Essential to the daily operations of the College are a number of administrative departments. These departments perform a range of necessary tasks, including: payroll, timekeeping, registration, course scheduling, classroom scheduling, accounts receivable, accounts payable, financial aid, academic advisement, foreign student advisement, food services, public safety, and facility maintenance. Fortunately, the College has a stable set of administrators to oversee the management of these important tasks. Some administrators, in fact, have been with the College for more than two decades. Regardless of their years of experience, all administrators are well grounded in the policies and procedures required to keep their units running efficiently and effectively.
The Office of Human Resources promotes equality in hiring, equitable resolutions of personnel disputes, and effectively addressing grievances that may arise. This mission shall be carried out in a professional and efficient manner at all times. All State and Federal regulations regarding employment, disability, discrimination, and grievances are conducted through this office. Links to the Equal Employment Opportunity Law and the Americans with Disabilities Act are cited below.
Policy for Hiring New Employees
It is the policy of Five Towns College to interview applicants for advertised positions in a fair and equitable manner. Employment opportunities are posted on The College website and advertised in a variety of newspapers. Resumes that are received are collected in the Human Resources Office and turned over to a search committee who then reviews and identifies candidates for an interview. Selected applicants are interviewed by the chairs or supervisors and their appropriate staff, and a final recommendation is made to the Dean of the College for faculty and/or staff and to the Dean of Administration in non-academic personnel. Selected applicants must submit a formal application, an official transcript and three (3) letters of recommendation before hiring. Salary and compensation are dependent upon the specific position, the applicant’s experience and the number of courses or hours they are working. Upon hiring, the Human Resources Coordinator and Business Officer will require the applicant to complete additional forms to facilitate compensation.
Faculty and Staff Grievance Policy
A grievance is a charge that a faculty or staff member (“Grievant”) has been adversely affected in a direct, personal, and material way by a decision or action of another individual. Such a dispute may involve a faculty colleague, an administrator, or a staff member (“Respondent”).
The College’s Grievance procedure consists of three steps: (1) Step 1-Informal, (2) Step 2-Formal and (3) Step 3-Appeal.
Step 1- Informal: Disputes are best resolved amicably and informally through effective communication within and between academic units, and it is expected that any Grievant shall attempt to resolve any dispute with another individual with the assistance of the Department Chair, Director or Dean.
Step 2- Formal: If the matter is not resolved at Step 1, the employee may proceed by submitting a written to the Human Resource Office (Room 501) to be forwarded to the Dean of the College/Provost. This statement should outline the relevant facts that form the basis of the employee’s grievance, indicating the College policy that has allegedly been violated, and stating the resolution sought. The statement should also identify the parties involved in Step 1.
Step 3- Appeal: If the employee is unsatisfied with the response from Step 2, the employee can proceed to Step 3 by submitting a written request to the President.
At each step in the grievance process, the individual representing the College may fashion a remedy that is consistent with his/her authority.
Should the person continue to feel aggrieved, he/she may appeal in writing to the Board of Trustees.
This procedure attempts to provide guidance for resolving grievances in a timely, consistent, and simple manner.
The Grievance policy may be invoked by any active member of the College faculty or staff (including all full time and part time faculty).
Actions or decisions that are the result of policies or changes in policies that affect the entire faculty are not grievable. Such disputes should be handled through the Office of the Dean of the College/Provost.
Broad areas of fiscal management, staffing, or organizational structure within the College are not grievable.
This policy is intended for and limited to grievances in which the Grievant personally has been directly, materially and adversely affected by a decision or action of another individual.
Dr. Candice Scott
Forms for Supervisors:
Forms for Employees: