This website publishes administrative rules on their effective dates, as designated by the adopting state agencies, colleges, and
universities.
| Rule |
Rule 3358:5-3-01 | Categories of employment.
The purpose of this policy is to have defined
employee categories that are applied in a consistent manner for the
college. (A) Definitions: Employee - The designation "employee"
applies to any individual who is listed on the college's payroll. Adjunct faculty - The designation "adjunct
faculty" are instructional faculty who are employed on a
semester-by-semester basis and work less than a full-time load. Adjunct faculty
on a salary contract may teach up to twelve contact hours in fall semester,
twelve contact hours in spring semester and eight contact hours in summer
semester. Adjunct faculty on an hourly (time-sheet) contract may teach up to an
average of twenty-seven hours per week per semester. Adjunct faculty who teach
on both a salary and an hourly contract should consult with a full-time faculty
coordinator or school dean regarding their teaching assignments to ensure they
do not exceed the limits. Exempt and non-exempt - The terms exempt and
non-exempt refer to the status of a position under the federal wage and hour
laws. Specifically, non-exempt positions are eligible for overtime pay under
the Fair Labor Standards Act, and exempt positions are exempt from the overtime
provision of the law. Exempt staff may also teach for the college as long as
they teach outside their normal work hours and abide by the teaching limits
imposed on adjunct faculty. Full-time employee - The designation
"full-time employee" applies to any person employed for the full
work week of forty hours or two thousand eighty hours hours per year and not
covered under the definition of faculty. Full-time faculty - The designation
"full-time faculty" applies to all full-time faculty members who
facilitate student learning. Full-time faculty work one hundred seventy three
contract days during the academic year (August to May). In some instances,
full-time faculty work under a twelve month contract, as determined by academic
affairs. (1) Multiple-year
contracts (a) Upon completion of four years of service to the college
under single-year contracts, faculty members may be nominated by their school
administrator for a multiple-year contract. Upon the completion of two two-year
contracts, faculty members may be offered a three-year contract. Subsequent
contracts may be offered for one, two or three years as recommended by the
president and approved by the board of trustees. Faculty that hold the rank of
professor may be granted a five-year contract if specific circumstances are
met. Some of those circumstances may include: recommendation from the academic
dean, review of previous end of year reports, and review of evaluations. All
contracts must be approved and recommended by the president and approved by the
board of trustees. (b) A multiple-year contract indicates a commitment of
service to the college but does not guarantee that appointments, such as
program coordinator, will be included in one particular position. If the
position of employment changes, the salary shall be recomputed at the same
daily rate of pay. (c) Upon approving the divisional administrator's
recommendations for a multiple- year contract, the provost and vice president
of academic affairs forwards their recommendations to the president. The
president takes the recommendations to the board of trustees for formal
approval. (d) Any eligible faculty member not recommended for a
multiple-year contract may request a hearing with the school administrator. Any
further review shall be conducted in accordance with procedures set out in the
grievance procedures. (e) Faculty members whose salary is funded by a grant or
third party will receive one-year contracts with the employment contingent on
the continuance of the funding. (B) Definitions: Intern - The term "intern" refers to a
person who works, with or without pay, in order to gain work experience. Part-time employee - The designation
"part-time employee" includes any individual employed less than
thirty hours per week and not covered under the definition of
"faculty." Student employee - The term "student
employee" is a person who is currently enrolled as a student at the
college and is employed in a part-time, hourly position on campus utilizing
either federal or college work study funding. Substitute employee - The term "substitute
employee" applies to those employees who are hired for a limited period to
perform specific tasks for the convenience of the college. Supplemental staff - The designation
"supplemental staff" refers to persons teaching credit or non-credit
courses in the continuing educations, business and industry units. Temporary employee - The designation
"temporary employee" applies to those employees who provide
non-teaching services and are typically contracted through a staffing agency on
an as-needed basis per semester. Volunteer - The designation "volunteer"
applies to those who perform hours of service for the college without promise,
expectation or receipt of compensation for services rendered. Volunteers are
not employees of the college.
Last updated May 6, 2025 at 7:51 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
2/7/2022
|
Rule 3358:5-3-02 | Releasing personnel as consultant-evaluators.
Effective:
March 27, 2015
(A) A qualified full-time employee wishing to serve as a consultant-evaluator for purposes of accreditation review shall submit a written request via administrative channels to the office of the president as soon as possible but no later than ten days prior to the day(s) of absence requested. Requests will not be approved without endorsed certification relative to staffing needs by the appropriate supervisory personnel. The president shall be the final authority on all approvals or rejections. (B) All expenses involved, exclusive of the salary of the released personnel, must be borne by the accrediting agency, the institution requesting services, or the employee released. (C) Honorariums may not be accepted by released personnel except under the following conditions prescribed by the auditor of the state of Ohio. (1) If the person involved is either the president or vice president of the institution, they may not at any time accept any form of additional compensation other than expenses from a public institution of the state of Ohio. (2) Employees other than the president or vice president may accept compensation in addition to expenses from public institutions of the state of Ohio provided they serve as a consultant-evaluator on a non-work day, or take a day(s) of due vacation, or take a day(s) of leave with salary reduction pursuant to per diem policy. (D) Employees released to serve as consultant-evaluators may accept compensation in addition to expenses from proprietary, private, or out-of-state public institutions provided they serve as an evaluator/consultant on a non-work day or take a day(s) of due vacation, or take a day(s) of leave with salary reduction pursuant to per diem policy.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-3-03 | Personnel retrenchment policy.
Effective:
November 17, 2022
(A) It is the policy of the board of
trustees of Clark state college to maintain the financial viability of the
institution through the judicious use of all of its resources in the continued
pursuit of excellence as a state college. (B) Pursuant to its statutory
responsibilities to prescribe rules and regulations for the efficient
management of the college, and in recognition of projections of diminishing as
well as changing patterns of enrollments and funding, the president is directed
to establish administrative procedures for the determination of financial
exigency or lack of program enrollment involving personnel retrenchment
(reduction-in-force). These procedures will be designed to provide
appropriate information to the college community, to explore reasonable
alternatives to personnel retrenchment, and in the event such is determined
unavoidable, to ensure the most orderly, equitable, and least disruptive
personnel realignment possible.
Last updated November 17, 2022 at 8:54 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/1/1979, 7/1/1998
|
Rule 3358:5-3-04 | Sexual discriminationand Title IX policy.
Effective:
November 17, 2022
(A) Clark state college is committed to
providing a safe, collegiate, working and learning environment that promotes
personal integrity, civility, and mutual respect and that is free of
discrimination, harassment, or adverse treatment. Sex discrimination violates a
person's fundamental rights and personal dignity. Clark state community
college considers sex discrimination in all its forms to be a serious offense.
