POLICY 06:01:00
GENERAL PERSONNEL
Purpose
The following General Personnel Policy of Pellissippi State Community College is hereby
adopted to verify the delegation of the president and the Chancellor of the Tennessee Board of
Regents, the authority and responsibility hereinafter specified concerning personnel, which the
College and the Board finds to be necessary and appropriate for the efficient administration of
Pellissippi State Community College, and to establish standards, guidelines, and reporting
requirements for the exercise of the delegated authority.
Policy/Guideline
- Scope of Delegation
- President
- The appointments and terminations which require the prior approval of the
president and the Chancellor include:- All Vice Presidents or other executives reporting directly to the
President (academic, administrative affairs, external affairs,
student affairs, etc.), including all interim appointments; - Any other positions which may be designated by the president or
the Chancellor.
- All Vice Presidents or other executives reporting directly to the
- No offer of employment can be made for positions requiring the
Chancellor’s approval until the on-line appointment form has been signed
by the Chancellor or designee. - The president has the authority to establish College policy or practice for
appointments and terminations not requiring the Chancellor’s approval.
Such practices or polices shall not be inconsistent with TBR guidelines
and policies.
- The appointments and terminations which require the prior approval of the
- The president is authorized to appoint, determine the compensation change of
status of, and terminate all other employees at the college subject to the TBR
Bylaws and provisions of this and other relevant Board, and College policies and
procedures.
- President
- Nature of Appointments
- Faculty, including part-time and temporary faculty, shall be employed pursuant to
the types of appointments specified in Board Policy No. 5.02.02.30 and College
Policy No. 06:01:01. - Employees other than faculty, i.e., staff, are employed on an at-will basis. This
means that staff are free to terminate/resign from their employment at any time,
POLICY 06:01:00
GENERAL PERSONNEL
either with or without a reason and with or without notice. TBR and Pellissippi
State also have the right to terminate staff at any time, with or without a reason
and with or without notice, provided that the basis for termination is not because
of; participation in protected activities, unlawful discrimination, or other
considerations prohibited under federal/state law. Supervisors must consult with
Human Resources prior to terminating the employment of any staff employee.
Although TBR and Pellissippi State may choose to terminate a staff employee for
cause and/or gross misconduct, neither cause nor gross misconduct is required. - All full‑time personnel, including faculty, shall be required to devote a minimum
of 37.5 hours per week to their duties and shall maintain appropriate office hours
as determined by the president. - The president is authorized to use flexibility as appropriate in determining the
structure of the work week for faculty to recognize variations from traditional
instructional formats such as afforded by online instruction, distance education, or
other methods of instructional delivery. - Implementation of the 37.5-hour work week is governed by TBR Procedure P020.
- Within the requirement of a minimum of 37.5 hours per week, faculty is required
to carry a full teaching load, which shall be fifteen (15) credit hours or the
equivalent per term for undergraduate courses, two hundred and twenty-five (225)
non-credit contact hour or the equivalent per term. All equivalent teaching load
activities shall be subject to prior review and approval by the president or
designee. - Personnel who are appointed on an academic year basis shall be on duty for not
less than nine months, which shall commence from the time designated by the
president prior to the college’s first day of class for the fall term of each year
through the time designated by the president at the end of the spring term and
shall be subject to call for duty during that period regardless of whether classes
are in session.
- Faculty, including part-time and temporary faculty, shall be employed pursuant to
- Compensation
- The president is responsible for compliance with all federal and state laws and
regulations, and all Board and College policies and directives, concerning compensation
for employees. Compensation for employees shall be subject to limitations imposed by
the Board or the General Assembly. - All regular full-time personnel, whether on an academic or fiscal year appointment, shall
be paid twelve (12) monthly installments each year, provided that exceptions may be
made upon termination, or as approved by the Chancellor. - All full-time and part-time employees are required to participate in the automatic deposit
program for the direct deposit of their salaries or wages. Student workers are required to
participate in the direct deposit program unless prohibited by Federal Work Study
Guidelines. The College shall not charge employees or students for direct deposit. - Part‑time instructional personnel shall be paid on the basis of the credit or non-credit
hours taught, pursuant to the rates set forth by the College which shall be considered
maximum rates for compensation of part-time faculty. - Exceptions to the schedule may be approved by the president based on bona fide market
conditions. - The College has developed policies and procedures for the administration of the
compensation system subject to the Compensation Plan Guideline promulgated by the
Board. This includes reclassifications and degree changes.
