Compensation Philosophy

OUR Philosophy

Montgomery College seeks to provide every employee a competitive level of compensation that reflects his or her individual contribution to the College’s mission of empowering students to change their lives and enriching lives in the community. We achieve this mission by providing a total compensation package including base pay, benefits, personal and professional development, and the intrinsic value of working in an education environment. Being a destination employer means, in part, providing a competitive total compensation package that retains and attracts the best people. Montgomery College is committed to sound stewardship over available total reward resources for every employee. This compensation philosophy presents the key objectives and principles that guide the way Montgomery College employees are rewarded and recognized for taking part in the College’s mission.

OUR Objectives

  • Establish compensation levels for positions on the basis of their relative internal worth and external competitiveness within relevant labor markets
  • Reward employees on the basis of work performance
  • Communicate compensation information to maximize employee understanding and appreciation of each reward element in the context of the total compensation package
  • Administer pay equitably and consistently and in a way that is simple and understood by employees
  • Establish a compensation policy that is consistent with judicious expenditures of funds entrusted to the College
  • Develop reward structures, programs, and practices that will facilitate and support other HR processes including staffing, succession planning, labor relations, performance management, and career development
  • Maintain appropriate controls to ensure that all compensation is structured and delivered free from inappropriate bias or wrongful discrimination
  • Promote fairness, equal opportunity, and support of the institution’s diversity goals, and comply with all applicable federal and state laws and regulations. 
Intangible Rewards
  • Meaningful and challenging work
  • Opportunities to grow and develop
  • Environment/culture of respect, integrity, College’s core values, work/life balance
  • Safe, pleasant work environment
  • Intellectual, rigorous environment
Compensation FAQ's

View questions and answers to the most common asked compensation questions

View questions and answers to the most common asked compensation questions

1. What is a degree attainment- salary enhancement (DASE)?

In accordance with 35001CP (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) , a staff or administrative employee earns a progressively higher-level degree from an accredited institution may be entitled to a DASE.   The salary enhancement is currently 2% or some portion of that increase and not to exceed the maximum of the salary range.  The DASE amount is subject to change.

2.    How do I have my position classification reviewed?

A request for classification review of a position must be made by the supervisor, manager, or administrator. The request shall include an explanation of how a position has significantly changed. All requests shall be reviewed in accordance with established guidelines. You may refer to 33001CP (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) .

Position descriptions should be reviewed annually with the supervisor as part of the performance review cycle to capture changes in a position’s duties and responsibilities for preparation of task goals for performance review. Position classification may also be reviewed when a position is vacated prior to recruitment.

3.    Where should I address questions about my pay?

  • Pay grade and salary level – Classification & Compensation
  • Deductions for taxes, etc. – Payroll
  • Benefits levels and benefit deduction amounts – Benefits

4.    What is the difference between short-term temporaries, temporary with benefits (TWB), regular positions, alternate, conditional, and grant funded?

Short-term temporaries (“casual” temporaries) are short-term positions used for short-term assignments (generally less than 6 months) and are not eligible for benefits such as health insurance or retirement programs) except for those required by law (i.e., workers compensation, sick and safe leave, and FICA). They do not receive the same rights as other employees. 

Temporary with benefits (TWB) positions are created for a certain assignment and term (at least one year), and assignments are usually expected to last no more than one year. These positions are reviewed at the end of each fiscal year to determine if they are to continue. These positions generally end when the project or program the TWB was established to work on concludes and/or the funding for the program runs out. As a result, the employee is separated.

These positions are eligible for some benefits. Benefits for part‑time employees shall be on a pro‑rata basis.

Regular positions constitute the majority of positions at the college and are funded through the operating budget.  These positions are considered “regular funded” and continue to exist until the college determines it no longer needs the position. Although a regular position may initially be assigned to one unit, it can be reallocated to another unit because of business necessity. 

Alternate, conditional or grant funded positions are funded outside of the operating budget, either through money obtained from grants and other private sources or through the generation of external revenue.  Normally, an Alternate Funded position continues to exist as long the funding for the program is available.  If the funding for the position is no longer available but the need for the position continues to exist, the College may decide to convert the position to a regular funded position.

