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  Introduction to the Handbook
  Message from the President
  About Your College
  Ivy Tech Foundation
  Regional Administrative Centers
  Personnel Policies and Procedures
  Employment at the College
  Equal Employment Opportunity Policy / Affirmative Action
  Prohibition Against Harassment - Policy and Complaint Procedure
    - Sexual Harassment
    - Reporting and Complaint Procedure
    - Investigation
    - Determination
    - Corrective Action
  Consensual Romantic or Sexual Relationships
    - Faculty and Students
    - Between Employees
  Americans with Disabilities Act (ADA)
  New Employees
    - Employment Background Checks
    - Orientation
    - Teamwork
    - Probationary Period
  Employee Categories
    - Faculty
    - Support Employees
    - Administrative Employees
    - Rehired Employees
    - Independent Contractor
    - Volunteers
  Classification Criteria
    - Exempt Staff
    - Non-Exempt Staff
    - Faculty
  Faculty Promotion
  Administrative and Support Staff Credentials
  Faculty Credentials
  Job Postings
  Leaving the College
    - Resignations
    - Exit Interview
  General College Operations
  Safety at the College
  Computer Resources Policies
  Time Off
  Health and Dental Care Programs
  Other Core Benefit Programs
  Voluntary Benefits
  Retirement Programs
   
  Updates:

August 2014
July 2014
July 2013
September 2012
July 2012
July 2011
February 2011
December 2010
August 2010
July 2010
November 2009
September 2009
March 2009
January 2009
July 2008
January 2008
July 2007
March 2006
May 2005
March 2005
December 2004
January 2004
December 2003
September 2003
May 2003
March 2003
November 2002
May 2002
February 2002
December 2001

 

 

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Full-Time Employee Handbook
Personnel Policies and Procedures
   

We would like to welcome you as a new employee to the College. As an employee of Ivy Tech, you need to understand the employment process. There are certain policies and procedures dealing with equal opportunity employment, new employees, advancement opportunities, and terminating employees. Also, there are different groups of employees and different types of employment at the College. If you have any questions about these, please ask your supervisor.

Equal Employment Opportunity/Affirmative Action (EEO/AA) Policy

The College employs qualified persons and provides equal opportunities for the advancement of employees. The College employs, promotes, transfers, reclassifies, and trains in a manner which will not discriminate against any person because of race, color, creed, religion, gender, sexual orientation, national origin, physical or mental disability, or age, per the College EEO/AA policies. The College is committed to providing a work environment free of discrimination.

If you believe you have been discriminated against or harassed by a coworker, supervisor, or agent of the College, you should promptly report the facts of the occurrence and the names of the individuals involved to your supervisor, the Human Resources Administrator, or an Affirmative Action Officer. Your Supervisor, Human Resources Administrator, or Affirmative Action Officer will look into all reported occurrences and take the appropriate corrective action, if necessary.

Prohibition Against Harassment - Policy and Complaint Procedure

Ivy Tech will not tolerate harassment based on race, color, creed, religion, gender, sexual orientation, national origin, physical or mental disability or age, and/or opposition to prohibited discrimination or participation in this or any other complaint procedure. This prohibition covers harassment against any Ivy Tech employee by anyone (supervisors, co-workers, students, or non-employees) in or related to an Ivy Tech campus. The policy prohibiting harassment includes adverse treatment of employees because they report harassment or provide information related to such complaints.

 

Sexual Harassment

Sexual harassment is simply one form of harassment covered by this policy. Sexual harassment encompasses unwelcome sexual advances, requests for sexual favors, and other oral, written or physical conduct of a sexual nature where:

Submission to the conduct is an explicit or implicit term of employment;
Submission or rejection of the conduct is the basis for any employment decision affecting that individual; or such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile or offensive working environment.

