classification System
Beginning in fiscal year 2014, the following maintenance review cycle will be employed for
all job classes assigned to specific salary grades:
Grades Fiscal Year Approximate Number of Job Classes/Employees
A–F 2014 36 job classes/353 employees
G–H 2015 60 job classes/305 employees
I–J 2016 90 job classes/223 employees
K–L 2017 101 job classes/251 employees
M–S 2018 68 job classes/103 employees

Routine equity reviews will be conducted on the same five-year cycle as established for
classification maintenance review per Montgomery College Policy and Procedure 33001–
Staff Classification Systems and Position Descriptions, Section IV, Maintenance of the
Classification System.
2. Updating Position Descriptions by August 15, 2013
First, as part of the performance evaluation process, staff and administrators must be
reviewed and position descriptions modified as appropriate, as part of the performance
evaluation process per 33001CP, section V. To review and update an existing position
description, please visit the Job Wizard. Modifications must be accepted by the supervisor in
order to finalize them. These updates are important to ensure the correct information is
available during the maintenance review, to analyze September requests, and to support the
FY14 performance evaluation process, which will be based, in part, on the overall
performance of the primary work responsibilities captured in the position description.
3. September Requests for Classification Review
Beginning in FY14, and annually every September thereafter, a staff member or
administrator or his or her supervisor may submit a request for classification review to the
Office of Human Resources, Development, and Engagement. Requests will be evaluated,
with results communicated prior to the end of the calendar year, if possible (see 33001CP,
section V). Employees who are assigned to a higher grade will receive a compensation
increase equivalent to a promotion per 35001CP–Compensation Programs.
4. Degree Attainment Salary Enhancement (DASE) for Associate and Support Staff and
Administrators
Subject to fiscal constraints, when individual employees earn progressively higher degrees,
including an associate’s, bachelor’s, and master’s degree, or a professional or terminal
degree, from a regionally accredited institution, on or after July 1, 2013, the employee will
inform HRDE of such accomplishment and request a degree attainment salary enhancement.
Such salary enhancements will be equal to one increment and available to those who are not
yet at the maximum of their salary grade. Any increases will be prospective and only two
such salary enhancements may be granted during the course an employee’s career. For
further information, please see 35001CP section X.
5. Completion of Talent Profiles by September 30, 2013
As Montgomery College continues to develop its talent management system, the Taleo
Talent Profile will become increasingly more important. Each employee’s talent profile
contains information about current and past jobs including experience, education, and
certifications. The profile will serve an important role in employee matters within Taleo,
including career development, succession planning, and equity reviews. Administrators and
associate and support staff must complete their Talent Profiles no later than September 30,
2013. The Talent Profile Guidebook, which provides complete instructions and information
on completing a profile, is located online (see the link “Guidebook” under Equity Review).

6. January 2014 Requests for Equity Review
In January 2014, staff and administrators may submit a request for an equity review per
35001CP. HRDE will conduct equity reviews as outlined in the circumstances described
below, by examining the relevant experience, education, and certifications of incumbents
within the class specification. Proper application of the procedures is not sufficient to
constitute a pay inequity for individual employees (for instance, new hire salary placement at
midpoint regardless of additional experience).
In the event an employee is earning a salary lower than an employee within the same class
specification with less cumulative experience, education, and certifications, that employee’s
salary shall be increased to the level of the employee with whom the inequity exists. In
regard to single incumbent classes, such comparison will be made with similarly situated
positions in the same salary grade. Any increases resulting from such reviews will be
prospective. Any employee who requests an internal equity review will be notified of the
results no later than the end of the fiscal year in which the request was made.
If you have any questions about topics in the memorandum, please contact Jason Rivera, talent
management coordinator, at jason.rivera@montgomerycollege.edu. Thank you for your
engagement as we continue with the implementation and maintenance of our classification and
compensation system.