Vacancies are determined by new position allotments; position openings due to retirements, resignations, or terminations; reclassifications of positions; and addition of special responsibilities. For more information, see the Recruiting and Hiring Employees procedure.
All persons wishing to be considered for employment, promotion, or transfer should complete an online application and submit it in PeopleAdmin Applications are accepted only for currently advertised positions. Application forms for all position openings are available in the Human Resources Department and on the college’s website.
Applications remain active for one year from the date received. After one year, applications are removed from the active file and placed in an inactive file. College employees wishing to be considered for a vacancy are to contact Human Resources and request that their application be considered for a position opening. College employees should submit an updated application and professional statement as well as current additional information as appropriate for the position opening.
Employment Preference for Veterans and Spouses or Surviving Spouses
In appreciation for their service to this state and this country during a period of war, and in recognition of the time and advantage lost toward the pursuit of a civilian career, veterans shall be granted preference in employment with every State of North Carolina department, agency, and institution.
A period of war includes World War II (December 7, 1941, through December 31, 1946); the Korean Conflict (June 27, 1950, through January 31, 1955); the period of time between January 31, 1955, and the end of the hostilities in Vietnam (May 7, 1975); or any other campaign, expedition, or engagement for which a campaign badge or medal is authorized by the United States Department of Defense.
Veteran means a person who served in the Armed Forces of the United States on active duty, for reasons other than training, and has been discharged under other than dishonorable conditions.
Eligible veteran means:
A veteran who served during a period of war; or
The spouse of a disabled veteran; or
The surviving spouse or dependent of a veteran who dies on active duty during a period of war either directly or indirectly as the result of such service; or
A veteran who suffered a disabling injury for service-related reasons during peacetime; or
The surviving spouse or dependent of a person who served in the Armed Forces of the United States on active duty, for reasons other than training, who dies for service-related reasons during peacetime.
When evaluating two or more candidates for employment whose academic preparation, technical qualifications, and/or pertinent professional expertise are substantially equal, the college will give preference to “eligible veterans” who are citizens of the State of North Carolina and who served the state or the United States honorably in either the army, navy, marine corps, nurses’ corps, air corps, air force, coast guard, or any of the armed services during a period of war.
Faculty Contract Policy
All faculty members are employed on nine-month base contracts. Faculty members may be offered supplemental contracts for summer employment based on instructional demand, other college needs, and availability of funds. Hourly supplemental contract pay rates are calculated by dividing the base salary by 41 (for the number of weeks in the nine-month period) and further dividing by 40 (for the number of hours in a typical work week). Faculty members employed on or before January 31, 2002, and whose former contract status enabled them to accrue sick leave and annual leave during the summer shall continue to accrue and use these benefits while employed under full-time (40-hour per week) supplemental summer contracts. Faculty members employed after January 31, 2002, and teaching on summer supplemental contracts can neither accrue nor use annual or sick leave during the summer.
View the Faculty Contract Policy for more information.
Expectations of Faculty Members
Durham Technical Community College recognizes that the nature of faculty work is complex, varied, and highly individualized. Yet it is critical to articulate expectations in order to assess and measure success. Our faculty body is comprised of highly regarded and dedicated professionals whose work is best carried out in an environment that affords flexibility and adaptability. The college employs full-time faculty members under 40-hour-per-week contracts to plan and carry out teaching assignments; evaluate student work; provide academic advising and registration approval; maintain currency in their disciplines, professions, or technical areas or expertise and in the art of teaching; work independently and collaboratively in curriculum development and improvement; and assist in college governance and decision-making. Faculty members also serve as role models to students and to the community at large by carrying out their various responsibilities with personal integrity and with an understanding of the need for accountability.
Establishing overall work assignments is the responsibility of the program director or discipline chair. In cases where a faculty member is assigned to more than one program or discipline, responsibility for establishing the work assignment rests with the director or chair of the area of primary responsibility (as designated on the College’s staffing chart). In such cases, the primary supervisor should coordinate assignments with the secondary supervisor.
Durham Tech acknowledges and respects the myriad of responsibilities faculty members have outside of the classroom. Full-time faculty members should expect to spend a minimum of 32 hours per week on the college campus or at their assigned off-campus teaching locations or clinical sites.
