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Salary Information for Faculty

3.8 Faculty Compensation

Procedure to Determine Faculty Entry Level Salaries (SB)

3.8.0.0 The following procedures shall be used to determine the entry-level salary upon initial appointment to a member institution of the VCCS.

  1. Administrative/Professional Faculty. For administrative and professional faculty positions, the starting point is the minimum of the position range. The College/System Office will establish a starting salary that is within the minimum to mid-point of the position range or no more than 15% above the candidate’s current salary or that of his/her most recent comparable position. A salary offer may be less than the candidate’s currently salary. Consideration should be given to the candidate’s educational background, experience and the salaries of similarly situated college administrators and the candidate’s current salary. If the college or System Office needs to negotiate a salary exceeding the position range midpoint or 15% above the candidate’s current salary, the criteria of the Competitive Salary Increments Policy, 3.8.0.1.4, may be applied if all the criteria of that policy are met. If the provisions of the Competitive Salary Increments Policy are not sufficient, the college must submit a non-routine salary request for State Board approval Chancellor approval in accordance with the college's Human Resources Delegated Agreement.
    1. For starting pay, reporting requirements as defined in the Human Resource Delegated Authority Agreements should be adhered to.
    2. For administrative/professional faculty, academic rank must be determined if the position is full-time and state funded.
  2. Instructional Faculty. For Instructional Faculty, the starting point is the minimum of the faculty member’s academic rank range. The academic rank is determined in accordance with policy 3.2.0. The College will establish a starting salary that is within the minimum to mid-point of the academic rank range or no more than 15% above the candidate’s current salary or that of his/her most recent comparable position. A salary offer may be less than the candidate’s current salary. Consideration should be given to the candidate’s educational background, experience, specialized skills and the salaries of similarly situated college instructional faculty members and the candidate’s current salary. If the college needs to negotiate a salary exceeding the academic rank range midpoint or 15% above the candidate’s current salary, the criteria of the Competitive Salary Increments Policy, 3.8.0.1.4, may be applied if all of the criteria of that policy are met. Those criteria are: a recruitment generates insufficient fewer than five qualified candidates, a recruitment is unanticipated, or a recruitment results in only one finalist who fully meets the position requirements and the college’s needs. If the provisions of the Competitive Salary Increments Policy are not sufficient, the college must request Chancellor submit a non-routine salary request for State Board approval in accordance with the college's Human Resources Delegated Agreement. In all cases, the starting salary shall not be limited by the midpoint.

3.8.0.1 General Provisions

3.8.0.1.0 Entry-level Salary

The entry-level salary may exceed the mid-point of the range for the rank or the position under consideration.

3.8.0.1.1 Fractions of Years

Fractions of years beyond a whole number do not apply; therefore, use next lower number of years.

3.8.0.1.2 Crediting Experience

No more than one year of experience, teaching or related occupational, may be credited in a single 12-month period. Therefore, no more than one year of experience credit may be given for a combination of teaching and related occupational experience in the same year.

3.8.0.1.3 Teaching Experience

Teaching experience shall be computed on the basis of full-time employment in an academic year.

  1. Part-time teaching experience shall be counted in computing total experience to be applied towards the initial appointment. Only that part-time experience which can be verified from previous employment shall be allowed. Part-time teaching experience shall be calculated on the basis of 30 semester hours or 45 quarter hours being equivalent to one year.
  2. Related experience--A year of related occupational experience is twelve months and shall be computed on the basis of equivalent full-time employment in a position closely related to the area of instruction.
  3. Teaching experience may be substituted for related occupational experience or related occupational experience may be substituted for teaching experience.
  4. One academic year of teaching experience is equivalent to 12-months of occupational experience.
  5. Once the substitution of teaching experience for related occupational experience or related occupational experience for teaching experience has been made, the substitution shall apply to all future personnel actions to include promotion.
3.8.0.1.4 Competitive Salary Increments
  1. Competitive salary increments considerations may be used for entry level salary calculations calculated for an initial appointment of teaching, administrative, and professional faculty when justified by the criteria in subsection 3.8.0.1.4.b.
  2. Criteria: The following criteria must be considered and documented:
    1. Difficulty of recruitment. The term “difficult” may include but is not limited to:
      1. a recruitment that generates insufficient fewer than 5 (five) candidates who meet the minimum position qualifications.
      2. unanticipated recruitments conducted near the beginning of the semester.
    2. Availability of only one alternative finalist who fully meets the position requirements and the college’s needs.
    3. The negotiated entry level salary and the competitive increment must be equitable with comparable faculty not exceed the salary of comparable faculty by more than 10%.
    4. The finalist’s current salary for a position of comparable work hours, responsibility, and geographic proximity is greater than the amount generated by the VCCS entry level salary calculation.
  3. Limitations: Competitive salary increments should not normally be offered to candidates currently employed at another VCCS college.
  4. The Chancellor will provide other compensation guidance and governance requirements through the the competitive salary limits to the colleges in the annual Human Resource Delegated Authority Agreement.

