Administrative Staff with a death in their immediate family are granted up to three days with full salary paid. Immediate family in this policy includes mother, father, sister, brother, spouse, children, mother-in-law, father-in-law, grandparents and grandchildren. Up to one day with pay is allowed if you are a participant (such as a pallbearer) in a funeral service.
Employees with a full-time equivalency (FTE) of 1.0 will receive 8 hours of pay for holidays. Those employees with an FTE less than 1.0 will receive pro-rated holiday pay, based on the normal hours scheduled for that position. On-call, Temporary, and employees with less than a 0.50 FTE will not be paid for holidays.
The College expects administrators to be on duty unless in their best judgment they would be at risk coming to the campus. In that case, we encourage the administrator to stay home and contact his or her supervisor by telephone.
Formal administrative performance review and planning is an important element in one's career development. Each new administrator will be initially evaluated before completion of the sixth month of service to the College. At that time, the supervisor will hold a conference with the administrator to discuss his/her performance and also give the administrator an opportunity to express his/her views.
Supervisors will confer with administrators each year to discuss job performance and strategic planning.
Comprehensive evaluations take place every three years. This is a thorough process which seeks information from appropriate elements of our college community, synthesizes this information and then returns the result to the specific administrator. The evaluation is coordinated by the director, dean or an independent committee and is meant to be a positive component of the individual's career development plan. Some of the factors used to evaluate an individual's performance include:
- performance of duties outlined in job description
- contribution to the College
- ability to work with coworkers
- sympathy and commitment to the goals of the College
- service to College and community
Informal administrative performance feedback and planning should be a part of the everyday functioning of the relationship between the administrator and supervisor.
SEPARATION OF EMPLOYMENT
Concordia College recognizes Minnesota's state law giving employees and the College the right to terminate the employment relationship at any time and for any reason, with or without notice.
Employees separating employment will be paid for any accrued, unused vacation as part of the final paycheck. There is no payout for sick time.
SICK LEAVE/SHORT-TERM DISABILITY
Concordia College has a sick leave policy for administrators to prevent loss of income and hardship during necessary periods of absence, not to exceed six months. Necessary periods of absence covered under sick leave are absences because of illness, accident, exposure to contagious disease, or emergency attendance upon a member of the immediate family. Sick leave may be granted to the extent considered reasonable and necessary on account of serious illness, accident or death of close relatives. If the administrator feels it is necessary to take sick leave, he or she should do so. The administrator's office should be informed of the absence.
Short-term leaves of absence can be requested for reasons of illness or temporary disability which will not allow the administrator to adequately fulfill his or her role in the administration. Medical leaves are requested from the supervisor and authorized by the president. A confirming recommendation for leave of absence by an attending physician is also required. The College will continue to pay the administrator's full salary and institutional contributions to benefit programs for a period up to, but no longer than, six consecutive months.
If the medical disablement of an administrator should be longer than six month's duration, the administrator will become eligible to apply for disability payments provided the administrator has enrolled in this plan.
The disability plan is optional but administrators are strongly urged to carry such protection. It is inexpensive and generous in coverage.
Concordia College provides vacation for all benefit eligible administrative staff, .50 FTE and greater.
Full-time administrative staff in a position identified as 1.0 FTE will accumulate vacation on a monthly basis identified in the schedule below. Leave accrual will be pro-rated for Administrative Staff less than 1.0 FTE. Vacation will accrue first and then any leave reported will be deducted from the vacation balance. Any amounts that are above the maximum accruals will be forfeited each pay period.
Years of Service Monthly Accrual (1.0 FTE) Maximum Accrual
|Zero through five||10 hours||120 hours|
|More than five||13.34 hours||160 hours|
It is expected that some vacation (sometimes up to a week) will be taken during the Christmas- New Year holiday period. These arrangements shall be worked out between the administrator and the supervisor. If any holidays occur during a scheduled vacation, it shall be counted as a holiday rather than as vacation. Administrative Staff scheduled for less than twelve months will take vacation during their identified employment period.
Employees may not borrow against their vacation bank; therefore no advance leave will be granted when the balance is zero.
Unused vacation balances up to maximum accrual level shall be paid at termination. When an employee transfers to a different classification and a vacation accrual benefit is provided, the balance will be transferred. When an employee is no longer eligible for a vacation benefit, the employee will receive a vacation payout.
A payout is paid at the employee's base pay rate at the time of absence/payout. It does not include overtime or any special forms of compensation.
Administrative Staff will submit a leave report each month through Cport that indicates the source of benefit (vacation, sick leave, funeral leave, jury duty, etc.) for days not worked or indicating zero if no benefit was utilized. The administrator needs to submit their leave report to their supervisor by the 7th of each month for the preceding month. The supervisor needs to approve the leave report by the 15th of each month. Unpaid leave needs to be communicated directly to Human Resources for purposes of payment calculation adjustment.
The remaining vacation balance of August 31, 2011 will be the vacation balance effective September 1, 2011. Beginning September 1, 2011 Administrative Staff will begin to accrue vacation on a monthly basis.
OTHER LEAVE OF ABSENCE
A leave of absence may be requested under certain circumstances for up to one year. Each request will be considered individually, taking into account your work record, length of service, nature of the request, and work needs of the department. Generally, at least one year of service for those employed on at least a half-time basis is required. It must be approved by your vice president and the president.
Your benefits will not accrue during the period of absence, although insurance coverage may be continued if you pay the full premium.