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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.
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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.
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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.
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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:
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Submission to the conduct is an explicit
or implicit term of employment;
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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.
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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.
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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.
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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.
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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.
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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.
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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.
Current employees and 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 employee or 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.)
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Definitions |
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“Hiring Process Complete” means that all required background checks have been completed and the employment offer is confirmed. |
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"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. |
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"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. |
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"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. |
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“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. |
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Please contact the Human Resources office if you have any questions regarding the application of this policy. |
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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.
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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.
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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.
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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 the benefits for which
you are eligible. 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. |
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Faculty
In addition to teaching responsibilities at the College faculty may also
be responsible for advising, institutional support, community service
and professional development. These responsibilities are typically determined
by benefits-eligible or non-benefits-eligible status. 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 Policies and Procedures Manual, Section 3.7.
Consult with your Human Resources Administrator or Dean of Academic Affairs
for more information.
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benefits-eligible faculty appointments are usually on a nine(9) month
basis for the Fall and Spring semesters with responsibilities that include,
but are not limited to, teaching, advising, institutional support, community
service and professional development. If enrollment is sufficient, benefits-eligible
faculty must be offered a minimum of a 50% summer contract. If enrollment
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 faculty may not be appointed as
a non-benefits-eligible adjunct faculty during the summer term until the
FTE reaches 100%. |
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non-benefits-eligible adjunct faculty are employed to teach twenty (20)
or less contact hours per week per semester for the Fall and Spring terms.
Due to the compressed summer term, Adjunct Faculty are employed to teach
twenty-four (24) or less contact hours per week. |
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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 no earn compensatory time.
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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 twenty-four (24) hours per week. |
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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-four (24) hours per week. |
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non-benefits-eligible temporary support employees are in positions
that are typically planned for less than twelve (12) months per year and
cannot exceed 1,196 hours worked in twelve (12) consecutive months. |
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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.
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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 twenty-four (24) hours per week. |
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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-four (24)
hours per week. |
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non-benefits-eligible temporary administrative employees are in
positions that are typically planned for less than twelve (12) months per
year and cannot exceed 1,196 hours worked in twelve (12) consecutive months. |
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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 |
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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 Vice President & General Counsel and Vice President
for Finance and Treasurer.
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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.
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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.
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Classification Criteria
Classification criteria for Exempt (Administrative), Nonexempt (Support),
and Faculty positions are described below. These criteria are guidelines
and not inclusive of all possible duties or responsibilities within each
classification. If you have any questions, please contact your Human Resources
Administrator.
| — Exempt
(Administrative) Staff Classifications |
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| E-1 |
Exempt positions with responsibilities for the coordination
of staff activities within a department or positions where responsibilities
are limited to 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 exempt staff classifications.
These positions may: |
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Be responsible for specialized duties within a department. |
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b. |
Coordinate staff activities within a department. |
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c. |
Provide accurate and timely work updates
to supervisor. |
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d. |
Provide work performance feedback to employees
within the departments or functional area. |
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e. |
Be proficient in operation and maintenance of LAN, telecommunication
and video systems. |
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Develop documentation related to technical
functions as well as design applications and systems. |
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| E-2 |
Mid-management positions with responsibility for the
direction of a department or function within a major organizational
division. Positions typically have responsibility for the direction
of exempt and/or non-exempt staff. 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
exempt staff classifications. These positions may perform job responsibilities
of E-1 classification and: |
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Be responsible for the operational performance of activities
within a department. |
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b. |
Provide work performance feedback to employees
within the department. |
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c. |
Provide accurate and timely work updates
to supervisor. |
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d. |
Manage department budget and personnel. |
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e. |
Evaluate and recommend systems and/or software. |
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f. |
Provide systems analysis techniques and
procedures to determine hardware, software, or system functional specifications. |
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Design, develop, document, analyze, create,
test or modify computer systems or programs based on user or system
design specifications. |
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Ensure accuracy, integration and compliance
with applicable regulations. |
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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
higher exempt staff classifications or an officer of the College.
