Compensation Policy

State Technical College of Missouri values its employees and is committed to compliance with all Federal, State, and Local employment laws. State Tech does not discriminate in compensation practices including salary, incentives, benefits or other forms of compensation on the basis of race, gender identify, gender expression, sex, sexual orientation, religion, color, national origin, age, disability or status as a protected veteran or any other class protected by law.

Salary

Salary is determined by a number of non-discriminatory factors that may include education level, skills, abilities, professional experience, demand for the job position, job performance, nature of position, job difficulty, and market value of the position as indicated by the Bureau of Labor Statistics (BLS) and College and University Professional Association (CUPA).  Salary ranges are determined by the Vice President of the hiring department or program and the College President.

Application of Board approved salary increases.

Across-the-board salary increases are approved at the June semi-annual Board of Regents meeting as part of the approval of the annual budget. Increases are effective with the start date of an annual contract. In the absence of an annual contract, the increase is effective the first day of the fiscal year (July 1). If approved, Increases may apply to all eligible full-time employees on the first day of the fiscal year (July 1).  Across-the-board raises do not apply to:

• Part-time employees.
• Faculty contracts in payout status (non-renewals)
• Employees with less than six (6) months of full-time service as of the effective date of the across-the-board increase.
• Current employees who accept a new position that results in a pay increase effective less than six (6) months of the effective date of the across-the-board increase Adjunct Instructors. Adjunct compensation is evaluated on a year-to-year basis.

Full-time employees may request equity adjustments through the Equity Adjustment Request process.

Paychecks

State Technical College of Missouri’s pay periods are the calendar months (first day of the month to the last day of the month). Pay dates are the 7^th of the month for all employees. If the scheduled pay date falls on a federal holiday or weekend, paychecks will be issued on the preceding workday. Paychecks are directly deposited into your checking and/or savings accounts.

Time Reporting

A work hour is any hour of the day that an employee is working. The workday is the 24-hour period starting at 12:00am and ending on 11:59pm.  The workweek is the seven consecutive days beginning on Monday and ending on Sunday.  The typical workweek period is 40 hours. Required professional development is not recorded as time worked unless it is completed during the employee’s regularly scheduled work hours. When attending Professional Development conferences, employees may report travel time during or after normal business hours and business-related activities occurring during normal business hours as time worked. Dinners, social events, and activities occurring after normal business hours are not considered time worked.

Each nonexempt employee is responsible for maintaining an accurate daily record of his or her hours.  All absences from work schedules should be appropriately recorded. Employees are not permitted to work unpaid hours unless the circumstances have been approved or required by law. Time records must be reviewed and approved by the employee’s supervisor.

Meal and Rest Breaks

While Missouri law does not mandate meal or rest breaks, State Technical College of Missouri recognizes the importance of providing employees with reasonable opportunities for meals and rest during the workday. Supervisors may assign a specific unpaid lunch break, which will not exceed one hour. Employees should coordinate their lunch and rest break schedules directly with their immediate supervisor. In instances where employees are required to attend a college event and a meal is provided, that meal period will be considered a working lunch and will be compensated as time worked.

Overtime Compensation (Non-Exempt Employees)

Employees may be required to work extended hours. Employees who anticipate the need for overtime to complete the week’s work must request approval from their supervisor before working hours that extend beyond their normal schedule. Overtime compensation for nonexempt employees who exceed 40 hours of work time in a workweek will be paid at 1.5 times current hourly rates. Unless otherwise excluded, Non-Exempt employees who work on Sunday or holidays will be paid at 2 times hourly rate regardless of total hours worked. Paid leave, such as regularly scheduled leave, sick leave, holidays, or vacation leave, does not apply toward work time. Overtime that is worked in a week that falls between two pay periods, will be paid on the later pay period.

Temporary Appointments

Temporary appointments are positions put in place to maintain operations for an interim period. These appointments are temporary and fill a vacancy until the college can advertise the position. Employees with temporary appointments are required to apply for the full-time position with all other applicants. Employees selected to temporary appointment positions may receive an increase in salary or other compensation for the time they fill the temporary position. If the employee selected to fill the temporary position does not remain in the position after selection of the permanent applicant, the employee will return to their previous position and compensation.

Faculty Overload Compensation

Faculty Overload Compensation is paid to faculty members who instruct credit hours in excess of their faculty load indicated on their employment contract. Overload compensation is paid to full-time faculty for each credit hour at a rate maintained by HR.  Overload compensation for technical faculty is generally paid February to June and Overload compensation for general education faculty is generally paid from September to January for the fall semester and February through June for the spring semester.

Credit Hour Management Compensation

In addition to instructor salary, Department or Interim Department Chairs may receive base pay and credit hour management compensation. Credit Hour Management Compensation is $3.00 per credit hour  based on department credit hour totals from the previous summer, fall, and spring semesters.

LINE OF AUTHORITY

Responsible Office: Human Resources

Contact person in that office: Vice President of Operations

EFFECTIVE DATE:  June 30, 2026

Approved by President:  June 30, 2026