Chapter Two: Personnel
|Procedure Title:||Performance Evaluation Rating Appeal Process (Non-Classified and Classified Staff)|
|Based On:||Board Policy No. 3|
|Date Adopted/Revised:||August 5, 2013
A College employee may submit a formal request for reconsideration of their performance evaluation rating utilizing the following process:
An employee who does not agree with their evaluation may request, in writing, a review of the evaluation with the reviewing official (RO). This written request must be made within five business days of the initial performance evaluation meeting between the rater and the employee. The RO will schedule a meeting with the employee within two weeks (14 calendar days) of receipt of the request from the employee. The RO may also meet with the rater during the same two week period. Within three business days after meeting with the employee, the RO will respond in writing to the employee's request.
If an agreement is not reached between the employee and the RO, the employee may request, in writing, a meeting with the supervising executive cabinet member (SECM) (if the cabinet member is not the RO). The written request by the employee must be made within five business days from the date of the RO's response. The SECM will schedule a meeting with the employee within two weeks (14 calendar days) of receipt of the request from the employee. The SECM may meet with the rater and the RO during the same two week period. If there is an additional supervisor within the unit between the SECM and the RO, this supervisor will provide input for consideration. Within three business days following the meeting with the employee, the SECM will respond in writing to the employee's request.
If an agreement is still not reached, the employee may request, in writing and within five business days from the date of the SECM's response, a meeting with the College's Human Resource Director (HRD). The HRD will schedule a meeting with the employee within two weeks (14 calendar days) of receipt of the request from the employee. The College's HRD may meet with the rater, RO and/or the SECM (if not the RO) during the same two week period. The HRD will analyze the information and present the findings within three business days of the appeal request. The HRD will prepare a file of the requests and responses to include the finding and determination.
If an agreement is still not reached, the employee may request, in writing and within five business days from the date of the HRD's response, a meeting with the President of the College. The request shall include any additional information that will support the employee's position. The President will review the file and the additional information and determine if a meeting is warranted. If the President determines a meeting is not warranted, the employee will be notified in writing within two weeks (14 calendar days) of receipt of the request from the employee. If the President determines a meeting is warranted, the meeting will be scheduled within two weeks (14 calendar days) of receipt of the request from the employee. The President may meet with the rater, the RO, the SECM (if not the RO), and the HRD during the same two week period. The President, within three business days after meeting with the employee, will make a final determination on the matter and the employee will be notified in writing of the decision.
|Procedure Title:||Dress and Personal Appearance|
|Based On:||Board Policy No. 3
|Date Adopted/Revised:||October 11, 2010
It shall be the policy of South Arkansas Community College to encourage all employees to use good judgment and discretion in their dress and appearance. Personal appearance shall be appropriate to the job assignment and location. While at work, South Arkansas Community College employees are expected to dress in a manner that will reflect the image of a professional public servant.
South Arkansas Community College requires and will provide uniforms for all physical plant personnel. Each employee required to wear a uniform shall take the necessary steps to protect them from excessive damage and wear. Upon separation of employment all uniforms are to be surrendered to the physical plant director.
Instructional shop/laboratory, food service, and nursing personnel may elect or be required to wear aprons, uniforms, or lab coats. All employees will confer with their supervisors to ensure appropriate professional attire for their workplace environment.
The President of the college, at his/her discretion, may declare certain days as casual days.
|Procedure Title:||Selection Process – Extra Help Employees|
|Based On:||Board Policy 3|
|Date Adopted/Revised:||March 29, 2010|
|I.||A job description will be developed/revised as appropriate by:|
|A.||Human Resources Office reprsentative|
|B.||Area Vice President or designee|
|C.||Supervisor of the position|
|II.||The selection committee will be appointed by the area Vice President or designee; membership will include the area Vice President or designee, two staff members, and a Human Resources Office representative.|
|III.||An hextra help position must be assigned an authorized classification in accordance with the Uniform Classification and Compensation Act and any person hired in an extra help position must meet the minimum qualifications and any other requirements set by the official class specification of the classification assigned to the position.|
|IV.||IThe rates of pay for extra help employees shall be set in accordance with and will not exceed those provided in the Uniform Classification and Compensation Act for the appropriate classification. An approved Personnel Action Form (PAF) is required prior to hiring extra help employees.|
|V.||Extra help employees may not exceed one thousnad five hundred (1,500) hours per fiscal year. Extra help employees are eligible to apply for but are not guaranteed a regular position before, during, or after the maximum 1,500 hours worked per fiscal year. Extra help positions are ineligible for college benefits.|
|VI.||The Human Resources Office will administer any test, determine if candidates meet minimum standards of the position and maintain appplicable personnel records.|
|VII.||The committee members will determine who will check references; theHuman Resources Office will perform criminal background checks. All background chceks should be complete prior to hiring.|
|VIII.||The committee will make a recommendation to the area Vice President. The VicePresident will review the recommendation and if acceptable will make the final hiring decision.|
|Procedure Title:||Influenza Leave Policy|
|Based On:||Board Policy 3|
|Date Adopted/Revised:||October 5, 2009|
Employees and students who display symptoms of flu illness may be directed to stay at home and not attend work or classes until their symptoms have subsided and they have been free of fever for at least 24 hours.
Employees who earn sick leave will be required to use sick leave for absences attributed to this illness. Employees will be required to use annual leave in cases where sick leave balances are not adequate. Employees who have been employed less than one year and have not had time to accumulate adequate leave balances will be allowed to have a negative sick leave balance at the earnings rate of 8 hours per month for the remaining months of their first year of employment. Other employees who have documented a serious illness in the previous year may also be afforded the opportunity to have a negative leave balance. Employees who do not have adequate leave balances will be docked the following pay period for the balance of time missed.
The college administration may allow certain employees to make work-at-home arrangements due to their illness or to care for family members who are ill with the flu. Also, the college administration may consider flex-time, if feasible, to prevent the spread of the disease. All work-at-home arrangements or flex-time plans must be approved by the college president or vice presidents.
Notification of absence due to illness will be given as soon as possible on the first day of absence to the employee’s supervisor. Within two days of return to work, the employee should complete the appropriate leave request form. If an employee fails to make proper notification for use of sick leave, such absences will be charged to annual leave or leave without pay.
Employees who are on sick leave for five (5) or more consecutive days must furnish a certificate of illness from an attending physician.
Extra Help employees do not earn sick or annual leave and will not be paid for time not worked due to influenza but the college will make efforts to see they are allowed work time to make up missed hours if at all possible. Work study students will also be allowed the opportunity to make up missed hours if possible.
The college administration may also require others such as volunteers, interns, and employees such as WIA paid workers to remain off campus until symptom free for 24 hours.
Any and all parts of this policy that are contrary to State regulations are null and void.