Faculty/Staff Recruitment and Appointment Policy

Approved By and Date:Board of Trustees07-24-2014
 Executive Leadership Team10-12-2015

Stanly Community College (SCC) is dedicated to employing exemplary faculty and staff members who are student centered, qualified and capable of meeting the job expectations, as well as the mission, and goals of the institution.   SCC strives to mirror the diversity in its student body through recruiting and hiring a diverse workforce. No applicant for employment will be deprived of employment opportunities based solely on race/color, religion, sex, national origin, age, pregnancy, disability, veteran status, or genetic information. Stanly Community College will comply with all State and Federal hiring and employment/labor law hiring guidelines.


Faculty/Staff Recruitment and Appointment Procedures

Approved By and Date:Executive Leadership Team10-12-2015


The President of Stanly Community College is authorized to employ and re-employ all faculty and staff based on the employee’s knowledge of job duties, implementation of those duties, performance appraisals, need for continued operations of the College, and other criterion the President deems necessary for one to carry out his/her job in a competent and professional manner.


Employees of Stanly Community College are appointed by the President of the College.  The President, in collaboration with the appropriate Vice President and Human Resources Officer, may transfer, promote, reassign, or demote any Stanly Community College employee.


Position classifications are as follows:

  1. Full-time permanent personnel are those employed with an annual contract of at least nine months in length and subject to renewal each year.

  2. Part-time temporary staff are those who work a reduced weekly schedule (less than 30 hours) but receive a short term contract (no more than six months in length). Part-time temporary staff are considered “at will” employees and are employed at the discretion of the college based on need.

  3. Part-Time (adjunct) faculty are those who carry less than a full teaching load and are paid on individual course contracts or on hourly contracts. Adjunct faculty are hired based on a term to term basis and contracts are not subject to renewal.

  4. < > staff or faculty are those employees who work in a temporary appointment delineated for specific college needs, work a full-time schedule, receive full-time benefits, and whose contract is not subject to renewal.

    Upon determining a need to fill a vacancy or create a new position, the Hiring Manager will initiate the Employee Search Authorization form. This applies to all full-time positions and to those part-time positions that hiring managers wish for Human Resources to post vacancy announcements. For full-time positions, a signed authorization form from the appropriate Vice President, Chief Financial Officer, and the President must be received before Human Resources will advertise the vacancy. Requests for part-time positions only require the signature of the submitter and can be sent directly to HR.

  5. Proposed interview committees indicated on the Employee Search Authorization form are only applicable to full-time positions. Interview committees are not required for part-time positions. When applicable, interview committees should be made up primarily from the division or department where the opening for employment exists. Other committee members should have some direct connection to the division or department. Committee make up should reflect diversity.

  6. Candidates for part-time positions will be recruited and processed within the division seeking to fill the position. All applications, interviews, contracts, and relevant paperwork shall be completed under the direction of the Associate Dean, Dean, and/or Associate Vice President.

  7. All part-time (adjunct) faculty employed to teach are subject to the same policies as full-time faculty with regard to necessary educational credentials. For a detailed explanation, please see the SCC Faculty Credentials Policy.

  8. Once Human Resources receives the signed Employee Search Authorization form, they will oversee the recruitment and hiring process according to the following responsibilities:

  9. Create a hiring file for the position advertised. Applications and supporting documentation will be kept on file in accordance with the North Carolina Community College System Records Retention and Disposition Schedule.

  10. Approve interview committee

  11. Send Hiring Manager Hiring Matrix and first draft Interview Questions for review.

  12. Send Hiring Manager complete applications with resume, cover letter, and transcripts.

    Note: Vacancies are posted until filled unless otherwise stated.

  13. The Hiring Manager will submit interview questions to Human Resources Officer for approval.

  14. The Hiring Manager will qualify applicants using the Hiring Matrix. Based on the results of the Hiring Matrix, the Hiring Manager will forward qualified faculty applications to the SACSCOC Liaison for credentialing.

