|Approved Date 7-17-2012
Effective Date 7-17-2012
Revision No. 1.0
This policy establishes guidelines for recruiting, selecting, and hiring faculty employees for tenured, tenure-track, non-tenure-track, adjunct, temporary, and non-credit jobs.
2.0 Revision History
||Created hiring policies based on job classifications to highlight the procedural differences.
||Revised the procedures to correspond with actual practice.
||Included hiring temporary jobs rather than writing a separate policy.
||Included posting of jobs in the policy.
||Designated the director of human resources as the person who offers a candidate a job to ensure consistency and legal compliance.
||Aligned this policy with the Job Classifications policy.
3.0 Persons Affected
3.1 Casper College employees.
3.2 Applicants for jobs at the college.
The policy of Casper College is to ensure the following.
4.1 The college uses an efficient and consistent process to recruit and hire a highly effective workforce.
4.2 The college abides by all federal, state, and local laws regarding recruiting, selecting, and hiring employees.
4.3 The college is an equal opportunity institution and as such, does not discriminate based on race, color, national origin, sex, disability, age or any other characteristic protected under applicable federal, state, or local law when recruiting, selecting or hiring employees.
5.1 Faculty. This job classification includes academic or clinical jobs hired on a faculty contract. Faculty jobs are exempt from the Fair Labor and Standards Act. Faculty job subcategories include the following:
5.1.1 Tenure. A benefited faculty position where by the employee has earned the designation of tenure.
5.1.2 Tenure-Track. A benefited faculty position where by the employee is eligible but has not yet earned the designation of tenure.
5.1.3 Non-tenure-Track. A benefited faculty position where by the employee is not eligible to earn the designation of tenure. Time in this job may count toward tenure.
5.2 Adjunct. Employees who hold these faculty jobs are regularly scheduled to teach 9 or fewer credit hours per semester or fewer than 20 hours per week or 80 hours per month and are subject to demand each semester. Time in this job does not count toward continuing contract status.
5.3 Continuing Education Instructors. Employees who hold these teaching jobs are regularly scheduled to teach fewer than 20 hours per week or 80 hours per month, paid on a negotiated contract, and are subject to demand each semester.
5.4 Regular Full-Time. Employees who hold these jobs are regularly scheduled to work 40 hours per week or teach a full faculty load for a nonspecific period.
5.5 Regular Part-Time (benefited). Employees who hold these jobs are regularly scheduled to work at least 20 hours but fewer than 40 per week or teach 20 to 26 contact hours for a nonspecific period. They are eligible to receive benefits some of which are prorated based on the number of hours the employee works each week.
5.6 Executive Council. This council consist of the president; vice presidents of academic affairs, student services and administrative services; information technology director; executive dean of continuing education; and public relations director.
5.7 Job Requisition. Supervisors submit an electronic job requisition in Taleo. The requisition includes the job, applications timeline, budget information, etc. Subsequent supervisors and the Human Resources (HR) director, vice president of administrative services, and president approve the requisition electronically.
5.8 Job Descriptions. This document describes the specific responsibilities and duties of a particular job. The college uses job descriptions to recruit employees, determine the compensation level of a job, evaluate employees, ensure equity and compliance with federal and state employment regulations, and as a guide for employees regarding job responsibilities and duties.
5.9 Job Classifications. This systematic process groups similar jobs together to facilitate recruitment, compensation, training, and organizational relationships. Casper College groups jobs based on 1) exempt or non-exempt status, 2) employment groups that have similar duties, responsibilities, and authority, 3) job categories, and 4) funding source.
6.1 The HR director is responsible for ensuring compliance with this policy and for ensuring that the college abides by all federal, state, and local laws pertaining to hiring.
6.2 Employees and community members participating in the hiring process are responsible for abiding by this policy and all federal, state, and local laws pertaining to hiring.
7.1 Obtaining Approval to Hire Faculty
7.1.1 The dean completes and submits the electronic Job Requisition form and obtains approvals from the subsequent level of supervisors, the HR director, vice president of administrative services, and president.