(1) Title IX of the
Education Amendments of 1972 to the Higher Education Act of 1965 prohibits
discrimination based on sex in educational programs and activities that receive
federal financial assistance. Education program or activity includes locations,
events, or circumstances over which the college exercised substantial control
over both the respondent and the context in which the sexual harassment occurs.
To ensure compliance with Title IX and other federal and state civil rights
laws, the college has developed policies and procedures that prohibit sex
discrimination in all of its forms. (2) Clark state college
does not discriminate on the basis of race, color, religion, gender/sex, gender
identity or expression, national origin (ancestry), military status,
disability, age (forty years of age or older), genetic information, sexual
orientation, status as a parent during pregnancy and immediately after the
birth of a child, status as a parent of a young child, or status as a foster
parent and any other protected group status as defined by law or college policy
in its educational programs, activities, admissions, or employment practices as
required by Title IX of the Educational Amendments of 1972, Section 504 of the
Rehabilitation Act of 1973, the Americans with Disabilities Act, and other
applicable statutes. (B) Clark state college encourages anyone
who has experienced sex discrimination in any form, whether or not that person
is a minor, to promptly report the incident, to seek all available assistance,
and to pursue corrective action through the college against the offender,
regardless of whether or not that person is a minor. The college encourages
anyone who has experienced sex discrimination, whether or not he or she is a
minor, to report the incident to the appropriate Title IX coordinator listed in
the associated procedures. The Title IX coordinator can assist with all aspects
of the reporting procedure and will conduct an investigation into a complaint
as appropriate. Clark state is required to report to law enforcement, child
protective services, or similar agency any case of sexual abuse of a minor by
faculty, staff, or volunteers affiliated with the college. (C) Definitions (1) Actual knowledge:
notice of sexual harassment or allegations of sexual harassment to the
college's Title IX coordinator or an official of the college who has
authority to institute corrective measures on behalf of the
college. (2) Coercion: the use of
pressure to compel another person to initiate or continue sexual activity
against a person's will. Coercion can include a wide range of behaviors,
including intimidation, manipulation, threats and blackmail. A person's
words or conduct are sufficient to constitute coercion if they wrongfully
impair another person's freedom of will and ability to choose whether or
not to engage in sexual activity. Examples of coercion include threatening to
"out" someone based on sexual orientation, gender identity, or
gender expression and threatening to harm oneself if the other party does not
engage in the sexual activity. (3) Complainant: a person
who is alleged to be the victim of conduct that could constitute sexual
harassment. (4) Consent: permission
that is clear, knowing, voluntary, and expressed prior to engaging in and
during an act. Consent is active, not passive. Silence, in and of itself,
cannot be interpreted as consent. Consent can be given by words or actions, as
long as those words or actions create mutually understandable clear permission
regarding willingness to engage in (and the conditions of) sexual
activity. Consent can be withdrawn at any time. When
consent is withdrawn, sexual activity must cease. Prior consent does not imply
current or future consent even in the context of an ongoing relationship.
Consent must be sought and freely given for each instance of sexual
contact. (5) Formal complaint: a
document filed by a complainant or signed by the Title IX coordinator alleging
sexual harassment against a respondent and requesting that the college
investigate the allegation of sexual harassment. (6) Gender expression:
how a person presents themselves (female, male, androgynous, or as another
gender) as evidenced by their manner of dress, speech or other physical
expression. (7) Gender identity:
person's internal knowledge of their own gender. A person may identify as
a gender that does or does not appear to correspond to the sex (male or female)
assigned to that person at birth, or the person may identify as neither female
nor male. (8) Gender-based
harassment: harassment based on sex or gender, sexual orientation, gender
identity, or gender expression, which may include acts of intimidation or
hostility, whether verbal or non-verbal, graphic, physical, or otherwise, even
if the acts do not involve conduct of a sexual nature. (9) Incapacitation:
physical and/or mental inability to make informed, rational judgments and
decisions. States of incapacitation include sleep and blackouts. Where alcohol
or other substances are involved, incapacitation is determined by how the
substance impacts a person's decision-making capacity, awareness of
consequences, and ability to make informed judgments. (10) Non-consensual
sexual contact: any intentional sexual touching, however slight, with any body
part or object, by any person upon another that is without consent and/or by
force or coercion. Sexual contact includes: intentional contact with the
breasts, buttock, groin, or genitals, or touching another with any of these
body parts or objects, or making another touch you or themselves with or on any
of these body parts; any intentional bodily contact in a sexual manner, though
not involving contact with/of/by breasts, buttocks, groin, genitals, mouth, or
other orifice. (11) Non-consensual
sexual intercourse: any sexual penetration, however slight, with any body part
or object, by any person upon another that is without consent and/or by force
or coercion. Sexual penetration includes vaginal penetration by a penis,
object, tongue, or finger; anal penetration by a penis, object, tongue, or
finger; and oral copulation (mouth to genital contact or genital to mouth
contact); no matter how slight the penetration or contact. (12) Respondent: a person
who has been reported to be the perpetrator of conduct that could constitute
sexual harassment. (13) Retaliation: an
adverse action taken against a person for the purpose of interfering with any
right or privilege secured by Title IX or because the person has made a report
or complaint testified, assisted, or participated or refused to participate in
any manner in an investigation, proceeding, or hearing involving allegations of
sex discrimination in violation of this policy. (14) Sex discrimination:
occurs when a person has been treated inequitably based on sex, sexual
orientation, gender, gender identity, or gender expression. Sex discrimination
can be committed by anyone regardless of sex, gender, gender identity, gender
expression and/or sexual orientation. (15) Sexual exploitation:
occurs when a person takes non-consensual or abusive sexual advantage or
benefit, or to benefit or advantage anyone other than the person being
exploited, and that behavior does not otherwise constitute one of the other
sexual violence offenses. (16) Sexual harassment: conduct on the basis of sex that
satisfies one or more of the following: (a) Quid pro quo: An
employee conditioning the provision of an aid, benefit, or service of the
college on a person's participation in unwelcome sexual
conduct. (b) Hostile environment:
unwelcome conduct that a reasonable person would determine is so severe,
pervasive, and objectively offensive that it effectively denies a person equal
access to the educational institution's education program or
activity. (c) Sexual assault: an
offense classified as a forcible or non-forcible sex offense under the uniform
crime reporting system of the federal bureau of investigation. The FBI uniform
crime reporting system provides: (i) Sex offenses forcible. Any sexual act directed
against another person, without that person's consent including instances
where the person is incapable of giving consent. Forcible rape - the carnal knowledge of a
person, forcibly and/or against that person's will or not forcibly or
against that person's will where the victim is incapable of giving
consent because of his/her temporary or permanent mental or physical
incapacity. Forcible sodomy - oral or anal sexual
intercourse with another person, forcibly and/or against that person's
will or not forcibly or against that person's will in instances where the
victim is incapable of giving consent because of his/her youth or because of
his/her temporary or permanent mental or physical incapacity. Sexual assault with an object - the use of
an object or instrument to unlawfully penetrate, however slightly, the genital
or anal opening of the body of another person, forcibly and/or against that
person's will or not forcibly or against the person's will in
instances where the victim is incapable of giving consent because of his/her
youth or because of his/her temporary or permanent mental or physical in
capacity. Forcible fondling - the touching of the