Sexual harassment would include, but not be limited to, actions such as: 1) sex-oriented oral or written (including electronic) "kidding" or abuse, 2) displaying or circulating photographs, drawings or graffiti of a sexual nature, 3) subtle pressure for sexual activity, 4) physical conduct such as patting, pinching, or constant brushing against another's body, and 5) explicit demands for sexual favors, whether or not accompanied by implied or overt promises of preferential treatment or threats concerning an individual's employment status.

 

Reporting & Complaint Procedure

Employees are encouraged to report inappropriate behavior before it becomes severe or pervasive. An employee who thinks that he or she has been a victim of harassment and who desires to file a complaint to that effect should complain first to his/her immediate supervisor unless that supervisor is the subject of the complaint. Under this circumstance or under any other circumstance where the employee prefers not to complain first to immediate supervision, the employee may file a complaint with the Human Resources Administrator or anyone else in a managerial role. All supervisors and members of management to whom a complaint of harassment is brought or who independently observe behavior prohibited by the harassment policy are to report the complaint of harassment or information about harassment promptly to the highest ranking official at the respective facility who is not the alleged harasser or to the Human Resources Administrator.

While employees are encouraged to file internal complaints of harassment before filing charges of unlawful harassment with the Equal Employment Opportunity Commission (EEOC) or the Indiana Civil Rights Commission (ICRC), there is no obligation to exhaust internal procedures. Employees should keep in mind that the deadline for filing an external complaint of alleged harassment runs from the last day of the unlawful harassment and not from the date that the internal complaint is resolved or the internal procedure abandoned. An employee with a question about the applicable deadline for filing an external complaint should contact the EEOC and/or ICRC.

 

Investigation

Employees filing complaints of harassment are assured that information about the allegation of harassment will be shared only with those who need to know about it. Records relating to harassment complaints will be kept confidential on the same basis. Complete confidentiality cannot be guaranteed since conducting an effective investigation would not be possible without revealing certain information to the alleged harasser and potential witnesses. Under no circumstances will the individual who conducts the investigation or who has any direct or indirect control over the investigation be subject to the supervisory authority of the alleged harasser.

 

Determination

After all of the evidence is in, interviews are final, and any credibility issues are resolved, a determination as to whether harassment occurred will be made and the parties informed of the determination. If no determination can be made because the evidence is inconclusive, the parties will be informed of this result.

 

Corrective Action

After the determination is made, the College will undertake prompt and appropriate corrective action including discipline up to and including termination of employment, whenever it determines that violation of this policy has occurred. Such corrective action will be reported to the employee making the complaint.

Consensual Romantic or Sexual Relationships

The College’s mission is promoted by and dependent upon professionalism exhibited by all employees, especially in regard to relationships between faculty and students and between employees.  Romantic or sexual relationships undermine such professionalism and adversely impact the College’s mission.  Such relationships are susceptible to exploitation and expose the College to potential legal liability.  Therefore, the College has developed this policy to regulate the consensual relationships as follows:

 

Faculty and Students

Voluntary consent by a student to a romantic or sexual relationship with a faculty member who is in a position of power over the student is inherently suspect. 

A faculty member, who for the purposes of this policy is defined as any College employee who has an educational or supervisory responsibility for the student, including but not limited to faculty members, tutors, advisors, counselors, administrators and staff is prohibited from entering into a romantic or sexual relationship with a student, even if the relationship appears to be consensual.

Faculty members are also cautioned against placing themselves in a position of authority over students with whom they have had a romantic or sexual relationship in the past or with entering into such a relationship with a student who is enrolled in the same program within which the faculty member teaches, as such relationships tend to expose both parties to potential exploitation.

Faculty members who find themselves entering into such a relationship, or who find themselves assigned to teach, or otherwise take on an educational or supervisory responsibility over a student with whom they have, or had, a romantic or sexual relationship are obligated to report the existence of such relationship to their supervisor and make arrangements to ensure that such student will not be placed under the academic or supervisory responsibility of said faculty member.

