Author: ccswpadmin

It is the policy of the College that every possible effort is made to insure that each authorized position vacancy is filled with the best qualified applicant so that the best interests of the College are served.

If an employee faces a problem relating to his/her work, the College wants the employee to have every possible opportunity to resolve it.  An employee should always first attempt to resolve the problem by meeting with his/her supervisor.  If this approach is not successful, you should discuss the matter with the Director of Human Resources, or the supervisor’s Dean or Vice President.  If the complaint relates to a dean or vice president, you should discuss it with the Director of Human Resources.  You are strongly encouraged to provide the College with a written complaint as early as possible that details the issues of concern.  Written complaints prepared by you ensure that the complaint is accurately documented.

All employee problems at every step of this process will be confidential to the extent the College can do so without compromising its investigatory obligations. There will be no discrimination, recrimination or penalty against any employee for his/her good faith participation in this process.

The College may hire relatives of current employees, based on their qualifications for the job.  However, an employee may not directly supervise an immediate family member.  An immediate family member under this policy is your spouse, parent, child, grandparent, grandchild, brother, sister, in-law, uncle, aunt, nephew, niece or a domestic partner.  Further, an immediate family member of a current employee will not be hired (or transferred into a position) where this would have the potential for creating an adverse impact on work performance or create an actual or apparent conflict of interest.

It is CCS’s goal to evaluate the performance of each full-time administrative staff member annually.  The purpose of the evaluation is to provide the immediate supervisor and the staff member an opportunity to review the administrative staff member’s work during the past year, to outline the strengths and weaknesses in the staff member’s performance, to share concerns and criticisms, to lay out a plan for the staff member’s work in the coming year, and generally to provide support, encouragement, and direction to the administrative staff member in the pursuit of excellence.

Annual performance appraisal meetings are customarily scheduled during the month of July.  The performance appraisal form is prepared by the supervisor, reviewed by the second level supervisor, and then presented to the employee during a performance appraisal meeting.  Employee feedback concerning job satisfaction, position responsibility and career goals is encouraged during the appraisal and any time during the year.