Policy 3.1.1 —Equal Employment Opportunity
Policy 3.1.2 —Employment
Procedure 184.108.40.206 —Employment
Procedure 220.127.116.11 —New Employee Orientation
Policy 3.1.3 —Employee Classifications and Working Hours
Procedure 18.104.22.168 —Full-Time Employee Workloads
Policy 3.1.4 —Compensatory Time
Policy 3.1.5 —Re-employment of Retired State Employees
Policy 3.1.6 —Employment of Relatives
Policy 3.1.7 —Salary Plan
Policy 3.1.8 —Professional Development
Procedure 22.214.171.124 —Professional Growth
Policy 3.1.9 —President – Hiring and Duties
The College provides equal employment opportunities to all employees and applicants for employment without regard to race, religion, color, national origin, sex, gender, gender identity, sexual orientation, age, disability, genetic information, political affiliation or status as a covered veteran in accordance with all applicable federal, state and local laws. Upon request, the College will make reasonable accommodations for qualified individuals with disabilities so that they may be able to perform the essential functions of their job unless doing so would result in an undue burden for the College.
This policy applies to all terms and conditions of employment including, but not limited to: hiring, placement, promotion, termination and compensation.
Any inquiries, questions or clarifications regarding this policy should be made to the College’s Director of Human Resources.
Adopted: April 10, 2019
Legal Reference: Title VII of the Civil Rights Act of 1964; The Age Discrimination in
Employment Act of 1967; Section 504 of the Rehabilitation Act of 1973; The
Americans with Disabilities Act of 1990; The Genetic Information
Nondiscrimination Act of 2008; Title IX of the Education Amendments of
1972; Family Medical Leave Act; The Equal Pay Act of 1963; Lilly Ledbetter
Fair Pay Act of 2009; 1C SBCCC 200.95
I. FULL-TIME EMPLOYEES
A. The Board authorizes the President to hire all full-time employees. The President shall inform the Board at the next regularly scheduled Board meeting of any new hires made since the last Board meeting.
B. All newly hired full-time employees shall receive a letter of appointment stating that the employee shall serve a probationary period of at-will employment lasting one (1) academic year. After the probationary period, full-time employees may be eligible for annual employment contracts for at least nine (9) and no more than twelve (12) months dependent on the employee’s duties. If an employee is hired after the academic semester has already begun and the employee’s one-year probationary period ends during the subsequent academic year, the term of the employee’s initial employment contract, if offered, shall only be for the remainder of that subsequent academic year. Nothing in this Policy or in the employee’s letter of appointment shall entitle the employee to an employment contract or contract renewal.
II. PART-TIME AND TEMPORARY EMPLOYEES
A. The Board authorizes the President or designee to hire all part-time and temporary employees.
B. Part-time instructional employees (adjuncts) shall be provided short-term contracts for no more than one semester.
C. All other part-time and temporary employees shall be paid by time sheet. Nothing in this Policy shall entitle the employee to an employment contract.
III. INDEPENDENT CONTRACTORS
The President or Vice President of Administrative Services is authorized to enter non-construction service contractors with independent contracts for individual contracts and if the funds have been appropriated in the budget.
IV. MISCELLANEOUS PROVISIONS
A. The quality of the College’s programs and services are dependent on the skills, commitment and enthusiasm of all of its employees. The Board seeks to employ the best qualified personnel available. In return, the Board expects its employees to accept and support the College’s mission and vision. Specifically, all employees are expected to know the College’s policies and procedures, devote their professional services and individual skills to the realization of the College’s objectives and to discharge their duties in such a manner as to reflect positively upon the College.
B. No applicant will be considered for any employment position who does not complete and submit a College employment application form.
C. Employment preference will be given to eligible veterans, their spouses or surviving spouses and surviving dependents as defined by N.C.G.S. § 128-15. This preference applies to initial employment, subsequent hiring, promotions, reassignments and horizontal transfers when two or more candidates are equally qualified for the position. To claim veterans’ employment preference, all eligible veterans shall submit a Department of Defense Form 214 (Certificate of Release or Discharge from Active Duty) along with a College application for employment. To claim veterans’ employment preference, eligible veterans must meet the minimum training and experience requirements for the position and must be capable of performing the duties assigned to the position.
