Catawba Valley Community College- Personnel and Employment

828.327.7000

CVCC Policies

5. Personnel and Employment

5.1 Equal Opportunity Employer
The Board of Trustees of Catawba Valley Community College is committed to the provision of equal opportunity as required by North Carolina General Statute 115D-77.

CVCC is not presently a federal contractor and therefore is not subject to the Affirmative Action requirements of Executive Order 11246 as amended by 11375. While there is no intent to bestow an employment advantage to any person because of race or sex, CVCC promotes the employment of women and minorities.

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5.2 Employment Categories and Benefit
Regular Full-Time- A position established in the budget as a regular, recurring position. Employment must be for nine or more months per fiscal calendar year and considered full-time weekly employment. Employee receives all employee benefits as published in this policy document.

Regular Part-Time- A position established in the budget as a regular, recurring position. Employment must be for nine or more months per fiscal calendar year and at least 20 hours per week but less than full-time weekly employment. Employment benefits are not provided except employee may participate in the state health plan at no cost to CVCC. Effective July 1, 1991, regular part-time employees are eligible for longevity pay based on Rule 2D.0109 of Title 23 of the North Carolina Administrative Code.

Thirty (30) Hours Part-Time- A position identified at the beginning of the fiscal year, or established by demonstrated need during the year, which will be retained on a continuous basis. Employees must be employed or expected to be retained in the position for a minimum of nine (9) months per year and work a minimum of thirty (30) hours per week, but no more than thirty-five (35) hours per week. Thirty-hour part-time employees will be eligible for the following benefits:

Mandatory participation in the State Retirement System;
Eligibility for the State Health Plan; and
Longevity Pay.

Temporary Part-Time – A position established for a time-limited term, based upon short-term needs of CVCC. Temporary part-time employees earn no benefits. Temporary part-time employees have no expectancy of re-employment at CVCC.

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5.3 Hiring
CVCC uses an advertising, recruiting, screening, and interview process to hire full-time positions. The Personnel Office coordinates the hiring process for all full-time positions. Interviews are conducted by a hiring committee specifically assembled for each position hired. The committee makes a hiring recommendation to the President. The President makes the final decision on all offers of full-time employment.

A part-time instructor for a class is generally hired by the CVCC administrator for the school responsible for the class.

Part-time non-teaching positions are generally hired by the supervisor(s) for the area in which the employee will work.

Veterans are provided a preference in hiring decisions in accordance with Section 128-15 North Carolina General Statutes.

In lieu of the advertising, recruiting, screening, and interview process, the President may choose to appoint a qualified individual to any position vacancy.

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5.4 Nepotism
CVCC shall not employ two or more persons concurrently who are closely related by blood or marriage in positions which would result in one person of such family 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. "Closely related" is defined to mean mother, father, brother, sister, son, daughter, father in law, mother in law, son in law, daughter in law, sister in law, brother in law, grandmother, grandfather, grandson, granddaughter, uncle, aunt, nephew, niece, husband, wife, step parent, step child, step brother, step sister, guardian or ward. With respect to the concurrent service of closely related persons within the same academic department or other comparable college 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.

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5.5 Job Responsibilities
Employees are expected to fulfill the requirements of the position to which they are appointed/assigned. The Personnel Office shall maintain an up-to-date job description for all employees. These job descriptions should provide the qualifications for a position as well as essential duties and responsibilities. The Personnel Office shall be responsible for communicating the information contained within the job descriptions to the appropriate individuals.

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5.6 Faculty Instructional Loads
Guidelines for the determination of faculty instructional loads shall be established by the Chief Academic Officer. Faculty instructional loads may vary due to non-instructional responsibilities, the nature of the courses within an instructional load, and other variables.

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5.7 Dress
Employees are requested to dress appropriately to present a professional appearance.

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5.8 Secondary Employment
Secondary employment shall not be permitted if it creates either directly or indirectly a conflict of interest with the primary employment. Secondary employment shall not be permitted if it impairs in any way the employee's ability to perform all expected duties. The employment responsibilities to CVCC are primary for any employee working full-time. Any other employment in which that person chooses to engage is secondary. Any concerns about the employment must be resolved before the employee accepts the secondary employment.

An employee shall notify the President or designee in accordance with procedures established by the Personnel Office before engaging in secondary employment. The notification should include sufficient information to appropriately identify the position and work requirements of the secondary employment. The purpose of this notification is to determine that outside employment does not have an adverse effect on an individual's full-time CVCC responsibilities. Employee notification of secondary employment shall be treated confidentially for all purposes other than review and action by appropriate supervisory personnel. Acknowledgment of the notification will be provided to the employee. The notification requirement applies to persons holding secondary employment at the time this directive is published as well as any person seeking to accept secondary employment.

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5.9 Political Activity Limitations
Each employee retains all the rights and obligations of citizenship provided in the Constitution and laws of North Carolina and the United States. This includes the right to run for and hold partisan political office.

