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Employment

Personnel

The College President, or his/her designee, is authorized to establish procedures and directives pertaining to:

  • Employment and separations.
  • Employee conduct and performance.
  • Grievances and complaints.
  • Due process.
  • Salary administration.
  • Working hours.
  • Training and development.
  • Leaves of absence.
  • Safety and health.
  • Employee recognition and awards.
  • Like subjects pertaining to personnel.

 

In those areas where the Board has adopted specific Administrative policy statements related to personnel issues, the College President’s procedures and directives shall adhere thereto. Notwithstanding the provisions of this policy statement, all unique, sensitive, and/or potentially controversial personnel procedures and directives will be submitted to the Board.

 

Employment

The Board is the sole authority for the appointment of all employees who report directly to the College President. Employment may be terminated by the Board at any time pursuant to the notice of employment or at the pleasure of the Board of Regents. The Board may delegate to the College President the appointment, terms of contract, and remuneration of all other employees.

 

Faculty Hiring Requirements

To be eligible for an instructor position, employees must meet minimum requirements to demonstrate academic preparation and content expertise in a discipline/program. Additional qualifications may be listed in job announcements and utilized in the selection of faculty.

 

Dismissal of Contract Employees

Dismissal of contract employees shall be as specified in Missouri Statutes and shall be according to the following causes:

  1. Physical or mental condition making him/her unfit to instruct or associate with students, outside of ADA protections.
  2. Immoral conduct.
  3. Incompetency in line of duty.
  4. Failure to obey the laws of the state or the policies of the Board.
  5. Failure to perform duties as assigned by any superior in the chain of command as per the College administrative structure.
  6. Inability to get along with administrators, supervisors, and/or fellow employees.
  7. Excessive or unreasonable absence from performance of duties. (add link to attendance policy)
  8. Conviction of a felony or conviction of any crime involving moral turpitude.

 

LINE OF AUTHORITY

Responsible administrator or office: Human Resources

Contact person in that office: Amy Ames

EFFECTIVE DATE

January 2022

Approved by President: January 2022

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