Skip to Human Resources site navigationSkip to main content

Compensation and Classification

ADMINISTRATION OF THE COLLEGE CLASSIFICATION AND COMPENSATION PLAN

1. Managerial employees shall begin at the minimum rate of the pay range assigned to their title unless in the academic and institutional judgment of the President a higher rate is warranted.

2. Periodic increases to a managerial employee’s salary based upon performance shall be paid by the College on the employee’s anniversary date, when appropriate, in accordance with the provision of the Ramapo College Classification and Compensation Plan for Managerial Employees.

3. No employee shall be paid below the minimum or above the maximum of the range for his or her classification, except with the approval of the President.

4. The salary range for all titles shall be established on the basis of a twelve-month work obligation. Ten-month titles shall be three ranges lower than the corresponding twelve month titles.

5. Part-time employees in regular titles shall be compensated in a direct proportion to the percent of full-time assignment of the salary for the title held.

6. Any action taken by the College which violates the provisions of this policy shall be void and of no legal effect.

PAY ADJUSTMENTS

ANNUAL SALARY INCREASES FOR MANAGERIAL EMPLOYEES

1. Annual salary increases for managers are merit-based.

2. The anniversary date of all managerial employees shall be July 1 of each fiscal year.

3. A managerial employee shall not be eligible for an annual salary increase unless he or she has been in active pay status in his or her current salary range for more than six months within the preceding fiscal year. Exceptions to this requirement may be made by the President.

4. The College may adjust the starting salary to reflect the difference in the period of time before the next salary increase.

MANAGERIAL EMPLOYEES APPOINTED TO TITLES WITH HIGHER SALARY RANGES

1. When a managerial employee is appointed to an acting position, successfully competes with internal and/or external candidates for a new appointment, or as a result of a reorganization is appointed to a position at the College with a higher salary range than his or her current position, the employee may be treated for salary purposes as a new hire.

2. When a managerial employee is appointed to a position with a higher salary range than his or her current position other than pursuant to (1) above, the employee shall receive a salary increase as determined by the President or his/her designee.

3. Pay adjustments may not result in a salary which exceeds the maximum of the salary range [Formerly N.J.A.C. 9:6A-4.4.)] unless authorized by the President.

MANAGERIAL EMPLOYEES IN A TITLE REEVALUATED TO A NEW SALARY RANGE

A managerial employee shall receive a salary adjustment as determined by the President or his/her designee.

MANAGERIAL EMPLOYEES WHO ARE DEMOTED

1. A managerial employee who is demoted to a position with a lower salary range than his or her current position shall receive a salary no greater than the maximum of the new range.

2. A managerial employee serving less than six months in a new position as a result of a demotion shall not be eligible to receive an annual salary increase based upon assessment of performance.

3. Determination of salaries for demoted employees shall be in compliance with tenure rights if applicable.

4. A managerial employee who is demoted to a position with a lower salary range than his or her current position but who, because of tenure rights (if applicable) is entitled to a salary greater than the maximum of the range to which he or she has been demoted, shall not receive any further salary increases until the maximum of the salary range exceeds the salary at the time of demotion.

June 26, 2008

January 23, 2020

Back to Policies / Procedures