3.8.1 Nine-month Faculty Salaries

Salaries for the year are based on the semesters taught, with each academic year being divided into two semesters (fall - August 16 to December 31, and spring - January 1 to May 15) of nine pay periods each. Faculty members who do not fulfill the terms of an academic year appointment, due to leave or separation, shall have their final salary adjusted to the actual number of days worked based upon the college’s academic calendar.

3.8.2 Nine-month Faculty Summer Pay

The summer term shall be scheduled between the ending date of the spring semester and the faculty reporting date for the fall semester. Courses taught during the summer shall represent the equivalent of sixteen and one-half (16.5) weeks of instruction and related work regardless of the actual calendar length of the summer term.

Nine-month faculty employed during the previous academic year shall be paid during the summer term according to the credit-hour/contact-hour-equivalent fraction of a full teaching load during the academic year as defined by Section 3.6.0 and based upon the weekly equivalent of one thirty-ninth (1/39th) of the previous year's salary. The normal maximum full-time teaching load during the summer term is ten (10) credit hours or the equivalent. Operationally, the normal full-time faculty summer term salary rate translates to the formula: 1 credit hour or equivalent = 1/15 x 16.5/39 x previous year's salary with a normal maximum full-time summer teaching load of 10 credit hours or equivalent. The rate of pay for new faculty during the summer term shall be five (5) percent less than the permanent annual salary proposed for the coming academic year.

Faculty may be offered a teaching overload of not more than three credit hours or equivalent during the summer term. A faculty member shall not be considered as working an overload unless more than ten (10) credit hours or equivalent are taught. Pay for overloads shall be at adjunct rates.

The college president has authority to develop optional summer pay plans which 1) compensate faculty at a proration of the normal summer salary rate when a given course does not meet minimum enrollment standards as defined by the college; and 2) limit to less than ten (10) the maximum credit hour or equivalent assignment to be paid at the full time faculty summer term salary rate. Optional plans shall specify any proration calculations to be used and any limitations to the maximum teaching assignment to be paid at the full-time faculty summer term salary rate. Credit hours or equivalent taught beyond the limitations specified in the institutional plan shall be compensated at the adjunct rate. Optional summer pay plans shall be developed in consultation with the faculty.

As a guideline, no more than seventy-five (75) percent of the credit hours taught at a college during the summer term should be paid at the full-time faculty summer term salary rate.

3.8.3 Merit Plan (See the Faculty Compensation Plan in this section.)

3.8.4 Teaching Overloads (C)

A faculty member may be offered a teaching overload not exceeding ten (10) credit hours for pay per academic year (fall and spring semesters). Faculty members shall be considered as working an overload when they teach: a) greater than thirty (30) credit hours, b) greater than forty (40) contact hours, or c) greater than thirty (30) workload hours - whichever figure results in the greatest amount of overload credit hours. For the purpose of workload calculations, every lecture hour shall equate to one (1) credit hour and one (1) contact hour; and every laboratory hour shall equate to one-half (1/2) credit hour and one (1) contact hour. In cases where the number of credit hours for a full teaching load falls below twenty-four (24) credit hours, a faculty member shall be considered as working an overload when he/she teaches greater than forty-eight (48) contact hours.

Each college shall develop overload procedures consistent with the above. In addition, the college president has the authority to develop optional overload plans; such plans shall be developed in consultation with the faculty and must be approved by the Chancellor. Extra pay for an overload shall be the rate of the faculty members' nine-month salary multiplied by .015 for each overload credit hour. Overloads shall be paid at the end of the academic year (fall and spring semesters). If separation occurs after only one semester in that academic year and an overload was taught in that semester, payment for the overload shall be at the end of that semester.

