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4.02 Employment of Full-time Personnel
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A vacancy is a new or existing untenanted position.
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1. Ordinarily, a notice of vacancy for full-time positions
will be prepared by the Human Resources Department and announced through
general College communication and/or posting on the College website, and
those channels deemed by the President or Unit Vice President as necessary
for the notification of the general public.
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2. With the approval of the Unit Vice President, a vacancy may
be announced as internal only to prospective applicants who are present
employees. A position announced as internal only will be open for the
duration prescribed in subsection III.D.
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3. On occasion, circumstances which include but are not
limited to reorganization, reassignment, enrollment, and budget may alter
the regular procedures for announcing and filling vacancies. Such instances
must have approval of the President.
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1. Central Piedmont Community College recruits employees for
all job classes without regard to race, color, national origin, religion,
sex, age, or disability.
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2. The College encourages the participation of faculty
and staff in the recruitment of excellent job candidates. Recommendations
may be solicited concerning the kinds of specialists needed to strengthen
the College's various work units, groups, departments, and offices.
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C. Selection and Employment
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1.
The bases of selection and employment at the
College are qualifications and individual ability without regard to race,
color, national origin, religion, sex, age, or disability.
2. In our hiring
decisions, CPCC will provide an employment preference for veterans and
their spouses or surviving spouses, as defined in G.S.
128-15 and per the North Carolina Administrative Code.
The College will take into consideration veteran status in
accordance with North Carolina state law if two or more candidates are
generally equally qualified for the position based upon qualifications and
experience.
3. An applicant's or employee's criminal conviction history may
indicate that the applicant or employee is not fit to work for CPCC.
Therefore, a criminal records check of an individual's county, state, and/or
federal criminal history will be conducted on all applicants for employment
who accept an offer of employment or re-employment. For this purpose,
re-employment is defined as a lapse of employment exceeding 12 consecutive
months.
a. The refusal to consent to a criminal records check as is required
on the employment application will result in the applicant not being
offered employment, or if a conditional offer has been made, the offer will
be withdrawn or the employee's employment will be terminated, as
applicable.
b. If a person omits information or gives false information
concerning his or her criminal history on his or her employment
application, background check form, resume, or any other required or submitted
application-related document, that person may not be offered
employment. If the person has been hired or offered employment
conditioned on the results of a criminal history check, the person will be
subject to disciplinary action up to and including dismissal or the offer
of employment will be withdrawn, as applicable.
c. The results of criminal convictions will be considered in hiring,
discipline, dismissal, and other personnel decisions. If an applicant's or
employee's criminal history or the resulting additional background check
indicates that the person poses a threat to the physical safety of students
or personnel or that the person has demonstrated that he or she does not
have sufficient integrity, honesty, ethics, or other traits to fulfill his
or her duties as a College employee, then the person's offer of employment
will be withdrawn or the person's employment will be terminated. All
newly hired and rehired employees are employed conditionally pending the
review of the criminal records check and any resulting additional
background
investigation.
d. Each employee is required to notify his or her immediate
supervisor and the appropriate Human Resources representative within five
calendar days after any felony criminal conviction, guilty plea, or plea of
no contest. Any employee who is aware of any criminal conviction,
guilty plea, or plea of no contest of another employee should notify the
appropriate Human Resources representative.
4. The College will require an applicant to agree to credit checks
for positions which are subject to bonding and have access to cash, checks,
credit card transactions, or bank account information. When applying
for such a position, the refusal to consent to a credit check will result in
the applicant not being offered employment, or if a conditional offer has
been made, the offer will be withdrawn or the employee’s employment will be
terminated, as applicable.
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III. Employment Procedure
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A. The immediate administrator for the position will originate
a "Request to Hire." The appropriate Human Resources analyst will use this
form to create a requisition for the position within the College's
applicant tracking system.
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B. The Vice President of the unit in which a vacancy exists
will authorize
the position by approving the requisition
through the applicant tracking system.
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1. If the vacancy is a position not previously defined in the
Job Classification System, the Unit Vice President will provide a completed
job analysis questionnaire to the Director of Compensation and Benefits.
The Director of Compensation and Benefits will recommend a position title,
employee category, and pay grade to the President.