private body parts of another person for the purpose of sexual gratification,
forcibly and/or against that person's will or not forcibly or against
that person's will where the victim is incapable of giving consent
because of his/her youth or because of his/her temporary mental
incapacity. (d) Sex offenses
non-forcible unlawful, non-forcible sexual intercourse. Incest - non-forcible sexual intercourse
between persons who are related to each other within the degrees wherein
marriage is prohibited by law. Statutory rape - non-forcible sexual
intercourse with a person who is under the statutory age of consent. (i) Dating violence: violence committed by a person who is
or has been in a social relationship of a romantic or intimate nature with the
complainant. The existence of such a relationship will be determined based on
the complainant's statement and with consideration of the length and type
of relationship, and the frequency of interaction between the persons involved
in the relationship. (ii) Dating violence: violence committed by a person who is
or has been in a social relationship of a romantic or intimate nature with the
complainant. The existence of such a relationship will be determined based on
the complainant's statement and with consideration of the length and type
of relationship, and the frequency of interaction between the persons involved
in the relationship. (iii) Domestic violence: felony or misdemeanor crimes of
violence committed by a current or former spouse or intimate partner of the
victim, by a person with whom the victim shares a child in common, by a person
who is or has cohabitated with the victim as a spouse or intimate partner, by a
person similarly situated to a spouse of the victim under domestic or family
violence laws of the jurisdiction in which the crime of violence occurred, or
by any other person against an adult or youth victim who is protected from that
person's acts under the domestic or family violence laws of the
jurisdiction in which the crime of violence occurred. (iv) Stalking: engaging in a course of conduct directed at a
specific person that would cause a reasonable person to (a) Fear for their safety; or (b) Suffer substantial emotional distress. (17) Sexual violence: physical sexual acts perpetrated
against a person's will or when a person is incapable of giving
consent. (18) Supportive measures: non-disciplinary, non-punitive
individualized services offered as appropriate, as reasonably available, and
without fee or charge to the complainant or respondent. (D) This policy applies to all the
following, including those who may be minors: (1) Non-exempt and
exempt staff employees (2) Faculty and adjunct
faculty (3) Temporary
employees (4) Students (5) Vendors, visitors,
and other third parties (E) The college will not tolerate sexual
harassment, whether engaged in by fellow employees, supervisors, students, or
by other non-employees who conduct business with the college. The college shall
investigate any incident of alleged sexual harassment and shall take any action
it deems appropriate after evaluating all of the circumstances. (F) This policy shall be administered as
set forth in the associated procedures. (G) The office of human resources shall
be assigned the responsibility of developing, implementing, and maintaining the
sexual discrimination policy and procedures.
Last updated November 17, 2022 at 8:55 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
10/23/2015
|
Rule 3358:5-3-05 | Recruitment and selection policy.
Clark state college is an equal opportunity
employer where applicants for employment are selected on the basis of
compentency, training, qualifications and experience. (A) Applicants are screened and
considered without regard to color, religion, gender/sex, gender identity or
expression, national origin (ancestry), military status, disability, age (forty
years of age or older), genetic information, sexual orientation, status as a
parent during pregnancy and immediately after the birth of a child, status as a
parent of a young child, or status as a foster parent and any other protected
group status as defined by federal and state law and college
policy. (B) The college utilizes the following
strategies for hiring faculty and staff: (1) Internal hire through competitive search and posting
process (2) Internal job movement through reorganization, internal
progression and succession planning (3) External hire through a competitive search through
posting process (4) External hire from a competitive search through the use
of a search firm This policy applies to all college employees
and applicants for employment. (C) This policy shall be administered as
set forth in the associated procedures. (D) Any false statement,
misrepresentation or significant omission on the application form or resume
submitted by the applicant may be cause for immediate dismissal from the
college. (E) Human resources is assigned the
responsibility of developing, implementing and maintaining the hiring policy
and procedures.
Last updated June 16, 2025 at 8:06 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
7/13/2012
|
Rule 3358:5-3-07 | Separation from employment.
Effective:
March 27, 2015
(A) Separation from employment at the college may be caused by retirement, resignation, contract non-renewal, or involuntary termination. Each type of separation carries certain obligations for both the employee and the college. (1) Retirement is customarily well planned and the employee should inform the supervisor as far in advance as possible of the effective date. Wherever possible, the college shall respect the wishes of the employee and shall work out a phase-out program that benefits both the employee and the on-going needs of the college. The college does not have a mandatory retirement age. (2) Resignation may occur at any time for all employees except instructional faculty. The college respects the effective date of the resignation in exchange for the consideration a resigning employee has for the impact of the resignation to the on-going activities of the college. Appointment to an instructional faculty position at the college is by contract. As such, there is a professional/legal obligation on the part of the instructional faculty member and the college to abide by the terms of the contract. Instructional faculty members have a professional/legal responsibility to provide reasonable notice (in a timely fashion) when they request to be released from a mutually agreed upon contract. (3) The college reserves the right to decline the renewal of instructional faculty contracts without providing for cause. (4) Involuntary terminations could occur in the event of retrenchment, the unsatisfactory performance of an employee, or at any time for any or no cause (at-will employer). (5) In instances where evaluative procedures indicate lack of satisfactory performance in teaching, professional growth, and service to the college and/or the non-renewal of an instructional faculty member's contract, a recommendation for termination of employment of an instructional faculty member shall be made to the board of trustees by the president. (B) Administrative guidelines and procedures to implement the policy for separation from employment shall be at the discretion and approval of the president.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/1/1998
|
Rule 3358:5-3-09 | Equal employment opportunity and diversity policy.
(A) Purpose To reaffirm and restate the college's
continuing commitment to the principles of equal opportunity; to increase
effectiveness by setting forth the action being taken and to be taken by the
college and its employees concerning equal opportunity in educational programs
and employment. (B) Clark state college is committed to assuring equal
opportunity to all persons and does not discriminate on the basis of race,
color, religion, gender/sex, gender identity or expression, national origin
(ancestry), military status, disability, age (forty years of age or older),
genetic information, sexual orientation, status as a parent during pregnancy
and immediately after the birth of a child, status as a parent of a young
child, or status as a foster parent or any other protected group status as
defined by law or college policy in its educational programs, activities,
admissions or employment practices. Clark state prohibits discrimination and
harassment based on these protected group statuses in accordance with college
policies, applicable laws and executive orders. Clark state complies with and
adopts the international holocaust remembrance alliance's definition of
antisemitism as set forth in Executive Order 2022-06D: "Defining and
Combating Antisemitism." Title IX of the Educational Amendments of 1972
prohibits employment discrimination on the basis of sex in educational programs
or activities which receive federal financial assistance. (C) General policy The college is committed to complying with all
applicable laws regarding non-discrimination. (D) Subcontractors, independent contractors and
vendors Clark state college adheres to all applicable
state and federal equal opportunity/affirmative action statues and regulations.