 

Between Employees

Co-workers who enter into a consensual romantic or sexual relationship should be guided by the College policy on sexual harassment. Special care should be taken by each partner in the relationship to behave professionally at work and to guard against any behavior (both at work and otherwise) that could result in a complaint of sexual harassment.

Voluntary consent by an employee to a romantic or sexual relationship with an employee who is in a position of power over them is inherently suspect. Any employee of the College with supervisory authority over another College employee (or in the case of a work study position, a student) shall not engage in a romantic or sexual relationship with such employee (including work study student employee) even if the relationship appears to be consensual.

Any employee of the College who find themselves in, or entering into, such a relationship with an employee over whom they have supervisory authority are obligated to report the existence of such relationship to their supervisor and to their Executive Director of Human Resources. The College will then use its best efforts to make arrangements to ensure that such employee (or work study student) will be removed from their supervisory authority.

Failure on the part of the faculty member or supervisor to comply with this policy may result in adverse employment action being taken, up to and including termination of employment.

Americans with Disabilities Act (ADA)

The College is committed to full compliance with the ADA. In order for the College to meet this commitment, it is the responsibility of the employee to notify the immediate supervisor and the Human Resources Administrator, in writing, of any special accommodation which may be required. The College also requires your participation in discussing the accommodation and possible alternatives.

New Employees

 

Employment Background Checks

This policy applies to all full and part-time employees, including student workers, of Ivy Tech Community College.

It is the policy of Ivy Tech Community College that all new full and part-time employees, including student workers, have an employment background check performed as a condition of employment.  All non-student workers are subject to a minimum background check that includes a criminal history and sexual offender search and verification of relevant employment and education credentials.   The background check may also include other verifications as appropriate to the type of position.  While an offer may be extended with the background check as a condition of employment, the hiring process is not complete until all background checks have been completed and the employment offer is confirmed.   Student workers are subject to a criminal history and sexual offender background check. 

Student workers who apply for other positions within the College will be subject to a background check as a condition of employment unless the College has performed the background check on the student worker within the past twelve (12) months. The results of the previously performed background check will be considered in any pending employment decision. 

Foreign nationals who have been offered employment will be subject to verification of education, verification of employment, a criminal history check and sexual offender search covering time in the United States if the period of time that the individual has worked in the United States exceeds one (1) year. A criminal history check in the individual’s prior countries of residence is required only if the individual’s visa and/or authorization to work in the United States was issued before implementation of the Patriot Act on October 24, 2001. The College will not require that a criminal history check be conducted in the individual’s prior countries of residence if the visa or authorization to work was issued or renewed under the provisions of the Patriot Act.

All individuals, including student workers, who seek employment with the College must complete an application for employment and certify by signature (electronic or written) that the statements provided are true and complete and acknowledge that employment background checks will be performed as a condition of employment.  

If the criminal history check reveals convictions which the individual disclosed in the employment application, the human resources office will review the report with the hiring manager and they will jointly evaluate each conviction, including any additional information that the individual provides, before the offer of employment is confirmed or withdrawn.  The existence of a conviction does not automatically disqualify an individual from employment.   Relevant considerations may include, but are not limited to, the nature and number of the convictions, their dates, and the relationship that a conviction has to the duties and responsibilities of the position.  Any decision to accept or reject an individual with a conviction is solely at the discretion of the College.  (All related information will be treated as confidential, and protected as such.)

If unreported convictions are revealed in the criminal history check, the offer of employment may  be withdrawn, and if employed the individual  may be separated from employment, unless the individual can provide evidence that shows the report is in error.   The decision to reject or terminate an individual with an unreported conviction is solely at the discretion of the College. (All related information will be treated as confidential, and protected as such.)
 

