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Procedure

03.01.020.d Hiring Process for Part-Time and Temporary Instruction Employees

 

 

 

 

Recruitment Process

When a budgeted part-time and/or temporary instructional position needs to be filled, the appropriate Division Dean shall begin the recruitment process.  The Division Dean shall have discretion as to how to solicit and seek appropriate and qualified applicants and the interview process.  The Division Dean shall forward his/her recommendation to the Vice President for Academic Affairs.  Upon review of the Division Dean’s recommendation, the Vice President shall either ask the Division Dean to submit another applicant for approval or shall recommend the applicant to the President.  The President shall review the Vice President’s recommendation and make a final determination. The Division Dean shall notify the applicant of the determination.  All part-time and temporary non-exempt employees are subject to criminal background checks as required.

 

Miscellaneous Provisions
  • Notification to Payroll: Once an offer of employment has been made and accepted, the Division Dean shall make sure Human Resources receives a copy of all of the applicant’s necessary forms and paperwork for payroll purposes.
  • Required Official Documentation of Credentials: The Division Dean will notify the new employee that official transcripts  Transcript Request Form must be received prior to the first payroll being processed. It is the responsibility of the faculty member to have official transcripts sent directly to the Director of Human Resources.  Once all required paperwork is received by the Office of Human Resources, the Director of Human Resources will notify the appropriate dean if transcripts are missing or if credential justification is needed.  Non-compliance from the faculty member may result in termination of the employment or contract.
  • Background Checks: All candidates recommended for hire in part-time positions will be subject to a criminal history record check as required in an effort to determine if the candidate has the proper character and integrity to perform the responsibilities of the position. Depending on specific position responsibilities, other background checks, such as credit analysis and driving history, may be required of recommended candidates and current employees.  The candidate or employee may be required to provide any other information necessary to conduct the criminal history check.  All applicable background checks will be conducted at the College’s expense.
    If a recommended candidate has a history of criminal activity, it will be considered along with other information, including any explanation from the applicant, to determine whether the applicant should be hired. The employment decision will be based on whether the candidate: (1) poses a threat to the physical safety of students or personnel; or (2) has demonstrated that he or she may not have the integrity or honesty to fulfill the duties of the position. Background information will be researched and evaluated in a consistent and non-discriminatory manner.

A.  If a recommended candidate has a history of criminal activity, it will be considered along with other information, including any explanation from the applicant, to determine whether the applicant should be hired.  The employment decision will be based on whether the candidate: (1) poses a threat to the physical safety of students or personnel; or (2) has demonstrated that he or she may not have the integrity or honesty to fulfill the duties of the position. Background information will be researched and evaluated in a consistent and non-discriminatory manner.

B.  False or omitted information on an employment application or failure to report criminal history information may be a basis for denying employment.  Results of applicable background record checks will be handled according to state guidelines.