Last updated June 16, 2025 at 8:06 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
4/7/2025
|
Rule 3358:5-3-10 | Faculty salary administration policy.
Effective:
November 17, 2022
(A) Clark state college supports a salary
administration process that is based on internal equity and market
competitiveness. (B) Fair market value is also a critical
component of salary administration. (C) The college shall use benchmarks of
other colleges against which the salaries will be compared.
Last updated November 17, 2022 at 8:55 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
10/23/2015
|
Rule 3358:5-3-12 | Faculty load and overload policy.
Effective:
November 17, 2022
(A) Clark state college's load for
instructional faculty is designed to be competitive with other colleges of
similar size and geographic location. (B) Faculty responsibilities lie in the
areas of teaching/learning, professional growth, and service to the college and
community. (C) The teaching load for full-time
instructional faculty is fifteen load hours per term or thirty per academic
year. (D) The number of days faculty are on
contract is one hundred seventy-three. (E) Appropriate administrative procedures have been
developed to implement the policy and have been approved by the
president.
Last updated November 17, 2022 at 8:55 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/1/1998, 11/15/2010, 3/18/2015
|
Rule 3358:5-3-13 | Work week policy.
Effective:
November 17, 2022
(A) Full-time instructional faculty
members are expected to teach according to the schedule that has been
established by the respective dean. In addition to their teaching assignment,
instructional faculty are expected to give time to committee work, general or
division staff meetings, and have posted office hours for student consultation.
Full-time instructional faculty members are to be available to students,
through posted office hours, five hours per week. Two of the five hours may be
scheduled for use of innovative methods to increase accessibility to
students. (1) Faculty members are expected to hold classes at times
and places listed in the class schedule. Requested changes must be cleared
through the divisional office and reported to the dean. (2) Faculty members who are unable to meet assignments due
to illness or other unavoidable reason shall inform their dean as soon as
possible. (3) Whenever it is necessary for a faculty member to be
away from campus for any reason, appropriate arrangements shall be made for the
missed classes and the absence shall be reflected on the bi-weekly time summary
which is completed by the dean. (B) Non-exempt staff are assigned working hours with
full-time employees working eight hours per day during a five-day work week.
Employees assigned to administrative or academic units typically follow a daily
eight a.m. to five p.m. work schedule with one hour allowed for lunch.
Maintenance/custodial personnel frequently follow a different eight hour daily
schedule to allow access to unoccupied classrooms and office areas. The college does not designate a formal rest
period for non-exempt employees. Taking a break depends on the department
involved and whether or not the work of the department is of such a nature that
it can be interrupted at some time during the day for these employees to have a
few minutes off. When rest periods are allowed, these are limited to two
fifteen minute breaks per day -- one in the morning and one in the afternoon.
Rest periods are not cumulative and may not be taken at the beginning or end of
the day. (C) Exempt staff are generally assigned working hours with
full-time employees working eight hours per day during a five-day work week.
However, it is understood and recognized by these employees that there may be
instances, due to work load, college functions, etc., where they may be
required to work additional hours per week.
Last updated November 17, 2022 at 8:56 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
6/1/2011, 10/23/2015
|
Rule 3358:5-3-15 | Overtime and compensatory time policy.
Effective:
November 17, 2022
(A) Employees are often required to work
above their normal scheduled hours during the forty-hour workweek (otherwise
referred to as overtime). Acknowledging that need, Clark state college is
committed to ensuring all eligible employees are fairly compensated for all
overtime hours worked in accordance with the provisions of the department of
labor and the Fair Labor Standards Act. This policy is designed to ensure fair
and consistent application of pay practices across the college. (B) Definitions: (1) Work week A
workweek is defined as Monday to Sunday. (2) Overtime
Overtime is defined as any hours physically worked and/or approved school
closings over forty hours in one workweek. Hours included in the calculation of
these forty hours are actual hours worked, holiday time, winter break, and
weather hours (times the college is closed). (3) Overtime pay is
defined as money earned by non-exempt employees who earn overtime in one
workweek. This is computed at the rate of one and one-half times the
employee's regular rate of pay for overtime hours worked. (4) Compensatory (comp)
time is defined as one and one-half hours off for every hour of overtime
worked. (5) Holiday hours is
defined as the employee's normal scheduled work hours for that
day. (6) Holiday pay is
defined as the employee's holiday hours times his/her regular rate of pay.
Holiday will be administered in accordance with the college calendar/holiday
pay policy (rule 3358:5-5-12 of the Administrative Code). (C) This policy applies to the following
employees: (1) Full-time, non-exempt
employees (employees hired to work sixteen hundred to two thousand eighty hours
per year). Full-time, non-exempt employees are eligible for overtime and comp
time. (2) Part-time, non-exempt
employees (employees hired to work less than sixteen hundred hours per year).
Part-time employees are eligible for overtime only. (3) Full-time and
part-time exempt employees (exempt staff, faculty, and adjunct faculty).
Full-time and part-time exempt employees are not eligible for overtime or comp
time. (D) This policy shall be administered as
set forth in the associated procedures established by the president or his/her
designee. (E) The office of human resources shall
be assigned the responsibility of developing, implementing, and maintaining the
"Overtime and Compensatory Time Policy."
Last updated November 17, 2022 at 8:56 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-3-16 | Per diem pay adjustment.
Effective:
March 18, 2015
(A) When it is necessary to calculate the daily rate for an employee and make a pay deduction from an employee's base salary the following divisor shall be used: (1) Regular full-time employees: (a) Instructional faculty - one hundred seventy-six days (b) Exempt staff - two hundred sixty days (c) Non-exempt staff - two thousand eighty hours (2) Regular part-time employees: (a) Instructional faculty one hundred seventy-six days times FTE (b) Exempt staff two hundred sixty days times FTE (c) Non-exempt staff two thousand eighty hours times FTE (B) When it is necessary to calculate vacation pay for resigning employees or to calculate vacation or severance pay for retiring employees, the following divisor shall be used: (1) Regular full-time employees (a) Instructional faculty - one hundred seventy-six days (b) Exempt and non-exempt staff two hundred forty-eight days less the number of vacation days accrued annually (2) Regular part-tme employees (a) Instructional faculty one hundred seventy-six days times FTE (b) Exempt and non-exempt staff two hundred forty-eight days times FTE less the number of vacation days accrued annually
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
1/6/2003, 2/1/2007
|
Rule 3358:5-3-18 | Use and ownership of employees' personal work products.