D. All employed instructional personnel shall meet Southern Association of Colleges and Schools/Advanced ED criteria.
Adopted: April 10, 2019
Legal Reference: G.S. 115D-20; G.S.128-15; 1D SBCC 400.4; SBCC 300.3
I. HIRING PROCEDURES
A. Fair Hiring Process
1. Upon notification of a vacant position, the Vice President/supervisor will notify the Human Resources Director of the vacancy. A meeting with the President and appropriate Vice President will be scheduled to review and update the job description for accuracy of responsibilities and minimum credentials, to determine the salary range and guidelines for advertising, and to determine the timetable for hiring. An interview committee will be formed in accordance with step B in the hiring process.
2. The Director of Human Resources will advertise full-time positions for a period of a minimum weeks, when advertising externally and a minimum of one week, when advertising internally. Part-time, temporary positions, and adjunct pools will be advertised as “open until filled”.
3. The interview team will meet during the advertising period to draft candidate interview questions. Interview questions will be submitted to the Director of Human Resources for review. All qualified applications shall be distributed to the appropriate Vice President/Supervisor. The Human Resources Director will ensure that an acknowledgement of receipt is sent to all applicants. The interview team shall review the applications and recommend candidates for interviews.
4. The Director of Human Resources will ensure that all candidates selected for interview meet the required qualifications as advertised.
5. The Director of Human Recourses shall schedule interviews for selected candidates.
6. The interview committee will interview selected candidates.
7. The interview committee members make one of the following recommendations to the Vice President/supervisor and Director of Human Resources.
1. Recommend finalist(s) for consideration.
2. Recommend candidate(s) for a second interview.
3. Recommend that the position be re-advertised
8. The Vice President/supervisor and Director of Human Resources present recommendations to the President. The President will take one of the following actions.
1. Present a conditional offer of employment to a candidate.
i. Proceed to step #9.
2. Schedule a second interview with a candidate(s).
i. Once second interviews are conducted the President will decide whether to make a conditional offer of employment or readvertise the position. The Director of Human Resources will notify the interview committee of the action taken.
3. Re-advertise the position.
i. Director of Human Resources will notify the interview committee of the action taken.
9. Once a decision is made to make a conditional offer employment, the Director of Human Resources shall take the following actions.
1. Contact the Vice President of Administrative Services to confirm budget availability and the amount of the offer.
2. Contact the candidate and make the conditional offer of employment.
3. Upon acceptance by the candidate, conduct professional references and criminal background checks
4. Inform the President of acceptable reference and background checks, at which time the President will formally offer employment to the candidate.
5. Notify the interview committee of the outcome of the hiring process.
6. Work with the new employee to navigate the onboarding process.
10. The Human Resources Director shall mail notification letters in a timely manner to all applicants not selected.
11. At the first regular meeting after being hired, the Board will receive notification of employee hires.
B. Interview Committee Membership
1. The chair of the interview committee and Director of Human Resources shall coordinate to recommend members to serve on the interview committee. Recommendations shall be submitted to the President/Vice President and approved before interviews begin. Exceptions to the committee structure may be made depending on employee availability to serve on the committee or in situations where special skillsets are required for the interview process.
2. The interview committee should include the following members. Committees shall be designed to be representative of the institution with members being selected from different departments and diverse backgrounds.
1. The supervisor for the vacant position or designee shall act as chair of the committee
2. The Director of Human Resources shall serve as an ad hoc member of the committee
3. Two employees in the department with the vacancy will be invited to serve on the committee
4. Three employees outside the department (a minimum of one member must be from another division) with the vacancy will be invited to serve on the committee
3. Committee members shall,
1. Be full-time employees of the college (Unless otherwise approved by the President)
2. Be employees in good standing (Not under disciplinary action)
3. Not be an immediate relative of a candidate
4. Not have an undisclosed personal relationship with candidates
C. Criminal Background Checks
1. Hiring and continued employment of qualified individuals is important to the College’s success. Therefore, background checks will be used to obtain additional applicant information to help determine an applicant’s overall employability and may be obtained on employees for the purposes of protecting College assets and for promoting a safe environment for employees and students. Background information will be researched and evaluated in a consistent non-discriminatory manner and in accordance with the Fair Credit Reporting Act.
2. Offers to final recommended applicants will be made contingent upon, or after successful completion of, a background investigation. The Director of Human Resources will be responsible for working with a third-party provider to conduct background checks. The third-party provider is responsible for checking a range of sources depending on the position, including, but not limited to: criminal conviction records, civil litigation records and national sex offender registry.
