VCOM Administrative and Classified Staff Handbook

plan for employees of the college. VCOM is committed to equitable compensation practices. In as much, this policy outlines a process that ensures that employees are paid fairly and consistently for their work, regardless of factors like race, gender, or ethnicity. Salary Anti-Discrimination Policy VCOM does not discriminate on the basis of membership in a protected class between employees in the payment of wages or other compensation for substantially similar work (with "protected class" being distinguished by age, gender, sex, race, color, creed, national origin, religion, ancestry, marital status, pregnancy and pregnancy related conditions, ethnicity, disability, sexual orientation, gender identity, status as a protected veteran, or any other category protected by federal, state, or local law. VCOM also does not discriminate between employees and does not infringe on an employee's right to not disclose wage or salary history; and/or retaliate against an employee for discussing his or her wage with others to determine equity. Those who feel they are being discriminated against in employment, duties, position, or salary should follow Posting of salary and pay bands are included in job postings and information is provided to any third party engaged in the job posting. A pay band is also provided to current employees upon request when this can be done without revealing a specific employee’s salary. Determining Initial Salary VCOM has established pay bands that define a salary range for a specific job level or category, outlining the minimum and maximum amount of pay for a position. Pay bands ensure fair and transparent compensation practices within an organization. Pay bands are based on job classification factors including duties of the position, responsibilities of the position, and knowledge and skill levels required. Where an employee falls within the pay band is based on their level of education and training, prior work experience, and any specific or unique skills required for the position. Initial salaries are also impacted by the: a) current pay scale reflected in the local and regional job market, b) national pay scales in private colleges of higher education and c) pay scales in private osteopathic medical schools. New Hire Performance Evaluation All employees begin in a probationary period for a minimum of the first 90-days of employment, which allows the supervisor time to evaluate the employee’s initial performance and ability to perform the job. Newly hired employees are provided informal feedback as they learn job duties in the initial 90-day probationary period. If the employee is not performing the job duties as anticipated at the 30-day and 60-day interval, the employee will be provided with written and/or oral feedback regarding the areas that need improvement. At the end of the 90-day probationary period, the employee’s supervisor will review and evaluate the employee’s performance. Analysis of performance at the 90-day interval is required to be in writing. At this time the supervisor will make a decision as to one of the following: • To continue the employee’s employment without probation; • To continue the employee’s employment with an additional probationary period of 30, 60, or 90 days if the employee is not performing at the intended level and the supervisor believes the employee may have the ability to meet expectations given more time; or the grievance procedure outlined in this policy. Posting of Salary and Pay Bands

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