(A) Employees may not utilize Clark state
college personnel, facilities, or equipment for purposes not related to the
college mission without the written permission of the president, or his or her
designee. (B) For purposes relating to the college
mission, unless otherwise provided in writing signed by the president, the
institution shall have unlimited use of all employees' personal work
products created with the assistance of institutional personnel, facilities, or
equipment. (C) For purposes relating to the college
mission, unless otherwise provided in writing signed by the president,
materials, processes, or work products created with the assistance of
institutional personnel, facilities, or equipment, or created while under
contract with the institution for the purpose of the creation of such
materials, processes, or work products shall be the exclusive property of the
institution.
Last updated June 16, 2025 at 8:07 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
4/23/1990
|
Rule 3358:5-3-19 | Nepotism.
The purpose of this policy is to establish a
consistent process regarding employment decisions for members of the same
family, and to ensure compliance with Ohio's ethics laws regarding
nepotism. (A) The college does not prohibit
employment or promotion of an employee's family member; employment
decisions for all employees are based on qualifications for the
position. (B) No college employee may use their position or influence
to hire, promote or give preferential treatment to any family member. Internal
and external applicants are required to self-disclose, at the time of
application, if they are related to a current employee of the college. No
college employee may supervise or be in the supervisory line of a family
member. (C) For the purposes of this policy, relatives are defined
as brother, sister, mother, father, wife, husband, son, daughter,
brother-in-law, sister-in-law, mother-in-law, father-in-law, stepchildren,
stepparent, grandparent, step-grandparent, grandchildren,
step-grandchildren. (D) If a situation arises that would or could result in a
conflict with this policy, the supervisor must consult with human
resources. (E) This policy applies to all employees of the
college.
Last updated June 16, 2025 at 8:07 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
3/18/2015
|
Rule 3358:5-3-20 | Conflict of interest policy and commitment policy.
The purpose of this conflict of interest and
commitment policy is to ensure that employees conduct themselves in a manner
that fosters public confidence in the integrity of the college and commitment
of its employees, and to ensure compliance with Ohio's ethics laws.
"General Standards of Ethical Conduct and
Duty to Avoid Conflicts of Interest" All Clark state college employees are expected to
comply with Ohio's ethics laws and avoid improper conflicts, as found in
Chapters 102. and 2921. of the Revised Code. The guiding principle of
Ohio's ethics laws is to prevent a public employee, including college
faculty, administrators and staff, from participating in matters that involve
the public employee's own financial interest or those of the
employee's family or business associates. College employees must
therefore conduct themselves in a manner that avoids favoritism, bias, and the
appearance of impropriety. As such, no college employee, by virtue of his or
her employment, may receive special treatments or favors from others who do
business with the college. Nor may employees use their college position for
their personal benefit or for the documents/policies and procedures/conflict of
interest and commitment policy benefit of a family member, as defined by this
policy, or non-college business associate. "College Commitment" All Clark state college employees are expected to
devote their work activities to functions of the college during college work
hours. Employees may not engage in external work or any activities, paid or
unpaid, that could result in a conflict of interest or could interfere with
their overriding commitment to the college or to the performance of their
duties and responsibilities to the college. This prohibition also applies to
political activities and non-college governmental work (elected or appointed
office). Employees who engage in external work or activities are expected to
perform such work or activity during non-college work time, without utilizing
college property or resources. If external work or activity is performed during
assigned college work time, employees must use vacation time that has been
pre-approved by the supervisor. Any employee who is elected or appointed to public
office must promptly notify his or her area vice president or dean upon the
election or appointment. "Soliciting, Accepting or Using Authority for
Anything of Value" Employees may not solicit or accept "anything
of value" from anyone who does business with the college, is seeking to
do business with the college, is regulated by the college, or is interested in
matters before the college. Nor may employees use the authority of their
college position to secure "anything of value" from anyone who does
business with the college, is seeking to do business with the college, is
regulated by the college, or is interested in matters before the college. Such
actions are considered "misuse of official position" under Chapter
102. of the Revised Code. If an unsolicited gift is received, the employees
should immediately notify the supervisor. The supervisor should consult with
human resources to determine an appropriate course of action, which could
include disposal, return or, as an example a food item that can be broadly
distributed, sharing the gift. The prohibitions under this section do not apply to
items of nominal value. Examples include conference trinkets, a meal at a fast
food or family restaurant, a promotional item, so long as they are not viewed
as having a substantial or improper influence over the employee. "Honorariums" Employees, except for non-administrative faculty,
as expressly authorized in division (H) of section 102.03 of the Revised Code,
are prohibited from soliciting or accepting an honorarium, as defined by this
policy. "Public Contracts" As directed by section 2921.43 of the Revised Code,
employees are prohibited from authorizing, approving, recommending, or in any
manner influencing others to secure a college contract in which the employee or
family-member or non-college business associate has a financial or personal
interest. In order to avoid even the appearance of impropriety, employees may
not participate in any college decision-making process, formally or informally,
regarding a college contract that could provide a personal benefit. Employees, their family members and/or non-college
business associates are specifically prohibited from having an interest in the
profits or benefits of a college contract that has not been competitively
bid. "Ohio's Ethics Laws" It should be realized that every type or source of
conflict of interest cannot possibly be outlined in this policy. Ohio laws
concerning conflicts of interest, namely Chapter 102. of the Revised Code and
sections 2921.42 and 2921.43 of the Revised Code, must be adhered to in the
conduct of any duties related to employment with the college. A summary of
Ohio's ethics laws and guidance from the Ohio ethics commission can be
found at www.ethics.ohio.gov. "Disclosing Conflicts and Reporting
Violations" Clark state college will require all full-time
staff employees to complete an annual conflict of interest statement of
disclosure form. However, to avoid conflicts of interest and violations of this
policy, circumstances actually or potentially involving such conflict should be
promptly and fully disclosed to human resources if not already addressed in the
annual conflict of interest statement of disclosure form. Such consultation
should, of course, occur before, not after, the taking of any action that might
raise ethical issues. Known or suspected violations of this policy should also
be reported to human resources. "Discipline and Other Sanctions" Failure to abide by this policy and/or Ohio's
ethics laws may result in college discipline up to and including termination.
Known violations may also be referred to the Ohio ethics commission and local
prosecutor for possible civil and criminal sanctions. "Definitions" "Anything of value": The Ethics Law
prohibits a public official from soliciting or accepting 'anything of
value,' if the thing of value could have a substantial and improper
influence on him in the performance of public duties. 'Anything of
value' is defined in state law to essentially include anything with any
monetary value. Items that are considered nominal are not prohibited. "Family member": spouse, parent,
stepparent, child, stepchild, grandparent, grandchild, sibling, and any other
individual related to the employee by blood or marriage if that individual
lives in the same household with the employee. "Honorarium": any payment made in
consideration for any speech given, article published, or attendance at any
public or private conference, convention, meeting, social event, meal, or
similar gathering. "Honorarium" does not include ceremonial gifts or
awards that have insignificant or nominal monetary value.
