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Personnel and Employment Policy

Policy and Procedures of Catawba Valley Community College

PART 1 | PART 2 | PART 3 | PART 4 | PART 5 | PART 6


5.1 Equal Opportunity Employer

The Board of Trustees of Catawba Valley Community College is committed to the provision of equal opportunity as outlined and required by

» North Carolina General Statute 115D- therefore is not subject to the Affirmative Action requirements of Executive Order 11246 as amended by 11375. While there is no intent to bestow an employment advantage to any person because of race or sex, CVCC promotes the employment of women and minorities.

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5.2 Employment Categories and Benefit

Regular Full-Time- A position established in the budget as a regular, recurring position. Employment must be for nine or more months per fiscal calendar year and considered full-time weekly employment. Employee receives all employee benefits as published in this policy document.

Temporary Full-Time – A position established in the budget as a temporarily funded position. Employment period is established by grant funding and considered full-time weekly employment. Employee receives all employee benefits as provided by budget of the grant. Employee is not subject to Reduction in Force Policy and has no expectancy of re-employment at CVCC.

Regular Part-Time- A position established in the budget as a regular, recurring position. Employment must be for nine or more months per fiscal calendar year and at least 20 hours per week but less than full-time weekly employment. Employment benefits are not provided except employee may participate in the state health plan at no cost to CVCC. Effective July 1, 1991, regular part-time employees are eligible for longevity pay based on Rule 2D.0109 of Title 23 of the North Carolina Administrative Code.

Thirty (30) Hours Part-Time- A position identified at the beginning of the fiscal year, or established by demonstrated need during the year, which will be retained on a continuous basis. Employees must be employed or expected to be retained in the position for a minimum of nine (9) months per year and work a minimum of thirty (30) hours per week, but no more than thirty-five (35) hours per week. Thirty-hour part-time employees will be eligible for the following benefits:

  • Mandatory participation in the State Retirement System;
  • Eligibility for the State Health Plan; and
  • Longevity Pay.

Temporary Part-Time – A position established for a time-limited term, based upon short-term needs of CVCC. Temporary part-time employees earn no benefits. Temporary part-time employees have no expectancy of re-employment at CVCC.

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5.3 Hiring/Personnel Appointment

Individuals receiving initial appointments to permanent full-time positions serve a probationary period of at least 90 calendar days from the date of hire. In lieu of the advertising, recruiting, screening, and interview process, the President may choose to appoint a qualified individual to any position vacancy.

» 5.3 Probationary Period Procedure
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5.4 Nepotism

CVCC shall not employ two or more persons concurrently who are closely related by blood or marriage in positions which would result in one person of such family relationship supervising another closely related person or having a substantial influence over employment, salary or wages, or other management or personnel actions pertaining to the close relative. "Closely related" is defined to mean mother, father, brother, sister, son, daughter, father in law, mother in law, son in law, daughter in law, sister in law, brother in law, grandmother, grandfather, grandson, granddaughter, uncle, aunt, nephew, niece, husband, wife, step parent, step child, step brother, step sister, guardian or ward. With respect to the concurrent service of closely related persons within the same academic department or other comparable college subdivision of employment, neither relative shall be permitted, either individually or as a member of a committee, to participate in the evaluation of the other relative.

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5.5 Job Responsibilities

Employees are expected to fulfill the requirements of the position to which they are appointed/assigned. The Personnel Office shall maintain an up-to-date job description for all employees. These job descriptions should provide the qualifications for a position as well as essential duties and responsibilities. The Personnel Office shall be responsible for communicating the information contained within the job descriptions to the appropriate individuals.

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5.6 Faculty Instructional Loads

Guidelines for the determination of faculty instructional loads shall be established by the Chief Academic Officer. Faculty instructional loads may vary due to non-instructional responsibilities, the nature of the courses within an instructional load, and other variables.

» 5.6 Procedures Faculty Teaching Load Requirements

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5.7 Dress

Employees are requested to dress appropriately to present a professional appearance. Procedure has not been adopted at this time.

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5.8 Secondary Employment

Secondary employment shall not be permitted if it creates either directly or indirectly a conflict of interest with the primary employment. Secondary employment shall not be permitted if it impairs in any way the employee's ability to perform all expected duties. The employment responsibilities to CVCC are primary for any employee working full-time. Any other employment in which that person chooses to engage is secondary. Any concerns about the employment must be resolved before the employee accepts the secondary employment. An employee shall notify the President or designee in accordance with procedures established by the Personnel Office before engaging in secondary employment.

» 5.8 Procedure Secondary Employment
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5.9 Political Activity Limitations

Each employee retains all the rights and obligations of citizenship provided in the Constitution and laws of North Carolina and the United States. This includes the right to run for and hold partisan political office.