- The president is responsible for compliance with all federal and state laws and
- Temporary Administrative Duties for Faculty
- Faculty members may be asked to temporarily assume administrative
responsibilities which entail moving from an academic year to a fiscal year
appointment with the assignment of additional duties. This temporary
appointment may be on a long-term or short-term basis but is still considered a
temporary appointment subject to this policy. Temporary appointments are
distinct from permanent at will administrative positions. - Temporary administrative responsibilities may justify an administrative stipend in
addition to regular salary. The stipend amount or any other understanding
concerning compensation must be set out in a new appointment letter. The
appointment letter:- Should include a statement that the stipend is awarded as compensation
for the additional administrative responsibilities and will be removed at
the time the administrative responsibilities end; or - Should otherwise address how compensation will be affected at the end of
an administrative appointment.
- Should include a statement that the stipend is awarded as compensation
- If the appointment letter does not identify the means for calculating a salary upon
the end of the administrative appointment, the stipend shall be removed, and the
employee shall receive a salary of 80% of the annual salary, if returning to an
academic year appointment. The college may choose to exceed the 80% number
on the basis of comparable faculty salaries, including rank, merit, length of
service, experience, degrees and yearly percentage increase in salary. Unless the
Chancellor approves an exception, an employee returning or moving to a 9-month
faculty position shall not receive a salary greater than the highest paid 9-month
faculty member in the department.- The awarding of an administrative stipend is an issue separate from that of
conversion from an academic year to a fiscal year basis. When the
conversion from an academic year to a fiscal year takes place, the College
shall convert the salary from the academic year contract by adding 33%
and then adding any administrative stipend amount determined necessary. - The following illustrates the procedure defined above:
- A faculty member making $60,000 on an academic contract is
converted to a fiscal year contract at a salary of $79,800. - In addition, a $4,500 administrative stipend is added and so
indicated because of additional duties. The total amount of salary
is then $84,300. - At the time the faculty member serving as administrator returns to
a faculty position on an academic year basis, the administrative
stipend will end. - Then the base faculty salary is reduced to an academic year
contract at a rate of 80% of the fiscal year salary.
- A faculty member making $60,000 on an academic contract is
- The awarding of an administrative stipend is an issue separate from that of
- Faculty members may be asked to temporarily assume administrative
- Faculty Appointed to Regular 12-month Administrative Position and Return to Faculty
Assignment (non-Temporary)- When a faculty member appointed on a regular 12-month administrative position
returns to regular faculty, unless otherwise agreed to in writing, the manner for
determining the 9-month faculty salary shall take into account the following
considerations: faculty salary at time of moving into administrative position, rank,
merit, length of service, experience, performance, degrees and any across the
board increase in salary awarded to faculty while the individual serviced as an
administrator.- Unless the Chancellor approves an exception, an administrator returning
or moving to a 9-month faculty position shall not receive a salary greater
than the highest-paid 9-month faculty member in the department. - For individuals transitioning from a twelve (12) month administrative
position or salary basis to a 9-month faculty position, or for new faculty
hires that begin service after the start of an academic year or an academic
term, the College will apply the following process to establish the
employee’s monthly salary for the remainder of the fiscal year: - Divide the previously determined academic year (9- month) salary by the
number of workdays in the academic year to get the daily rate. - Multiply the daily rate by the number of workdays that have passed in the
academic year without the faculty member working in the 9-month
position. - Subtract that amount from the annual salary.
- Pay the remainder of the total academic year salary amount in equal
monthly installments over the remaining fiscal year period. - Example:
- $54,000 academic year salary/166 days in academic year =
$325/day - 50 days elapsed in the academic year prior to faculty assignment
- $325 X 50 days into academic year = $16,250
- $54,000-$16,250 = $37,750 owed to faculty in equal monthly
installments over remainder of the fiscal year.