At the president’s discretion, payments for overloads worked in the fall may be made after January 15 if in the president’s judgment the faculty member’s anticipated spring semester course load would result in an overload for the academic year. The payment shall be for the fall workload only. In cases where the overload does not materialize, recovery of any overpayment must be finalized by May 15.

3.8.5 Twelve-Month Administrative and Professional Faculty Teaching Credit Courses (C)

Twelve-month administrative and professional faculty may teach and earn pay for teaching up to and including nine (9) credits per fiscal year within the VCCS, for teaching assignments beyond those that are required as part of the regular duties. The college president will determine the positions eligible to receive extra pay for teaching credit courses and shall specify the teaching portion of those administrative or professional faculty member’s regular workload in the college’s faculty handbook or other appropriate publication. Administrators involved in determining teaching loads (e.g., directors, division chairs, vice-presidents, and provosts) shall not be assigned a course for extra pay until all full-time teaching faculty in that discipline are given an opportunity to accept a teaching assignment for extra pay at their institution. Extra pay for such an overload shall be at the rate of the faculty member's equivalent nine-month salary multiplied by .015 for each overload credit hour. Such overload teaching shall be approved in advance by the president.

3.8.6 Teaching Non-credit Courses (C)

Upon approval by the appropriate workforce vice-president or dean and the appropriate academic vice-president or dean, a full-time faculty member may teach non-credit courses as either part of or in addition to workload. For comparison of teaching loads, one (1) credit hour equates to fifteen (15) contact hours for lecture courses or thirty (30) contact hours for laboratory courses. Full-time faculty may teach non-credit courses in addition to the normal workload for extra pay within the VCCS, as determined by workforce contract.

3.8.7 Work Load Credits for Adjunct Faculty (C)

To provide adjunct faculty members who teach lecture and laboratory courses with appropriate compensation, the following procedures for determining the work load credits for pay purposes is utilized. Work Load Credits - Lecture Hours plus 1/2 Laboratory Hours.

(Example: DRF 126 (3 credits) had 2 lecture hours and 3 laboratory hours. Work load credits for pay purposes would be 2 + 1/2 (3) = 3.5 work load credits.)

If any course requires the presence of adjunct faculty members more than one day per week, the college may give a travel allowance.

3.8.8 Outside Employment (SB)

Faculty may engage in outside employment so long as it does not interfere with their work performance, or professional responsibilities to the college or create a conflict of interest as specified in the State Conflict of Interest policy.

3.8.9 Professional Duties and Consulting (SB)

3.8.9.0 Eligibility:

  1. This policy applies to full-time administrative, professional and instructional faculty (including restricted faculty positions).
  2. Adjunct faculty may be compensated for non-instructional services only through procedures governing wage employment or by contract.
  3. Classroom instruction is not addressed by this policy.

3.8.9.1 Opportunities Within the VCCS

  1. Without Compensation:
    1. Full-time teaching, administrative, and professional faculty may provide professional services such as consulting or conducting workshops to VCCS colleges and to the System Office as part of their employment contract with their current college. These services shall be performed on an expense only basis.
    2. Faculty members must receive approval of the college president or designee in advance of performing such service. Such approval may be withheld if the proposed services are perceived to interfere with the assigned responsibilities and duties of the individual.
  2. With Compensation
    1. Compensation may be provided for professional services such as consulting or workshops to the VCCS colleges or the System Office under the following circumstances:
      1. Faculty members must receive approval of the college president or designee in advance of performing such service. Approvals must be documented through a stipend agreement between the faculty member and the faculty member’s college or the System Office. (See VCCS Form 14). Such approval may be withheld if the proposed services are perceived to interfere with the assigned responsibilities and duties of the individual.
      2. During Normal Work Hours: If the services, including preparation time, are provided during normal working hours or at a time that does not otherwise create a conflict with work duties, administrative, professional faculty and teaching faculty members must take an appropriate amount of annual or personal leave (including leave to cover preparation time) from the System Office or the “home” college.
      3. Outside of Normal Working Hours: If the professional services, including preparation time, are provided outside of normal working hours, it will not be necessary for the faculty member to take annual or personal leave.
  3. Payment
    1. The rate of compensation will be negotiated directly between the faculty member and the System Office or the college receiving the proposed services.
    2. All payments for professional services may be paid through stipend. Payment for professional services may be made by vendor contract only when the contract amount does not exceed $500 in order to comply with the State and Local Government Conflict of Interest Act.
    3. All payments exceeding $500 will be made by stipend. A stipend agreement must be completed prior to the provision of any services. A copy of the stipend agreement between the faculty member and the college or System Office receiving services will be transferred to the “home” college or System Office for payment through payroll to the faculty member. The stipend will automatically become an addendum to the faculty member’s employment contract.

