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4.03 Employment of Part-time Personnel
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I. Definitions
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A. Part-time: Employment for less than 75% of the
full work week or full work load defined for the job class to which the
employee is assigned, except during brief periods to cover institutional
needs. Effective July 1, 1999, part-time employment must be limited to a
total less than 1,080 hours per fiscal year.
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B. Staff Employee: Any part-time employee who does
not receive a part-time contract listing specific classes to be taught.
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C. Teaching Employee: Any
part-time employee who receives a contract listing specific classes to be
taught.
D. Vacancy:
Any new or existing unfilled part-time position.
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II. Regulations
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A. Part-Time Staff Employee
No part-time staff employee, as defined in this section, may be assigned
the full-time work load defined for his/her job class except during brief
periods to cover institutional needs. Prior written authorization must be
provided by the unit vice president.
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B. Part-Time Teaching Employee
A part-time teaching employee may, with dean's written approval, carry a
full teaching load for one term based
on institutional needs. Any extension
of the full teaching load beyond one term must receive written
authorization of the Vice President for Instruction.
C. Posting
of a Vacancy
1. Ordinarily, a notice of vacancy for part-time positions is
prepared by the individual department hiring
manager and/or the Human Resources Department, and they may be announced
through general College communication and/or posting on the College's website.
2. Vacancies for part-time employment may be announced as internal
only, limiting prospective applicants
to current employees.
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D. Recruitment
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1. Central Piedmont Community College recruits
employees for all job classes without regard to race, color, national
origin, religion, gender, age, or disability.
2. The College encourages
the participation of faculty and staff in the recruitment of excellent job
candidates. Recommendations may be solicited concerning eh kinds of
specialists needed to strengthen the College's various work units, groups,
departments, and offices.
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E. 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, gender, 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 NC 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. Neither
the acceptance of an application nor the subsequent entering into of any
part-time employment will serve to create any implied contract for future
employment, to confer any right to remain in the College's employ, or other
wise change in any respect the employment-at-will relationship between the
College and the applicant or employee.
4. 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 part-time 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 part-time 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.
5. The College may 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
A.
The immediate administrator for the position will contact the appropriate Human
Resources analyst and may request assistance with advertising and/or creation
of a requisition for the position within the College's applicant tracking
system (if applicable).
B.
If the vacancy is not a previously defined part-time position, the hiring
manager will provide a completed job description to the Director of
Compensation and Benefits. The Director of Compensation and Benefits will
recommend a position title, employee category, and pay rate for the
position.
C.
Notification of the position vacancy may be internal or external, and will
include those
media deemed appropriate by the hiring manager of the position.
D.
The position shall be open for the length specified as necessary by the
hiring manager.
E.
The hiring manger will review the applications
to establish those applicants who meet the minimum qualifications for the
position as advertised, and to determine those candidates to be interviewed.
F.
If a selection is made, the hiring manager will offer the salary established
on the part-time salary schedule for the position. Any salary offers for an
amount above the established part-time rate for the position must have the
prior approval of the Director of Compensation and Benefits.
G.
Hiring managers will notify the Human Resources office of a newly or rehired
part-time employee by submitting the “Intent to Hire” notification.
H.
The Human Resources office will process the part-time employee, and all
employment shall be conditional upon successful completion of the criminal
and/or credit checks as referenced in Section II.E.3.
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A. A part-time staff employee must be assigned a work
load of no more than 1,080 total hours per fiscal year.
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B. A part-time teaching employee may be assigned up to 50%
of a full-time teaching load
or a maximum of two classes, whichever is
greater. Exceptions to the maximum load must
be approved by the dean. Curriculum teaching
assignments are based on load units that are
calculated on a 1:1 basis. Other load unit
calculations can be found at 4.12 Workloads for
Exempt Personnel.
The combination of all load units and contact hours must be less than
1,080 hours per fiscal year. A part-time
teaching employee is hired to teach specific classes and to be reasonably
accessible to students. The part-time teaching employee differs from a
full-time teaching employee who has a full-time, professional commitment to
the College and who is expected to provide instruction, assist students,
engage in professional development, and serve the College.
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V. Salary: A part-time employee
is paid at the hourly rate published for his/her job class in the current
part-time salary schedule. A part-time curriculum instructor is paid on a
per course basis. Part-time non-curriculum instructors are paid on a
published contract hour rate schedule.
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VI. Retirement: Part-time community
college employees are prohibited by state law from being members of the
State Employees' Retirement System.
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VII. Insurance Benefits: A
part-time employee is covered by Worker's Compensation Insurance while on
the job.
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VIII. Leave Benefits: A part-time
employee does not receive any paid leave benefits. A part-time employee who
has accumulated leave benefits prior to July 1, 1999, will be allowed to
use leave time in accordance with the appropriate leave policy.
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Cabinet
approved 1-7-08; Cabinet approved change 8-4-08
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PPM4.03 Top of this page
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