3. The following factors will be considered for those applicants with a criminal history in determining whether to hire the applicant and when necessary, in determining the continued employment of an employee: a) the nature of the crime and its relationship to the position; b) the time since the conviction; c) the number (if more than one) of convictions; d) whether hiring the applicant would pose a risk to the College, students or personnel; e) the actions and activities of the applicant since the conviction or other determination; and f) explanations and/or other information provided by the candidate and whether the candidate has demonstrated that s/he does not have the integrity or honesty to fulfill the duties of the position.
4. If any applicant is found to have falsified or withheld any information regarding conviction history, the applicant will not be considered for employment and any offer of employment will be withdrawn. Applicants who refuse consent to a criminal background check will be considered to have withdrawn their application for employment at the College. False or omitted information on an employment application of an employee or an employee’s failure to report criminal history information may be grounds for disciplinary action up to and including termination.
5. The applicant or employee will be given an opportunity to review the results of the background investigation and will be given an opportunity to dispute the accuracy or completeness of any information contained in the report by contacting the third-party provider that conducted the background check.
6. The Director of Human Resources will review the findings of the background checks with the appropriate Vice President/Supervisor. If the applicant is recommended to the President, the President will make the final decision concerning the employability of the applicant or when necessary, the continued employment of an employee. Background checks will be maintained as part of the individual’s employment record and kept in accordance with records retention policies.
1. Promotion/transfer shall be made in accordance with the principles of equal opportunity and only valid job-related requirements for a promotion opportunity will be used. All promotions/transfers for full-time employees will be subject to a one (1) year probationary contractual period. At the end of a successful probationary period, the employee will be eligible for one (1) year annual contracts. The College will promote from within whenever possible. The supervisor may nominate an internal candidate to be promoted/transferred to an existing vacancy. All internal candidates must be permanent part-time or full-time employees of the College. A recommendation to promote/transfer an internal candidate shall be made in a written statement to the appropriate member of the President’s Cabinet with a copy to the Human Resources Director. The cabinet member will be responsible for assuring that an internal applicant meets the basic requirements of the position or will be responsible for specifying those requirements upon which a conditional promotion may be made. If a conditional promotion is made, a contract must be executed between the College and the full-time employee specifying the conditions the employee must meet in order to retain the position and the time frames within which the conditions must be met.
1. Priority for Promotion/Transfer for Non-Teaching Personnel
a. Job specifications including educational level attained
b. Performance evaluation with regard to present position
c. Former work experience
2. Priority for Promotion/Transfer of FT Instructor to Administrative
a. Job specifications including educational level attained
b. Administrative/management background (education, training, or former work experience)
c. Performance evaluation (with emphasis on administrative areas)
Adopted: April 10, 2019
All new full-time employees will receive an employee orientation. The orientation process should familiarize each new employee with the College’s policies and operating procedures, the functions of each division and how they interact, his/her division, and his/her specific duties and responsibilities. The new employee should be made aware of the College’s physical layout.
All full-time employees will participate in a mandatory program conducted by the College’s Human Resources Department.
Adopted: April 10, 2019
I. EMPLOYMENT CLASSIFICATIONS
A. Full-Time Employee – any individual who occupies a College designated full-time
position working a minimum of forty (40) hours per week. All full-time positions
are classified as either full-time curriculum or full-time non-curriculum and exempt
or non-exempt. All full-time employees shall receive annual contracts as stated in
Policy 3.1.2. Full-time curriculum employees shall receive contracts for nine (9)
and no more than twelve (12) months dependent on the employee’s duties. All
other full-time non-curriculum employees shall receive contracts not to exceed one
B. Part-Time Employee – any individual who is employed for less than thirty (30)
hours per week. All part-time employee positions are classified as either part-time
curriculum or part-time non-curriculum. All part-time curriculum employees shall
receive short-term contracts for no greater than one semester. All other part-time
employees shall receive short-term contracts for no greater than six months.
C. Full-Time, Temporary Employee – any individual who is employed in a full-time
position (i.e., 40 hours or more per week) but the job is temporary (i.e., generally
less than six months except in extraordinary situations). All full-time, temporary
employees are classified as exempt or non-exempt. For purposes of the Affordable
Care Act only, any full-time, temporary employee who is anticipated at the date of
hire to work in excess of three (3) months during the academic year is considered a
full-time employee for purposes of an offer of health insurance. All full-time,
temporary employees shall receive short-term contracts and be considered “at will”.