3.8.10 Payment for Professional Duties and Consulting

Purpose: Payments are only to be used in conjunction with Policy 3.8.9 Professional Duties and Consulting; all provisions of that policy must be met. This policy provides a method to pay eligible faculty for their provision of professional services such as consulting or conducting workshops as needed by a college or the System Office. A payment agreement must be entered into between the faculty member and the college or System Office receiving services. Once entered into, such agreement becomes an addendum to an employee’s VCCS employment contract and the actual payment for professional duties and consulting is paid through payroll where the faculty member is employed full-time.

3.8.10.0 Eligibility:

  1. This policy applies to full-time administrative, professional and instructional faculty (including restricted faculty positions).
  2. Adjunct faculty may be compensated for non-instructional services only through procedures governing wage employment or by contract.

3.8.10.1 Procedure

  1. A payment agreement, which will include a detailed description of the professional services to be provided, the amount of the stipend, the expected completion date and the signatures of all parties, must be completed and approved before the faculty member provides any professional services.
  2. All payment agreements must be approved by the “home” college president or Chancellor or his/her designee.
  3. No payments will be made to any faculty member until after he/she has fully performed the professional services agreed to in the payment agreement or all of the conditions of the payment agreement have otherwise been met.

3.8.11 VCCS Faculty Compensation Plan

Item I.

Categories of Positions

The following categories of positions shall serve as the management categories in the VCCS salary structure:

  1. State Board/Chancellor's Management Structure

    • Executive Vice Chancellor---acts as chief executive officer in Chancellor’s absence; has broad responsibilities throughout entire system. Serves as the senior official responsible for daily operations.
    • Vice Chancellor---assisting and advising in the areas of Academic Services, Administrative Services, Information Technology Services, Institutional Advancement, and Workforce Development with reporting responsibilities directly to the Chancellor.
    • Special Assistant to the Chancellor---provides executive-level support to the Chancellor.
    • Associate Vice Chancellor ---chief administrative officer for a defined system-wide functional area and responsible for staffing or interacting with a committee of the State Board and/or the Advisory Council of Presidents (ACOP) on a regular basis on issues of system-wide priority and reporting directly to a Vice Chancellor or Executive Vice Chancellor. The position typically supervises staff in a functional area.
    • Assistant Vice Chancellor – chief administrative officer for a defined system-wide functional area with reporting responsibilities directly to a Vice Chancellor or Executive Vice Chancellor.
    • Director of Internal Audit--administrative officer responsible for a system-wide auditing function reporting directly to the State Board with day-to-day administrative oversight by the Chancellor.

    The approved title shall be the title of official use.

  2. College Management Structure

    • Executive Vice President---acts as chief executive officer in the president’s absence; has broad functional responsibilities throughout entire institution. Also serves as senior official responsible for daily operations.
    • Provost/Dean of the College---chief administrative and academic officer of a college or a campus in a multi-campus college with reporting responsibilities directly to the president or an executive vice president.
    • Vice President---chief administrative officer for a defined, functional area such as technology, instruction, administrative services, student services, institutional advancement, workforce development, or a combination of these functions with reporting responsibilities directly to the president or Executive Vice President.
    • Associate (or Assistant) Vice President/Dean/Campus Dean/Director---administrative officer who manages a major administrative function or area of responsibility such as learning resources, student services, management services, or an instructional division. Reporting responsibilities usually are directly to the vice president, or a provost.
    • Executive Director – an administrative officer with varied, complex leadership and management responsibilities involved in the oversight of a college foundation. This position would generally report directly to a vice president or a president.
    • Coordinator/Associate (or Assistant) Director---administrative officer who supervises an administrative function or area of responsibility such as counseling services, cooperative education, institutional research, or admissions and records. This level of administrative responsibility differs from the associate (or assistant) vice president, dean/campus dean/ director level in terms of complexity of area of responsibility and number of personnel supervised. Reporting responsibilities usually are directly to a vice president, associate (or assistant vice president), campus dean, director, or to the president.
    • Assistant Coordinator/Administrative Officer---assists in the supervision and responsibilities outlined under coordinator or director or is responsible for a limited administrative function such as grants. Reporting responsibilities may be to any of the positions listed above or the president.