Faculty will provide a minimum of eight office hours per week. To reflect the changing nature of learning and teaching, full-time faculty members teaching in a face-to-face environment may elect to post up to half of their eight required office hours as virtual office hours, with the permission of their supervisor. Conversely, full-time faculty teaching completely online should provide for a minimum of half their office hours on campus, so that they maintain a presence on campus for in-person meetings with students, and other administrative duties and meetings.
As members of the Durham Tech academic community, all faculty are required to:
Develop and prepare course syllabi that meet the approved format and distribute in the first class meeting;
Teach classes at the assigned time and place;
Meet all classes for their full duration;
Notify the designated supervisor in the event a class needs to be canceled and rescheduled;
Submit make-up plans for any classes missed due to inclement weather or other circumstances;
Record and submit attendance as directed;
Participate in relevant meetings;
Complete a minimum of five hours of professional development each academic year;
Be familiar with and follow all academic policies and procedures; and
Remain up-to-date in their academic discipline.
Students should be provided an opportunity to meet with faculty for advising and consultation within two business days of the request. This allows flexibility for both instructors and students, while still meeting the obligations for their courses and advising/registration/recruiting duties.
To provide all students with access to full-time faculty members, instructors and program directors who teach in disciplines or programs that have evening course offerings should expect to teach at least one evening section per academic year. This expectation may also be satisfied by teaching at least one weekend section per year, or two sections per year scheduled off-campus (at a location other than the faculty member’s primary work location). In addition, all full-time faculty members must accommodate requests from evening students for advising appointments. It is the responsibility of deans and department heads to evaluate adequate coverage of evening classes.
Typically, faculty members are required to be on the college campus or at the location of their teaching assignments for a minimum of four days per week or on specific days of the week to carry out necessary work responsibilities. Faculty supervisors may, in consultation with the department dean, modify this requirement as needed to meet the needs of the department and the college.
At the start of each semester a faculty member should provide to his/her supervisor a weekly schedule that includes all contractual hours (teaching assignments and scheduled office advising hours along with other times the faculty member plans to be on campus during a typical week). Once this schedule is posted, the faculty member may make occasional and minor variations to the schedule. Examples include revising the weekly schedule to attend a meeting or a professional development activity or to attend to personal business. Faculty members should notify their supervisors of such modifications and should make arrangements for making up instructional activities (if needed). Otherwise the instructor should obtain the supervisor’s approval before modifying the weekly schedule and post the altered schedule for those hours on his/her office door. In addition, supervisors (including department heads, division heads, or other college administrators) can require faculty members to make occasional modifications to the schedule that may result in the faculty members’ presence on campus in excess of the 32-hour minimum noted above.
For accounting purposes, absence from campus for a day should result in submission of an employee absence report only for the number of hours the faculty member was scheduled to work that day. If a faculty member is scheduled to be on campus to attend a required meeting on the Friday (off-site work day) and they are unable to attend the meeting, they must account for the full day missed (eight hours) as scheduled. Additionally, if a faculty member is on vacation or sick leave, they will be required to use the full eight hours of leave time.
Instructors who teach on overload contracts should submit a weekly schedule that reflects at least 40 hours of college-related activity in addition to the overload course or courses. This expectation also applies to faculty teaching curriculum courses, continuing education courses, or basic skills courses on overload.
During the probationary period, a faculty member must develop the work schedule with his/her immediate supervisor.
Faculty Teaching Load (Curriculum)
Teaching load is based on contact or credit hours. Contact hours are the actual hours of scheduled class, lab, or clinical experience during which the instructor is in direct contact with students. Credit hours are the number of hours assigned the class for academic credit toward graduation.
The contact hour teaching load for full-time employees categorized as instructors (those without program director or other administrative responsibilities) is a range of 18 to 21 contact hours per week and/or 15 to 18 credit hours per week. Full-time employees who are on a faculty contract, and whose primary role at the college is to teach curriculum courses are categorized as instructors. The minimum teaching load is either 18 contact hours or 15 credit hours, depending on the number of contact and credit hours awarded for each course taught. For example, an instructor teaching four 4 credit, 5 contact hour courses would have 16 credit hours and 20 contact hours. Teaching three of these courses would result in a load of 12 credit and 15 contact hours, both of which are below the minimum.
Employees who are on a faculty contract and have other administrative duties have different teaching load expectations.
The contact hour teaching load for a program director or discipline chair is a range of 9 to 15 contact hours per week, and 9 to 12 credit hours per week. The contact hour teaching load for department heads, deans, associate deans, and assistant deans is a range of 5 to 8 contact hours per week, and 3 to 6 credit hours per week.