5.    What is a temporary salary increase and what is the process for it?

A temporary salary increase (TSI) may be given to an administrator or staff employee who temporarily assumes higher-level duties and responsibilities for a period of at least 30 days. The appropriate senior vice president or designee is responsible for determining the need for temporarily assigning duties to area administrators. The Chief Human Resources Officer or designee is responsible for determining the need for temporarily assigning duties to staff. (See 35001CP for additional information)

6.    How can the duties of a vacant position be changed?

When a position has been vacated, if the supervisor needs to change the duties, he or she should access the position description in the Job Wizard and make the necessary edits.  Then, prior to creating a requisition and moving to recruit for the vacancy, the supervisor should submit a request for a position classification review per 35001CP (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) . (Also see question #2)

7.    How can a position be transferred?

A transfer form (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) must be executed to transfer a position, regardless of whether it is either vacant or filled. It must be signed by leadership in the sending department, the receiving department, Human Resources and Strategic Talent Management, and the Office of Business Services/Budget. Because each transfer situation is different and more complicated with a filled position, the supervisor and manager should consult with the Classification and Compensation team prior to initiating a transfer. In the event an involuntary transfer is anticipated, the Employee and Labor Relations team should be consulted before Classification and Compensation.

8.    What if the transfer only involves a change in supervisors?

If both supervisors are in the same unit and location, or the position account numbers are not changing, an email request may be sufficient. However, if location, organization/account numbers (FOAP) are changing, a transfer form should be submitted which will give all of the appropriate information needed to update the position and employee records.

9.    What does “exempt” and “non-exempt” mean?

These terms are defined by the Department of Labor, Fair Labor Standards Act (FLSA). “Exempt” means that the employee is exempt from the overtime provisions of the FLSA because of the way they are paid, the amount of their earnings, and the duties of their position. The employer is not required to pay overtime to exempt employees. “Non-exempt” means that the employee is subject to the overtime provisions of the FLSA and must be paid overtime pay at one and one-half (1.5) of their hourly rate for all hours worked over 40 hours in a work week. 

10. What is a Special Recognition Award?

A Special Recognition Award is a one-time, lump sum payment, authorized annually.  Anyone can recommend an associate or support staff employee of this award.  This can be done by sending an e-mail to recognitionawards@montgomerycollege.edu

DASE FAQ's

The following Frequently Asked Questions (FAQs) are intended to provide guidance concerning the Degree Attainment – Salary Enhancement (DASE) for qualifying associate and support staff and administrators.

The following Frequently Asked Questions (FAQs) are intended to provide guidance concerning the Degree Attainment – Salary Enhancement (DASE) for qualifying associate and support staff and administrators.

Q.  Who is eligible for a degree attainment – salary enhancement?
A.  Associate and Support Staff with benefits and Administrators are eligible for a degree attainment as outlined in College Policy and Procedure 35001 – Compensation Programs (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) , section X:

Subject to fiscal constraints, on or after July 1, 2013, where an associate staff, support staff, or administrator earns progressively higher degrees (Associate, Bachelors, Masters, and/or professional or terminal degrees) from a regionally accredited institution during the course of employment, the employee shall inform the Office of Human Resources and Strategic Talent Management of such accomplishment and request a degree advancement salary enhancement equal to one increment. Any increases will be prospective. Only two such salary enhancements may be granted during the course of an individual’s employment at the College.

Q.  When am I eligible to request a degree attainment - salary enhancement?
A.  Qualifying employees are eligible to request a degree attainment – salary enhancement upon earning a progressively higher degree from a regionally accredited institution on or after July 1, 2013. The degree attainment – salary enhancement request form must be submitted within six (6) months of degree conferment. If a DASE request is denied, subsequent requests for the same level degree will not be accepted.

 

Q.  If I obtained a degree while working at Montgomery College prior to July 1, 2013, will I be eligible for a degree attainment – salary enhancement?
A.  No.  Employees who have obtained degrees prior to July 1, 2013, will not be eligible to receive a salary enhancement for an existing degree.

