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Introduced Version Senate Bill 17 History

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Key: Green = existing Code. Red = new code to be enacted

WEST virginia legislature

2017 regular session

FISCAL NOTE

 
Introduced

Senate Bill 17

By Senators Sypolt and Rucker

[Introduced February 8, 2017; referred
to the Committee on Education; and then to the Committee on Finance
]

A BILL to amend and reenact §18B-9-3 of the Code of West Virginia, 1931, as amended, relating to temporary higher education classified employees annual salary schedule; providing that when developed and adopted by the Higher Education Policy Commission and the Council for Community and Technical College Education, a new salary structure will replace the schedule that currently exists for higher education classified employees; providing that any provision of law in conflict with the new salary structure is null and void; requiring the commission and council to recommend legislation in 2018 to enact the new salary structure into law; and requiring prior to adoption of the new structure the commission and council must seek comments from affected constituents.


Be it enacted by the Legislature of West Virginia:

That §18B-9-3 of the Code of West Virginia, 1931, as amended, be amended and reenacted to read as follows:

ARTICLE 9. CLASSIFIED EMPLOYEE SALARY SCHEDULE AND CLASSIFICATION SYSTEM.


§18B-9-3. Temporary higher education classified employee annual salary schedule.

(a) There is hereby continued a temporary state annual salary schedule for classified employees consisting of a minimum annual salary for each pay grade in accordance with years of experience. Nothing in this article guarantees payment to a classified employee of the salary indicated on the schedule at the actual years of experience. The minimum salary herein indicated shall be prorated for classified employees working fewer than thirty-seven and one-half hours per week. For the purposes of this article and article nine-a, despite any differences in salaries that may occur, a classified employee is equitably compensated in relation to other classified employees in the same pay grade if the following conditions exist:

(1) His or her annual salary is at least the minimum salary that was required for his or her pay grade and years of experience on July 1, 2001, on the salary schedule included in this section; and

(2) Progress is being made by the institution in meeting the salary goals set out in this article and article nine-a.

(b) Nothing in this section requires an appropriation by the Legislature in excess of the legislative funding priorities as set forth in this chapter.

(c) For purposes of this article, an organization has achieved full funding of the temporary salary schedule established by this section when it provides, in total, one hundred percent of the funds needed to meet the salary funding target as calculated in October, 2010, in a report, required by a prior enactment of this section, and presented to the Legislative Oversight Commission on Education Accountability. Until an organization has achieved full funding as described and has received certification to this effect from the commission or council, as appropriate, the following requirements apply:

(1) Classified salary increases distributed within the organization shall be provided in accordance with the uniform classification and compensation system established by this article and rules of the commission and council and shall be applied toward achieving full funding of the temporary salary schedule; and

(2) An organization may not provide discretionary salary increases, including merit or performance-based increases, to the president or chief executive officer of an organization or to any group or class of employees within the organization, other than classified employees, unless the organization has achieved full funding of the salary schedule established in this section or is making appropriate progress toward achieving full funding of the salary schedule.

(A) This prohibition does not apply to salary increases mandated by law or funded by the Legislature.

(B) For the purposes of subdivision (2) of this subsection, "appropriate progress" has the following meanings:

(i) For governing boards under the jurisdiction of the commission, appropriate progress means an organization has funded at least twenty-five percent of the amount needed to reach full funding of the salary schedule by July 1, 2012 as calculated pursuant to this subsection; has funded at least fifty percent of the calculated amount by July 1, 2013; has funded at least seventy-five percent of the calculated amount by July 1, 2014 and has funded one hundred percent of the calculated amount by July 1, 2015; and

(ii) For governing boards under the jurisdiction of the council, appropriate progress means an organization has funded at least twenty-five percent of the amount needed to reach full funding of the salary schedule by July 1, 2013 as calculated pursuant to this subsection; has funded at least fifty percent of the calculated amount by July 1, 2014; has funded at least seventy-five percent of the calculated amount by July 1, 2015 and has funded one hundred percent of the calculated amount by July 1, 2016.

(d) Once the commission and council have developed and adopted the market salary structure, minimum salary schedules, classification and compensation evaluation, and slotting processes required by section six, article nine-a of this chapter, the temporary state annual salary schedule set forth below shall be replaced by the market salary structure set forth in subdivisions (1) and (2) of this subsection.

(1) The market salary structure adopted by the commission and council shall include and address all relevant guidelines, procedures, definitions and directives needed to implement the new market salary structure. All provisions of this code in conflict with that new market salary structure are hereby deemed null and void after adoption of that structure by the commission and council. The commission and council shall recommend legislation for enactment in the 2018 Legislative session to incorporate provisions of the new market salary structure adopted by the commission and council under this subsection.

(2) Prior to adopting the market salary structure set out herein, the commission and council shall solicit comments from the affected constituencies regarding that structure.

(3) The commission and council shall be required to update the Legislative Commission on Education Accountability during each of its scheduled meetings until January 1, 2018.