Last updated June 16, 2025 at 8:12 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
|
Rule 3358:5-3-21 | Disciplinary action policy.
(A) Corrective action is intended to
provide an opportunity to correct performance and/or behavior. The college will
attempt to follow the principles of progressive corrective action; however, the
level of corrective action will ultimately reflect the seriousness of the
infraction. The college retains the right to immediately implement paid or
unpaid suspension or immediately move to termination. (B) This policy applies to all employees of Clark state
college. (C) The employee shall have access to due process under the
employee complaint and grievance policy, and the employee complaint and
grievance procedures, for all corrective actions with the exception of
termination of employment. (D) This policy shall be administered as set forth in the
associated corrective action procedures. (E) Human resources is assigned the responsibility of
developing, implementing, and maintaining the corrective action policy and
procedures.
Last updated June 16, 2025 at 8:12 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
10/23/2015
|
Rule 3358:5-3-22 | Academic instruction support compensation model procedures.
Effective:
October 23, 2015
(A) Vision All courses shall have a Blackboard course shell and adhere to best practices. (B) Mission provide quality, technology-enriched alternative methods of instruction and learning for all students. (C) Sufficient fiscal resources shall be allocated to support quality, technology-enriched instruction and learning. (D) Faculty requirements (1) All faculty (both full-time and adjunct) shall be required to: (a) Participate in training and/or demonstrate ability to use instructional technology including syllabus system and Blackboard's basic course functions and tools. (b) Enter their course section specific syllabus information in Clark state's electronic syllabus system. (c) Personalize their Blackboard course shell section(s) with individual faculty contact information, a communication policy and a brief welcome in the "About This Section" area. (d) Participate in professional development training covering enhancements to the Blackboard learning system, refresher tool-specific sessions and other technology training. (e) Follow the best practices guidelines as established. (2) Further, online faculty, as well as those creating and teaching hybrid courses, shall be required to: (a) Successfully complete the required Blackboard course training rubric and become certified. (b) Personalize their course section(s) beyond the basic requirements. This includes setting up the calendar, assignments, grade book, tests, managing the roster, maintaining and updating course content and providing additional instructional material and links. (c) Participate in pedagogical training in online instructional theory and practice. (E) Course definitions (1) Online courses All instructional and lab activities are completed in an online environment. They require no visits to campus; however, students may be required to use a proctored testing facility. (2) Hybrid courses courses that combine the elements of the traditional face-to-face classroom and online instruction. These courses require attendance at scheduled sessions on campus or at clinical locations for lectures, labs or clinical experiences. The amount of time spent in the face-to-face setting shall be no more than fifty percent of the didactic coursework. Combined time is equivalent to the traditional course for the same number of credits. (3) Traditional courses Traditional face-to-face courses may also include online components such as instructional material, calendar, assignments, grade postings and faculty/student communication. Regularly scheduled attendance in the classroom is required. All courses with a Blackboard shell are required to include a link to the section-specific course syllabus, individual faculty contact information, a communication policy and a brief welcome in the "About This Section." (F) Best practices guidelines for all courses (1) A calendar is provided that lists all important course-related dates including exams, assignments, project deadlines, face-to-face and virtual office hours and meeting times. (2) A clear communication policy is provided to the students that explains when and how communication shall be handled. (3) A link to the current approved section-specific syllabus is provided to the student that lists course description, goals, learning objectives, textbooks and other resources, course assignments, grading scale and courses policies. This process has been automated. (4) Clear and concise instructions are provided for all assignments, projects and lessons. (5) All resources and tools necessary to complete the work are available to the student. (6) Due dates and other important information are provided to the student. (7) Course content and lesson are well organized and in a logical sequence. (8) Course content and activities associate with the student learning objectives. (9) The course content or lessons go beyond what is found in the textbook or E-PAC. (10) Materials and activities are fully developed and presented clearly. (11) Teaching strategies reflect current learning theory and address various student learning styles and preferences. (12) Course materials are kept up to date. (13) Course materials are print friendly and in formats easily available to all students. (14) Library, database and other instructional resources are provided to promote deeper learning research. (15) Group or teamwork is used when appropriate. (G) Specific requirements for Blackboard course shell based on course type | Online | Hybrid | Traditional with Angel shell | | Section specific course syllabus | X | X | X | | Faculty contact information | X | X | X | | Clear communication policy | X | X | X | | Brief welcome in "About this Section" nugget | X | X | X | | Institutional resources nugget | X | X | X | | Course announcements nugget | X | X | X | | Course e-mail nugget | X | X | X | | Course grades nugget | X | X | Required if included | | Course specific policies | X | X | Required if included | | Assignment or project due dates, activities and exams are posted on the calendar | X | X | Required if included | | Instructions for assignments, activities, projects, postings, etc., are clearly identified and explained | X | X | Required if included | | Course content (instructional material) is included under the lessons tab | X | Required if included | Required if included | | Titles and subtitles that clearly describe the subject content | X | Required if included | Required if included | | Links to the library, databases or other web-based resources are included | X | | | | Requires no campus visits | X | | | | ADA compliant - text based equivalents for non-text based elements | X | Required if not provided elsewhere | Required if not provided elsewhere | | Course material in a format that can be downloaded to a portable device | Recommended | Recommended | Recommended | | A guided tour video provided | Recommended | Recommended | Recommended | | A welcome video | Recommended | Recommended | Recommended |
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
10/19/2009
|
Rule 3358:5-3-23 | Faculty promotion policy.
Effective:
November 17, 2022
(A) Clark state college supports a
promotion system for faculty that is designed to reward individual performance
that contributes to the college's mission. (B) The ranks that have been established
as part of the system are those that are reflective of higher education
institutions across the nation. These include instructor, assistant professor,
associate professor, and professor. (C) A progression in leadership
responsibilities is critical to the advancement of faculty from one rank to the
next. (D) Eligibility requirements, established
by the college, include educational attainment and work experience as
appropriate to the rank to which the person is applying. (E) Faculty seeking promotion submit
evidence of their achievements according to set criteria, including effective
teaching/learning, professional growth, and service to the college and
community. (F) Peer review by colleagues is an
essential component of the system. (G) Promotion must be earned and is not
automatic. (H) The college president is the final
authority for all decisions related to promotion. (I) The provost/VPAA shall ensure that a
promotion calendar is established for timely process completion. (J) General guidelines for candidates for
promotion shall be as follows: (1) Guidelines for
submission of applications in response to the promotion criteria are sent to
all eligible faculty by the promotion committee by the end of the third full
week of October. (2) The promotion committee shall review
the materials submitted for consideration. The promotion committee shall verify
whether or not the faculty member has met the minimum requirements for
promotion. If the minimum requirements are not met, the committee shall take no
further action and shall not review the submitted materials. (3) Meeting minimum requirements does not
mean that a recommendation for promotion is automatic. Submitted materials
shall be organized in a manner that facilitates review; simply listing
accomplishments may not be adequate. Explanations of the exact nature of the
contributions may be necessary. Promotion materials shall be reviewed and
evaluated by the committee against the promotion requirements for the rank
sought in order to determine whether or not the candidate will be recommended
for promotion. (4) A pattern of contributions over the
years is more meaningful than a flurry of activity just prior to promotion
eligibility.