    Definitions
        1. “Hiring Process Complete” means that all required background checks have been completed and the employment offer is confirmed.
        2. "Criminal history check" means verifying that the selected applicant or employee does not have any undisclosed criminal history in every jurisdiction where the applicant or employee currently or has resided.
        3. "Educational verification" means ensuring that the selected applicant or employee possesses all educational credentials listed on the application, resume or cover letter or otherwise cited by the candidate that qualify the individual for the position sought.
        4. "Employment verification" means ensuring that the selected applicant or employee actually worked in the positions listed on the application, resume, or cover letter or otherwise cited by the candidate that qualify the individual for the position sought, as well as all employment during a period of at least seven (7) years immediately preceding application at Ivy Tech. This verification should include dates of employment and reasons for leaving each position.
        5. “Sex offender search" means verifying that the selected applicant or employee does not have undisclosed convictions of certain sex and violent crimes in every jurisdiction where the applicant or employee currently or has resided.
    Please contact the Human Resources office if you have any questions regarding the application of this policy.

 

Orientation

Each location conducts an orientation program for new employees. This program will familiarize you with the College's statewide and regional policies and procedures. It also will acquaint you with your responsibilities and the benefits you receive as an Ivy Tech employee. Make sure you receive an orientation that meets these objectives. Also, be sure you receive any written materials and benefits information discussed during orientation.

 

Teamwork

As a new employee of the College, you have joined a team of people working together to make Ivy Tech an outstanding place to learn and work. Your attitudes and behavior, as well as those of your coworkers, influence how smoothly the College operates and the quality of the services we provide. Keep in mind each employee has a contribution to make to the total effort of the Ivy Tech team. A good relationship with your supervisor will improve the teamwork. Your supervisor is available to help you do your job safely, correctly, and completely. You can look to your supervisor for guidance and assistance. In addition, your supervisor is interested in hearing any suggestions you have about improving the quality or efficiency of the services provided by the College.

 

New Employee Probationary Period

All newly hired benefits-eligible Administrative and Support staff employees have a probationary period, which is the first ninety (90) working days of employment. The full-time faculty probationary period extends through the first full semester of employment. During this time, your work performance is evaluated, and it must be acceptable by the end of this period to successfully complete the formal hiring process. Employees may not apply for other Ivy Tech positions until the probationary period has been successfully completed. Your work performance continues to be evaluated after the probationary period. See the section entitled "Standard of Conduct" for details about the behavior the College expects from its employees. Also, refer to the section entitled "Disciplinary Procedures" for more information on job performance problems.

Employee Categories

Each position at the College is identified by an employee group. There are three (3) employee groups at the College and you have been hired into one of these groups; Faculty, Support, or Administrative. In each of these groups you are either benefits-eligible or non-benefits eligible. It is important that you understand the group associated with your position since these categories determine your payroll procedures and benefits eligibility. The employee groups are described below. The relationship between these categories and your benefits is discussed in more detail in the section on Payroll and the chapter on Retirement

     
 

Faculty

There are four types of faculty at the College. 

Administrative Faculty – typically the Dean of a designated Academic School, is employed on a 12-month basis (August - August), may have teaching responsibilities and is benefits-eligible.

Regular Faculty - employed on an Academic Year basis (9-months, Fall and Spring terms) and if enrollment is sufficient must be offered employment during the summer term with a minimum 50% contract.  If enrollment in the summer is not sufficient in the regular program area, faculty may be approved to teach in other areas where they are credentialed. The summer extended appointment is benefits-eligible. Benefits-eligible regular faculty may not be appointed as a non-benefits-eligible adjunct faculty during the summer term until the FTE reaches 100%.  Regular faculty may hold a program or department chair designation and is benefits-eligible. 

Twelve Month Faculty - faculty in this category typically teach in programs where cohort students are required to attend fall, spring and summer and are employed on a 12 month basis beginning in the Fall term.  Twelve month faculty may hold a program or department chair designation and are benefits-eligible.

In addition to teaching responsibilities, Administrative, Twelve Month and Regular faculty typically have responsibilities for advising, institutional support, community service and professional development.

Adjunct faculty - typically employed on a semester by semester basis to teach twelve (12) or fewer contact hours per term. As a part-time employee an adjunct faculty is not eligible for participation in the College's core benefit programs but may participate in certain voluntary benefit programs.