Credit Hour And Contact Hour Expected Teaching Load For Each Category Of Employee
Credit Hours Expected
Contact Hours Expected
15 – 18
18 – 21
12 – 15
15 – 18
Chairs and Directors
9 – 12
9 – 15
3 – 6
5 – 8
In special circumstances teaching loads may be modified. Exceptions must be approved by the chief academic officer, and the job description for the position must clearly document the expected teaching load. Employees who are not on faculty contracts are not required to teach a standard load of curriculum courses unless otherwise specified in the employee’s job description. Discussions of workload between a faculty member and supervisor should be included in the annual performance evaluation, since workload and performance expectations are closely linked.
Excess Teaching Load/Overload Contracts
Qualified faculty and staff members may be employed under overload contracts to teach one or more classes over if the class or classes they teach do not interfere with their ability to fully carry out their regular contractual responsibilities. Overload contracts are approved by the President based upon the endorsement of the employee's supervisor, department head, division head, and the chief instructional officer.
An instructor may receive an overload contract when he/she is teaching more than 21 contact hours per week as part of the regular teaching load and when his/her annual average teaching load exceeds 18 credit hours or 21 contact hours per week. A program director may receive an overload contract to teach a full course when he/she is teaching 15 or more contact hours per week as part of the regular teaching load and when the annual average teaching load meets or exceeds 12 credit hours or 15 contact hours per week. A dean may receive an overload contract to teach a full class when he/she is teaching eight or more contact hours per week and when the annual average teaching load meets or exceeds six credit hours or eight contact hours per week.
Program directors who wish to employ a full-time employee under an overload contract first submit an Overload Request Form identifying the employee, the term of overload employment, and the course or courses to be taught under the overload contract. The program director also indicates the reason or reasons for requesting the overload contract. If the employee is a faculty member with a contractual teaching responsibility, a list of the classes taught as part of the employee's regular responsibilities is also included, as well as a copy of the employee's faculty schedule showing at least 40 hours of weekly scheduled activity carried out in addition to the overload teaching assignment.
When requesting or endorsing an overload contract for any employee, the employee's supervisor should carefully consider whether the overload assignment will impair the employee's ability to carry out his/her regular responsibilities. For faculty members, this means not only the regularly contracted teaching assignment but also any other tasks or duties assigned to that individual. Faculty members who have approved reductions in teaching responsibilities to carry out special assignments may not be employed under overload contracts. Overload contracts will not be issued for portions of a class. (For example, if an instructor's contractual teaching load is 15 credit hours and he/she is assigned four classes of four contact hours each to meet that load, the faculty member is not eligible for a one-hour overload contract.) Employees assigned to complete a class begun by another instructor may be eligible for an overload contract.
If an employee is offered an overload contract outside the primary work assignment area, the requesting program director must obtain the prior endorsement of the employee's supervisor before requesting an overload contract. If an employee has more than one work assignment as indicated on the college's Staffing Chart, the primary assignment is the position on the Staffing Chart where the employee's name does not appear in parentheses.
Requests for overload contracts must be submitted for approval sufficiently prior to the beginning of class to provide an opportunity to make another assignment should the request be denied. Once submitted and endorsed, overload requests will remain in the office of the chief instructional officer. Overload contracts should not be prepared until the program director receives a copy of the overload request with all required signatures. A copy of the employee’s schedule should accompany the Overload Request Form. The Overload Request Form will be submitted to the Human Resources office along with the signed overload contract.
Criteria for Creating an Overload Contract
When there is an emergency situation (e.g., another instructor is leaving the college or has become too ill to teach), full-time employees can take on last minute or mid-semester additions more easily than part-time instructors. Overloads should be considered if the faculty member is already teaching the maximum number of credit hours (18) or contact hours (21).
When the Corporate and Continuing Education Division has a need to hire full- and part-time college employees to teach Customized Training programs, based on the capacity-building directive from the NCCCS Office for Continuing Education, Corporate Education, Continuing Education and Public Safety Services program directors are encouraged to hire current college employees. Because of this, the division is able to receive bonus money for hiring college employees.
In a situation when a class requires specialized training to be taught or when hiring managers cannot recruit specialized adjunct faculty, hiring full-time employees with the necessary specialized credentials may be warranted.
