Classification and Compensation
Human Resources is committed to the maintenance and administration of a uniform classification system. The college’s classification system is based upon detailed job analysis and a comprehensive point-factor system, thereby ensuring the most equitable compensation.
Principal responsibilities include:
- Evaluate and classify all management/exempt and classified positions;
- Establish minimum qualifications;
- Determine which positions are eligible to participate in the college's benefit programs.
- Respond to inquiries and advise administrators and employees regarding applicable federal and State laws and regulations pertaining to the administration of classification and compensation programs (i.e. overtime pay, minimum wage, equal pay, etc.)
- Conduct and participate in salary surveys to determine the college's position relative to market.
- Identify overlap or duplication of position responsibilities in the various departments, and advise the appropriate administrator where reorganization or elimination of positions may create a more efficient operation.
In addition to the above, Human Resources maintains the college's official job descriptions. The job description is the foundation for most of the activities listed above and is used by supervisors to provide a basis for establishing standards of performance for the performance appraisal process.
The objective of Linn-Benton Community College’s compensation system is to provide competitive salaries and benefits, including retirement and health benefits, which will attract and retain highly qualified and competent professional, faculty and support staff.
Changes in management/exempt salaries are based on changes in the cost of living and the limit of college resources pursuant to Board-approved guidelines.
The Board of Education determines the starting salaries, benefits, and salary advancements for classified employees and faculty members according to provisions of the respective collective bargaining agreement.