DQI. Handbok Supplement Classified Full Time Classified
GENERAL POLICY
All appointments to positions in the classified personnel category shall be on the
basis of merit and in keeping with the laws and regulations of the State of Texas
and the Board of Regents.
BEGINNING RATES
The minimum rate of pay for a class shall normally be paid upon appointment to the
class.
WITHIN-RANGE INCREASES
Salary adjustments within an established range shall not be automatic but shall be
dependent upon specific written requests and recommendations of the supervisor and
approval by the President. Such recommendations shall be based upon merit with due
consideration for length of service.
PERFORMANCE ASSESSMENT
All classified personnel shall participate in an annual evaluation during the last
full week in April, conducted in conference with their supervisors. Periodic performance
reviews may be conducted when appropriate.
TRANSFERS
All employees in the classified service shall be subject to reassignment from work
at one physical location to comparable work at another location as the operating needs
of the college require. Insofar as possible, such changes of stations shall be made
with due consideration to preference of employees, but consideration of administrative
need shall be determinative. Unless reassignment is initiated by the college a new
employee must hold an assignment at least six (6) months before becoming eligible
for transfer.
WORK SCHEDULES
The established regular hours of work for full-time, non physical plant employees
shall normally be (37.5) hours per week. Physical Plant employees schedule is forty
(40) hrs per week. All administration and service offices shall be open from 8:00
a.m. to 4:00 p.m.., Monday through Friday, except on official college holidays. The
President may approve exceptions to this schedule for certain classes of employees
or for certain departments.
GENERAL POLICY OVERTIME
Refer to DHP (7) of the Employee Handbook and/or the Policy & Procedure Manual.
RETIREMENT PROGRAMS TEACHER RETIREMENT
Refer to Section DI and subsections thereof in the Employee Handbook and/or the Policy
& Procedure Manual.
EMPLOYEE BENEFITS
Refer to section DH in the Employee Handbook and/or the Policy & Procedure Manual.
DISABILITY
Refer to section DHC in the Employee Handbook and/or the Policy & Procedure Manual
FMLA
Refer to section DHD of the Employee Handbook and/or the Policy & Procedure Manual.
SOCIAL SECURITY
All employees of the college are required to be covered by Old Age and Survivor's
Insurance.
COURSES
A full-time, regular, salaried employee in this category may enroll for a maximum
of three (3) semester hours of credit during normal working hours with the approval
of the supervisor and the President. The arrangement of class hours is subject to
approval by the employee's supervisor and the employee shall be required to make up
the time spent in class work.
HOLIDAYS WITH PAY FOR SALARIED EMPLOYEES
Refer to section DRA and DRB section in the Employee Handbook and/or the Policy &
Procedure Manual.
COMPENSATION FOR HOLIDAY WORK
Refer to section DHP in the Employee Handbook and/or the Policy & Procedure Manual.
VACATION
Refer to section DHK in the Employee Handbook and/or the Policy & Procedure Manual.
SICK LEAVE
Refer to section DHA of the Employee Handbook and/or the Policy & Procedure Manual.
JURY LEAVE
Refer to section DHL of the Employee Handbook and/or the Policy & Procedure Manual.
LEAVE WITHOUT PAY
Refer to section DHD in the Employee Handbook and/or the Policy & Procedure Manual.
FUNERAL LEAVE
Refer to the section DHF in the Employee Handbook and/or the Policy & Procedure Manual.
SEPARATIONS/RESIGNATIONS
An employee may resign in good standing by submitting his/her reasons for resignation
in writing to his/her supervisor at least two (2) calendar weeks prior to the effective
date of the resignation. No employee shall be granted vacation leave subsequent to
the effective day of the employee's separation. All resignations shall be reported
to the supervisor for approval by the President.
DISMISSAL AND DEMOTION
A supervisor with his/her Dean's/Director's and appropriate member of the Executive
Council's approval may demote and dismiss employees for reductions in force, inefficiency
or misconduct connected with their work. Any severance pay, not to exceed two weeks
regular pay, requires approval of the appropriate member of the Executive Council
or the College President. Severance pay is not allowable in cases of misconduct.
APPEALS PROCEDURES
Appeals concerning rates of pay, classification of positions, hours of work, disciplinary
action, and other conditions of employment may be made by the employee through established
supervisory channels. In unusual cases, employee appeals may be referred for final
decision to the President. Any employee has a right to make an appeal without prejudicing
his employment at the college. An employee should consult with his/her supervisor
concerning interpretations of the rules, working conditions, and other personnel matters,
and should feel free at all times to discuss his/her problems with the supervisor.
OFFICE ETIQUETTE
College offices should practice common rules of etiquette of any good business. The
following points are mentioned to guarantee the continuance of high professional office
behavior.
1. No radios, TV sets, or similar items should appear in offices unless they are being
used for formal instructional purposes or used to receive news of national importance.
2. No eating, smoking, or drinking should take place in offices occupied by secretaries
since this detracts from the professional aspects of the college. No office will have
coffee cups, soft drink bottles, and the like in evidence.
3. Lights must be turned off when offices are unoccupied.
4. Be very discreet in telephone visiting.
5. Two 15 minute breaks per day are allowed.
DRESS
Your choice of clothing calls for good judgment. Although South Plains College does
not have a set of restrictions, keep in mind business like attire is definitely preferred.
This, of course, includes dresses and pantsuits and eliminates jeans, T-shirts, casual
clothing and uncoordinated outfits.
Amendment: Clarification
Approved by: Executive Council
Nature of Revision: content Date Issued: 12/97
