This policy and procedure takes the place of policy and procedure 4220B Section F

REMUNERATION FOR CURRENT FULL-TIME EMPLOYEES WHO ATTAIN ACADEMIC DEGREES, CERTIFICATIONS AND LICENSURE

Western Wyoming Community College values the efforts expended by its employees to gain additional knowledge through formal education that benefits their job assignment as well as their contributions to the College as a whole.

Adopted August 11, 2016

Procedure 4220F

REMUNERATION FOR CURRENT FULL-TIME EMPLOYEES WHO ATTAIN ACADEMIC DEGREES, CERTIFICATIONS AND LICENSURE

Western Wyoming Community College values the efforts expended by its employees to gain additional knowledge through formal education that benefits their job assignment as well as their contributions to the College as a whole.

Remuneration opportunities for educational attainment are defined as position-related or non­position-related.

In all cases, degrees must be granted by an institution listed by the US Department of Education in their database of accredited postsecondary institutions and programs, or by sanctioning bodies for certificates and licensures.

INSTRUCTIONS FOR APPLICATION FOR REMUNERATION
1. When an employee submits the form Intent to Participate in Educational Attainment Benefit, the Educational Achievement Committee will make the following determinations using the employee’s original official transcript or documentation of completion from the certifying or licensing body:

a. Determine if educational or other professional development activities are position-related. The College’s “Guidelines for Evaluating Educational Achievements” will be used to make this determination.
b. Determine if a professional licensure or professional certification merits inclusion based on rigor, testing requirements, time-in-service requirements as defined by the WLC criteria for Level I, II, and III certificates. The College’s “Guidelines for Evaluating Educational Achievements” will be used to make this determination.

2. Employees shall get prior approval, by the Educational Achievement Committee, before undertaking college course or professional development activities that might be used to satisfy educational requirements for remuneration for gaining an additional educational credential.

3. When an employee plans to attain an academic degree equal to or higher than that required for the position description, the committee will, at the request of the employee, determine whether the degree is position-related using the rubric established by this procedure. Whenever the committee makes decisions concerning an employee’s educational attainments, the chair of the committee will submit a written report to the Human Resources Office. The report will be kept on permanent file.

Standards for evaluating educational achievements will be documented through the standard Policies and Procedures process outlined in Board Policy 7510B.

POSITION-RELATED REMUNERATION
Degree level is listed as required or preferred in the job description (if no degree is required, an associate degree fulfills this criterion), OR certification or licensure is on the Western Leadership Council’s approved list.
AND
Subject area of the degree, certificate, or licensure is listed in the job description, OR subject area of the degree, certificate, or licensure is in a “closely related field” as determined by the Education Attainment Committee.

In order for a field to be considered closely related the employee must demonstrate how it meets at least one of the following criteria:

1. Contributes directly to the primary job duties.
The degree supports best practices for community college faculty and staff as identified by nationally or regionally recognized professional organizations.
All associates degrees are considered to be position related.
The Educational Attainment Committee will use the established rubric in 4220B(IV) to make pre-determination of relatedness within 30 days of the Intent to Participate form submission.

2. Position-related Degree Attainment
Consistent with the additional salary offered for academic degrees at initial placement, the College will also provide additional salary for current employees who attain position-related academic degrees. The additional salary will be computed as a percentage of the applicable Column I base, prorated to the number of months of the employee’s contract.

The following conditions apply:

• To qualify, the degree must be equal to or higher than the degree level required for the employee’s position description. The Human Resources Office is responsible for making this determination.
• Degrees must be position-related. The Educational Achievement Committee is responsible for making this determination.
• Remuneration will be granted only once per degree level.
• Remuneration will be effective on the first day of the month after approval by the Educational Achievement Committee.
• If this additional salary results in the total salary of the employee exceeding the maximum of the salary range from which the employee is compensated, any salary amount above the column maximum will be paid to the employee off schedule on a one-time only basis. However, should this employee subsequently be awarded horizontal advancement, then this employee shall receive any remaining recurring compensation which would have been received if this employee had not redlined, up to the maximum of the new column. The effective date for the new, recurring compensation shall be the same as the effective date for the horizontal advancement compensation.

SALARY INCREASE OF POSITION-RELATED REMUNERATION

Additional Degree Position-Related Degree Beyond Minimum Required Qualification for Faculty	Salary Base Increase
Associates	+2.0% Column I Base
Bachelors	+3.0% Column I Base
Masters	+4.0% Column I Base
Doctorate	+13% Column I Base

 

Additional Degree Position-Related Degree Beyond Minimum Required Qualification for Professionals	Salary Base Increase
Associates	+2.0% of Market Grade 10 Range Minimum
Bachelors	+3.0% of Market Grade 10 Range Minimum
Masters	+4.0% of Market Grade 10 Range Minimum
Doctorate	+13% of Market Grade 10 Range Minimum

 

Additional Degree Position-Related Degree Beyond Minimum Required Qualification for Paraprofessionals	Salary Base Increase
Associates	+2.0% of Salary Grade 1 Minimum
Bachelors	+3.0% of Salary Grade 1 Minimum
Masters	+4.0% of Salary Grade 1 Minimum
Doctorate	+13% of Salary Grade 1 Minimum

 

NON-POSITION-RELATED REMUNERATION
This policy grants remuneration to employees who complete degrees that are not position-related to their current job assignment for a one-time stipend per degree level or certification level. Non-position-related remuneration applies when the degree is not identified in the official job description, and includes degrees for personal and professional growth, preparation for a new position or additional assignment with the college including adjunct teaching. Remuneration will occur one time per degree level; such as, one degree beyond the required minimum qualification.