D. Independent Contractors – any individual who is employed by the College pursuant
to a written contract and provides specified services for the College and exercises
his/her own degree of control and independence in providing those services.
Independent contractors are not considered College employees.
The President is hereby authorized to develop administrative procedures to establish
workloads consistent with this Policy.
Adopted: April 10, 2019
I. FULL-TIME CURRICULUM EMPLOYEES
A. The normal on-campus work week for full-time curriculum employees is forty (40)
hours, including instructional time and office hours. It is expected that in addition
to the forty (40) hour minimum, full-time curriculum employees shall regularly
spend additional hours involved in class-related activities, such as preparation and
1. The teaching load for fall and spring semesters shall average sixteen (16) to
eighteen (18) credit hours or twenty (20) to twenty-eight (28) instructor
classroom contact hours.
2. The teaching load for summer session will be proportional to the College’s
full-time teaching load for fall and spring semesters.
B. In general, full-time curriculum employees are expected to be on campus whenever
students are on campus. However, there are days when full-time curriculum
employees are required to be on campus even though students may not be required
to be on campus. These days include all workdays (and workshop days),
registration days, exam days and reading days. These are days when students
and/or staff may need to consult with individual instructors and/or groups of
instructors. On such days, if hours are not announced, such as on workshop days,
full-time curriculum employees are expected to put in 4 hours.
C. Other days when full-time curriculum employees are required to be present beyond
normal working hours are days when faculty meetings are planned. Meetings are
usually scheduled for mid-afternoon so that the largest number of faculty may be
free to attend.
II. FULL-TIME NON-CURRICULUM EMPLOYEES
A. The normal work week for all exempt, full-time non-curriculum employees is a
minimum of forty (40) hours. This category includes all administrators,
supervisors, directors, counselors, and librarians. It is expected that beyond their
normal working hours, these employees are often involved in additional College related activities required by their specific jobs. These employees are sometimes
assigned different schedules during selected weeks. This flexible scheduling
allows their work week to remain as normal as possible while still meeting the
requirements of their jobs.
B. The normal work week for all non-exempt, full-time non-curriculum employees is
forty (40) hours. This category includes all support staff (i.e., secretarial, clerical,
technical, maintenance, food services, instructional and lab assistants). For these
employees, the schedule shall be arranged by their immediate supervisors in
collaboration with the appropriate Vice President. Daily hours are documented on a timesheet submitted monthly to the employee’s supervisor. A decision
determining appropriate work hours is made annually by the immediate supervisor,
in collaboration with the appropriate Vice President. This decision is based on area
workload. Compensation is appropriately adjusted for any reduction or increase in
C. If for some reason it is necessary for a non-exempt employee to work in excess of
forty (40) hours per week, the employee will be award compensatory time at a rate
of one and one half (1.5) hours. For more information regarding compensatory
time, see Policy 3.1.4 – Compensatory Time.
III. PART-TIME EMPLOYEES
A. PART-TIME NON-CURRICULUM EMPLOYEES\
Unless otherwise specifically assigned different hours, part-time, non-curriculum
employees shall not work more than twenty-nine (29) hours per week unless there
are special circumstances requiring the extended hours for a short duration of time.
Working more than (29) hours per week requires written authorization from the
employee’s immediate supervisor and the appropriate Vice President.
B. PART-TIME CURRICULUM EMPLOYEES
Part-time curriculum employees (i.e., adjunct faculty members) shall be limited to
twenty-nine (29) hours per week inclusive of prep time, meetings and other College
duties. For purposes of preparation time, the employee’s immediate supervisor and
the appropriate Vice President shall set the number of hours for preparation time
for each class taught by a part-time curriculum employee.
III. MISCELLANEOUS PROVISIONS
A. COLLEGE WORKWEEK
A normal College workweek is a regularly recurring period of one hundred sixty-eight (168) consecutive hours (7 consecutive 24-hour periods). Each workweek
stands alone for purposes of hours worked. The official College workweek begins
at 12:01 a.m. Sunday, continues for 7 consecutive days and ends at 12:00 midnight
Most College offices are open to the public from 8:00 a.m. to 5:00 p.m., Monday
through Thursday and 8:00 a.m. to 3:00 p.m. on Friday. All departments with full-time employee must be staffed at the above mentioned times. It is the responsibility
of the immediate supervisor to ensure appropriate office coverage.