    The approved title shall be the title of official use.

    Each college shall review its management structure and initiate appropriate modifications thereto if the management structure is not in accordance with Section 2.2 of the VCCS Policy Manual and the position categories as outlined above.

  3. Administrative and Professional Faculty
    1. Administrative Faculty
      1. Administrative faculty require the performance of work directly related to the management of the educational and general activities of the institution, department or subdivision thereof. Incumbents in these positions exercise discretion and independent judgment and generally direct the work of others.
      2. Since the VCCS is considered a single institution of higher education, administrative faculty positions normally must be no lower than three organizational levels below the Chancellor (two organizational levels below the president).
    2. Professional Faculty -- Professional faculty require advanced learning and experience acquired by prolonged formal instruction and/or specialized work experience. This category is normally limited to librarians, counselors, and other professional positions serving education, research, athletic, medical, student affairs, and development functions or activities.

Item VI

Under the provisions of the Faculty Reduction in Staff Policy, affected faculty will be compensated with three months' severance pay or the pay provisions in the Severance Benefits policy of the Department of Human Resource Management, whichever is most beneficial to the faculty member.

Item VII

Each college shall develop a merit plan that best meets the needs of the local institution consistent with the following guidelines:

  1. The plan should acknowledge that merit recognition in the VCCS is provided as follows:
    1. Granting of a multi-year appointment (where applicable).
    2. Granting of a promotion.
    3. Granting of merit pay awards.
  2. Performance evaluations shall include a summary rating of Excellent, Very Good, Good, Fair or Unsatisfactory as defined below:

    Excellent -- consistently delivers outstanding performance, substantially exceeding performance standards.

    Very Good -- clearly exceeds performance standards.

    Good -- performs satisfactorily, meeting performance standards.

    Fair -- marginally meets performance standards. Improvement required.

    Unsatisfactory -- fails to meet performance standards.

  3. Salary increases shall consist only of merit pay awards based on performance evaluations and shall be limited to those faculty members whose overall performance is evaluated as Good, Very Good, or Excellent.
  4. Merit pay awards may consist of two components:
    1. Merit Salary Award - this component becomes a part of the individual's base salary and allows a faculty member's salary to progress to the maximum for the rank held. A Merit Salary Award shall not cause the total salary to exceed the maximum of the rank.
    2. Non-Cumulative Merit Salary Award - this component allows the total salary to exceed the maximum for the rank for the year that the Non-Cumulative Merit Salary Award is given, but the Non-Cumulative Merit Salary Award amount does not become a part of the individual's base salary.
  5. Merit salary awards for faculty without a performance evaluation because of an absence shall be awarded in accordance with guidelines developed by the college. These guidelines will be in writing.
  6. Faculty who are at the current range minimum and do not receive an increase because of a Fair or Unsatisfactory summary evaluation rating, or because the merit increase given is less than the faculty salary average increase, will be below the salary scale range minimums. Future meritorious evaluations or merit salary awards will not require the college to automatically bring the faculty member to the current range minimum. The faculty member must be brought to the current range minimum only at the time of promotion to the next rank.
  7. Promotional increases become effective July 1 for twelve-month administrative and professional faculty and August 16 for nine-month teaching faculty. Merit increases take effect on November 25 for all faculty. For planning purposes, the funds required to cover promotional increases must be deducted from the total funds provided for faculty salary increases before the amount available for merit increases can be determined.
  8. Merit plans shall be developed by each college. The plan will include a graduated distribution increase for the summary evaluation ratings of Good, Very Good, and Excellent.
  9. The current college plan shall be approved by the Chancellor and subsequently published locally prior to the issuance of contracts.
  10. The Chancellor shall publish a performance evaluation plan for System Office management staff.

Item VIII

Under the provisions of the Consolidated Salary Authorization for Faculty Positions in Institutions of Higher Education, each governing board is charged with the responsibility for establishing the institution definition of full-time equivalency (FTE) for part-time faculty (wage or adjunct faculty). The VCCS definition of an FTE part-time faculty is 30 teaching credit hours or the equivalent.