On the occasion when a class is particularly difficult to staff due to scheduling needs, hiring full-time faculty or staff may be the best way to fill the need. For example, a part-time instructor is unlikely to be willing to come to campus (or to one of our off-campus sites) in order to incorporate a one-hour class into his/her regular off-campus job work schedule (i.e. Career and College Promise).
When classes are added to accommodate high enrollment at the last minute, this may make it difficult to find an adjunct instructor to teach them so an overload contract may be necessary.
When specialized courses require knowledge of the college’s policies and procedures in addition to course content, an overload contract may be necessary. For example, instruction at an off-campus sites like Blue Cross/Blue Shield.
Process/Procedure for Administering Overload Contracts
Course/instructor evaluation scores will be considered in selecting instructors for overload contracts (e.g., history of scores of four or higher).
Supervisors will require instructors on overload contracts to take annual leave when they miss departmental meetings, advising commitments, and other regular duties as assigned (possibly for other reasons than teaching).
The number of classes an instructor is teaching as a part of his/her regular load as well as the number of students in each course will be taken into consideration when approving an instructor for an overload.
Instructors must receive permission for one overload assignment before processing a second overload assignment. Likewise, instructors must list on the Overload Request Form, courses in the regular load as well as the courses on the overload.
The Overload Request form must be accompanied by the employee’s weekly schedule that shows his/her current work week along with how the overload fits into his/her schedule before it can be approved by the supervisor, division head, or the president.
Faculty Academic Release Time
Faculty members may request and obtain temporary release from some portion of their contractual teaching obligation to carry out other necessary projects or tasks. The term “release time” refers to the release from instructional duties or from actual contact hours of instruction which are normally required of a full-time faculty member (including program directors and department heads) in carrying out their full load of contracted responsibilities. Release time is not considered as “leave” and should not be confused with professional or educational leave which are described in the Full-Time Educational Leave with Pay policy or with professional development/return to industry requests authorized by the Professional Development Committee.
Release time may be granted for one or more of the following purposes:
Development and implementation of new projects or instructional offerings, including new curriculum programs, new or restructured offerings within existing programs, non-credit courses, or non-traditional offerings.
Revision of existing curricula or courses as a result of formal recommendations from program review, advisory committees, competency-based education (CBE) review, program accrediting agencies/state licensure boards or regional accreditation bodies.
Other initiatives of strategic emphasis to the college.
A written proposal for release time must be submitted to the chief academic officer for approval on the Faculty Release Time Request form. This form will be initiated and prepared by the instructor following consultation with the program director or discipline chair and department head. Requests for curriculum revisions should be developed with input from the Manager, Curriculum Support and Development.
This proposal should include the following information:
Hours per week release time requested.
Description of and objectives for the activity.
Rationale or justification of the proposed activity and a statement of relevance to the goals and objectives of the college, division, department or program.
Estimated cost to replace the faculty member if additional part-time help is required, or the impact on the program if the replacement is by existing full-time faculty.
Anticipated result of the activity.
A Faculty Release Time Request form should be filled out by the program director or discipline chair and signed by the department head and (when appropriate) the director of Curriculum Development. The program director will be responsible for evaluating the proposed activity. The program director will state on the form how he or she will evaluate the activity. These forms should be submitted to the chief instructional officer at least one month prior to the start of the relevant semester.
Periodic meetings between the faculty member, supervisor, and (when appropriate) director of Curriculum Development, should be held to review progress and to evaluate the activity. Upon completion of the release time and associated project, the faculty member will submit the results of the accomplished objectives and supporting documentation to the chief instructional officer. Supporting documentation (including course outlines, instructional packets, or plans of study) may also be submitted to the Manager, Curriculum Support and Development.
Credentials Verification and Documentation
To ensure that employees are qualified to perform their job functions, Durham Technical Community College (Durham Tech) requires that all appropriate credentials be verified within the first 60 days of employment for full-time employees, and within the first 30 days of employment for part-time employees. Existing employees who are promoted, being considered for a status change or pay increase, or moving into a coordination or supervisory role, must provide updated/additional credentials (e.g. transcript for new degree) to support transition into that role within 60 days of the status change if requested by the supervisor. Failure to provide satisfactory verification of education and experience claimed on the application can result in the following: extending the probationary period, reducing the salary to the level for which official verification has been provided, or initiation of termination of employment immediately or upon expiration of the probationary period.
View the Employee Credentialing procedure for more information.