All faculty are exempt, are not eligible for overtime pay and do not earn compensatory time. Faculty are expected to teach their assigned courses and fulfill all other faculty appointment obligations consistent with the faculty loading guidelines outlined in the Academic Support and Operations Manual, Section 3.7. Consult with your Human Resources Administrator or Vice Chancellor of Academic Affairs for more information.
     
 

Support employees

Support employees are employed to help the administrative and faculty employees accomplish their tasks. Support employees are paid an hourly rate and can earn overtime pay when the work is requested and authorized by the supervisor. Support employees do not earn compensatory time.

     
    benefits-eligible support employees are in positions that are typically planned for a period of twelve (12) months or more and work a regular schedule of at least thirty-two (32) hours per week.
     
    non-benefits-eligible part-time support employees are in positions that are planned for a period of twelve (12) months or more and work a regular schedule of less than twenty-nine (29) hours per week.
     
    non-benefits-eligible temporary support employees are in positions that are typically planned for less than twelve (12) months per year and cannot exceed 1,456 hours worked in twelve (12) consecutive months.
     
 

Administrative employees

Administrative employees have responsibilities such as the coordination and management of others or the direction of a specialized function. Administrative employees are exempt, do not earn overtime pay, and do not earn compensatory time.

     
    benefits-eligible administrative employees are in positions that are typically planned for a period of at least twelve (12) consecutive months and work a regular weekly schedule of at least thirty-two (32) hours per week.
     
    non-benefits-eligible part-time administrative employees are in positions that are typically planned for a period of twelve (12) months or more and work a regular weekly schedule of less than twenty-nine (29) hours per week.
     
    non-benefits-eligible temporary administrative employees are in positions that are typically planned for less than twelve (12) months per year and cannot exceed 1,456 hours worked in twelve (12) consecutive months.
     
  Each of the three (3) employee groups has a salary classification structure. Salary ranges by classification are determined annually. Contact your Human Resources Department for further information

 

Rehired employees

Any rehired employee performing essentially the same duties as when previously employed, with a minimal break in service, is to be paid as an employee and not as an independent contractor. A minimal break in service is defined as being rehired within one (1) year of separation from the College. This policy is a result of the Internal Revenue Service's position on this issue. The President may grant exception to this policy after review by the General Counsel and Vice President for Finance and Treasurer.

 

Independent Contractors

When the College engages the services of individuals, other than full or part-time employees, IRS guidelines must be followed regarding the treatment of tax withholding. An Independent Contractor Determination Form, listing twenty (20) factors that indicate whether an individual is an employee or independent contractor, must be completed prior to engaging the services of individuals. Please contact your Human Resources Administrator for details.

 

Volunteers

Ivy Tech acknowledges the value of individuals who want to volunteer their services to the college. Volunteers may be utilized on an as needed basis to perform services that the college would 1) not typically hire individuals to perform, or 2) to supplement the existing work force on a short term or project oriented basis.

Classification Criteria

Classification criteria for Exempt (Administrative), and Nonexempt (Support) positions are described below and serve as guidelines in establishing appropriate classification for full-time positions.  Classification is determined based on the requisite job duties and combination of education, knowledge, skills & abilities needed to successfully perform the requirements of the job.  

For full-time faculty rank is determined based on a combination of the individual faculty member’s education and experience as described.   

If you have any questions, please contact your Human Resources Administrator

— Exempt (Administrative) Staff Classifications
   
E-1

Exempt positions with responsibility for the coordination of staff or student activities or positions where responsibilities are focused on specialized duties. Generally, a bachelor's degree is required with one (1) to three (3) years' related work experience OR an associate degree or industry related certification along with three (3) to four (4) years' related work experience. Positions with supervisory duties typically require one (1) to two (2) years' prior experience. Positions typically report to higher level exempt staff. Positions may include: advisors, associate/assistant directors, coordinators, librarians, network administrators, administrative assistant.