3.8.12 Administrative/Professional and Instructional Faculty Compensation Actions

3.8.12.0 Purpose:

The purpose of this policy is to establish procedures that will enable the System Office and the colleges to effectively maintain and administer the Faculty Compensation Plan.

3.8.12.1 Eligibility:

This section applies to all full-time administrative, professional and instructional faculty including those in restricted positions unless designated otherwise.

3.8.12.2 Compensation Practices:

  1. Competitive Salary Offer: A competitive offer is the College/System Office counter offer made to an existing faculty member, deemed critical to the college/System Office, who has received an employment offer at a higher salary from an employer. Generally, competitive offers should not exceed more than 15% above the faculty member’s current salary. The College/System Office may make a counter offer if:
    1. The faculty member’s employment offer is in writing or verified by the supervisor.
    2. Consideration is given to the salaries of other faculty in similar positions with comparable educational backgrounds and experience.
    3. The competitive salary offer does not exceed the maximum of the position range maximum for administrative/professional faculty or the academic rank range maximum for instructional faculty.
    4. For competitive offers from within the VCCS, there can only be one counter offer from the current College or System Office. The amount of the competitive offer may go up to but will not exceed the amount of the job offer. The other College or System Office may not make a second offer in response to the current College or System office counter offer.
    5. For competitive salary offers, reporting requirements as defined in the Human Resource Delegated Authority Agreements should be adhered to.
  2. Additional Duties:
    1. Additional Duties Resulting from a Temporary Vacancy. When additional non-instructional duties resulting from a temporary vacancy are assigned to a faculty member or divided among several faculty members, the faculty member(s) may be given a supplement of from 0 to 10%. The supplement is not part of a faculty member’s base salary and will not be included on the Faculty Employment Contract. In all cases, an amendment to the Faculty Employment Contract will be issued stating the base salary, the additional duties supplement and the duration of the additional duties. This provision may not be used in lieu of the Teaching Overloads Policy, 3.8.4, the Teaching Faculty Assigned Temporary Administrative/Professional Duties Policy, 3.5.2, or the Stipend Policy, 3.8.10.
    2. Substantial Additional Assignments. When a substantial additional assignment or alternative work schedule is given to a faculty member, he/she may be given a supplement of from 0 to 10%. The supplement is not part of a faculty member’s base salary and will not be included on the Faculty Employment Contract. In all cases, an amendment to the Faculty Employment Contract will be issued stating the base salary, the additional duties supplement, the duration of the additional duties, the additional duties assignment, interim goals, and the expected outcomes. This provision may not be used in lieu of the Teaching Overloads Policy, 3.8.4, the Teaching Faculty Assigned Temporary Administrative/Professional Duties Policy, 3.5.2, or the Stipend Policy, 3.8.10. It may not be used to compensate faculty when they are not under their full-time contract.
  3. Acting Pay: A faculty member will be eligible for an acting pay supplement of from 0 to 15% when he/she assumes a majority of the responsibilities of a vacant position. The supplement is not part of a faculty member’s base salary and will not be included on the Faculty Employment Contract. In all cases, an amendment to the Faculty Employment Contract will be issued stating the base salary, the acting supplement, and the duration of the acting assignment. Interim assignments should not extend beyond one year.
  4. Internal Alignment: An increase of 0-10% may be granted to align a faculty member’s salary more closely with those of other faculty members at the same college.

    Consideration may be given to experience, educational background, similar duties and responsibilities, performance, expertise and academic rank. Adjustments resulting from internal alignments will not exceed 10% for any faculty member in a fiscal year. The following process should be followed for an internal alignment review.

