Classification & Compensation

Employment classifications are used as one factor to ensure a uniform and consistent determination of salaries and equitable alignment of positions. The College classifies positions based on a variety of factors including, but not limited to, the following:

  • The nature of the duties assigned
  • The percentage of workload performing the duties
  • The general education level required to perform the duties
  • The number of previous years of experience expected for the position
  • Required and state and/or college guidelines

Executive & Administrative
Temporary Staffing
Adjunct Faculty
Student Assistants
Peak Partner
Wage & Salary Schedule
Position Types
Status Types

Executive and Administrative

The primary duties involve executive, managerial, and college-wide decision-making responsibilities, including planning, directing, developing, organizing, and utilizing College resources (manpower, material, financial, and facility resources). These positions are contractual in nature and reviewed annually.


Full-time teaching faculty positions are officially designated to perform instructional activities in degree or certificate granting programs. The primary and predominant activities of such positions involve direct instruction. Non-teaching full-time faculty positions are officially designated as learning resources or counselors. Regular and limited term full-time teaching faculty (credit courses), librarians and counselors are covered by the Collective Negotiations Agreement.

Professional (Exempt)

The primary duties of this classification is to provide oversight of specific operations of the College or provide services of a highly specialized or technical nature. Employees in these positions generally have specific training, experience or certifications that relate directly to the functions of the positions and may supervise other employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at a rate set by the United States Department of Labor.  Job titles do not determine exempt status.  In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations. To be considered exempt, the position must fall into one of the following categories: Executive, Administrative, Professional, Computer Employee, or Outside Sales.

Career Service (Non-Exempt)

The primary duties for Career Service positions involve performance of support functions essential for the effective operation of the College. Some Career Service employees may supervise other employees; however, these positions do not meet the exemptions required by FLSA for exemption status.

Adjunct (Temporary, exempt part-time faculty)

An adjunct faculty position is a temporary, part time position established for the purpose of direct instruction. Adjunct faculty are limited to teaching no more than nine (9) credit hours/ten (10) instructional hours per semester or summer. There is no expectation the position will continue in the future. Employees holding an adjunct position are offered a temporary instructional contract for each course being taught.

Student Assistants (Temporary, non-exempt)

The primary duties of student workers vary greatly and will depend on the needs in the employing department. Availability of positions may vary from semester to semester.

Volunteers (Nominally paid or unpaid)

In order to conduct effective operations, the College may periodically enlist volunteers to assist with various tasks. Those classified as volunteers are generally unpaid for the assistance they provide; however, the College may provide a volunteer with a nominal stipend acknowledging their generous assistance with College activities. In order to request a volunteer, the department completes a Volunteer Request form (link form) and send it to Human Resources. The volunteer must also complete a volunteer application online (link to NeoGov) and visit Human Resources to complete the fingerprinting process.

Temporary (OPS)

From time to time, the College employs individuals to hold positions that are established to meet a specific workload of a temporary nature usually caused by the absence of an existing employee or created by an unexpected vacancy. Employees in temporary OPS positions do not receive benefits except those required by statute or regulation and are limited to working no more than 25 hours per week. A temporary OPS employee may not have more than 2,080 hours of total service at the College.

**The College follows all Florida Retirement System guidelines and applicable Florida Statute related to position status and retirement contribution eligibility.

Peak Partners (On-Call)

During peak times the College employs on-call workers called Peak Partners, who are called to work for brief peak periods and whose work ceases when the work is completed. Unlike temporary OPS workers, Peak Partners do not have a consistent work schedule and do not work consistently month after month.

Related College Operating Procedures:

**The College follows all Florida Retirement System guidelines and applicable Florida Statute related to position status and retirement contribution eligibility.

Wage & Salary Schedule

More information on Florida SouthWestern State College's Wage & Salary Schedule can be found here.

Classification Position Types

More information on Florida SouthWestern State College's Classification Position Types can be found here.

Classification Status Types

More information on Florida SouthWestern State College's Classification Status Types can be found here.