7.1.2 Upon approval, the dean works with HR to advertise, interview, and hire approved jobs.
7.2 Recruitment for Faculty
7.2.1 The dean completes a Job Description if one is not already on file or reviews the current description for accuracy. The dean submits the completed Job Description and electronic Job Requisition form to HR.
7.2.2 HR reviews the Job Description and electronic Job Requisition for completeness.
7.2.3 The dean and HR develop an opening announcement and select advertising mediums to obtain a sufficient pool of applicants. The appropriate Executive Council member, in conference with the president, may decide to advertise the job internally only or promote from within without advertising the job. HR post a job opening on the college’s website and advertises the job in selected mediums.
7.3.1 The dean selects the interview committee. The vice president of academic affairs may authorize the dean to interview candidates solely rather than use a committee.
7.3.2 The hiring committee receives all applications through the application tracking system (Taleo). If predetermined by the supervisor, HR will remove applications who do not meet minimum qualifications. Remaining applications will be stored in Taleo.
7.3.3 The interview committee reviews the applications and provides HR with a list of candidates to interview.
7.3.4 HR schedules interview appointments and makes the necessary arrangements. The college reimburses out-of-town candidates for reasonable transportation, lodging, and meals based on the following schedule.
- 100% of acceptable expenses for candidates who accept a position offered or who are not offered a position.
- 50% of acceptable expenses for candidates who decline an offered position.
7.3.5 The interview committee interviews the candidates and contacts the references of selected candidates. They may interview candidates more than once, if deemed necessary. The interview committee recommends a candidate to whom to make an offer. If they do not recommend a candidate, the dean may restart the process.
7.3.6 The HR director, in consultation with the vice president of academic affairs, uses the information on the candidate’s application and academic transcripts to place the candidate on the Faculty Salary Schedule.
7.4 Making an Offer
7.4.1 HR is responsible for offering the selected candidate the job. Offers are contingent upon a satisfactory background check and successful completion of job required testing. If the candidate accepts the job, HR sends the candidate a faculty contract confirming details of employment, start date, and processes a background check. If there is not a successful hire, the supervisor may restart the process.
7.4.2 The candidate returns a signed contract to HR.
7.4.3 HR is responsible for notifying candidates who interviewed but were not selected that the job has been filled.
7.5 Obtaining Approval to Hire Adjunct
7.5.1 The vice president of academic affairs may use the same procedure outlined above or may elect to use a less formal procedure to hire an adjunct.
7.6 Hiring Adjunct
7.6.1 The department head/program manager obtains approval to hire an adjunct from the dean. The department heads/program manager may recruit locally to fill the job or work with HR to develop an opening announcement and select advertising mediums to obtain a sufficient pool of applicants.
7.6.2 The dean and the department head/program managers interview selected candidates. Upon completion of the interviews, the dean and the department head/program manager select a candidate to hire. If there is not a successful hire, they may restart the process.
7.6.3 The HR director, in consultation with the vice president of academic affairs, uses the information on the candidate’s application and academic transcripts to place the candidate on the Faculty Salary Schedule. The department head/program manager then offers the candidate the job. If the candidate accepts the job, HR sends the candidate an adjunct contract confirming details of employment, start date, and processes a background check. If there is not a successful hire, the supervisor may restart the process.
7.6.4 The candidate returns a signed contract to HR.
7.7 Hiring a Non-Credit Instructor
7.7.1 Program specialists interview and select non-credit instructors based on programmatic needs. They negotiate the terms of employment and salary based on the nature of the class and market factors. The executive dean of continuing education sends a memo to the president when Continuing Education wants to hire Casper College faculty employees in excess of the Faculty Salary Schedule. The president notifies the president of faculty senate when this has occurred.
7.7.2 Program specialists send contracts to selected candidates with the salary, teaching dates, and a list of classes to be taught.
7.7.3 The candidate returns a signed contract to the program specialist.
7.7.4 The executive dean of continuing education signs the contract.