This recommendation could be implemented with existing resources. EPCC can use the current budget to determine the salary levels and pay scales that will allow for increases in pay commensurate with experience and qualifications. EPCC could lower its rate of compensation for new part-time faculty, and compensate at a higher rate those with experience or advanced degrees. Because many part-time faculty are hired based on their experience in business or the discipline for which they are applying at EPCC, this new policy should not hinder the college's ability to hire qualified staff. This inadequacy has contributed to employees' belief that their performance really does not count beyond meeting minimum standards.
Employees do receive an annual salary increase upon board approval.
The history of salary improvements is shown in Exhibit 3-18 . Components of a merit pay system require first, that employees and supervisors understand what performance levels are required to be eligible for merit pay. Second, an appraisal form with clear guidelines for measuring performance is used. These guidelines provide information to employees and supervisors and must be clearly communicated to them. The employee evaluation must reflect the rating for merit pay given.