VCOM Institutional Policy and Procedure Manual

VCOM Policy and Procedure

Policy #F001

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NOTICE OF NONDISCRIMINATION VCOM is committed to providing an academic and employment environment in which students and employees are treated with courtesy, respect, and dignity. It is the policy of VCOM that no student or employee shall, on the basis of sex, be discriminated in, or be denied the benefits of, any education program or activity that it operates. This requirement not to discriminate is required by Title IX and Part 106 of Title 34 of the Code of Federal Regulations and extends to admission and employment. Inquiries about the application of Title IX and Part 106 to VCOM may be directed to the VCOM Title IX Coordinator, to the Assistant Secretary of the Department of Education, or both. VCOM’s commitment to the principles of nondiscrimination includes and extends far beyond the federally protected classes and includes, but is not limited to, age, gender, sex, race, color, creed, national origin, religion, ancestry, marital status, ethnicity, disability, sexual orientation, gender identity, status as a protected veteran, or any other category protected by federal, state, or local law. VCOM has a commitment to nondiscrimination against any individual or group of individuals. VCOM has no tolerance to inappropriate behavior exhibited as an act of discrimination. 3. 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, Provost, or President. 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. 4. 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. 5. 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 VCOM.

VCOM Faculty Recruitment Policy

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