Justification for Employment
Consistent with the Principles of Accreditation of the Commission on Colleges of the Southern Association of Colleges and Schools (SACSCOC), Durham Tech employs competent faculty members qualified to accomplish the institution's mission and goals. In determining faculty qualifications, the institution gives primary consideration to the individual's highest earned degree in the discipline but also may consider such factors as undergraduate and graduate coursework or degrees, related work experience, professional licensure or certification, honors and awards, documented excellence in teaching, or other demonstrated competencies or achievements. In cases where factors other than the individual's highest earned degree are considered, the prior written approval of the Vice President of Student Learning and Instructional Services/Chief Academic Officer is required. This approval is then forwarded to the Human Resources office and included in the employee's personnel file.
Employment of Relatives (Nepotism)
Persons considered for employment or promotion are selected on the basis of training, experience, and other characteristics which best suit the individual to the job and best meet the needs of the college.
When employing relatives of college employees, the college will not hire, promote, or transfer an individual to occupy a position that has influence over an immediate family member’s employment, promotion, salary administration, or other related management or personnel considerations. Immediate family members include wife, husband, mother, father, brother, sister, son, daughter, grandmother, grandfather, grandson, granddaughter, step-relations, half-relations, in-law relations, guardian, or ward.
Job applicants who know of a family relationship (regardless of the distance of that relationship) must notify the college of the nature of the relationship when submitting an application for employment, and employees with a known family relationship (regardless of the distance of the relationship) with a job applicant should bring this fact to the attention of the Human Resources Department prior to any form of interviewing by employees of the college. Failure to disclose a family relationship may result in dismissal from the college.
Secondary employment is defined as compensated work performed for an employer other than Durham Technical Community College. It includes self-employment as well as work performed as an employee or as an independent contractor. It does not include unpaid volunteer efforts or other activities that do not result in direct or indirect benefit to the employee.
View the Secondary Employment policy and procedure for more information.
Earned academic degrees, specific professional or technical credentials, full-time related work experience, and specific job responsibilities are factors considered in determining the beginning annual salary of new regular contract employees. Available financial resources, position allocation values in the college’s annual appropriation of state funds, and prevailing wages for certain occupational categories in the Triangle employment market are additional factors considered when determining starting salaries. The President makes the final determination for all salaries.
Once a beginning salary has been established, the employee may expect his/her salary to remain the same during the first year of employment. Adjustments to salary may be made in the following circumstances:
The employee fails to provide complete verification of either stated or required education and experience;
The employee assumes responsibilities above and beyond his/her regular job responsibilities or relinquishes additional responsibilities;
The employee receives a promotion by moving from one position to another position with new responsibilities and a new job title; or
State funds decrease.
Special teaching or non-teaching assignments for additional compensation may be requested for full-time employees assuming new or additional responsibilities. The Senior Vice President/Chief Instructional Officer and/or appropriate Division Head must endorse or approve the request. The request must then be authorized by the President. See Overload Contract form (found in the Human Resources folder on the employee shared drive) and Excess Teaching Load/Overload Contract Guidelines for additional information.
After the initial salary has been determined, subsequent annual increases are based on the salary increase funds appropriated by the NC General Assembly. Salary increases may also be granted if an employee is promoted or assumes certain additional responsibilities.
Contracts of Employment Policy
Durham Tech employs personnel based on the college’s needs for instruction and instructional support. A contract is issued upon successful completion of probationary period of employment. These contracts are as follows:
Regular contract of employment for full-time staff (non-faculty) employed on an annual, fiscal year basis;
Regular contract of employment for full-time faculty employed on an annual academic nine-month year basis (The employment offer letter to prospective faculty also includes a copy of the Faculty Contract Policy – Background Information and Policy Statement. Written acceptance of the employment offer is required along with the signed Faculty Contract Policy information sheet, indicating he/she has received this information.);
Summer supplemental contract for faculty based on the college's instructional needs;
Contract for hourly part-time employees for personnel hired to teach a particular course or to perform a specific job on a temporary basis who are paid only for the number of hours worked;
Contract with special conditions; or
Conditional, performance-based contract.
Regular Contract of Employment
Employees of Durham Technical Community College employed on regular annual contracts fall within two general categories of employment: faculty and non-faculty.