- $54,000 academic year salary/166 days in academic year =
- Unless the Chancellor approves an exception, an administrator returning
- When a faculty member appointed on a regular 12-month administrative position
- Changes of Status and Terminations
- The president is authorized to approve changes of status (i.e., transfers, promotions,
demotions, or other changes in duties or responsibilities) of personnel within the scope of
the delegation provided for in Section I, provided that when a change of status would
cause the employee to be within the scope of positions subject to approval of the
Chancellor, the change of status will be subject to the Chancellor’s approval. - Inter-college or inter-institution promotions, demotions, and transfers must be discussed
and approved by the appointing authorities of the two institutions concerned prior to
making an offer to the candidate. An employee promoted must meet all established
minimum qualifications as determined by the appointing authority. - Promotion of Faculty – The promotion of faculty shall be subject to Board Policy No.
5.02.02.30 for community colleges, and College Policy No. 06:03:00. - Promotion of Staff- Promotions of staff should be made pursuant to any established and
written criteria developed by the College. Promotions and transfers are an acceptable
means of filling vacancies. However, such promotions and transfers must be achieved
within the parameters of applicable policies and institutional affirmative action plans. In
addition, any vacant position created by that promotion, if filled, must be filed within the
provisions of applicable policies and applicable guidelines. - Terminations and Transfers – The president is authorized to terminate and transfer all
personnel within the scope of the delegation of authority provided for in Section I,
provided that terminations of faculty shall be pursuant to the provisions of Board Policy
No. 5.02.03.70 and College Policy No. 06:33:00. Terminations of staff and other non
faculty shall be pursuant to the provisions of Board Policy –Employee Discipline
5.01.00.02 and the college’s progressive discipline procedures administered by the
Executive Director, Human Resources. - Absence from Duty – An employee who is absent from duty for three (3) consecutive
business days without giving notice to the appropriate manager concerning the reason for
such absence and without securing permission to be on leave is considered as having
resigned not in good standing effective at the end of the third business day. - Budget Reduction Actions — Reductions in Force (RIF) and Furloughs (Applicable to
employees other than tenured faculty)- In the event of a budget shortfall, state impoundment, substantial revenue
reduction, or other need to reduce personnel costs, the College shall consult with
the Chancellor and the Office of General Counsel prior to beginning the planning
process for significant personnel-related budget reduction measures (e.g., across
the-board compensation reductions, furloughs, reductions in time worked by
employees, and reductions in force). The Chancellor must approve of any such
actions. - A reduction in force (RIF) is a layoff for an indefinite period of time, generally
with no expectation of recall, of one or more employees resulting from the
elimination of one or more positions due to lack of funding, reorganization,
restructuring or other reason. - A furlough is a temporary reduction of hours, days, or weeks, resulting in a
proportional reduction in pay, generally for a finite period of time and with
retention of benefits. - After consultation with the Office of General Counsel, the College is required to
provide a written rationale for a RIF or furlough. The written rationale should
explain the basis for the decision and identify the functional area(s) affected,
review the budgetary implications, and include specific written criteria to identify
the duties that will be reassigned and/or eliminated. The rationale must include
the reasons why the positions proposed for RIF or furlough were selected. - The factors used in determining which positions to furlough and/or eliminate and
which employees to furlough and/or lay off include, but are not limited to:- The department or area that is being affected;
- Length of service in the position and/or length of service at the college;
- Past written performance appraisals and disciplinary action;
- Functions that will be eliminated and functional needs of the unit; and
- Qualifications and skills needed to perform remaining duties of the
affected units.
- Written notification to the affected employees must be given as far in advance of
the effective date as possible. - Employees affected by a RIF must receive notification when vacancies occur for
like positions at their former campuses within 12 months of the RIF.