  15. The Hiring Manager will make recommendations to Human Resources for candidates to interview based on all information provided. At the time of recommendation, the Hiring Manager will submit to Human Resources the candidate(s)’ application/credential information, Hiring Matrix, and interview questions if not previously submitted.

  16. Upon receipt of all hiring information, Human Resources will coordinate interviews.

  17. A representative from the Human Resources office will be present for all interviews to ensure compliance in the interview and hiring process. The representative will not participate in voting on a candidate to recommend for a second interview.

  18. Once initial interviews are complete, the interview committee will recommend a candidate of choice to Human Resources for final levels of interview with the President and the appropriate Vice President. In the case of hires for Educational Services, a second interview will be held with the Executive Vice President for Educational Services, and if the candidate advances, a third interview will occur with the President.

  19. Human Resources will conduct reference checks on candidates recommended for a second interview and will coordinate interviews for those with satisfactory reference checks.

  20. If the President approves a candidate for employment, the appropriate Vice President will make a conditional offer of employment. A specific salary will be quoted and benefit information will be provided. A conditional offer is made based upon a satisfactory criminal background check and drug screen.

  21. If the President does not approve a candidate, or if all conditional offers of employment are declined, the position will remain open until filled. If at any time a position is closed, the hiring manager must submit a new Employee Search Authorization in order to reopen a posting.

  22. Once a position has been offered and accepted, Human Resources will contact all applicants to communicate their status in the interview process. Human Resources will also officially announce all new employees to SCC faculty and staff.



Initial Contracts - Regular and Time-Limited (New Hires)

Employment with Stanly Community College is defined by an employment contract.  When a full time employee is initially hired, he/she will be issued a contract which states that the first six months of employment will be a probationary period, during which time employment is considered “at will” and may be terminated at any time. At the end of this probationary period, there will be an evaluation of the Employee. If performance is satisfactory, the contract will continue in a non-probationary status. If performance is not satisfactory, the contract may be terminated. The contract may be terminated at the discretion of either SCC or the Employee. Due process is not available to employees who are dismissed during the probationary period of their contract.


All time-limited faculty or staff will be considered full-time employees for the purposes of assigned work load, salary and benefits.  The institution may exercise the option for a one-time renewal of a time-limited contract. After that renewal, the contract must either be allowed to expire as written or the time-limited position be converted to a full-time regular contract. All exceptions must be approved by the President in conjunction with the Chief Financial Officer.  Time-limited faculty and staff will be subject to North Carolina General Assembly pay increase restrictions (if applicable) and State employee benefits directives for temporary positions.


Change of Status Contracts

A current employee who applies for and is hired into a new position at the College will be issued a contract which states that the first six months will be a probationary period, during which time employment is considered “at will” and may be terminated at any time. At the end of this probationary period, there will be an evaluation of the Employee. If performance is satisfactory, the contract will continue in a non-probationary status. If performance is not satisfactory, the contract may be terminated or the College may take other actions based on circumstances and need.


Contract Renewals

Contracts for full-time faculty and staff may not exceed twelve (12) months or extend beyond the end of the fiscal year.  In December 1975, the Attorney General of North Carolina ruled that institutions may not have a tenure policy or implicitly provide an expectation of re-employment without permission of the State Board of Community Colleges.  In accordance with this ruling, Stanly Community College does not offer tenure. 


Part-time (adjunct) faculty will be issued individual course contracts as dictated by need.


All Part-time staff (under 30 hours per week) will be classified as temporary “at will” employees and will be employed at the discretion of the College based on need. If need dictates, a new part-time contract will be issued (no more than six months in length). 


Performance Related Probationary Contracts

Should it be determined the performance of an employee is or becomes marginal, he/she may be placed on a probationary contract.  The Performance Improvement Plan and the probationary contract both state that employment during this time is “at will” and may be terminated at any time. Throughout the duration of a probationary contract term, the employee must fulfill all performance related stipulations in order to be reverted back to regular contract status.  If progress measures have not been met, the employee will be subject to further disciplinary action up to and including termination.