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Compensation

Transition to NeoEd

The College is in the process of transitioning to a new position management and Online Hiring Center (OHC) System. Please visit the new NeoEd webpage for training, support, and/or questions about our system.

Compensation Philosophy

SLCC is committed to providing a competitive total compensation package that supports our mission of attracting and retaining quality talent. We ensure that base pay aligns with market standards while offering exceptional benefits. Together, these elements create a distinct advantage in total compensation, positioning us as an employer of choice.

We strive to maximize compensation within the constraints of our budget and organizational structure, upholding principles of internal equity and fairness. This approach enables us to reward excellence, foster employee satisfaction, and maintain a workforce that drives our success.

2025-2026 Pay Rate Schedules

2024-2025 Pay Rate Schedules

These documents contain structured charts that outline the salary ranges assigned to various job classifications within SLCC.

Recent Communications

Writing Position Descriptions

Review our How to Write a Job Description guide for information on crafting job descriptions as well as a job description template.

FAQ

Compensation for a position is based on several factors: the classification of the position in the compensation structure, market data, equity with similar positions, qualifications of the candidate and departmental budget. 
A small portion of an employee’s benefits are paid by the employee and a significant portion are paid for by the college.  Your salary plus the benefits and retirement contributions the college pays equals your total compensation.  The Total Compensation Calculator on the Compensation webpage (provide link) will help estimate your total compensation.
Contact your supervisor to review your job description together and update as needed.  Your supervisor can submit the position to Compensation for evaluation.  Compensation is unable to take action on your position without the supervisor submitting your job description for evaluation.  Once your position has been evaluated, compensation will communicate any changes with your supervisor. 
No, staff has a classification structure in which placement of positions is based on job descriptions. Faculty has a grade and step structure in which placement of positions is based on professional, instructional, and educational experience. 
Funding for annual increases is determined by legislation.  This may include a cost of living (COL) increase for current employees.  If funding is available, there may be funds for merit pay but this is not guaranteed. 
When the new compensation structure was implemented, increasing employees’ pay to market, compression increased. Currently funding is not available to address compression.
Opportunities to advance to a position in a higher grade and pay range may be available in your current position by increasing scope and responsibility however, there must be a business need and budget available for this to occur. It is the responsibility of the supervisor and employee to identify potential opportunities within their department. Alternatively, employees may apply for positions with higher grades and pay ranges on our SLCC job website.  
Log in to the NeoEd website. Review and edit the job description in the Online Hiring Center (OHC) and then submit the requisition through the approval workflow.   
Training dates have been published and ongoing training will be available in person and in the Learn portal in NeoEd. Please visit Staff Development for training opportunities. 

Exempt employee: An employee whose position requires significant decision making and independent judgement, like managers or professionals that may have advanced degrees, their job duties being considered executive, administrative or professional, usually paid a salary that meets a specific threshold. 

Non-Exempt employee: An employee who is typically paid hourly or earn a salary that is less than a minimum amount determined by the Department of Labor. Non-exempt employees are entitled to overtime pay for hours worked beyond a standard 40-hour work week. 

No, employees in their probationary period are not eligible for reclassification/upgrades. Employees also must not have received disciplinary action during the previous 12-month period. Please see the Salary Administration Policy.
To ensure SLCC employees are paid fair market rates. To provide strategic talent management to attract and retain quality talent and remain competitive with the market.  
Contact your supervisor to request a copy of your job description. Your supervisor may reach out to Compensation for assistance if needed. 
Initiate a conversation with your supervisor to share your concerns and review your job description together. Some duties will fall under “other duties as assigned.”  However, if the duties are significant and ongoing, your supervisor may submit your job description to Compensation for evaluation to see if an increase and/or reclassification are justified.  
Compression occurs when cost of living (COL) increases applied to current employees' salaries fail to keep pace with increasing starting salaries demanded by the market for new employees. The pay of new employees is closer to the pay of current employees or compressed into a smaller salary range.