Last updated November 17, 2022 at 8:56 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-3-24 | Pre-employment screening policy.
Effective:
November 17, 2022
(A) Clark state college is committed to
recruiting, hiring, and retaining the best qualified candidates and providing a
safe, secure environment for all students, employees, and visitors to our
campuses. Thorough and consistent implementation of effective hiring practices
helps to achieve each of these goals. This includes the appropriate use of
comprehensive pre-employment screening/background checks as a final stage of
the hiring process. Pre-employment screening/background checks will
be used by the College to evaluate individuals for employment and will not be
used to discriminate on the basis of race, color, sex, gender, ethnicity,
religion, sexual orientation, ancestry, age, marital status, veteran status,
socio-economic status, or physical or mental disability and any other protected
group status as defined by federal law. Only candidates at the final stage (job
offer) of the interview process will be required to submit to the
pre-employment screening/background check procedures. (B) This policy applies to employees in
the following categories: (1) New
hires: (a) Exempt staff (b) Non-exempt staff (c) Faculty (d) All positions, including volunteers, working with minor
youth; i.e., project jericho, college for kids, etc. (2) Current
employees: Employees who transfer to a new position must
satisfactorily complete or have completed the appropriate pre-employment
screening/background check before transferring to or adding that
position. (C) Pre-employment screening/background
checks will be conducted in accordance with applicable laws and associated
procedures. (D) Unless otherwise provided by law, a
criminal record will not automatically disqualify an applicant or employee.
Rather, determinations of suitability based on criminal record checks will be
made consistent with this policy and any applicable law or
regulations. (E) All offers of employment are
contingent upon satisfactory results of the pre-employment screening/background
check. (F) This policy shall be administered as
set forth in the associated procedures established by the president or his/her
designee. (G) The resources office shall be
assigned the responsibility of developing, implementing, and maintaining the
pre-employment screening/background check policy and procedures.
Last updated November 17, 2022 at 8:56 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
1/1/2017
|
Rule 3358:5-3-25 | Work Expectations Policy.
Effective:
April 18, 2025
It is expected that all employees shall comply with
the following work expectations. The college shall post all policies and
procedures on the employee portal for easy reference. It is the responsibility
of employees to familiarize themselves and agree to comply with these documents
as appropriate. If employees have questions regarding these expectations,
policies or procedures, they should contact the human resources office for
guidance. (A) Attendance - In regard to attendance,
employees are expected to: (1) Report to work on time and work until the end of their
scheduled shift. (2) Notify their supervisor on each day of absence unless
such notice requirement has been waived. Notification is to be provided in
accordance with college policy (see rule 3358:5-5-07 of the Administrative Code
(leave policies for regular employees) for specific details). (3) Notify their supervisor prior to the first day of a
planned or extended absence of three consecutive days or more. (B) Behavior - In regard to behavior, employees are
expected to: (1) Gain supervisory approval before leaving work prior to
the end of their scheduled shift. (2) Return from meal periods and work break periods on
time. (3) Refrain from unauthorized or improper use of the
college's telephone system, including but not limited to excessive
personal calls and charging personal long distance calls to the college without
authorization. (4) Adhere to the general guidelines for use of the
college's technology resources as outlined in the responsible use of
technology policy and procedures. (See rules 3358:5-11-12 and 3358:5-11-12.1 of
the Administrative Code for specific details). (5) Keep computer sign-on and access codes confidential.
Proper authorization must be obtained for the use of another's computer
sign-on or computer access code. (See rules 3358:5-11-12 and 3358:5-11-12.1 of
the Administrative Code for specific details). (6) Refrain from excessive personal solicitation of
employees on work time (i.e., selling, soliciting, canvassing or distribution
of non-work-related articles or literature is discouraged). (7) Refrain from spending work time on hobbies, crafts,
recreational games or work for third parties. (8) Conduct themselves in a manner that aligns with the
mission, goals, vision and guiding principles of the college. (9) Conduct themselves in a manner that does not
compromise another's safety or privacy, including refraining from
unauthorized disclosure of confidential information. (10) Refrain from taking medical and/or office supplies out
of the office for personal use or disposal. (11) Refrain from falsifying college records, including
intentional failure to accurately record time worked or registering the time
worked of another employee without proper authorization. (12) Refrain from use of profane, abusive or
loud/boisterous language or any threat of verbal or physical workplace violence
on college premises, or actions which may be discourteous or harmful to others,
including smoking in designated non- smoking areas. (13) Adhere to college or departmental safety policies and
procedures, including the immediate reporting of any accident on college
premises involving an on-the-job injury or property damage. (14) Refrain from taking any fee or gift of value in the
course of the employee's work or in conjunction therewith for special
consideration in the admission of students. (15) Refrain from making fraudulent statements or
participating in fraudulent activities in securing a position. (16) Refrain from commission of any crime on college
property such as theft, unauthorized removal of or willful damage to property
or commission of a work-related crime while off campus. (17) Adhere to the college policies regarding the
unauthorized possession of alcohol/weapons/explosives and illegal drugs, to
include prescribed, medical and recreational marijuana. A valid license does
not authorize the licensee to carry a concealed hand gun/weapon into any
facility on the college premises. (18) Gambling on college premises is
prohibited. (19) Adhere to federal or state standards regulating the
provision of professional services and the regulations affecting continued
accreditation, licensure, etc. (20) Adhere to all federal, state, or local laws and
regulations. (C) Performance - In regard to performance, employees are
expected to: (1) Perform their job duties in a competent, efficient,
and effective manner to such an extent that the employee's job
performance does not fall below reasonable minimum standards. (2) Interact appropriately with students, visitors or other
college employees. (Employee's behavior should not violate
another's privacy or dignity, including sexual harassment). (3) Be in a fit condition to perform the duties of the job.
Sleeping on the job or working under the influence of a controlled substance or
alcohol is prohibited. (4) Refrain from insubordination, including refusal to
accept and comply with instructions from supervisors, campus police officers or
other proper authorities. (5) Behave in such a manner that does not negatively
influence the work of others. (6) Work cooperatively with supervisors and fellow
employees toward the successful completion of goals and objectives to be
accomplished. Antagonistic behavior, criticism of orders or rules and
interference with proper coordination of employees serve as a detriment to the
success of the college. (D) Professional development Participate in internal and external professional development
opportunities to foster growth and development not only as an individual, but
for the overall success of the college.