B. EMPLOYEE WORKWEEK
All full-time, non-curriculum and nonexempt employees are expected to work at
least forty (40) hours per week with a half-hour lunch break not to occur at the beginning or ending of the workday. The lunch break cannot be used to shorten the
workday or be credited for overtime compensation unless expressly approved by
the senior administrator for a defined temporary period.
Hours worked include all the time an employee is permitted to work for the College;
that is time where the employee is required to be on duty or on the College’s
premises or at a prescribed workplace. Each employee is entitled to one 15-minute
duty-free break during each 4-hour work period. These breaks should occur
approximately mid-way through the work period and cannot be used to shorten the
workday or be credited for overtime compensation.
Montgomery Community College supports the physical health and well-being of
its employees. Employees may use up to thirty (30) minutes of each working day
to participate in wellness activities on campus as approved by their supervisor.
Activities may include walking for fitness, participation in exercise class, and the
use of campus weight room.
C. NON-EXEMPT EMPLOYEES TIMESHEETS
All non-exempt employees are required to complete an individual time record
showing the daily hours worked. Time records cover one workweek and must be
completed by the close of each workday. The following points should be
considered in filling out time records for non-exempt employees:
1. Employees should record their starting time, time out for lunch, time in from
lunch, quitting time and total hours worked for each workday;
2. Employees are not permitted to sign in or begin work before their normal
starting time or to sign out or stop work after their normal quitting time
without their supervisor’s prior approval;
3. Employees are required to take scheduled lunch or meal breaks;
4. Employee time records must be checked and signed by the supervisor
involved. Unworked time for which an employee is entitled to be paid (paid
absences, paid holidays, or paid vacation time) must be entered by the
supervisor on the time record. Authorized overtime should also be
identified by the supervisor and there must be documentation as to
compensatory time or overtime pay approved;
5. Unapproved absences should not be considered as hours worked for pay
purposes; however, in extenuating circumstances, the supervisor may
approve leave after an absence if the absence would have been approved
under those circumstances had they been known prior. Supervisors should
inform employees if they will not be paid for certain hours of absence; and
6. Filling out another employee’s time record or falsifying any time record is
prohibited and may be grounds for disciplinary action, up to and including
Adopted: April 10, 2019
Legal Reference: 1D SBCC 400.93(a)(2)
Compensatory time will be granted to all full-time, non-exempt employees under the provisions of the Fair Labor Standards Act. If a non-exempt employee works more than forty (40) hours in a given work week, that employee shall receive compensatory time.
For accrual and use of compensatory time, the following rules shall apply:
A. The employee’s immediate supervisor must approve, any time over forty (40) hours per week prior to the employee working the time. Overtime work is discouraged and should only be implemented due to an emergency or extraordinary situation. Approved leave taken during a workweek (i.e., annual, sick, holiday, etc.) will not be counted as time worked for purposes of overtime.
B. If it is necessary for an employee to work over forty (40) hours per week, one and one-half (1.5) hours of compensatory time shall be granted for each hour of overtime worked. The employee is responsible for accurately and honestly recording hours worked on time records and in accordance with College policy and practice. The employee’s supervisor shall review and approve time records at the conclusion of each period to determine that all recorded overtime hours are accurate.
C. Except in extreme circumstances and with the appropriate Vice President’s approval, supervisors shall make sure that employees do not accrue more than forty (40) hours of compensatory time at any time and all accrued compensatory time must be used by the last day of the fiscal year (June 30th). If an employee fails to exhaust his/her compensatory time by the end of the fiscal year, the appropriate Vice President shall consult with the President to determine whether the unused accrued compensatory time shall be paid to the employee or if the College shall require the employee to use the leave at a time determined by the Vice President.
D. Employees are required to use compensatory time prior to using any other accrued leave (annual, bonus, sick, etc.)
E. The employee’s immediate supervisor must approve the use of compensatory time. To the extent possible, compensatory time should be used within the pay period it was received. An employee who has accrued compensatory time and requests the use of such time must be permitted to take the time within a reasonable period after making the request if the use of the compensatory time does not unduly disrupt the College’s operations.