    1. Determine the base salary by using the faculty member’s original VCCS-10 to establish the entry level salary, academic credentials and years of occupational experience. For instructional faculty alignment reviews, faculty members must be in the same VCCS-29 columns and also be in comparable groups within the column. For example, in Columns 3 and 4, nursing faculty would not be compared with business management faculty.
    2. The following are acceptable reasons for salary differences and must be factored into reviews:
      1. Competitive increments salary offered at the time of the initial appointment
      2. Merit increase differentials
      3. Promotions
      4. Time in rank
  5. Non-competitive Voluntary Transfer:
    1. Within the College. A voluntary transfer occurs when, with the college’s approval, a faculty member moves within the college from a twelve-month administrative position to a nine-month administrative or teaching position or from a nine-month administrative or teaching position to a twelve-month administrative or teaching position.
      1. The new nine-month salary will be established by calculating 75 percent of the twelve month salary. For administrators moving to a teaching position, the academic rank should be determined using the criteria on the VCCS-29. The nine-month salary will not exceed the academic rank maximum.
      2. The new twelve month salary will be established by increasing the nine-month salary by a factor of 1.3333 percent.
    2. Within the VCCS.
      1. A lateral transfer is a permanent faculty assignment from one community college to another community college or the System Office under the following circumstances:
        1. There has been no open competition for the position,
        2. The positions are the same level, i.e., director level to director level,
        3. The action has the consent of both presidents, or the Chancellor in the case of the System Office.
      2. No change in faculty rank or salary shall be made. An exception to this provision is a lateral transfer to or from Northern Virginia Community College. The salary should be adjusted up or down by 8% in direct relationship to the VCCS-18.
  6. Competitive Transfer
    1. A faculty move from one community college to another shall not be considered a transfer if it is the result of an open recruitment
    2. For rank and salary purposes, the faculty member will be considered a new hire and the starting salary policy will be applied. In such cases, years of service in the VCCS are transferable for purposes of promotion, but not for reduction-in-staff decisions.
  7. Reallocation of Administrative and Professional Faculty Positions (SB)
    1. Definition: A reallocation is the movement of a position from one title and salary range to another based upon and to recognize a significant increase or diminution in the duties and responsibilities assigned to the position. The reallocation shall be limited to movement from counselor, librarian, assistant coordinator, and administrative officer to coordinator level; coordinator to counselor level, librarian, assistant coordinator, and administrative officer level; coordinator to director/dean level or director/dean to coordinator and assistant coordinator level.
    2. Procedure: A position file must be established which contains the following:
      1. A copy of the current position description.
      2. A description of the gradual and substantive differences in duties and responsibilities and the reason for changing the particular duties and responsibilities.
      3. The new position description incorporating the gradual and substantive differences in duties and responsibilities.
      4. A revised organizational chart showing the reallocated position.
    3. Criteria for Reallocation
      1. The reallocation will not result in significant organizational changes. A recruitment is more appropriate for these types of situations.
      2. The position has assumed the additional responsibilities as the result of business and program necessity.
      3. The request shall only be used in cases of a justified change to a position caused by a gradual change in the scope of assigned responsibilities that are related to the primary role of the position.
      4. A reallocation request shall not be used to recognize the assignment of responsibilities on a temporary basis or for an individual to be assigned to a position in an acting capacity.
      5. The changed duties and responsibilities are in line with the ongoing and current responsibilities of the administrative/professional faculty position.
      6. The position must remain within the same functional area in the college.
    4. Compensation: The position incumbent shall be eligible for the issuance of a new Faculty Employment Contract. Salaries will be adjusted as follows:
      1. Upward Reallocation: If the salary is already above the new position range minimum, the faculty member may receive an increase of from 0 to 10%. For salaries not above the minimum, the percentage includes the amount required to bring the faculty member to the new position range minimum. In all cases, the faculty member’s salary will be brought at least to the new range minimum.
      2. Downward Reallocation The salary will at least be reduced to the maximum of the new position range and may be reduced up to 10%. If the faculty member’s salary is not above the maximum of the new position range, the current salary will be reduced by 0 to 10%.

3.8.13 Voluntary Early Retirement Incentive Program

3.8.13.0 Purpose:

The purpose of this policy is to establish procedures that will allow the College and/or the System to develop a voluntary early retirement program to encourage the retirement of selected teaching faculty to enable the College to better meet future academic and financial needs of the College.

3.8.13.1 Eligibility:

To be eligible for this program, teaching faculty need to meet all of the following criteria:

  1. be at least 60 years of age;
  2. have completed at least 10 years of full-time service at the current college of employment;
  3. have the right to continued contractual employment in a non-restricted position;
  4. agree to withdraw from active membership in the Virginia Retirement System, or from active participation in an ORP if applicable;
  5. submit application materials in a timely manner and by any established application deadlines.