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2. If the vacancy is a position previously defined in the Job
Classification System, the Unit Vice President will provide to the Director
of Compensation and Benefits the job description, amended as necessary for
the specific requirements of the job.
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3. If the amended job descriptions for full-time faculty,
professional support faculty, and administrators at the director-level and
above result in a change in pay grade or classification, the changes must
receive the approval of the President prior to the posting of the position.
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C. External notification of the position vacancy will include
the Employment Security Commission, North Carolina Community College
System, and appropriate local, state, and/or national media. The Unit Vice
President or President, as appropriate, will determine the extent to which
a national search will be conducted.
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D. The position shall be open for at least ten days from the
date announced through general college communication or longer if specified
by the Unit Vice President or the President.
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E. Immediately upon the closing of a position, the Human
Resources Analyst will send the immediate administrator all
official Central Piedmont Community College application forms and
associated materials submitted for the
position. The immediate supervisor will review the applications to
establish those applicants who meet the minimum qualifications for the
position as advertised.
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F. The immediate administrator will screen the pool of qualified
applicants and recommend to the Hiring Committee (or to the Selection Advisory Task
Force) the most qualified applicants for
further review and/or interview.
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G. Selection Advisory Task Force Procedures
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1. Selection Advisory Task Force procedures will be followed
for all full-time instructional and support faculty and positions at the
director level and above.
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2. With the approval of the Unit Vice President or President,
as appropriate, a Selection Advisory Task Force that includes a diverse representation will be appointed to review a select
candidate pool and recommend the candidates to be interviewed.
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3. The immediate administrator or an appointed member of the
Task Force may serve as the Chair of the Task Force.
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4. The immediate administrator will schedule applicant
interviews with the Task Force. For all full-time teaching faculty
positions, applicants will be required to do a short teaching
demonstration.
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H. Commitments to or quotations of salary will not be made
during interviews, and only those questions justified by standard job
requirements and job qualifications will be asked.
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I. A selection will be made from the applicants, or the Human
Resources Analyst will be notified so that additional recruitment efforts
might be undertaken. If a selection is made, the immediate administrator
will establish a proposed salary and starting date for the recommended
applicant with the Director of Compensation and Benefits prior to
submission to the Unit Vice President. Salaries above entry level and those
deviating from policy must have a "Salary
Exception Form" that
includes the approval of the Unit Vice President. Any salary above the
first quartile of the salary schedule for faculty and for director-level
and above positions must also have the approval of the President.
Salary for faculty will be determined by established College practices.
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J.
The immediate administrator will recommend the applicant to be employed by
submitting to the Human Resources analyst (via the applicant tracking
system) a request to create an offer. The immediate administrator
will also be required to submit to the Human Resources Analyst a copy of
the questions used during the interview(s), completed reference check forms
for the candidate, and the "Salary
Exception Form" when appropriate (see Section III. I).
K. The Human Resources Analyst will attach all documentation to the
applicant's record in the applicant tracking system and route the offer
through the system for approval by the Associate Vice President of Human
Resources, the Unit Vice President, and any other required approvers
designated by the administration.
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L.
Before a final decision is made, the Unit Vice President may ensure that
the President has met with/interviewed the recommended applicant for
full-time instructional and support faculty and administrators at the
director level and above.
M. Once the immediate administrator has received electronic notification
from the applicant racking system that the offer has been approved by the
Unit Vice President and other administrators as designated by the
president, he/she may then contact the applicant and extend an offer of
employment. The immediate administrator will then contact the Human
Resources Analyst with acceptance information including the date the offer
was extended, the date the offer was accepted, and the official start date
of the new employee.
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N. The successful applicant will be informed in writing
of his/her selection and of the entry salary by the immediate administrator via a "Welcome Letter". A telephone notification may precede official
written notice. If the applicant accepts the offer, he/she will meet
with the appropriate Human Resources Analyst. In this meeting, information
about employee benefits will be provided and the employee will be enrolled
in the CPCC benefits program.
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O. The Human Resources Analyst will complete all
paperwork and place the applicant on the payroll on the date specified.
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P. Applicants who apply for a position, but are not selected,
will be notified
via email by the Human Resources Department when
the position is filled
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Approved by Cabinet September 16, 2002;
Cabinet approved updates 6/18/2007Cabinet approved updates 8-4-08
Last Updated: 6/22/2005; 7/24/2006
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