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. These positions may perform job requirements
of E-2 classification and: |
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Be responsible for the operational performance
of activities within the department(s). |
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b. |
Provide work performance feedback to employees
within the department. |
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c. |
Provide accurate and timely work updates
to supervisor. |
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d. |
Direct department(s) budget and personnel. |
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e. |
Develop short and long-term strategic plans
in technical and non-technical areas. |
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The highest level of classified staff, positions in this category
are those that may report directly to an officer of the College,
and have responsibility for the planning, direction, and control
of multiple organizational departments. Senior administrative positions
that require direction 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, College-wide, of policies and procedures; or staff
positions reporting to the President that require extensive experience
and educational training. A master's degree is required, doctorate
preferred with five (5) to ten (10) years' management experience.
Some professions require a doctorate degree and experience in higher
education. These positions may perform job responsibilities of the
E-3 classification and:
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Be responsible for the operational performance
within multiple departments at the regional level or a major organizational
unit or Central Office unit supporting one or more College-wide functions. |
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b. |
Provide work performance feedback to employees
within multiple departments or an organizational unit. |
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c. |
Direct multiple divisions or organizational
unit budgets and personnel. |
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d. |
Represent the College to internal and external
constituents on behalf of a College Officer or College President. |
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Certain positions in the college 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, Vice President, Chancellor, or Executive Assistant. |
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| —Nonexempt (Support) Staff Classifications |
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| N-1 |
Positions involving the performance of routine duties
and responsibilities, that requires a high school diploma or GED and
can be performed after a brief orientation on-the-job. These positions
may: |
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Perform routine office and/or manual tasks using established
instructions and procedures. |
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b. |
Interact with individuals both inside and
outside the College to exchange routine information and/or perform
simple service activity. |
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c. |
Use basic communication, computation and/or
office skills (e.g., answer phones and take messages, greet visitors,
input routine data, file or other activities). |
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d. |
Operate equipment such as telephone, typewriter,
calculator, cash register, photocopier, and facsimile machine. |
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e. |
Perform basic custodial duties. |
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| N-2 |
Positions involving the performance of relatively specific
functions and duties that require a high school diploma or GED and
either specialized training or prior related work experience. Responsibilities
are typically repetitive in nature, but require accuracy, care, and
discretion. Responsibilities can be learned on-the-job given minimal
education/training and/or experience. These positions may perform
job requirements of the N-1 classification and; |
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Use effective oral and written communication
skills. |
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b. |
Use basic desktop computer technology (e.g.,
word processing software, spreadsheets) |
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c. |
Operate equipment such as power tools, hand
tools, grounds care equipment, diagnostic tools, welding tools, laboratory
equipment and work from ladders and lift heavy objects. |
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d. |
Be responsible for installation and relocation
of equipment, tools, machinery, wiring, cable and plumbing. |
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e. |
Use technical manuals, blueprints and schematics
to complete daily tasks. |
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f. |
Be responsible for maintaining a variety
of records and/or monitoring some expenses. |
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g. |
Maintain inventory of cleaning supplies
and consumable items. |
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h. |
Assist with mail pick-up and delivery. |
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Monitor parking lots and sidewalks (e.g.,
parking violations, snow/ice removal). |
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| N-3 |
Positions requiring highly responsible skills,
abilities, and knowledge, typically associated with completion of
a high school diploma or GED, and specialized training or technical
certification in a specific area and/or two (2) to three (3) years
of related experience. Works under general direction, with specific
instructions on non-routine matters and have well developed oral and
written communication skills. These positions may perform job requirements
of the N-2 classification and; |
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Use techniques, tools and software to compose
correspondence, create spreadsheet and graphics files, utilize and
maintain a calendar. |
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b. |
Process information that includes detail that is confidential
in nature. |
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c. |
Work with the general public by establishing a rapport
with a network of contacts to respond to inquiries. |
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d. |
Work under general direction, organizing own work. |
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e. |
Verify accuracy of documents, calculations and data. |
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f. |
Troubleshoot systems and equipment by using diagnostic
and performance monitoring techniques. |
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g. |
Work to understand the needs of the College and coordinate
technical efforts (e.g., repairs, purchases, equipment, and software
support) with supervisor for non-technical departments. |
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h. |
Perform preventive maintenance and repairs on college
equipment and facilities. |
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i. |
Assist with maintaining control systems (e.g., HVAC,
phone, and security). |
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j. |