   
E-2

Mid-management positions with responsibility for the management and operational performance of activities of a department or function within a major organizational unit. Positions typically have responsibility for the supervision of exempt and/or non-exempt staff; managing departmental budgets; and, establishing departmental procedures and processes. Most positions require a bachelor's degree; master's preferred with three (3) to five (5) years' related experience. Some professions require a master's degree. Technical related positions require an associate degree or industry related certification along with four (4) to five (5) years' related work experience. Positions with supervisory duties typically require three (3) years' prior experience. Positions typically report to higher level exempt staff. Positions may include: directors, system developers, registrars, managers, assistant vice chancellor of student affairs.

   
E-3

Senior level administrative positions with responsibility for the direction of one (1) or two (2) major organizational departments. Positions typically supervise exempt and non-exempt staff. Typical responsibilities found in this classification are the development and control of budgets and personnel. Positions usually report to an officer of the College or higher level exempt staff.  Most positions require a bachelor's degree; master's preferred with five (5) years' related experience. Some professions require a master's degree. Positions with supervisory duties typically require three (3) years' prior experience. Positions may include: executive directors, assistant vice chancellors of academic affairs.

   
E-4

The highest level of classified staff, positions in this category are those that typically report directly to an officer of the College. These senior administrative positions typically require planning, direction & control  of a major organizational unit and/or a major College-wide function, with responsibilities that include frequent contact and coordination with College officers to assure operational implementation,  of policies and procedures; or staff positions reporting to the President that require extensive experience, leadership and educational training. A doctorate and experience in higher education is required for some professions. Five (5) to ten (10) years' management experience desirable.   Positions may include:  Executive Director of Administration, Vice Chancellor/Dean, Vice Chancellor of Academic Affairs, Vice Chancellor of Student Affairs.

   
Unclassified
 

Certain positions that serve in a capacity for oversight of the college, a region, or a major college-wide academic or administrative area are not classified. Typically, positions are President, Chancellor, Vice President and other officers of the College.

   

 
—Nonexempt (Support) Staff Classifications
   
N-1 Position classification level no longer used
   
N-2

Positions involving the performance of relatively specific functions and duties that require a high school diploma or GED and can be performed through on-the-job training.  Responsibilities are typically routine in nature, but require accuracy, care, and discretion. Responsibilities can be learned on-the-job given minimal education/training and/or experience.  Positions may include:  Maintenance/Custodial Worker , Receptionist, Clerk, Security Officer.

   
N-3

Positions requiring intermediate level knowledge, skills, and abilities, typically associated with completion of a high school diploma or GED and specialized training (technical certification /associate’s degree) or two (2) to three (3) years of related experience. Works under general direction, with specific instructions on non-routine matters and has well developed oral and written communication skills. Positions may include:  Maintenance/Custodial Worker, Office Assistant, Account Clerk, Academic Lab Assistant, Security Officer.

   
N-4

Positions generally require advanced level knowledge, skills and abilities attained through two (2) years of specialized post-secondary education/training or technical/industry certification in a specific area and substantial related experience. Positions further entail independent work effort, confidentiality, and working relationships and contacts with administrators both inside and outside the organization. May supervise lower-level staff and/or student employees.  Positions may include:  Lead Custodial Worker, Executive Secretary, Office Coordinator, Technician.

   
N-5

The highest level of nonexempt staff, typically requiring an associate degree or technical/industry related certification and substantial knowledge, skills, abilities, & related experience.  Positions typically entail the performance of administrative, professional or supervisory duties in conjunction with responsibilities typically associated with subordinate positions. Positions may include:  Maintenance Supervisor, Office Supervisor, Coordinator, Senior Executive Secretary.

   

  — Faculty (Exempt) Classifications > >
   
F-1 Faculty Fellow
 

Description: Up to a two year teaching commitment dependent on college need and individual performance. Understood as entry point into the profession for credentialed individuals with minimal or no teaching experience. Rationale for the category is twofold - to provide mentoring and an introduction to teaching at the college level to individuals entering the teaching profession, both recent graduates and those changing careers; and second, provide the college with flexibility in relocating the temporary position following the appointment period as the need presents. Generally financed with non-recurring funds.

