Posts filed under ‘C. Wages and Compensation’
Wages and other Compensation
- Full-Time Equivalence:
FTE is the formula for calculating hourly, monthly, and annual compensation as well as determining the pro-rated schedule for benefits accruals, A full-time employee works 40 hours per week, equivalent to 173.33 hours per month or 2,080 hours per year. This is one Full Time Equivalent (1.0 FTE). For employees regularly scheduled for fewer than 40 hours per week, their weekly hours scheduled will be divided by 40 to yield FTE. For example, an employee working 32 hours per week is 0.8 FTE (32 divided by 40 equals .8). Accrual benefits will be calculated at 80% of the full-time rate.
- Salary Administration:
The Board of Directors will establish the salary for the Executive Director and will approve all changes in the Executive Director’s rate of compensation.
Based on regional market comparables and on budget constraints, the Executive Director will ensure that an equitable salary schedule and salary ranges are in place for all other employees.
Changes in employees’ salary levels may result from:
- demonstrations of extraordinary performance;
- increased or decreased levels of responsibility
- changes due to contractual agreements with a funding source;
- annual step and COLA increases; or
- changes approved by the Executive Director and Board of Directors, and/or as set forth in the collective bargaining agreement.
- Initial Salary:
Each position is assigned an hourly wage or salary range. Job classifications and ranges are regularly reviewed to ensure that they promote internal equity and market fairness within our funding constraints. Transition Projects may adjust classifications or wage ranges at any time.
The Agency hires applicants at the beginning wage in a range. However, a new employee with substantial prior experience or who demonstrates skill and ability to perform at an advanced level may be an exception. Exceptions require the approval of the Executive Director. No employee will be hired at more than two steps above the beginning wage for that position.
Current wage ranges for unrepresented employees are at Appendix D.
- Salary Review:
Each employee’s salary is reviewed on the anniversary of their date of placement into a regular position. Employees who receive a degree or certification that is directly job related will receive a one step increase upon providing proof to their supervisor of such degree or certification.
Manager’s salaries will be reviewed at the beginning of the fiscal year. Increases, if any, will be determined by the budget and fundraising outlook as well as the manager’s performance. These increases typically range from 0 – 8% of gross income.
- Foreign Language Differential:
Transition Projects offers a one-step increase to those direct service employees who are fluent speakers of a foreign language that we have designated as necessary for our conduct of business. Those positions that require bilingual ability have this factored into the pay scale.
A qualified third party will test employees for fluency. The tester will inform the Human Resources Director of the employee’s level of fluency. The test will cover conversational fluency. This requires fluency beyond simple phrases. Reading and writing skills are not required.
It is the employee’s responsibility to request the foreign language differential. The Human Resources Director will arrange for testing. .
- Salary Range:
Salary ranges are established by the Executive Director. Salary levels for an employee may not exceed the maximum in the employee’s salary range. Employees assigned to work in two or more positions will be paid the appropriate wage for each position for hours worked in that position.
- Change of Job within the Agency:
If an employee is reassigned into a new position classification, the salary review date will change to the date of reassignment. If an employee is promoted, the employee will be moved to a step in the new salary range affording a compensation increase of at least 2%. If an employee returns to a former position, the annual salary review date will be the anniversary of initial assignment into the position. Compensation will adjust to the rate they would have received had they continued in that position. Employees who are laterally reassigned into a position within the same pay classification will continue at the same rate of pay.
- Salary Advance:
Upon the recommendation of the employee’s supervisor and the approval of the Executive Director, employees may receive salary advances of up to 75% of the net wages earned to date in that pay period. On-call employees are not eligible to receive salary advances. An employee can request a salary advance no more than once per quarter.
- Time Sheets:
Each employee is responsible for his/her own time sheet; and each supervisor is responsible for verifying the correctness of the information on the employee’s time sheet.
Employees must accurately record their hours of work each day. In recording the time beginning or ending work, the employee will indicate the time to the nearest quarter hour. If an employee is late for work, the beginning time will be the next quarter hour after the employee reports for work. Likewise, if an employee is leaving work early, the ending time will be recorded as the last quarter hour worked. Arrival and departure times will also be recorded in the sign-in log at each facility. Falsifying a time sheet will be grounds for disciplinary action, up to and including termination.
When an employee is absent from work, either sick leave or vacation time must be utilized if it has been earned. If the employee does not have sufficient sick or vacation time accrued, Payroll will treat it as a leave without pay and will notify the supervisor and the Executive Director.
- Mileage Reimbursement:
Some positions require employees to use their personal vehicles to perform Transition Projects business. Employees in such positions must provide proof of proper licensure and of liability insurance coverage to the fiscal department. Employees must submit mileage reimbursement forms to their supervisor for authorization. The supervisor will forward the form to the fiscal department, who will issue reimbursement so long as proof of current licensure and liability insurance are on hand.
The use of vehicles for normal commuting between home and work or between Transition Projects facilities is not reimbursable.