Perform safety and security services. |
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| N-4 |
Positions generally require skills 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 relationships and contacts with administrators
both inside and outside the organization. Often serves as supervisor
to lower-level staff and/or student employees. These positions may
perform job requirements of the N-3 classification and; |
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Organize resources and initiate actions within established
guidelines to achieve departmental objectives. |
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b. |
Assist college administration to compile and analyze
information, and provide assistance with student and/or employee services
and inquiries. |
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c. |
Assist in compliance with laws and regulations. |
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d. |
Use analytical, technical, computer and oral and written
communication skills. |
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e. |
Inform individuals on tasks, situations and general
policies. |
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f. |
Establish administrative systems. |
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g. |
Verify that hazardous materials are stored and handled
properly. |
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h. |
Take readings and log performance of building systems
and equipment. |
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i. |
Perform PC hardware and software support or computer
operations. |
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j. |
Provide networking support for LAN's. |
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| N-5 |
The highest level of nonexempt staff, typically requiring
an associate degree or technical/industry related certification and
substantial related experience these positions entail the performance
of administrative, professional or supervisory duties in conjunction
with responsibilities typically associated with lower-level nonexempt
positions. These positions may perform job requirements of the N-4
classification and; |
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a. |
Make recommendations/decisions that may affect activities,
programs, groups and/or departmental operations. |
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b. |
Troubleshoot systems and equipment by using diagnostic
and performance monitoring techniques to ensure that systems and equipment
are properly installed and tested. |
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c. |
Responsible for maintaining facility control systems
(HVAC, phone, security) |
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d. |
Use well-developed analytical, cognitive, and technical
skills. |
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e. |
Act as liaison and achieve cooperation with individuals
both inside and outside the College. |
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f. |
Provide administrative and professional support to upper
management. |
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g. |
Assist with quality and consistency of operations. |
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h. |
Arrange regional or college-wide events. |
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i. |
Recommend equipment and supplies for acquisition. |
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j. |
Investigate facility incidents and recommend specific
action. |
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Perform repair or maintenance of computer
hardware, networks, or equipment. |
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— Faculty (Exempt) Classifications
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| F-1 Assistant Instructor |
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a.
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Faculty personnel involved in direct classroom
and/or laboratory instructional support
or instructional support. |
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b.
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Appropriate preparation for the assignment. |
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c.
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Must be on plan to reach credential status. |
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Must remain in this classification at least one (1) year. |
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| F-2 Instructor |
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|
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a. |
Meets minimum credential requirements
associated with instructional assignment. |
| |
b. |
Must remain in this classification at least one (1) year. |
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|
|
| F-3 Assistant Professor |
| |
|
|
| |
a. |
Meets credential requirements of F-2 classification. |
| |
b. |
Must have five (5) plus years-related teaching experience with at
least two (2) years teaching equivalency full time in higher education. |
| |
c. |
Must remain in this category at least two (2) years. |
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|
|
| F-4 Associate Professor |
| |
|
|
| |
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 least four (4) years. |
| |
|
|
| F-5 Professor |
| |
|
|
| |
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 Chair of the School 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.
|
| |
|
|
|
Chair
Reports to the Dean of Academic Affairs and provides leadership to establish a professional learning environment. Has the responsibility
for the supervision of multiple Department and/or Program
Chairs within one or more recognized schools. Manage all elements of multiple academic programs
or disciplines, including enrollment management, program
administration, and human resource management for the overall effective and efficient operation of the academic and support services of the school. Promotes activities and services for the academic school and ensures coordination
with academic and nonacademic departments. Performs faculty responsibilities
as required.
A faculty member who holds a Program, Department or Chair
designation is paid an administrative stipend for assuming these
responsibilities. This stipend is not part of the faculty base salary.
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| • |
Faculty Promotion
The College has a formal promotion process for full-time faculty seeking
reclassification. Full-time faculty may apply for promotion in the Fall
or Spring semesters. The details of the promotion process are outlined
in the Faculty Handbook. A faculty promotion increase policy is in place
to reward faculty who are promoted to the rank of F3, F4, or F5. This
policy allows for an increase to the base salary when the promotion becomes
effective. Each region has the discretion to determine the increase amount
within each of 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 Dean 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 Policies and Procedures
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 http://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, 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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1-888-IVY-LINE