F. In the event an employee leaves his/her College employment, the employee must, to the extent possible, exhaust all compensatory time before the last day of employment. Unused compensatory time must be paid at a rate of not less than the average of the employee’s regular pay rate for the last three years of employment or the final regular rate received by the employee, whichever is greater.
Compensatory time may not be used to extend dates of retirement, resignation or other forms of severance from the College.
G. Compensatory time shall be accumulated in quarter hours. The College shall round up to the nearest quarter hour when calculating compensatory time.
H. Any work from home is not allowed to be counted as part of the forty (40) hour workweek and/or compensatory leave unless pre-approved by the employee’s immediate supervisor and appropriate Vice President.
I. Failure to follow the requirements set forth in this policy is grounds for disciplinary action, up to and including non-renewal or termination.
Adopted: April 10, 2019
Legal Reference: 1C SBCCC 200.94; The Fair Labor Standards Act of 1938, as amended.
It is the College’s policy to re-employ retirees of the State of North Carolina when such employment is necessary for the College’s efficient and effective operation. Such employment will be authorized by the President.
The College recognizes that a retired state employee has valuable experience to offer. The College further recognizes that the age of the College and the longevity of many employees will predicate n increase in retirements. A retiree of the Teachers’ and State Employees’ Retirement System (“TSERS”) is subject to earnings limitations. The purpose of this Policy is to define and authorize benefits to be available to employees in this classification when the restricted earnings will be less than the employee will earn under the College salary plan. Retirees are subject to a mandatory six (6) month waiting period before re-employment may occur.
A. Benefits – Leave Accruals Full-time employees who are also retirees of the TSERS will earn annual leave and sick leave under the same guidelines as active full-time employees.
B. Benefits – Longevity Pay
A full-time employee who is also a retiree of the TSERS is eligible for longevity pay subject to the earnings limitation.
C. Health Insurance
If a re-hired retiree returns to work and, as a result of the position and hours worked, qualifies for an offer of health insurance by the College, TSERS will transfer health insurance responsibilities back to the College and the retiree-employee will receive the legal, mandated health insurance coverage from the College as required by law.
Adopted: April 10, 2019
Legal Reference: 1C SBCCC 300.99
A. The College shall not employ two (2) or more persons concurrently who are “closely related” in positions which would result in one person of such relationship supervising another closely related person or having a substantial influence over employment, salary or wages or other management or personnel actions pertaining to the close relative.
B. “Closely related” is defined to mean mother, father, brother, sister, son, daughter, father/ mother-in-law, son/daughter-in-law, brother/sister-in-law, grandfather, grandmother, grandson, granddaughter, uncle, aunt, nephew, niece, husband, wife, first cousin, stepparent, step-child, step-brother/sister, guardian/ward or some person engaged in a physical or romantic relationship without the benefit of marriage that live in the same house.
C. With respect to the concurrent service of closely related persons within the same academic department or other comparable institutional subdivision of employment, neither relative shall be permitted, either individually or as a member of a committee, to participate in the evaluation of the other relative.
D. Board members shall not take part in any official action regarding the employment of a closely related family member that results in financial gain to the Board member. For any official action regarding the employment status of a family member that would result in the financial gain to the Board member, the Board member shall disclose the conflict to the full Board and will not take part in the official action unless otherwise allowed by law.
E. Employees with the authority to recommend the hiring of another employee shall not recommend the hiring of another person with whom they are “closely related.”
F. The provisions of this section shall be prospective only with reference to appointments made after the adoption of this Policy.
Adopted: April 10, 2019
Legal Reference: 1C SBCCC 200.98
The monthly and annual salaries or hourly rates of pay from state or county funds for full and part-time personnel shall be established by the President within a line item budget and as set forth in the College’s Salary Plan (“Plan”). The Plan will take into account provisions and criteria for salary determination, requirements for annual salary review and establishment of salary formulas, ranges or schedules.
The President’s salary will be established in accordance with the state salary schedule. The Board of Trustees has the responsibility of setting and adjusting the county salary of the President. Any adjustment to the line item covering the President’s salary must, as is the case with all line items, meet the approval of the County Commissioners and the North Carolina Community College System.
Salary increases shall not be granted except on July 1 of the fiscal year unless a position change necessitates such action or unless the State authorizes such action. Basic salary increments will be provided for all full-time employees based on guidelines established by the State Board of Community Colleges and the North Carolina General Assembly.
