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.
Category: Employment Policies and Procedures
Intimate Relationships Between Administrative Staff and Students
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
Employment: Recruitment and Selection
It is the policy of the College that every possible effort is made to insure that each authorized position vacancy is filled with the
Complaint Procedure
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.
Employment of Relatives
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.
Performance Appraisal
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