- In the event of a budget shortfall, state impoundment, substantial revenue
- The president is authorized to approve changes of status (i.e., transfers, promotions,
- Nothing in this policy should be construed to preclude the use of other budget reduction
tools, including, but not limited to, reductions in hours worked and reductions in
compensation. The College shall consult the Office of General Counsel when
considering use of such tools. - Non-Discrimination Requirements
- All appointments, changes of status, compensation, and terminations must be
made in compliance with Board Policy No. 5.01.02.00 (EEO Affirmative Action)
and College Policy No. 06:07:00. No person shall be discriminated against on the
basis of race, sex, religion, creed, age (as applicable), disability, sexual
orientation, gender identity/expression, status as a covered veteran, genetic
information, color, ethnic or national origin, and any other category protected by
federal or state rights law in any area of employment.
- All appointments, changes of status, compensation, and terminations must be
- Employment Practice Complaints
- Upon receipt of any charge or claim alleging violations of state or federal laws or
regulations in any area of employment by any state or federal agency, or by any
attorney, a copy of the notice of the charge or claim shall immediately be
transmitted to the Office of General Counsel. - The College shall transmit to the Office of General Counsel copies of all
correspondence from or to the state or federal agency involved. - All responses to and interactions with the state or federal agency shall be
coordinated through the Office of General Counsel. - Internal complaints, charges, or claims concerning matters of employment shall
be handled through the established procedures at the College, subject to approval
by the president.
- Upon receipt of any charge or claim alleging violations of state or federal laws or
- Academic Credentials to comply with T.C.A § 49-7-133
- It is a Class A misdemeanor to misrepresent academic credentials. A person who
commits the offense of misrepresentation of academic credentials, knowing that
the statement is false and with the intent to secure employment at or admission to
an institution of higher education in Tennessee, represents, orally or in writing
that such person:- Has successfully completed the required course work for and has been
awarded one (1) or more degrees or diplomas from an accredited
institution of higher education;- Has successfully completed the required course work for and has
been awarded one (1) or more degrees for diplomas from a
particular institution of higher education; or - Has successfully completed the required course work for and has
been awarded one (1) or more degrees or diplomas in a particular
field or specialty from an accredited institution of higher
education.
- Has successfully completed the required course work for and has
- Has successfully completed the required course work for and has been
- It is a Class A misdemeanor to misrepresent academic credentials. A person who
- Records and Reporting Requirements
- The College shall maintain full and complete records on all personnel, including
all appointments, compensation, change of status, and termination as specified in
College Policy No. 08:22:00 Records – Retention and Disposal.
- The College shall maintain full and complete records on all personnel, including
- Exceptions
- The Chancellor is authorized to approve exceptions to the provisions of this
policy or to suspend the provisions of this policy.
- The Chancellor is authorized to approve exceptions to the provisions of this
Please refer to Tennessee Board of Regents Policy No. 5:01:00:00 and Guideline P-010
For the College’s employment procedures, please contact the office of Human Resources.
Sources: T.C.A. §§ 49-8-203, 49-7-133; T.C.A. §§ 8-35-124, 8-50-807
Approved by TBR: June 25, 1976
Revised by TBR: March 4, 1977
Revised by TBR: June 26, 1981
Revised by TBR: September 18, 1981
Revised by TBR: September 30, 1983
Revised by TBR: September 16, 1988
Revised by TBR: March 17, 1989
Revised by TBR: September 21, 1990
Revised by TBR: December 7, 1990
Revised by TBR: March 19, 1993
Revised by TBR: September 20, 1996
Revised by TBR: December 6, 1996
Revised by TBR: June 20, 1997
Revised by TBR: June 29, 2001
Revised by TBR: March 15, 2002
Revised by TBR: December 5, 2003
Revised by TBR: September 24, 2004
Revised by TBR: March 30, 2007
Revised by TBR: September 26, 2008
Revised by TBR: June 19, 2009 to take effect July 1, 2009
Revised by TBR: June 24, 2010
Revised by TBR: September 20, 2013
Revised by TBR: June 20, 2019
Revised by TBR: June 18, 2021
TBR Ministerial Changes: May 15, 2023.
Reviewed/Recommended: President’s Council, August 28, 2023
Approved: President L. Anthony Wise, Jr., August 28, 2023