Basic salary increments may be provided for all part-time employees each year based on premises similar to those outlined above; however, local autonomy shall be the procedure or philosophy under which such salaries are determined. Salary increments for part-time personnel will not necessarily match or follow those provided for full-time personnel.
Adopted: April 10, 2019
Legal Reference: 1C SBCCC 200.94, -400.94
The College recognizes that educational quality is dependent upon the availability of qualified and dedicated employees. The essential responsibility for professional growth and development rests with each individual employee; however, the College expects the involvement of all employees in appropriate professional growth activities.
To promote personal and professional growth, the College provides opportunities for all full-time and permanent part-time employees to coordinate individual goals with supervisors and develop their own plan for professional development. The College makes available several programs designed to help employees meet their goals.
The President may adopt procedures on the best use of College resources to provide quality professional development for employees.
Adopted: April 10, 2019
All full-time and permanent part-time staff and faculty are required to participate in a minimum of fifteen (15) hours of professional development annually and will be responsible for keeping a record of such activities. The employee shall submit to his/her supervisor the annual report in February of each year and the report will be reviewed during the employee’s annual evaluation. For online and/or hybrid instructors, a minimum of five (5) hours of the annual fifteen (15) hours of professional development required must be topics related to online instruction. Annually, up to three (3) hours of service and/or civic engagement may be counted toward the employee’s professional development with the supervisor’s prior approval. Failure to comply with the minimum number of annual professional development hours could lead to employee discipline including, but not limited to, directives, actions plans or suspension/termination.
Approval to take courses during normal work hours will be based on the relationship of the course to the job requirements of the employee and the needs of the institution. If an employee enrolls in a course and the course schedule overlaps the employee’s normal work schedule, the employee may be granted actual overlap up to three hours per week, educational leave with pay. The employee must arrange an alternate work schedule with the supervisor to the extent of the excess hours.
Adopted: April 10, 2019
I. President Selection Process
A. When a presidential vacancy occurs or is anticipated, the Board shall notify the System President and invite the System President or the System President’s designee to meet with the board of trustees to discuss legal requirements and other procedural matters while also providing technical assistance to the Board as needed.
B. In selecting the College’s President, the Board shall, at minimum, consider general input from College and community stakeholders on the desired attributes of a college’s president and evaluate more than one candidate for the position. The State Board may waive this requirement at the request of the Board if the State Board determines it is in the College’s interest to do so.
C. The Board shall submit at least one candidate to the System President for review at least ten business days prior to the next regularly scheduled SBCC Personnel Committee meeting or at least ten business days prior to a special called SBCC Personnel Committee meeting.
D. While completing the review process, the System President or the System President’s designee shall confirm that the Board completed a background check to include the following:
1. Social security number verification,
2. Criminal history check,
3. Civil litigation history check,
4. Education verification,
5. Employment verification, and
6. Personal credit history check.
E. Upon completion of the review process, the System President shall present the name(s) of candidate(s) to the Personnel Committee of the SBCC for consideration and assessment.
F. Following consideration and assessment of the candidate(s), the Personnel Committee of the SBCC or the SBCC shall authorize the System President to communicate the Personnel Committee’s or the SBCC’s assessment to the Board.
G. The Board shall proceed with the final election process and submit the Board’s final election to the SBCC for approval. The Board shall submit its recommendation in writing to the System President at least five business days prior to the next meeting of the SBCC.
H. The SBCC shall act upon the Board’s election at the SBCC’s regularly scheduled meeting following receipt of the Board’s election unless delayed for cause as determined by the SBCC.
I. The System Office shall convey in writing to the chairman of the Board the SBCC’s action on the Board’s election. The action of the SBCC is final.
J. The College shall not execute a contract prior to SBCC action to approve the Board’s presidential election without a provision specifying that the effective date of the contract is subject to the SBCC’s approval of the presidential election.
The President shall receive a contract and Board shall specify in the President’s contract the contractual term, salary, additional benefits, if any, and contract termination procedures.
The President is charged by the Board with full responsibility and authority for the College’s operation pursuant to state and federal statutes, policies, rules and regulations and the Board’s policies and procedures. The President shall be responsible for other duties as the Board may delegate and require.
Adopted: April 10, 2019
Legal Reference: N.C.G.S. § 115D-20; 1C SBCCC 300.1