3.8.13.2 General Provisions:

  1. If a faculty member is offered participation in the program and subsequently agrees to participation in the program, upon retirement the College will continue to pay the state portion of the faculty member’s health insurance costs or the cost of a Medicare supplement for a minimum of two years and no more than five years and/or the College will offer cash compensation of up to 150 percent of a faculty member’s salary.
  2. The total of cash payments including health insurance costs offered under this program shall not exceed 150 percent of the faculty member’s base annual salary reflected in the Personnel Management Information System at the time of election to participate. Any such payments shall be allocated over at least two years.
  3. The total cost in any fiscal year for this program shall not exceed two percent of the College’s corresponding fiscal year state general fund allocation for faculty salaries and associated benefits as determined by the System Office.
  4. College participation in this program is optional. Initial participation does not imply continual participation. The College President will determine whether the program should be offered in any given year. The College President will also determine whether insurance costs and/or cash compensation will be offered in any given year.
  5. Each college will develop and publicize information about the program which must be written and include the institutional needs and the objectives to be served by the program, the application and selection progress, time frame, and any additional College eligibility requirements that may apply.
  6. Faculty participation in the program is voluntary; no faculty member shall be penalized in any way for not participating.
  7. Participants will be selected based on the needs of the College as determined by the President and as publicized in information about the program. The President’s decision is final and may not be appealed through the faculty grievance process.
  8. College plans and any subsequent amendments or modifications must be reviewed for compliance with state and VCCS guidelines by System Counsel. The initial VCCS plan and any subsequent amendments or modifications requires approval of the Governor and the Office of the Attorney General.
  9. The State Board for Community Colleges reserves the right to modify, amend or repeal this program at any time. However no such amendment, modification or repeal shall be effective as to any individual who retires under the plan prior to the effective date of the amendment, modification or repeal.
  10. Surviving spouses of retirees who pass away before the end of the contract period will be eligible to receive continuation of up to one-half the monthly amount previously agreed upon for the remaining duration of the original contract period.

3.8.14 Voluntary Pre-Retirement Workload Reduction Program

3.8.14.0 Purpose:

The purpose of this policy is to establish procedures that will allow colleges to offer teaching faculty the opportunity to teach a reduced workload prior to their actual retirement date; however, each individual case is approved at the discretion of the president according to the needs or best interests of the college.

3.8.14.1 Eligibility:

To be eligible for this program, teaching faculty must meet all of the following criteria:

  1. be a full-time teaching faculty member;
  2. be at least 60 years of age;
  3. have completed at least 10 years of full-time service in the VCCS;
  4. have the right to continued contractual employment in a non-restricted position;
  5. have received a “Meets Expectations” rating on the most recent evaluation; or the equivalent good, very good, or excellent rating; and
  6. have the approval of the president.

3.8.14.2 Process:

  1. The college will establish application procedures for its reduced workload program that will include due dates, submission instructions, and other information the college may request.
  2. The availability of the program will be publicized to all faculty.
  3. Requests to participate in the reduced workload program will normally be submitted prior to the end of the fall semester to become effective the beginning of the next academic year.
  4. The college will inform faculty members of its decision prior to the end of the current contract period.

3.8.14.3 Program Provisions:

  1. A reduced teaching workload may extend to no more than three one-year contracts and must be reviewed annually after the initial award.
  2. A reduced teaching workload contract will be 60% to 80% of the salary of the final year of full 100% employment.
  3. The college will provide benefits according to state policies or on a pro-rated basis equivalent to the percentage of the agreed upon contract (60% to 80%).
  4. The total workload including teaching, non-teaching duties (e.g. advising, service, institutional responsibility, committee work, etc.) and office hours will be determined on a negotiated, pro-rated basis.
  5. Faculty members with a reduced workload will be evaluated only on the annual performance and professional development measures in the Teaching Faculty Development, Evaluation and Recognition Policy, 3.60.
  6. Faculty members electing a reduced workload must commit to their retirement date in writing at the time of approval into the program.

3.8.14.4 General Provisions:

  1. College participation in this program is optional. Initial participation does not imply continual participation. The college president will determine whether the program should be offered in any given year.
  2. Participants will be selected based on the needs of the college as determined by the President. The President’s decision is final and may not be appealed through the faculty grievance process.
  3. Faculty participation in the program is voluntary; no faculty member shall be penalized in any way for not participating.
  4. Academic deans will determine how the reduced workload is distributed between the fall and spring semesters
  5. Faculty members electing a reduced workload:
    • are not eligible to return to a 100% contract.
    • will be paid adjunct rates if they are asked to teach in the summer.
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