No employee shall:

Run for political office without notifying the Board of Trustees, through the president of intention to run and to comply with the requirements of the code.
Take any active part in managing a campaign, or campaign for political office or otherwise engage in political activity, while on duty or within any period of time during which he/she is expected to perform services for which compensation is received from CVCC.
Involve CVCC in political activities.
Serve in office if to do so will interfere with carrying out the duties of his/her position with the institution, unless a leave request has been granted. Any employee elected or appointed to a full-time public office or the General Assembly is required to take leave without pay upon assuming the office.
Solicit political support during regular work hours or on CVCC property.

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5.10 Professional Development
CVCC shall provide professional development opportunities enabling employees to grow both professionally and personally and designed to improve the services of CVCC. All full-time employees are required to establish and complete professional development plans in accordance with guidelines established by the President’s Cabinet.

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5.11 Employee Evaluations
Evaluation of the President shall be conducted on an annual basis by the CVCC Board of Trustees in accordance with the requirements set forth by the North Carolina Community College System.

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All full-time employees shall be evaluated at least annually in accordance with requirements established by the President’s Cabinet.

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5.12 Salary Determination - Full-time Faculty
The breadth of vocational, technical, and college transfer programs and courses offered by CVCC requires faculty with a wide range of education, work experience, knowledge, skills, abilities, certifications, and/or licenses. In addition, large differences exist in the number of individuals available and qualified as instructors for the respective educational programs. Further, CVCC must compete with business and industry for well-qualified individuals in the vocational and technical fields.

The base schedule for entry salaries for the various degree levels is established giving credit for 0-3 years of experience. The base schedule is expanded to include salaries for years of creditable experience up to 6 years.

Additional schedules provide entry salaries based on market/supply demand factors. These schedules are for faculty positions that are in short supply or high demand in the market. If CVCC finds that, for certain positions, qualified faculty cannot be recruited given the entry level salary from the base schedule, administrators are then allowed the flexibility to raise the entry level salary depending on specific market influences.

The two additional market schedules are based on the following guidelines:

If a faculty position is found to be 5-10% behind the market, or less than five (5) qualified applicants apply during the two week advertisement period, then the position is placed on Market Demand Schedule I; and
If a faculty position is found to be 10-20% behind the market, then the position is placed on Market Demand Schedule II.

Teaching and non-teaching work experiences, most often enhance an instructor’s teaching capabilities. Therefore, teaching and non-teaching work experience credit (in years), completed previous to CVCC employment, which is directly related to the topical area of instruction, will be given at the following rates: Teaching Experience 1:1, Non-Teaching Experience 3:1, with a maximum of 6 years credit. (The initial 3 years experience is excluded since credit is received in the base schedule.)

Faculty members will be placed at the appropriate point on the salary table which corresponds to the level of education which has been attained. Instructors will be paid according to their terminal degree, as determined by the NCCCS minimum pay scale. It will be the instructor’s responsibility to provide the Personnel Office with an official transcript or document attesting to such academic/professional accomplishment.

Faculty completing additional degrees may be eligible for a salary adjustment July 1, following completion and receipt of documentation. The employee will be placed at the minimum salary for the specific degree earned, and either receives a minimum salary placement increase or the appropriate adjustment as follows, whichever is greater:

Associate Degree $50.00
Bachelor’s Degree $100.00
Master’s Degree $150.00
Doctorate Degree $200.00

Faculty Salary Schedules

Base Schedule
Level of Experience	3	4	5	6
High School Graduate	3813	3927	4045	4167
Associates Degree	3869	3985	4105	4228
Bachelors Degree	4112	4235	4362	4493
Masters Degree/Master's + 18	4328	4458	4592	4729
Doctorate Degree	4639	4778	4922	5069

MARKET DEMAND SCH. I
Level of Experience	3	4	5	6
High School Graduate	4099	4222	4349	4479
Associates Degree	4159	4284	4412	4545
Bachelors Degree	4420	4553	4690	4830
Masters Degree/Master's + 18	4653	4792	4936	5084
Doctorate Degree	4987	5137	5291	5449

MARKET DEMAND SCH. II
Level of Experience	3	4	5	6
High School Graduate	4406	4539	4675	4815
Associates Degree	4471	4605	4743	4886
Bachelors Degree	4752	4894	5041	5193
Masters Degree/Master's + 18	5002	5152	5306	5465
Doctorate Degree	5361	5522	5687	5858

Updated February 2009

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5.13 Faculty Administrative Adjustment
Some faculty classifications have significant responsibilities in addition to the role of instructor. These responsibilities may be rotated among faculty, therefore, may or may not be assigned to the same person on a continuing basis. As a result, the most efficient way of compensating individuals for these added responsibilities (faculty evaluation, schedule development, procurement of part-time faculty, covering classes for ill or absent instructors within the division, etc.) is to develop an administrative adjustment. These adjustments are intended to be provided to the person assuming the additional responsibilities, but stopped when those duties are relinquished. By using this method of compensation, CVCC ensures that it pays for the additional services provided by an employee when those services are provided and is not required to continue payment when the responsibilities are transferred to another individual. The faculty classifications identified for this practice and the monthly supplement are as follows:

Department Head $500
Director $200

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2550 US HIGHWAY 70 SE • HICKORY, NC • 28602-8302 • 828.327.7000

828.327.7000

Updated 08.10.2011: Employment