Organizational Unit: Human Resources
The Human Resources department serves as the personnel office of the College and handles employment functions as well as payroll and benefits for faculty, staff, and students. It works with both academic and administrative departments to advise on employment matters to ensure uniform compliance with policies and procedures of the College as well as applicable federal and state regulations. The department serves as the primary interface with benefit providers to recommend changes, enroll eligible employees, and resolve service issues that may arise. It also serves as a resource for employees to assist in resolving concerns related to employment as well as payroll and benefits. Human Resources coordinates the Workers' Compensation program and works with state agencies on matters related to unemployment compensation.
Mission and Goals
Coker College Employment Practices
This description of Coker College Employment Practices encompasses three phases of the College's relationship with employees. Those stages are the recruitment, the employment period, and the employment separation.
Coker College realizes that having employees who are competent and experts in their field of teaching for faculty members and in their ability to perform the day to day administrative duties for staff members is valuable to the College; therefore, the recruitment of the right individual is imperative and the focal point of the search. The recruiting process is divided into three stages: recruiting, interviewing, and selecting the best applicant.
Recruiting begins with the preparation of a job description for a newly created position, or the re-evaluation of the job description for a current position, to determine the knowledge, skills, and abilities the ideal candidate should demonstrate. Knowledge refers to the facts or the information the individual has learned through either education or work experience and is measured based on educational degrees. Skill refers to the level of expertise the employee should possess. Ability refers to the aptitude of the individual to execute the duties of the job. In combination, the results of this evaluation guides in the creation of the job advertisement and provides the assessment criteria for the candidates.
The next step invoves verifying the available budget dollars, which is important in the goal of maintaining budget integrity, and evaluating the fair market value of the position.
Once this foundation is prepared, then the search process starts. Faculty positions follow The Policy on Recruitment and Selection of Faculty Selection 130.10 of the Faculty Handbook. In the case of staff salaried positions, a search committee aids in the interviewing and selection of the candidates. The search committee maintains compliance with the guidelines set forth by the Title VII Civil Rights Act, the Age Discrimination in Employment Act, the Rehabilitation Act and the Americans with Disability Act, the Pregnancy Discrimination Act, and the Immigration Reform and Control Act. The committee is charged with checking references to prevent a situation of negligent hiring.
When the right person is found, the Department Head will initiate the Recommendation for Employment (RFE) and submit it for approval signatures. An offer is then made to the candidate. The RFE is submitted to the Human Resources Office to generate a Letter of Offer to send to the candidate.
New Employee Orientation:
New employee orientation serves to familiarize newly hired staff and faculty with the accepted policies and procedures to ensure their general understanding of the College operation. This is an important transition time, as it gives the new employee an awareness of how they fit into the organization.
Benefit eligibility is described in each manual, and the Human Resource Office facilitates benefit enrollment for all new full time employees. Health insurance and life insurance benefits are offered to all new employees the first day of the month following full time status. Retirement benefits are offered on the employee's first anniversary. Long term disability benefits are offered on the second anniversary.
Staff employees are granted vacation and sick leave; the number of such days granted is determined by the employee's years of service.
Employee Performance Evaluation:
Performance evaluation provides important feedback regarding whether or not the employee's work fulfills the expectations of the College. The Human Resource Office provides the standardized evaluation forms and offers mediation services.
Faculty members are evaluated by their Department Chair and by their students. These appraisals are shared with the Dean of the Faculty and then with the College President to be used during periods of promotion and tenure.
Staff members are evaluated several times during the first six months and each year thereafter, unless there is evidence that the employee needs additional feedback.
Faculty Promotion and Tenure:
Full time faculty members have four different positions of rank. These ranks are Lecturer, Assistant Professor, Associate Professor, and Professor. The promotion process is addressed in detail in the Faculty Handbook in Section 130.30 [509, p 40].
Tenure is granted in accordance with the Section 130.20 Policy on Tenure in the Faculty Handbook [509, p 38], by-laws of Coker College, and with AAUP policy.
Staff members can be promoted when they apply for jobs that require a higher level of responsibility, or when the College needs to add a new position and a staff member appears to have the knowledge, skills, and abilities to fill this position.
Employees are expected to be on the job during assigned work hours. If the employee is unable to report to work when expected, he/she must notify the direct supervisor as soon as possible to allow for a replacement.
Coker College employees are expected to show respect for their colleagues. It is important that all employees feel safe and comfortable as they perform their duties and do not fear any form of discrimination or harassment. An employee who experiences any incident of discrimination or harassment is encouraged to report such incident to a supervisor or the Human Resources Office.
Drug Free Workplace:
Coker College is a drug free workplace.
The Faculty Handbook states: "The policy on grievance procedure is developed in the By-Laws of Coker College" (Section 130.53) [509, p 53]. These guidelines may be used when there are concerns over salaries, assignment of teaching duties, assignment of space or other facilities, and propriety of conduct, unless the matter is involved in Dismissal Proceedings.
The Employee Complaint Policy (Section 200.18) in the Staff Handbook
is a three phase process. When a concern arises, the employee must begin
by notifying the direct supervisor. If the problem remains unresolved,
the employee appeals to the next level of supervisor. If a resolution
is not found at the second level, the College President becomes involved.
His decision is binding.
|509||HTML DOC PDF||Fac. Senate: Advocacy Committee||Faculty Handbook||Faculty handbook outlines rights and responsibilities of faculty, including tenure, promotion, faculty senate, committees|
|528||HTML DOC PDF||Office: Business||Staff Manual as of August 2003||Staff Manual or Handbook|
|849||HTML DOC PDF||Office: Business||Job Description for the Human Resources Manager||Responsibilities and duties of the Human Resources Manager|
|851||HTML DOC PDF||Office: Business||Job Description for the Payroll Benefits Coordinator||Responsibilities and duties of the Payroll Benefits Coordinator|
|1087||XLS||Office: Business||Human Resources Budget Worksheet 2003-04||Budget worksheet for human resources for 2003-04|
|1088||HTML DOC PDF||Office: Business||Human Resources Mission, Vision, Goals, 2003-04||Planning document for effectiveness with mission, goals, and objectives for human resources for 2003-04|
|1414||DOC PDF||Office: Business||Human Resources Office Description and Effectiveness Improvements||Describes the functions of the Human Resources Office and improvements made 1998-2003|
|1531||DOC PDF||Office: Business||Theresa Hough, Résumé||Résumé for Theresa Hough|