The following conditions apply:

• To qualify, the degree or certificate must be granted by one of the regional accreditation agencies as listed by the US Department of Education in their database of accredited postsecondary institutions or programs, or recognized certifying body as listed on the current Western Leadership Council (WLC)-accepted list.
  • The WLC will annually review and modify the definitions of a Level I, II, and III certificate.
  • The Human Resources Office is responsible for making this determination based on the definitions and maintains the current approved certificate list.
• The technology and industry certificate list will be updated and presented to the Board of Trustees annually at the January regular Board meeting.
• Original official transcript/documentation must be provided to the Office of Human Resources.
• Intent to participate in the benefits of policy must be filed within the first six credit hours of a degree or certification. This form will be filed with the Office of Human Resources and used for budgetary preparation only. The form provides for the one-time election for the position-related or non-position-related benefit.
• Intent to Participate requires a one-year commitment to remain employed by the college.
• Remuneration will be effective on the first day of the month after approval by the Board of Trustees.
• One payment will be made per degree level or certificate earned.
• Degrees or certifications paid for by the college to meet job requirements will not receive the one-time off schedule payment.

STIPEND ALLOWANCE FOR NON-POSITION-RELATED REMUNERATION EDUCATIONAL ACHIEVEMENT COMMITTEE

Additional Degree Non-Position-Related Degree Beyond Minimum Required Qualification for Faculty	One-Time Stipend
Associates	+4.0% of Column 1 Base
Bachelors	+6.0% of Column 1 Base
Masters	+8.0% of Column 1 Base
Doctorate	+26% of Column 1 Base

 

Additional Degree Non-Position-Related Degree Beyond Minimum Required Qualification for Professionals	One-Time Stipend
Associates	+4.0% of Market Grade 10 Range Minimum
Bachelors	+6.0% of Market Grade 10 Range Minimum
Masters	+8.0% of Market Grade 10 Range Minimum
Doctorate	+26% of Market Grade 10 Range Minimum

 

Additional Degree Non-Position-Related Degree Beyond Minimum Required Qualification for Paraprofessionals	One-Time Stipend
Associates	+4.0% of Salary Grade 1 Minimum
Bachelors	+6.0% of Salary Grade 1 Minimum
Masters	+8.0% of Salary Grade 1 Minimum
Doctorate	+26% of Salary Grade 1 Minimum

 

Technical and Industrial Certificates for Faculty, Professionals, and Paraprofessionals	One-Time Stipend
Level I	+0.5% of Market Grade 10 Range Minimum of Professional Schedule
Level II	+1.5% of Market Grade 10 Range Minimum of Professional Schedule
Level III	+2.0% of Market Grade 10 Range Minimum of Professional Schedule

 

Composition of the Educational Achievement Committee
The committee will consist of 7 voting members and one ex officio member. Four of the 7 voting members are standing members. The remaining three voting members will vary, depending on the nature of the employee’s position.

Standing Members:

• Director of Human Resources (facilitator, non-voting except in the case of a tie)
• VP of Administrative Services
• One Faculty member appointed by the President for a three-year term (only votes on Faculty applications)
• One Professional appointed by the President for a three-year term (only votes on Professional applications)
• One Paraprofessional appointed by the President for a three-year term (only votes on Paraprofessional applications)

Varying Members Based on Employee’s Position

• Content Area Expert (peer in same discipline, same employee group) appointed by the President
• The supervising Vice President of the individual
• The immediate supervisor of the individual. If this supervisor is also the supervising VP, then this committee member will be appointed by the supervising VP.

The three committee members appointed by the President will serve staggered terms.

Transition to the new Policy
This paragraph applies only to current Faculty, Professionals, and Paraprofessionals at the time of adoption of this new procedure (4220F). If such an incumbent employee has attained a degree that meets the conditions in set forth above, then the employee will be granted a salary increase according to the schedule above, effective the beginning of the fiscal year after this new procedure (4220F) is adopted. However, the salary increase will not be granted if the employee has already received remuneration for the degree. For example, an employee who was hired with a Doctoral degree, and whose initial salary was adjusted based upon this degree, will not be entitled to additional remuneration.

Employees who have successfully completed twelve (12) credit hours in a degree program at the time of the adoption of the new policy shall notify the Office of Human Resources of their participation in the former Policy 4220B by October 31. The employee shall make a one-time election to remain grandfathered under the prior policy or move to the new policy. Provisions of the elected policy shall be fully enforced for the individuals impacted within the timeline of the newly adopted policy.

Adopted: August 11, 2016
Revised: December 13, 2018