A regular contract of employment covers an approved position at a specified annual salary for a specific time frame with stated beginning and ending dates. Normally, the regular contract term runs from July 1 through June 30. In the case where an employee begins work during the fiscal year, the contract may only cover a partial year. The regular contract may be issued upon successful completion of the probationary period. Regular contract employees are eligible for paid leave and full benefits. There are additional types of regular contracts:
Contract with Special Conditions
As indicated on the college’s Contract of Employment, from time to time, the college may determine that certain “special conditions” should be included within the employment contract. Such special conditions shall be set out in writing and attached to the employment contract. These special conditions become part of the contract as if they were set out in the body of the contract.
Unless otherwise directly requested and directly approved by the President, the last stated condition for all employment contracts with special conditions shall read as follows:
“Violation of or failure to comply with any of these special conditions could result in termination of employment.”
- Conditional, Performance-Based Contract
A conditional contract is a special employment contract based on mandatory compliance with certain special employment conditions. Terms of the conditional contract are described in the Due Process policy.
Contract Limitation for Hourly Part-Time Employees
(Hourly Part-Time Employee Contract Limitation Policy)
State and federal laws draw important distinctions for employees based on the number of hours they work per week and the number of hours they work per year. The purpose of this policy is to ensure the college complies with both the letter and the spirit of applicable state and federal employment laws by clearly limiting the number of hours and the duration of hourly part-time contracts.
The college and its contract administrators limit employment of hourly part-time personnel to a maximum of 25 hours per week and a total of no more than 1200 hours worked in any given 12-month period. Employment hours are calculated based on the dates of employment reflected in the employee contract and as verified by the Supervisor. For instructional personnel, the maximum duration of the hourly part-time contract is for a semester or term of instruction. For non-instructional personnel, the maximum duration of the part-time hourly contract is for a six-month period. Additional part-time hourly contracts may be issued as needed but are not implied in the terms of any contract.
An hourly part-time contract is an employment contract issued to an employee to carry out a specific job for a specific hourly rate for a specified number of hours and length of time. Terms and conditions may vary with the job.
Employees hired under an hourly part-time contract are paid only for the hours as specified on the contract and as actually worked and then verified by the Supervisor on a part-time employee time report. Hourly part-time employees are not eligible for paid leave or benefits. The hourly part-time employee’s Supervisor initiates the contract according to approved college processes and contract terms. Applications and appropriate documentation must be on file for hourly part-time employees.
Compensation for Part-Time Faculty
Compensation rates for curriculum instructors employed under part-time contracts are established under rules set forth by the State Board of Community Colleges. These rates are based on the instructor's level of academic preparation and are derived from the minimum salaries to be paid to full-time instructors as stipulated by the N.C. General Assembly. The part-time pay rates for curriculum instructors are established to provide some compensation for the necessary work part-time instructors do outside the classroom (such as grading assignments and conferring with students). A current schedule of part-time pay rates for curriculum instructors is available and maintained in the office of the Chief Instructional Officer.
Contracts for Grant-Funded Employment
To ensure that employees are aware their position is paid through special funds or grant funds, the following statement is to be included in the “Special Conditions of Contract Employment” section of their contract:
“By execution of this contract, the employee expressly acknowledges that he/she understands that his/her employment at Durham Technical Community College (and this contract with Durham Technical Community College) is dependent upon the availability of grant funds. It is further understood that Durham Technical Community College is under no obligation to offer employment upon termination of grant funding.”
The term “federal funds” is to be used instead of “grant funds” for federally-funded positions.
Due Process policy
Durham Technical Community College's Due Process policy covers regulations regarding employment contracts, the employee grievance procedure, and regulations regarding an employee's termination or dismissal from employment.
If a disagreement arises between an employee and another employee, a supervisor, or the college, a formal procedure is provided for the resolution of formal grievances. This procedure is to be followed in any situation in which an employee believes that he/she has been treated unjustly or in a discriminatory manner. The Grievance Procedure is detailed in the Due Process policy.
Orientation of New Employees
Human Resources staff contact new employees prior to their start date for employment or on their first day of employment to schedule an orientation. This orientation is usually held within the first three days of employment. During orientation, the full benefits package is explained and new employees are told how to access the Employee Handbook through the college’s website.