     
 
a.   
Meets ASOM credentialing requirements for teaching assignments.
 
b.   
Must remain in this classification at least one (1) year.
 
c.   
Must have less than two years or equivalent of full time college-level teaching experience.
     
F-1 Teaching Fellow
 

Description: Standard teaching contract, with individual performance reviewed on an annual basis to determine continuation. Position focused on excellence in teaching and related student assessment and feedback. No responsibilities assigned for community and college service; recruitment; curriculum development; and committee assignments. Participation expected at faculty and employee meetings, commencement, and professional development. Full time teaching assignment per semester includes one additional 3 to 5 credit hour course beyond what is defined as a full time teaching load in ASOM and minimum of eight weekly, scheduled, open office hours.

     
  a.    Meets ASOM credentialing requirements for teaching assignments.
  b.    Must remain in this classification at least one (1) year.
  c.    Must have at minimum, two years or equivalent of full-time college-level teaching experience.
     
F-2 Instructor
 

Description: Entry point into the profession for credentialed individuals with minimal or no teaching experience. Primarily for identified long term college needs in a discipline or program area.

  a.    Meets ASOM credentialing requirements for teaching assignments.
  b.    Must remain in this classification at least one (1) year.
  c.    Must have less than five years or equivalent of full time college-level teaching experience.
     
F-3 Assistant Professor
 

Description - Entry point into the college for credentialed faculty with some college-level or equivalent teaching experience; or faculty with little or no teaching experience who possess an earned doctorate degree in the discipline.

     
  a.    Meets ASOM credentialing requirements for teaching assignment.
  b.    Must have five (5) or more years related teaching experience with at least tow (2) years teaching equivalency full time in higher education; or must possess an earned doctoral degree in the assigned academic discipline.
  c.    Must remain in this classification at least two (2) years at Ivy Tech and must have achieved five (5) years full time teaching experience in higher education before becoming eligible for F-4 classification.
     
F-4 Associate Professor
 

Description - classification for experienced faculty with teaching experience at the college.

     
  a.    Meets requirements of F-3 classification.
  b.    Minimum of Master's Degree.
  c.    Evidence of teaching expertise, peer review required.
  d.    Service to College outside teaching and administrative assignments (e.g. regional and statewide committees).
  e.    Evidence of professional and community service.
  f.    Must remain in this category at Ivy Tech for at least four (4) years before becoming eligible for F-5 classification.
     
F-5 Professor
 

Description - classification for faculty with significant teaching experience at the college.

     
  a.    Meets requirements of F-4 classification.
  b.    Master's required, Doctorate preferred.
  c.    Evidence of significant contributions to College at statewide level.
  d.    Evidence of professional contributions to field of study or to the teaching/learning process.
  e.    Evidence of professional and community service.
  f.    Scholarly activities -- one or more of the following: publication, or participation at state or national levels in organizations
     

Program Chair

Reports to the Department Chair or above, and has the responsibility for one program, one campus or one academic initiative. Manage all elements of the designated responsibility, including enrollment management, program administration, and human resource management, ensuring coordination with academic and non-academic departments. Performs faculty responsibilities as required.

     

Department Chair

Reports to the Dean of the School or above and provides leadership to establish a professional learning environment. Has the responsibility for two or more programs, campuses or academic initiatives. Manage all elements of designated responsibility, including enrollment management, program administration, and human resource management, ensuring coordination with academic and non-academic departments. Performs faculty responsibilities as required.

     

Dean

Reports to the Vice Chancellor of Academic Affairs and serves as principal academic and administrative leader of the designated academic School working to achieve the College’s mission and strategic plan initiatives.  The Dean has the responsibility for planning, budgeting, scheduling, staffing, curriculum, instruction, and other academic matters.   This position actively represents the School and the College to students, parents, professional organizations, secondary and post secondary articulation partners, business and industry and other relevant constituencies. The Dean may deliver assigned classes in accordance with College loading policy and course objectives as needed. 

