国产AV

INTRODUCTION

Employment

As an Equal Opportunity Employer, 国产AV the College does not discriminate with respect to hiring, continuation of employment, promotion, tenure, other employment practices, application for admission or career services and placement on the basis of race, color, gender, age, disability, national origin or ancestry, sexual orientation or religion  All personnel actions such as recruitment, selection, compensation, benefits, and promotions are included in the college鈥檚 Equal Employment Opportunity Policy.  

Procedure for Selecting Full-Time College Personnel (other than President or senior staff)

  1. Vacant positions may be advertised first internally, to allow current employees an opportunity to apply. Vacancies which are not filled through internal transfer shall be advertised in appropriate media and through educational outlets to solicit external candidates. In exigent circumstances, as determined by the President and/or Board, the hiring procedure may be modified to best meet the needs of the institution, while remaining mindful of the Equal Employment Opportunity Policy. 

  2. Position announcements will be developed and disseminated by the Director of Public Information, with assistance from the appropriate administrator(s). These announcements must include the position title, function, qualifications, salary range, and application requirements. 

  3. For consideration, external candidates should have a completed application. This will include a letter of interest referencing the position or an official CCC application, current r茅sum茅 with a minimum of five references (including address/telephone/email) and all postsecondary transcripts (unofficial transcripts will be accepted). Letters of recommendation are encouraged but not required. The selected candidate will provide official college transcripts, successfully complete a background check, and complete any additional required paperwork prior to employment. Late applications may not be reviewed until all other applications have been given due consideration. [Updated December 2020]

  4. Positions that require special skills, such as but not limited to, typing, mathematical computation, and computer proficiency, may have qualifying tests to ensure that applicants are appropriately qualified. Faculty positions may also require classroom demonstrations as a part of the interview process. Further, a written exercise to demonstrate communication skills may also be required of all candidates.

  5. A search committee, including a chairperson, will be appointed by the President in consultation with college administration. The committee should be representative of the institution and sensitive to the college mission and goals. Generally, a committee will have between five and seven members; a non-voting student member may also be appointed depending upon the specific vacancy.

  6. The search committee will conduct candidate screening, which includes verifying references and applicant information. An appropriate number of the most qualified applicants will be selected for interview. Though this number will vary based on the size of the applicant pool, it will generally be between three and ten candidates. In some cases, the position may be re-advertised when no suitable applicant is identified in the selection process. It is expected that all discussions and shared information be kept confidential by the committee; violation of privacy may result in disciplinary action by the college. All candidates should be asked the same set of questions in order to ensure fairness in the process. Follow-up questions may be asked only for the purposes of clarification of a candidate鈥檚 response. All application materials will be maintained in the President鈥檚 office and may not leave the administration area in Thomas Hall.

  7. Following interviews and deliberation, the search committee will submit to the President a report which includes the top three finalists (or fewer, if deemed suitable) in order of preference. The President, along with additional administrators when appropriate, will interview any or all of the finalists and notify the committee of the final selection. The President will subsequently recommend the final candidate to the Board of Trustees for employment with the College.

  8. A complete file of all search committee materials, including applications, reports, notes and other written communication, will be maintained in the President鈥檚 office for a minimum of three years. 

Salary

Salary and wages shall not be related to or based on race, color, gender, age, disability, national origin or ancestry, sexual orientation, or religion of any employee. As additional women and minority group members are hired, their salaries and level of employment must favorably compare with other newly hired employees with the same qualifications. Officials responsible for final salary and wage decisions will periodically review existing salaries to ensure compliance with this policy. If necessary, the President may advise the vice presidents or supervisor to readjust the salary recommendation to correct inequities related to race, color, gender, age, disability, national origin or ancestry, sexual orientation, or religion.

Fringe Benefits

In addition to wages and salaries, any employment benefits appropriate to particular groups of employees of 国产AV who receive all or part of their salaries from the Board of Trustees will be applicable to all personnel regardless of race, color, gender, age, disability, national origin or ancestry, sexual orientation or religion. 

    1. All insurance, annuity, and other such contracts shall be examined, and where unwarranted differences based on sex exist, efforts shall be instituted to rectify these discrepancies.
    2. Maternity leave shall be made available with no career penalties attached.
    3. Reasonable time off without penalty shall be granted equally to men and women for necessary emergency family care.
    4. Any female employee shall be allowed to continue working during pregnancy for as long as her physician certifies that she is able to do so.
    5. Pregnancy or childbirth requiring leave of absence shall be treated as a temporary disability.

Special Regulations

    1. Marital status or the prospect of marriage shall not be a condition for employment. No employee shall have direct supervisor responsibilities over another employee in which the supervisor is an immediate family member or they are engaged in a romantic relationship.
    2. Employment of a qualified person to a permanent or temporary position shall be made without regard to family relationships, such as the person holds with other faculty or staff members, except in areas of financial management and where the appointment involves supervisory relations or participation in management decisions affecting salary, promotion or continuing employment of a spouse. 
    3. Efforts shall be made to place women and members of minorities in administrative and institutional roles throughout the College. 
    4. All those at any level responsible for committee assignments will make genuine efforts to assure that all groups are represented on policy and decision-making committees for the College. 

Promotion

Individuals responsible for employment and promotion decisions shall:

    1. Monitor promotion practices to help ensure employment decisions are made without discrimination and in accordance with the College's Equal Employment Opportunity and nondiscrimination policies. Periodic reviews of promotion data may be conducted to identify potential disparities and ensure compliance with applicable federal and Kansas law. 

    2. Consider qualified internal applicants for promotional opportunities based on their knowledge, skills, abilities, experience, performance, and the needs of the College. Employees whose qualifications and experience indicate they are capable of assuming greater responsibilities should be given fair consideration for advancement opportunities when vacancies occur.

 

Policy Review History

The following table summarizes the review and revision history for this policy.

Policy review and revision history
DATE ACTION SUMMARY
8/17/26 Revised Promotion: Aligned standard promotional review structures and data compliance metrics under "promotions."
8/2020 Revised Employment: Procedure for Selecting Personnel; Fringe Benefits
4/2014 Revised Procedure for Selecting Personnel; Special Regulations
4/2014 Revised Employment: Special Regulations
1/2014 Revised Promotion: Implemented structured monitoring of promotion data to ensure anti-discrimination compliance.
6/2011 Revised Established a mandatory three-year retention period for all search committee records within the President's office.