No employee shall:

  1. Run for political office without notifying the Board of Trustees, through the president of intention to run and to comply with the requirements of the code.
  2. Take any active part in managing a campaign, or campaign for political office or otherwise engage in political activity, while on duty or within any period of time during which he/she is expected to perform services for which compensation is received from CVCC.
  3. Involve CVCC in political activities.
  4. Serve in office if to do so will interfere with carrying out the duties of his/her position with the institution, unless a leave request has been granted. Any employee elected or appointed to a full-time public office or the General Assembly is required to take leave without pay upon assuming the office.
  5. Solicit political support during regular work hours or on CVCC property.

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5.10 Professional Development

CVCC shall provide professional development opportunities enabling employees to grow both professionally and personally and designed to improve the services of CVCC. All full-time employees are required to establish and complete professional development plans in accordance with guidelines established by the President’s Cabinet.

» 5.10 Professional Development Procedures
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5.11 Employee Evaluations

All regular full time faculty and part-time faculty employed for one year, are evaluated on a yearly basis or more frequently as determined appropriate by the Dean and Department Head. Regular full time staff and regular part time staff are evaluated on an annual basis based on a fiscal year. Evaluation of the President shall be conducted on an annual basis by the CVCC Board of Trustees in accordance with the requirements set forth by the North Carolina Community College System.

» 5.11 Employee Evaluations Procedures
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5.12 Salary Determination - Full-time Faculty

The breadth of vocational, technical, and college transfer programs and courses offered by CVCC requires faculty with a wide range of education, work experience, knowledge, skills, abilities, certifications, and/or licenses. In addition, large differences exist in the number of individuals available and qualified as instructors for the respective educational programs. Further, CVCC must compete with business and industry for well-qualified individuals in the vocational and technical fields.

The base schedule for entry salaries for the various degree levels is established giving credit for 0-3 years of experience. The base schedule is expanded to include salaries for years of creditable experience up to 6 years.

Additional schedules provide entry salaries based on market/supply demand factors. These schedules are for faculty positions that are in short supply or high demand in the market. If CVCC finds that, for certain positions, qualified faculty cannot be recruited given the entry level salary from the base schedule, administrators are then allowed the flexibility to raise the entry level salary depending on specific market influences.

The two additional market schedules are based on the following guidelines:

  • If a faculty position is found to be 5-10% behind the market, or less than five (5) qualified applicants apply during the two week advertisement period, then the position is placed on Market Demand Schedule I; and
  • If a faculty position is found to be 10-20% behind the market, then the position is placed on Market Demand Schedule II.

Teaching and non-teaching work experiences, most often enhance an instructor’s teaching capabilities. Therefore, teaching and non-teaching work experience credit (in years), completed previous to CVCC employment, which is directly related to the topical area of instruction, will be given at the following rates: Teaching Experience 1:1, Non-Teaching Experience 3:1, with a maximum of 6 years credit. (The initial 3 years experience is excluded since credit is received in the base schedule.)

Faculty members will be placed at the appropriate point on the salary table which corresponds to the level of education which has been attained. Instructors will be paid according to their terminal degree, as determined by the NCCCS minimum pay scale. It will be the instructor’s responsibility to provide the Personnel Office with an official transcript or document attesting to such academic/professional accomplishment.

Faculty completing additional degrees may be eligible for a salary adjustment July 1, following completion and receipt of documentation. The employee will be placed at the minimum salary for the specific degree earned, and either receives a minimum salary placement increase or the appropriate adjustment as follows, whichever is greater:

  • Associate Degree $50.00
  • Bachelor’s Degree $100.00
  • Master’s Degree $150.00
  • Doctorate Degree $200.00

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5.13 Faculty Administrative Adjustment

Some faculty classifications have significant responsibilities in addition to the role of instructor. These responsibilities may be rotated among faculty, therefore, may or may not be assigned to the same person on a continuing basis. As a result, the most efficient way of compensating individuals for these added responsibilities (faculty evaluation, schedule development, procurement of part-time faculty, covering classes for ill or absent instructors within the division, etc.) is to develop an administrative adjustment. These adjustments are intended to be provided to the person assuming the additional responsibilities, but stopped when those duties are relinquished. By using this method of compensation, CVCC ensures that it pays for the additional services provided by an employee when those services are provided and is not required to continue payment when the responsibilities are transferred to another individual. The faculty classifications identified for this practice and the monthly supplement are as follows:

  • Department Head $500
  • Director $200

» 5.13 Faculty Administrative Adjustment Procedure
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