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Compensation Philosophy (Central Oregon Community College)

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Revised CA Presentation Checklist-writable Updated 9/17/2018
Page 1 of 3
Name: Date:
Department:
Contact Information:
Complete Items 1–8 to the best of your ability (see Instructions form for reference).
If an item listed is not relevant to your specific presentation to College Affairs, please mark
it N/A.
E-mail the completed checklist to the College Affairs committee support specialist by the
specified deadline.
1. PRESENTATION/PROPOSAL ABSTRACT (150–250 words)
2. TYPE OF PRESENTATION/PROPOSAL
Information Item (requires approval of CA Chair)
Action Item
Information and committee feedback
Procedure—revision (Attach current procedure with proposed changes highlighted using
track changes.)
Proce
dure—new (Attach proposed procedure separately.)
Identify suggested location in General Procedures Manual:
College Affairs Committee
Presentation/Proposal Form
Compensation Philosophy
Diana Glenn
3/29/19
HR
Diana Glenn
Revised CA Presentation Checklist-writable Updated 9/17/2018
Page 2 of 3
Policy—revision (Attach current policy with proposed changes illustrated with track
changes)
Policy—new (Attach proposed policy separately.)
Identify suggested location in General Policy Manual:
Other:
3. BUDGET IMPACT
4. INSTRUCTIONAL REQUIREMENTS/IMPACTS
5. OPERATIONAL IMPACT
Revised CA Presentation Checklist-writable Updated 10/10/2018
Page 3 of 3
6. STUDENT IMPACT
7. ANTICIPATED IMPLEMENTATION TIMELINE
8. MOTION TO BE RECOMMENDED
COMPENSATION PHILOSOPHY
Central Oregon Community College (COCC) is committed to promoting student success and
community enrichment by providing quality, accessible, lifelong educational opportunities. Our
valued employees are the key to achieving our mission. Our compensation philosophy, including
salary and benefits, is a reflection of our College's values. COCC is sensitive to our role as a
steward over entrusted public investments and funds from students and taxpayers. The College will
seek appropriate opportunities to invest in employees through compensation and professional
development that are financially sustainable. We recognize that the steps to achieve these goals
may need to be taken incrementally based on available college resources. COCC’s compensation
philosophy is intended to meet the following key objectives:
Compensation. COCC will strive for market competitive salary and benefits as compared to
identified
benchmark community colleges, public sector employers and regional industry
employers. We will seek to provide compensation options that satisfy the needs of employees. COCC
will maintain the equity, validity, and reliability of the compensation system and practices through
periodic compensation and market reviews.
Equitable.
The College will establish and maintain a classification and compensation structure
and practices that are fair, equitable, free of discrimination, and in full compliance with federal
and state statutes. COCC will commit to continually improving this process by review of its
classification structure, conducting periodic job evaluations and pay equity analyses, updating
position descriptions for accuracy and consistency, undertaking periodic assessment of
employee compensation levels, and eliminating disparity as an ongoing process.
Excellence. COCC employs quality employees as part of our commitment to excellence. Our
compensation practices must attract and retain quality employees who exemplify our values and
contribute to our mission.
Communication. COCC is continuing to invest in its classification and compensation structure. The
College will develop a communication plan for our compensation program that allows each employee
to understand how compensation is determined.
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Completed 24 July 2020

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