VCOM Faculty Handbook

1. Assure that qualified individuals with disabilities are treated in a non-discriminatory manner in the pre employment process and that qualified employees with disabilities are treated in a non-discriminatory manner in all terms, conditions, and privileges of employment. 2. Administer medical examination (a) to applicants only after conditional offers of employment have been extended, and (b) to employees only when justified by business necessity. 3. Keep all medical-related information confidential in accordance with the requirements of the ADA and other applicable law, and retain such information in separate confidential files. 4. Provide qualified applicants and employees with disabilities, reasonable accommodation, except where such an accommodation would create an undue hardship on VCOM. 5. Notify individuals with disabilities that VCOM provides reasonable accommodation to qualified individuals with disabilities by including the policy in the handbook, and by posting the Equal Employment Opportunity Commission’s poster and other postings regarding non-discrimination against individuals with disabilities and other protected groups conspicuously in VCOM facilities.

VCOM has a commitment to non-discrimination against any individual or group of individuals. VCOM has zero tolerance to inappropriate behavior exhibited as an act of discrimination.

Faculty Recruitment, Hiring, and Appointment

Approval for Filling a Position The request defining the need for additional faculty when initiating a new program or direction for the College may come from a Course Director, Discipline Chair, Associate Dean, Vice Provost, Campus Dean, or the Provost. The process then begins by the Provost and Campus Dean presenting the need for additional faculty, in writing, with duties toward fulfilling VCOM’s Mission and budgetary impact to the President. Once the position is approved, the requisition form for a new faculty member is finalized, along with the job description, and submitted to the Human Resource Department, who will post the position and the recruitment process begins. The Provost and Campus Dean (with approval of the position from the President) have the ability to appoint interim faculty or administrators until the appropriate candidate is identified and hired. Recruitment follows the VCOM Policy on Faculty Recruitment (see VCOM Policy #F001). Sourcing of Applicants The Campus Dean and Associate Dean will schedule a meeting with the Director for Human Resources to discuss the placement of advertisements for the position, but the Director for Human Resources is responsible for developing and placing these advertisements. The position should be advertised for a minimum of four weeks unless filled by an existing employee. The Director for Human Resources will collect all application materials and present them to the Campus Dean and Associate Dean. Initial Applicant Screening Applicant screening helps to determine if a formal interview is warranted. The Campus Dean and Associate Dean will review the CVs of applicants to determine if they meet the minimum qualifications for the position. The Associate Dean and Campus Dean will then prepare a short-list of candidates for interview and will forward the applicants’ application materials to the Search Committee. The Associate Dean, with the aid of Human Resources, will send a letter to applicants not meeting the minimum job qualifications thanking them for their interest in

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