Last updated April 22, 2025 at 7:52 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-3-26 | Technical Faculty Promotion Policy.
Effective:
April 21, 2019
(A) Clark state community college
supports a promotion system for technical faculty that is designed to reward
individual performance that contributes to the college's
mission. (B) The ranks that have been established as part of the
system. These include instructor, principal technical instructor, master
technical instructor, and senior technical instructor. (C) A
progression in leadership responsibilities is critical to the advancement of
faculty from one rank to the next. (D) Eligibility requirements, established by the college,
include educational attainment and work experience as appropriate to the rank
to which the person is applying. (E) Technical faculty seeking promotion submit evidence of
their achievements according to set criteria, including effective
teaching/learning, professional growth, and service to the college and
community. (F) Peer review by colleagues is an essential component of
the system. (G) Promotion must be earned and is not
automatic. (H) The college president is the final authority for all
decisions related to promotion. (I) The vice president of academic affairs (VPAA) shall
ensure that a promotion calendar is established for timely process
completion. (J) General guidelines for candidates for promotion shall
be as follows: (1) The promotion committee shall review the materials
submitted for consideration. The promotion committee shall verify whether or
not the technical faculty member has met the minimum requirements for
promotion. If the minimum requirements are not met, the committee shall take no
further action and shall not review the submitted materials. (2) Meeting minimum requirements does not mean that a
recommendation for promotion is automatic. Submitted materials shall be
organized in a manner that facilitates review; simply listing accomplishments
may not be adequate. Explanations of the exact nature of the contributions may
be necessary. Promotion materials shall be reviewed and evaluated by the
committee against the promotion requirements for the rank sought in order to
determine whether or not the candidate will be recommended for
promotion. (3) A pattern of contributions over the years is more
meaningful than a flurry of activity just prior to promotion
eligibility.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-3-27 | Consensual relationships policy.
The college's educational mission is promoted
by professionalism in faculty-student and staff-student relationships.
Professionalism is fostered by an atmosphere of mutual trust and respect.
Actions of faculty and staff that harm this atmosphere undermine
professionalism and hinder fulfillment of the college's educational
mission. Trust and respect are diminished when those in position of authority
abuse, or appear to abuse, their power. The purpose of this policy is to define
consensual relationships and to define when these relationships are prohibited
and may subject faculty and staff to disciplinary actions. (A) Faculty and staff exercise authority
over students in a variety of circumstances. Faculty authority is manifested
primarily in the instructional context, which includes coursework, assigning,
assessing, grading, advising, recommendations and similar processes. Faculty
with supervisory responsibilities have similar authority to influence the terms
and conditions of employment, performance and progress. Staff authority may
manifest in the course of advising, coaching, supervision and in influencing
the terms and conditions of employment, evaluating, job performance, progress,
and recommendations. (B) Amorous and sexual relationships
between faculty and students are wrong, whether consensual or not, when the
faculty or staff member has professional responsibility for the student. Such
situations greatly increase the chances that the faculty or staff member will
abuse their authority and sexually exploit the student. Voluntary consent by
the student in such a relationship is suspect given the fundamentally
asymmetric nature of the relationship. Moreover, other students and faculty or
staff may be affected by such unprofessional behavior because it places the
faculty or staff member in a position to favor or advance one student's
interest at the expense of others and implicitly makes obtaining benefits
contingent on amorous or sexual favors. (C) Therefore, the college shall view it
as unethical if faculty or staff members engage in amorous or sexual relations
(consensual or otherwise) with students enrolled in their classes or subject to
their supervision even when both parties appear to have consented to the
relationship. Amorous or sexual relationships outside the instructional,
advisory, coaching and supervisory contexts described in this policy, while not
specifically prohibited, are discouraged and are very unwise. (D) Accordingly, faculty and staff,
whether full-time or part-time are prohibited from pursuing or engaging in an
amorous or sexual relationship with any Clark state student enrolled in their
courses or over whom they have other college responsibility or authority,
including supervisory responsibilities. A person's status as a student
commences upon admission to the college and continues during academic terms in
which the person is enrolled, including college breaks and holidays. A person
is no longer considered a student when they have completed their program of
study, graduated and have not re-enrolled for one or more semesters.
Relationships that have existed prior to a faculty or staff member's
employment or a student's enrollment, such as those between spouses or
partners, must be disclosed to the faculty or staff member's supervisor
and human resources, but are generally exempt. In such cases, it is better for
the student to take courses and be taught, advised, coached and/or supervised
by another faculty or staff member as disclosure does not remove the power
differential or the potential for coercive actions. (E) Actions that violate this rule may
subject the faculty and staff member to disciplinary action, up to and
including termination. Actions that violate this rule may also be considered
sexual harassment or misconduct and subject to college policies on sexual
harassment and misconduct.
Last updated July 1, 2025 at 8:07 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
6/13/2025
|
Rule 3358:5-3-28 | Faculty evaluation policy.
Effective:
August 14, 2025
(A) Full-time instructional faculty shall
be evaluated on a yearly basis. The evaluation will include an assessment of
all areas that the faculty member has spent at least five per cent of their
annual work time on over the preceding year, including as relevant to the
faculty member: (1) Teaching (2) Service (3) Professional development (4) Administrative roles with reassigned time (5) Temporary special assignments or projects (6) Research not included as part of professional
development (7) Clinical care (B) The evaluation will include a summary assessment of the
above performance areas that includes the parameters, "exceeds
performance expectations," "meets performance expectations,"
or "does not meet performance expectations." (C) Evaluation of each area will be based on comprehensive,
standardized, objective and measurable performance metrics. (D) Student evaluations will account for at least
twenty-five per cent of the teaching component of the evaluation and include
the set of questions developed by the chancellor. (E) The teaching component will also include a peer
evaluation of the faculty member, with emphasis placed on the faculty
member's professional development regarding the faculty member's
teaching responsibilities. (F) The evaluation will include a projected work effort
distribution which will be used in the next year's evaluation that is
consistent with the college's workload policies, based on standards
developed by the Ohio department of higher education, and approved by the
dean. (G) Evaluations will be conducted by the faculty
member's supervisor, reviewed and approved or disapproved by the dean if
the dean is not the supervisor, and submitted to the provost for review. In the
case of a disagreement between the supervisor and the dean, or the dean and the
provost, the provost has the final decision authority. (H) Appeals process: should the faculty member disagree
with the final decision of the evaluation review process, they may appeal to
the president. The president's decision is final. (I) This policy shall be reviewed and updated by the board
of trustees every five years.
Last updated August 14, 2025 at 7:36 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
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