Q.  Must an employee’s position require a degree to be awarded a prospective degree attainment – salary enhancement?
A.  No, an employee’s position does not have to require a degree to receive a degree attainment – salary enhancement.

Q.  Must the degree be related to my current line of work?
A.  No, the degree does not have to be related to your current line of work to receive a degree attainment – salary enhancement.

Q.  Am I eligible for a degree attainment – salary enhancement if I receive a second degree under a different curriculum of study?
A.  No, the degree attainment – salary enhancement is only available to employees who earn a progressively higher degree than the degree that he or she has already attained.

Q.  Am I eligible for a degree attainment – salary enhancement if I receive a degree from a non-accredited school?
A.  No, the degree attainment – salary enhancement will only be awarded if the degree is issued from a regionally accredited institution.

Q.  Can I receive a degree attainment – salary enhancement upon receipt of an educational or professional certificate?
A.  No, the degree attainment – salary enhancement is only available when an employee earns an educational or professional degree from a regionally accredited institution.

Q.  How much can I expect to receive for a degree attainment – salary enhancement?
A.  The degree attainment – salary enhancement for associate and support staff and administrators is equal to one increment, subject to fiscal constraints.

Q.  What is an increment?
A. An increment, absent fiscal or other constraints and subject to collective bargaining where applicable, is an increase (typically a percentage) added to base pay to recognize employees who meet the requirement of the annual performance evaluation. In general, an increment enables movement through the pay grade range, up to the maximum salary for the pay grade.  For purposes of the degree attainment, an increment is equivalent to the base increment amount approved by the College Board of Trustees and collective bargaining agreements for the fiscal year performance increment, up to the maximum of the salary grade.

Q.  Is there a limit on how many degree attainments – salary enhancements I can receive?
A.  Yes, only two salary enhancements may be granted to eligible associate and support staff and administrators during the course of an individual’s employment at Montgomery College.

Q.  Am I eligible for a degree attainment – salary enhancement if I currently receive the maximum salary allowable for my grade?
A.  No, employees who are at the maximum of their salary grade are not eligible for a degree attainment – salary enhancement.

Q.  If I am granted a degree attainment – salary enhancement, when can I expect to receive an increase in pay?
A.  A prospective salary enhancement would appear the first full pay period following a review of the official transcripts and verification of the degree attainment. No such salary enhancement will be made retroactively.

Q.  How do I request a degree attainment – salary enhancement?
A.  Please visit the Human Resources and Strategic Talent Management web site and complete the DASE Request Form. All correspondence related to a degree attainment – salary enhancement must be sent to the Office of Human Resources and Strategic Talent Management (HRSTM) via the Degree Attainment Salary Enhancement mailbox.

Q.  What is the process for submitting the Degree Attainment – Salary Enhancement Request form?
A.  Step 1: Upon completing the Degree Attainment – Salary Enhancement (DASE) request form, the requester should return it to the Office of Human Resources and Strategic Talent Management, 9221 Corporate Blvd., Suite E101, Central Services, Attention: Classification & Compensation Team.

Step 2: In addition to completing the form, the employee is responsible for contacting the educational institution from which they graduated and requesting that an official transcript be mailed directly to HRSTM in a sealed envelope.  Please note, in order for your degree to be verified, HRSTM must receive an official transcript in a sealed envelope with the degree granting institution’s seal, indicating the degree was awarded/conferred.

Q.  Where should the official transcripts be mailed?
A.  The official transcript must be mailed directly from the educational institution to: Montgomery College Office of Human Resources and Strategic Talent Management

9221 Corporate Blvd. Suite E101
Rockville, MD 20850
Attn: Classification & Compensation Team

Q.  What if I have a question that was not answered through the FAQs?
A.  Please send any questions not covered in the FAQs to the Degree Attainment Salary Enhancement mailbox.  Every effort will be made to respond to questions quickly, but no later than 48 hours after receipt.

 

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