SP 3-45 – Administrative/Professional Technical Salary Plan

Colorado Community College System / System Procedure

SP 3-45

EFFECTIVE: May 13, 1999
RETITLED: September 14, 2000
RETITLED: August 25, 2001
REVISED: June 20, 2014

REFERENCE: BP 3-45, Administrative and Professional Technical Salary Plan


/ Nancy J. McCallin /
Nancy J. McCallin, Ph.D.
System President


This procedure applies to exempt administrators and technical and professional education staff (APT) employed by the state system community colleges and system office staff.


This procedure requires the system president to establish system guidelines for the distribution of annual salary adjustments.


The Salary Pool will be determined through the annual budget setting process. The size of each college’s salary pool is dependent on:

  1. External decisions such as the System’s general fund appropriation, legislatively determined caps on tuition, and the budget allocation formula.
  2. System decisions based on general principles for allocation to the colleges.
  3. Internal college decisions based on each college’s goals for compensation in the context of competing demands for resources among college priorities.


Salary increases are merit based. Each college shall develop and make available to APT staff written statement of criteria for salary adjustments.

Each college plan shall specify the following performance rating categories:

  1. Exemplary
  2. Commendable
  3. Needs Improvement

Each college president shall establish appropriate criteria for awarding annual salary increases. The plan shall include, at a minimum, the following factors:

  1. Performance evaluation ratings
  2. Goal achievement
  3. Professional contributions and accomplishments
  4. Availability of funds


For purposes of the 2013-2014 evaluation period, the system and colleges may utilize the four rating criteria (Meritorious, Exceeds Expectations, Meets Expectations and Needs Improvement) or the three rating levels as stated above.


Only employees whose performance rating is Commendable (three rating criteria) or Meets Expectations (four rating criteria) or above are eligible for salary increases. There are two categories of salary increases, base building and non-base building.

Employees may be eligible for either of these types of salary increase. Merit shall be the prevailing factor in all salary increases.


The factors for determining base building salary adjustments shall include Merit and may include:

  1. Equity
  2. Market place/demand

In allocating increases from the APT salary pool, college presidents must develop methods to assess an individual employees merit in relation to a relevant peer group.

The assessment must lead to differentiation in salary increases, at least between employees who receive different merit ratings. Performance planning and evaluation shall be the basis for determining merit increases. Salary increases for equity and market place/demand may be awarded only in the context of ratings of Commendable or above.


Categories of non-base building salary increases shall include Merit incentive pay and may include:

  1. Temporary pay increases
  2. Recognition awards

Non-base building awards will be structured to be PERA eligible and within PERA limits for increases in compensation. Non-base building awards are intended to allow colleges to increase recognition for Exemplary performance without adding to ongoing salary commitments.


CCCS reserves the right to change any provisions or requirement of any procedure at any time.