Test

As an Equal Opportunity Employer, Colby Community College the College does not discriminate with respect to hiring, continuation of employment, promotion, tenure, other employment practices, application for admission or career services and placement on the basis of race, color, gender, age, disability, national origin or ancestry, sexual orientation or religion All personnel actions such as recruitment, selection, compensation, benefits, and promotions are included in the college’s Equal Employment Opportunity Policy. [Revised April 2014; December 2020]

1. Procedure for Selecting Full-Time College Personnel (other than President or senior staff).

a. Vacant positions may be advertised first internally, to allow current employees an opportunity to apply. Vacancies which are not filled through internal transfer shall be advertised in appropriate media and through educational outlets to solicit external candidates. In exigent circumstances, as determined by the President and/or Board, the hiring procedure may be modified to best meet the needs of the institution, while remaining mindful of the Equal Employment Opportunity Policy. [Revised April 22, 2014]

b. Position announcements will be developed and disseminated by the Director of Public Relations, with assistance from the appropriate administrator(s). These announcements must include the position title, function, qualifications, salary range, and application requirements. [Updated December 2020]

c. For consideration, external candidates should have a thoroughly completed application. This will include a letter of interest referencing the position or an official CCC
application, current résumé with a minimum of five references (including address/telephone/email) and all postsecondary transcripts. (Unofficial transcripts will be accepted). Letters of recommendation are encouraged but not required. The selected candidate will provide official college transcripts, successfully complete a background check, and complete any additional required paperwork prior to employment. Late applications may not be reviewed until all other applications have been given due consideration. [Updated December 2020]

d. Positions that require special skills, such as but not limited to typing, mathematical computation, and computer proficiency, may have qualifying tests to ensure that applicants are appropriately qualified. Faculty positions may also require classroom demonstrations as a part of the interview process. Further, a written exercise to demonstrate communication skills may also be required of all candidates.

e. A search committee, including a chairperson, will be appointed by the President in consultation with college administration. The committee should be representative of the
institution and sensitive to the college mission and goals. Generally, a committee will have between five and seven members; a non-voting student member may also be appointed
depending upon the specific vacancy.

f. The search committee will conduct candidate screening, which includes verifying references and applicant information. An appropriate number of the most qualified applicants will be selected for interview. Though this number will vary based on the size of the applicant pool, it will generally be between three and ten candidates. In some cases, the position may be re-advertised when no suitable applicant is identified in the selection process. It is expected that all discussions and shared information be kept confidential by the committee; violation of privacy may result in disciplinary action by the college. All candidates should be asked the same set of questions in order to ensure fairness in the process. Follow-up questions may be asked only for the purposes of clarification of a candidate’s response. All application materials will be maintained in the President’s office and may not leave the administration area in Thomas Hall.

g. Following interviews and deliberation, the search committee will submit to the President a report which includes the top three finalists (or less, if fewer are deemed suitable) in order of preference. The President, along with additional administrators when appropriate, will interview any or all of the finalists and notify the committee of the final selection. The President will subsequently recommend the final candidate to the Board of Trustees for employment with the College.

h. A complete file of all search committee materials, including applications, reports, notes and other written communication, will be maintained in the President’s office for a minimum of three years. [Revised June 2011]

2. Salary. Salary and wages shall not be related to or based on race, color, gender, age, disability, national origin or ancestry, sexual orientation, or religion of any employee. As additional women and minority group members are hired, their salaries and level of employment must favorably compare with other newly hired employees with the same qualifications. Officials responsible for final salary and wage decisions will periodically review existing salaries to ensure compliance with this policy. If necessary, the President may advise the vice presidents or supervisor to readjust the salary recommendation to correct inequities related to race, color, gender, age, disability, national origin or ancestry, sexual
orientation, or religion.
3. Fringe Benefits. In addition to wages and salaries, any employment benefits appropriate to particular groups of employees of Colby Community College who receive all or part of their salaries from the Board of Trustees will be applicable to all personnel regardless of race, color, gender, age, disability, national origin or ancestry, sexual orientation or religion. [Updated December 2020]
     a. All insurance annuity and other such contracts shall be examined and where unwarranted differences based on sex exist, efforts shall be  instituted to rectify these discrepancies.
   b. Maternity leave shall be made available with no career penalties attached.
   c. Reasonable time off without penalty shall be granted equally to men and women for necessary emergency family care.
   d. Any female employee shall be allowed to continue working during pregnancy for as long as her physician certifies that she is able to do so.
   e. Pregnancy or childbirth requiring leave of absence shall be treated as a temporary disability.

4. Special Regulations
   a. Marital status or the prospect of marriage shall not be a condition for employment. No employee shall have direct supervisor responsibilities over another employee in which the supervisor is an immediate family member or they are engaged in a romantic relationship.
   b. Employment of a qualified person to a permanent or temporary position shall be made without regard to family relationships such as the person holds with other faculty or staff members, except in areas of financial management and where the appointment involves supervisory relations or participation in management decisions affecting salary, promotion or continuing employment of a spouse. [Revised April 22, 2014]
   c. Efforts shall be made to place women and members of minorities in administrative and institutional roles throughout the College. [Revised April 22, 2014]
   d. All those at any level responsible for committee assignments will make genuine efforts to assure that all groups are represented on policy and decision-making committees for the College. [Revised April 2014]

5. Promotion. All individuals responsible for promotion of the college faculty and staff will:

a. Compare the promotion records of men, women and minorities. [Revised January, 2014]
b. Consider employees within their divisions who presently hold positions that under-utilize their talents for promotion when college vacancies occur which would more fully utilize their skills.

[Reviewed July 2020]