TEMPORARY HIGHER EDUCATION CLASSIFIED EMPLOYEE

ANNUAL SALARY SCHEDULE

YEARS OF EXPERIENCE

PAY GRADE

 

0

1

2

3

4

5

6

7

8

1

12,809

13,094

13,385

13,677

13,968

14,274

14,580

14,900

15,221

2

13,465

13,764

14,070

14,376

14,696

15,017

15,352

15,687

16,036

3

14,164

14,478

14,798

15,133

15,483

15,832

16,182

16,546

16,925

4

14,908

15,250

15,599

15,949

16,313

16,692

17,085

17,478

17,872

5

15,696

16,066

16,444

16,837

17,231

17,624

18,046

18,469

18,906

6

16,556

16,954

17,362

17,784

18,207

18,644

19,081

19,547

20,013

7

17,489

17,915

18,352

18,804

19,255

19,721

20,202

20,697

21,192

8

18,495

18,949

19,416

19,896

20,391

20,901

21,411

21,950

22,489

9

19,559

20,056

20,566

21,091

21,615

22,168

22,722

23,290

23,887

10

19,916

20,421

20,938

21,484

22,029

22,602

23,176

23,763

24,379

11

21,107

21,665

22,239

22,812

23,400

24,015

24,645

25,288

25,945

12

22,436

23,022

23,624

24,253

24,896

25,554

26,225

26,924

27,638

13

23,837

24,477

25,134

25,805

26,505

27,218

27,945

28,701

29,470

14

25,363

26,057

26,771

27,498

28,253

29,022

29,806

30,631

31,470

15

27,015

27,764

28,533

29,330

30,141

30,981

31,834

32,715

33,624

16

28,821

29,624

30,449

31,316

32,197

33,092

34,030

34,981

35,974

17

30,767

31,638

32,533

33,470

34,421

35,400

36,421

37,456

38,519

18

32,868

33,820

34,799

35,806

36,841

37,904

39,009

40,142

41,303

19

37,613

38,718

39,855

41,022

42,219

43,460

44,747

46,064

47,410

20

40,265

41,471

42,712

43,984

45,301

46,647

48,038

49,460

50,941

21

43,171

44,478

45,824

47,216

48,637

50,103

51,614

53,170

54,786

22

46,332

47,754

49,220

50,731

52,272

53,873

55,534

57,224

58,975

23

49,777

51,330

52,931

54,561

56,252

58,002

59,797

61,653

63,568

24

53,552

55,234

56,970

58,750

60,605

62,505

64,465

66,485

68,579

25

57,462

59,483

61,383

63,328

65,348

67,427

69,567

71,781

74,070

 

PAY

GRADE

 

9

10

11

12

13

14

15

1

15,541

15,876

16,226

16,575

16,939

17,304

17,682

2

16,386

16,750

17,129

17,507

17,886

18,294

18,687

3

17,304

17,697

18,090

18,498

18,920

19,343

19,780

4

18,279

18,702

19,139

19,576

20,027

20,493

20,959

5

19,343

19,794

20,260

20,741

21,222

21,717

22,227

6

20,479

20,974

21,469

21,994

22,518

23,057

23,596

7

21,717

22,241

22,780

23,334

23,902

24,484

25,081

8

23,042

23,610

24,193

24,805

25,416

26,043

26,684

9

24,484

25,096

25,737

26,378

27,048

27,732

28,417

10

25,008

25,638

26,295

26,980

27,666

28,379

29,106

11

26,617

27,316

28,015

28,757

29,498

30,267

31,064

12

28,365

29,120

29,890

30,687

31,498

32,323

33,176

13

30,267

31,078

31,918

32,771

33,652

34,561

35,484

14

32,323

33,204

34,114

35,051

36,002

36,981

38,002

15

34,561

35,512

36,505

37,512

38,547

39,624

40,715

16

36,981

38,030

39,093

40,198

41,331

42,492

43,694

17

39,624

40,757

41,918

43,121

44,352

45,611

46,925

18

42,506

43,736

44,995

46,296

47,639

49,023

50,450

19

48,801

50,238

51,719

53,230

54,801

56,416

58,062

20

52,452

54,023

55,623

57,284

58,990

60,755

62,550

21

56,431

58,137

59,902

61,712

63,568

65,482

67,472

22

60,785

62,640

64,555

66,530

68,579

70,674

72,828

23

65,527

67,562

69,656

71,826

74,040

76,344

78,708

24

70,734

72,948

75,237

77,601

80,039

82,552

85,156

25

76,419

78,842

81,356

83,944

86,607

89,360

92,202


 

NOTE: The purpose of this bill is to provide that when developed and adopted by the Higher Education Policy Commission and the Council for Community and Technical College Education, a new salary structure will replace the schedule that currently exists for higher education classified employees. The bill also provides that any provision of law in conflict with the new salary structure is null and void. The bill, additionally, requires the commission and council to recommend legislation in 2018 to enact the new market salary structure into law but prior to adopting the new structure to seek comments from affected constituents. The commission and council are required to update the Legislative Commission on Educational Accountability at its meetings.

Strike-throughs indicate language that would be stricken from a heading or the present law and underscoring indicates new language that would be added.

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