A faculty member who holds a Program, Department or Dean designation is paid an administrative stipend for assuming these responsibilities. This stipend is not part of the faculty base salary.

Faculty Promotion

The College has a formal promotion process for full-time administrative or regular faculty to provide a timely and comprehensive process to move from one classification/rank in the College to the next in a consistent manner. Full-time administrative or regular faculty may apply for promotion in the Fall or Spring semesters. The details of the promotion process are outlined in the Academic Support and Operations Manual Policy 7.4. Faculty receiving a promotion to the classification/rank of F3, F4, or F5 are eligible for a base salary pay increase when the promotion becomes effective.  Each region has the discretion to determine the increase amount within the ranges listed below:

F3

Assistant Professor

$500 - 1,000
F4 Associate Professor
$1,000 - 1,500
F5 Professor
$1,500 - 2,000

Contact your Vice Chancellor of Academic Affairs or Human Resources Administrator for additional information.

 

Administrative and Support Staff Credentials

Staff members are required to provide official transcripts to the College that document their academic credentials and other appropriate documents that provide evidence of other credentials required for their position. The College may, at its discretion, also require employees to provide evidence of all credentials listed on their resumes, asserted on their employment application, or claimed during the interview process. Required degrees are to be completed at regionally accredited institutions.

Faculty Credentials

Faculty members are required to provide official transcripts to the College documenting their academic credentials, and other appropriate documents that provide evidence of other credentials required for their position. Required degrees are to be completed at regionally accredited institutions. The College may, at its discretion, also require faculty to provide evidence of all credentials listed on their resumes, asserted on their employment application, or claimed during the interview process. For specific details of the faculty credential policy, see the Academic Support and Operations Manual, Section 3.8.

The College only recognizes degrees from accredited institutions regardless of whether the degree is required for the position. Employees may not represent themselves as having a degree from a non-accredited institution in any course of their employment with the College.

Job Postings

The College is interested in your career advancement, and encourages qualified employees to apply for open, posted positions. Position openings are posted on the College's employment site at jobs.ivytech.edu. Here you can search available posted positions located at any of our regional campuses and the central office, apply on-line, attach your resume, cover letter, or other supporting documents and check the status of your application, any time anywhere.

Benefits-eligible Administrative, Administrative Faculty, Regular Faculty and Support staff openings are posted for at least five (5) working days.

Human Resources, along with the administrator responsible for the hiring decision, are the best judges of who should be interviewed and will identify candidates (internal or external) for consideration. Therefore, application for a position does not necessarily guarantee an interview.

When the College Administration initiates a transfer of an employee to a vacant position of equal or lesser classification, a posting of the vacant position is not required.

Leaving the College

Just as there is a special process for new employees, there is a comparable process for employees leaving the College. You should be aware of this process, since it applies to all terminating employees.

 

Resignations

We request that you give adequate notice of your resignation. This allows the College to arrange for a replacement and to minimize the interruption of College services. Your last day of employment must be a worked day unless you are unable to return to work after an approved leave of absence.

If you are a Faculty member or part of the Administrative staff, as a general guideline, inform the College in writing thirty (30) calendar days in advance of your resignation. If you are Support staff, inform the College fourteen (14) calendar days in advance of your resignation.

 

Exit Interview

Benefits-eligible employees will have an exit interview when leaving employment with the College. At that time, you should ask about your right to convert your group insurance coverage to individual coverage or your extended benefit options. This is also a good opportunity to ask about any retirement contributions that have been made for you.

You must return all college equipment, including keys, to the appropriate department.

 

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This is the most current version of the handbook.
 
© Wednesday, 17-Dec-2014 22:59:35 EST Ivy Tech Community College of Indiana 1-888-IVY-LINE