Common use of Salary Survey Clause in Contracts

Salary Survey. At least once every four (4) years, a salary survey shall be completed with the following criteria: a. The compensation for each bargaining unit classification will be compared with the compensation for similar classifications using the Bay Ten community colleges and other organizations as mutually agreed upon by the District and CSEA. b. The District will review and update all generic job descriptions and send copies to CSEA for approval before the salary survey is begun. Comparisons will be of monthly salaries for organizations surveyed, adjusted for the number of hours worked per week. Monthly salaries in those districts whose employees work a 40-hour week will be multiplied by a factor of .9375 to equate them to the monthly salaries of SMCCCD employees who work a 37.5- hour work week. c. For employees in classifications assigned to KCSM, the District and CSEA agree to utilize a mutually agreed upon alternate list of survey entities. d. The lowest and highest rates of pay, excluding long service increments/longevity, will be the basis for comparison. e. The survey shall use the benchmark system. f. The grouping of the classification families to be reviewed shall be as described in Appendix F. g. Results of the survey will be utilized to show how our District compares to the fourth ranking of each classification. h. CSEA will receive a copy of the survey prior to negotiations. i. Salary surveys may include recommendations for adjustments; the implementation of the survey recommendations are negotiable. j. Changes resulting from this survey will be retroactive to the previous July 1. k. Salary surveys will be conducted for benchmark classifications once every four (4) years starting with the first survey to be conducted between July 1, 2020 and May 30, 2021, followed by the next survey between July 1, 2024 and May 30, 2025, and every four (4) years thereafter. Any changes in compensation will be effective for the entire classification family as of July 1 of the survey year, e.g. July 1, 2020 or July 1, 2024, even if negotiations extend beyond July 1 of the survey year.

Salary Survey. At least once every four (4) years, a salary survey shall be completed with the following criteria: a. The compensation for each bargaining unit classification will be compared with the compensation for similar classifications using the Bay Ten community colleges and other organizations as mutually agreed upon by the District and CSEA. b. . The District will review and update all generic job descriptions and send copies to CSEA for approval before the salary survey is begun. Only the summary will be used in the survey and no reference to job titles will be included. Comparisons will be of monthly salaries for organizations surveyed, adjusted for the number of hours worked per week. Monthly salaries in those districts whose employees work a 40-hour week will be multiplied by a factor of .9375 to equate them to the monthly salaries of SMCCCD employees who work a 37.5- hour work week. c. . For employees in classifications assigned to KCSM, the District and CSEA agree to utilize a mutually agreed upon alternate list of survey entities. d. The lowest and highest rates of pay, excluding long service increments/longevity, b. Step one (1) will be used as the basis for comparison. e. c. The survey shall use the benchmark system. f. d. The grouping of the classification families to be reviewed shall be as described in Appendix F.D. g. e. Results of the survey will be utilized to show how our District compares to the fourth ranking of each classification. h. f. CSEA will receive a copy of all documentation utilized for the survey upon completion of the survey and prior to negotiationsthe commencement of negotiations about the salary survey results. g. Unless otherwise agreed, the District and CSEA shall negotiate about any adjustments to compensation to be made as a result of the salary survey. Such negotiations shall not commence until survey results have been received from each of the Bay Ten community colleges. h. Any change in compensation negotiated as a result of the salary survey shall be calculated independently, and would be in addition to any change in compensation pursuant to Article 8.1. i. Salary surveys may include recommendations for adjustments; the implementation of the survey recommendations are negotiable. j. Changes resulting from this survey will be retroactive to the previous July 1. k. Salary surveys will be conducted for benchmark classifications once every four (4) years starting with the first survey to be conducted between July 1, 2020 2015 and May 30, 20212016, followed by the next survey between July 1, 2024 2019 and May 30, 20252020, and every four (4) years thereafter. Any changes in compensation will be effective for the entire classification family as of July 1 of the survey year, e.g. July 1, 2020 2016 or July 1, 20242020, even if negotiations extend beyond July 1 of the survey year.

Salary Survey. At least once every four (4) years, a salary survey shall be completed with the following criteria: a. The compensation for each bargaining unit classification will be compared with the compensation for similar classifications using the Bay Ten community colleges and other organizations as mutually agreed upon by the District and CSEA. b. The District will review and update all generic job descriptions and send copies to CSEA for approval before the salary survey is begun. The District will make reasonable efforts to collect responses from the colleges and organizations determined by the parties. Should some colleges or organizations fail to respond, then the parties shall meet to decide how to complete the survey or otherwise adjust for the absence of data. Comparisons will be of monthly salaries for organizations surveyed, adjusted for the number of hours worked per week. Monthly salaries in those districts whose employees work a 40-hour week will be multiplied by a factor of .9375 to equate them to the monthly salaries of SMCCCD employees who work a 37.5- hour work week. c. For employees in classifications assigned to KCSM, the District and CSEA agree to utilize a mutually agreed upon alternate list of survey entities. d. The lowest and highest rates of pay, excluding long service increments/longevity, will be the basis for comparison. e. The survey shall use the benchmark system. f. The grouping of the classification families to be reviewed shall be as described in Appendix F.D. g. Results of the survey will be utilized to show how our District compares to the fourth ranking of each classification. h. CSEA will receive a copy of the survey prior to negotiations. i. Salary surveys may include recommendations for adjustments; the implementation of the survey recommendations are negotiable. j. Changes resulting from this survey will be retroactive to the previous July 1. k. Salary surveys will be conducted for benchmark classifications once every four (4) years starting with the first survey to be conducted between July 1, 2020 and May 30, 2021, followed by the next survey between July 1, 2024 and May 30, 2025, and every four (4) years thereafter. Any changes in compensation will be effective for the entire classification family as of July 1 of the survey year, e.g. July 1, 2020 or July 1, 2024, even if negotiations extend beyond July 1 of the survey year.