Recruitment for new and existing staff positions begins with the department chair or director submitting a position description to the Director of Human Resources. The appropriate Dean or Vice President and Director of Human Resources approve the position description. Recruitment takes place through internal posting, advertisement in websites, newspapers, and professional journals. All applications are reviewed. In some cases, a formal search committee may be convened by the President, Vice President, or a Dean. In others, one or more interviews may be scheduled with appropriate personnel. Interviews are scheduled by Human Resources. In certain circumstances, the President may appoint a position.
The College’s foremost responsibility is to serve the educational interests of its students. Relationships between the College and its students must be conducted with the utmost integrity. Intimacies between College employees and students can compromise the integrity of the student-staff relationship. Administrative staff members
Sexual harassment is a form of unlawful harassment and may include a range of subtle and not-so-subtle sexual behaviors involving individuals of the same or different gender. Sexual harassment involves unwelcome sexual behavior (1) that creates a hostile or offensive work or educational environment, or (2) submission to which becomes a factor in employment or educational decisions concerning the employee or student. Depending on the circumstances, sexual harassment may include sexual advances; sexual jokes and sexually suggestive objects or pictures; leering, touching, or commentary about a person’s body; or insulting or obscene comments, gestures or behavior of a sexual nature.
See CCS’s full Policy on Sexual Harassment and Sexual Assault.
Harassment is unwelcome verbal or physical conduct that denigrates, or shows hostility or aversion toward, an individual because of his or her status as protected by law and (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment, (2) has the purpose or effect of substantially interfering with an individual’s employment, or (3) otherwise adversely affects an individual’s employment opportunities. Examples of such conduct include (1) demeaning or hostile written, graphic, or verbal communications, including off-hand comments, epithets, jokes, emails, slurs or negative stereotyping directed at any individual because of or regarding that individual’s age, race, color, national origin, religion, sex, sexual orientation, gender identity, pregnancy, height, weight, uniform service member status, marital status, disability or any other characteristic protected by law; (2) hostile, intimidating or threatening conduct directed at an individual because of that individual’s status as protected by law.
It is the policy of the College that every possible effort is made to insure that each authorized position vacancy is filled with the
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