ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

Policy 010: Evaluation Guidelines

V.D.010

Administrative procedures shall delineate evaluation processes for all managers and employees of Rogue Community College in compliance with their existing bargaining agreements.

All full-time staff excluding the president shall be evaluated annually by the appropriate supervisor. Such evaluations shall become part of the personnel file. The president shall be evaluated annually by the Board of Education.  Personnel evaluations shall serve the following purposes to:

1. Determine if the college is achieving its expressed objectives.
2. Assure that the quality of services is of the highest order.
3. Provide a basis for recognizing superior and effective services.
4. Provide a basis for an assistance in obtaining self-improvement.
5. Promote motivation toward self-improvement.
6. Assist the college to improve its in-service training program.

Previous Policy Nos.: 4117 and 4117.1
Amended: October 18, 1978
Amended: March 16, 1983
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

Policy 020: Travel Authorization

V.D.020

The president and the administration may approve travel of employees within budgetary allocations and with reference to the following framework:

1. Transact business of the district.
2. Attend educational and professional meetings.
3. Attend meetings related to legislative matters important to the college.
4. Travel with student groups and for student activities.
5. All college travel must have prior approval obtained by submitting the travel authorization and expense request according to Rogue Community College procedure. This includes travel that may be reimbursed by another agency. Out-of-state travel requires prior approval of the president.
6. Current approved per diem and mileage rates will be paid as agreed upon by the board and the college associations.

Previous Policy No.: 4122.3 and 4122.9
Amended: October 18, 1978
Amended: March 16, 1983
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

Policy 030: Management Contracts

V.D.030

The president with approval of the Board of Education, will establish annual management contracts.

[See Appendix 10:  Management Handbook]

Previous Policy No.: 1.05
Adopted: July 17, 1985
Approved: June 14, 1997
Revised/Approved:  May 14, 2002

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

Policy 040: Management Professional Growth Funds

V.D.040

Access to support of professional growth activity for managers of Rogue Community College is by application to the appropriate dean, with approval by the president. The professional growth fund request form shall be used for this purpose. A professional growth plan, approved by the dean and the president, shall be in place prior to requesting professional growth funds. The plan shall establish professional goals, outline activities, and have a timeline for achievement of the goals.

Requests will be reviewed, within the approved budget for management professional growth, according to established administrative guidelines.

Adopted: November 14, 1995
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

Policy 050: Community and Public Affairs Activities of College Staff

V.D.050

The Board of Education of Rogue Community College encourages staff members to exercise their rights and obligations to participate in various community and public affairs as long as the time devoted to such activities is in keeping with the efficient operation and the goals of the college, and the staff members contractual obligations to the college.

Prior to engaging in such activities as campaigning for an elective office in municipal, county, state, or federal government, or accepting an appointive office in any of those governments, the staff member shall consult with his/her immediate supervisor to determine whether such activities will interfere with major duties at the college and if the activity can be reconciled with the staff member’s relationship to the college.

Previous Policy No.: 4126.2
Amended: October 18, 1978
Amended: March 16, 1983
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

Policy 060: Telecommuting

V.D.060

Telecommuting, or allowing some employees to work at home during a part of their scheduled hours, can both accommodate the needs of the employees and benefit the college. Rogue Community College considers telecommuting to be a viable work option that, when appropriately applied, benefits both the college and the individual.

For the purpose of this employee Telecommuting Policy, the Community College defines telecommuting as follows:

Employees telecommute when, on a periodic basis, during their scheduled work hours, they fulfill their job responsibilities at a site other than their primary work location and may substitute telecommunications for work-related travel.

For some individuals and jobs, telecommuting is a very effective way to work. In other cases it is not appropriate, as in the case of jobs requiring direct customer service or building and grounds maintenance. The following document provides guidelines and principles for assessing where and when telecommuting is most effective and for successfully implementing a telecommuting program where appropriate.

Principles and Ground Rules

1. Telecommuting is a cooperative arrangement between supervisor and employee, not an entitlement, and is based on:
   1. the needs of the job, department, and the college.
   2. the employee's past and present levels of performance.
      
      
2. Jobs suitable for telecommuting are characterized by clearly defined tasks and work products. A telecommuter's performance is measured by output, not work location. Telecommuting is a tool allowing for flexibility in work options.
   
   
3. Telecommuting does not change the basic terms and conditions of employment with RCC. The appropriate collective bargaining agreement establishes the conditions of employment for each college employee. Telecommuters’ salaries, job responsibilities, evaluation procedures, advancement opportunities, benefits, and college-sponsored insurance coverage does not change as a result of telecommuting.
   
4. Each telecommuting arrangement is jointly agreed between supervisor and employee; telecommuting is voluntary and may be terminated at will, at any time either by the college or the employee. Telecommuting usually occurs on a part-time basis. Full-time telecommuting is permissible only when necessary and justified (for example, when needed to accommodate medical restrictions or physical disabilities, depending on the needs of the job). Telecommuters will have regularly scheduled work hours agreed upon with the supervisor and remain obligated to comply with all college policies and procedures, as well as the current collective bargaining agreement.
   
   
5. Telecommuters will be as accessible as their on-site counter-parts during the agreed upon regular business hours, regardless of work location. Telecommuters will have a designated workspace agreed to by the college and maintained by the employee, and subject to supervisor visits to ensure that safe work conditions exist. The telecommuter will be responsible for any costs related to remodeling, necessary furniture, and other initial set-up requirements of the designated workspace.
   
   
6. Telecommuters will take all precautions necessary to secure privileged and confidential information in the home and prevent unauthorized access to any college system from the home.
   
   
7. Telecommuters may be expected to provide telecommuting equipment such as computer, modem, printer, and telephone access line at their own expense. The college at its discretion, may assist employees in such purchases. Telecommuting expenses not specifically covered in this policy will be dealt with on a case-by-case basis between employee and supervisor.