All new full-time employees are employed with a probationary period of a minimum of three months. During this probationary period, Supervisors must evaluate the new employee’s performance biweekly for a total of five times using the New Employee’s Progress Report form given to the supervisor by Human Resources. The form is forwarded from Human Resources to the evaluating Supervisor at the beginning of the new employee’s probationary period. Faculty members are probationary periods include the length of their first semester of employment and completion of duties related to ending the semester and submitting grade reports. During the first 60 days of the probationary period for full-time employees and during the first 30 days of the probationary period for part-time employees, the new employee must provide Human Resources with official documentation to verify education and experience that were important in his/her employment decision. The required credentials and their due dates become a special condition of the employee's completion of the probationary period of employment.
The Supervisor completes the new employee's final evaluation prior to the expiration of the new employee's probationary period, which is forwarded through the supervisory chain to the Affirmative Action Officer and the President. Attached to the final evaluation will be the five progress reports and a letter of recommendation, either to tender the employee a regular contract for the balance of the fiscal year or to terminate the employee at the end of the probationary period.
If the employee has not verified all of the required credentials during the probationary period, this could impact upon the college’s decision to continue employment. If the decision is made not to offer employment beyond the probationary period, the employee is notified by certified letter at least 10 days prior to expiration of the probationary period.
Promotion and Transfer
Durham Technical Community College recognizes the need for employees to reach their individual career potential. The College’s established promotion and transfer procedure, which is detailed here, provides an avenue for employee advancement within the institution.
The Human Resources Department posts internal vacancies. Qualified current employees may apply for internal job openings as positions become available. For positions posted internally, current employees and individuals employed by the college within the past three months may apply. Employees desiring to apply for internal promotion or transfer should complete the Promotion and Transfer Application form or a new Employment Application. Both are available in the Human Resources Department. Employees applying for internal positions are urged to update their application and professional statement as well as other information as appropriate for the new position application.
Employees may receive promotions in one of the following ways:
Reclassification of a position (i.e., accounting technician to accountant, junior programmer to programmer);
Assignment of special responsibilities (i.e., program director, associate or assistant dean); or
Appointment or transfer to a higher-level position with expanded job responsibilities and a different job title.
Recommendations for promotion are normally initiated by the employee’s immediate Supervisor and must be endorsed by the Division Head with final approval by the President.
An employee may be transferred from one department to another without going through the normal transfer or promotion process when the administration considers the move to be in the best interest of the college and/or the employee. An employee may be reassigned to another area, given additional duties or responsibilities, or have duties or responsibilities reassigned.
Employees usually considered ineligible for promotions and transfers include those with less than three months of full-time continuous service at Durham Tech and an employee whose conduct and performance are unacceptable in a current position.
Reduction in Force Policy
Please consult the Reduction in Force (RIF) policy in the Policies and Procedures manual.
Separation from the College
The following procedure applies when an employee voluntarily separates from his/her employment with Durham Technical Community College:
Consistent with the terms of the employment contract, employees wishing to retire or resign must give a 30-day notice to the college. To give this notice, the employee is to write a letter to the President indicating his/her intention to retire or resign no fewer than 30 days prior to the date of his/her desired departure. The employee is also to send copies of this letter to Human Resources, the Business Manager/Chief Financial Officer, the appropriate Division Head, and the immediate Supervisor.
The employee obtains an exit checklist from the Human Resources Department to ensure that all college property has been returned and that the employee has been counseled and cleared in areas regarding retirement, leave, insurance, and related matters. Once Supervisors in all required departments have initialed the exit checklist, the Business Office is authorized to release the final paycheck.
The college’s Affirmative Action Policy requires that the Human Resources Director and/or the Affirmative Action Officer conduct an exit interview with an employee separating from the college. Should the employee not return college property, the college reserves the right to withhold the direct deposit of an employee’s final paycheck and deduct reasonable costs for unreturned property (including keys) that is documented as being assigned to the employee. During the exit interview, the employee leaving the college should instruct Human Resources as to his/her preferences regarding releasing information not already a matter of public record.
Re-Employment of Retired Persons
Retired persons may be re-employed in accordance with the needs of Durham Technical Community College, Social Security regulations, and policies regulating the Teachers' and State Employees' Retirement System. The NC General Assembly has legislated that every state retiree must have a defined break from state employment service before any re-employment with the state. For those who retire after October 1, 2005, a six-month break with absolutely no service rendered to a state employer is required to protect the tax-exempt status of the Teachers’ and State Employees’ Retirement System. Pre-existing agreements between a state employer and a retiree to return to work following retirement are also prohibited. Durham Technical Community College limits retirees’ service to hourly part-time contracts as an indication of the short-term nature of their re-employment.