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Hiring Practices/Employment Process

The employment process involves the identification of the position that is open, confirmation that the budget for the position has been approved, creating a statement of the position requirements, conducting a search for qualified applicants, and selecting an individual to be recommended to the Board of Trustees.

The President of Miller College recommends the appointment of individuals to the Board of Trustees for its approval.  This may take place at any regular or special meeting of the Board of Trustees. The Board acts on the recommendation of the President and appoints full-time employees of Miller College. The President is authorized to employ part-time employee(s) provided the position(s) are in the Miller College budget and funds are available.

 Faculty Personnel Policies  

All members of the full-time faculty are appointed by the Board of Trustees for annual contracts.  Faculty members are employed on a 12-month contract that involves a commitment to teaching and learning, student advising, curriculum development, professional development, and Miller College activities and committees.  There is no requirement for publication.  Faculty members receive the same contractual term, retirement, health care benefits, and vacation as staff.  The assignment is for a 40-hour work week at the College.

Teaching assignments are at least 30 semester hours taught during the full year.  This may include direct classroom instruction, e-learning, or directed study.  However, the schedule may be changed as per the needs of the College and faculty member.  Faculty members can expect to teach during the entire year.

The College believes that a faculty member has certain responsibilities to the students and the institution.  These include those items listed below:

A.  A commitment to the teaching and learning process;

B. A respect for the rights of all those associated with the College to participate in a learning experience free of harassment, intimidation and abuse of any type or in any form;

C.        Agreement with the term academic freedom and not academic license;

D.        Understanding, acceptance and support of the mission of The Robert B.Miller College;

E.        The presentation of subject matter in a factual and unbiased manner, such as to stimulate critical thinking;

F.         Recognition that the institution is judged upon the personal acts and activities of each of the employees.

Specific responsibilities include teaching of assigned classes, student advising, attendance at College, general, departmental or committee meetings, and professional development including both content and technology.

The Robert B. Miller College is in compliance with State and Federal laws prohibiting discrimination on the basis of race, religion, gender, age, height, weight, national origin, marital status, sexual orientation, or disability.  The College is committed to providing equal access to all programs, services and activities to persons with disabilities.  This includes compliance with The Americans with Disabilities Act (ADA).  Questions should be directed to the Director of Administrative Services.  The Robert B. Miller College, 450 North Avenue, Battle Creek, MI 49017-3397, (269) 660-8021.

Job Postings are listed in local and sometimes state/regional newsletters.  Many professional postings are listed with HigherEdJobs.com.  Specific notifications include: Institution, location, category, application deadline date, type of position (full-time/part-time), Job description/responsibilities, qualifications/training/experience required, salary range, and application postal address to human resources services:

Director of Administrative Services

The Robert B. Miller College

450 North Avenue

Battle Creek, Michigan   49017

Phone: 269-660-8021 ext. 2920

Fax: 269 565-2184

The Robert B. Miller College employees are contracted individually.  Faculty and staff will have mid-year and annual evaluations.   The President annually recommends the renewal of contracts for each employee.    Contract renewals and non-renewals are formally recommended to the Board of Trustees by April 1 of each year to be effective on July 1.  The contract year is July 1 through June 30.

Employee Categories

The Robert B. Miller College has two categories of employees:  faculty and staff.  Within each category individuals may be employed on either a full-time or percent time basis. 

 Employee Compensation

The compensation of each employee is approved by the Board of Trustees as a part of the President’s employment recommendation.  The employment recommendation includes information regarding the position, salary, start date, and term of employment for the candidate.  Salaries may be prorated based on the portion of the year worked by the employee. Salary increases may be recommended by the President to the Board of Trustees as a part of the budgetary process such as to be effective on July 1 of each year.  The College and University Personnel Association (CUPA) is used as the basis for salaries wherever possible.

Employee Educational Incentive Program

This program is available to full time employees of The Robert B. Miller College, spouses and unmarried children taking undergraduate courses at Kellogg Community College or The Robert B. Miller College.  Continuing Education courses are excluded.  The individuals covered above are eligible to attend The Robert B. Miller College at no cost (books and fees will apply) and Kellogg Community College with no cost for tuition (books and fees will apply).  For further details contact the Director of Administrative Services.

Employees that withdraw from a class or fail are responsible to reimburse full tuition costs to the College.

Employee Retirement Program

The Robert B. Miller College has a retirement program administered by the Teachers Insurance and Annuity Association – College Retirement Equities Fund (TIAA-CREF).  This benefit is available only to full time employees.  Once an employee chooses to participate in the program, they cannot discontinue participation while a full time employee of the College.  The employee will be fully vested immediately upon participation in the program.  Participating employee may contribute a minimum of five percent (5%) of earnings up to a maximum of ten percent (10%) of earnings.  The Robert B. Miller College will contribute 5% for each employee’s contribution.

In addition to the retirement benefit, Miller College provides the opportunity for full-time employees to create additional retirement plans through a tax-sheltered annuity program.  Miller College manages the deductions for the program, but does not match contributions of the employees who choose to participate.

Health Care Fringe Benefits

The Robert B. Miller College provides a health care fringe benefit package for full-time employees who do not have coverage elsewhere. The package includes health insurance, dental insurance, and vision coverage.  The cost of the insurance is shared by the employee and the College.  The employee shall pay 10%, and Miller College 90% of the premium cost. 

Life Insurance

The Robert B. Miller College offers Group Life Insurance in the amount of fifty thousand dollars ($50,000.00) to eligible employees.  Eligible employees are those full time regular employees.  The benefit shall be reduced thirty-five percent (35%) at age seventy and an additional twenty percent (20%) at age seventy-five (75).  The plan is fully paid by the College.

Payroll and Pay Dates

Each employee is covered by an employment contract with The Robert B. Miller College.  Payroll is processed under a contract with a third party administrator.  Payrolls are processed on a semi-monthly basis twenty-four (24) times per year on the fifteenth (15th) and thirtieth (30th) of each month.  Automatic deposit of payroll is requested whenever possible.

Personnel File

A complete personnel file is maintained for each employee.  It contains his/her application for employment, references and/or placement credentials, official transcripts, contracts, and other miscellaneous material.  An employee may examine the material in his/her own personnel file with the exception of material supplied by references for use by Miller College.  It is the obligation of the employee to keep Miller College aware of changes in his/her address, update educational credentials, and other personal information pertinent to his/her employment.

The Miller College Board of Trustees and the College’s staff seek faculty members who:

(1) have terminal degrees and/or practitioners with professional credentials of a master’s degree or higher and extensive experience in their fields. 

(2) assume responsibility for developing and enhancing the College’s curriculum.  To ensure this, they meet regularly as the Academic Affairs Committee to communicate and coordinate matters that pertain to the operation of academic programs.  An agenda item at Academic Affairs Committee meetings is entitled “Learning Community,” and faculty share a variety of information regarding learning/teaching during this segment of the meeting.  

Faculty members are expected to attend the on-going professional development (Faculty Orientation) that is provided for full-time, percentage-time, and adjunct faculty at the beginning of each semester. Instructional support is provided for Blackboard, LiveText Electronic Portfolios, Group-wise, Microsoft and other related technologies as needed. 

Evidence:

The College supports professional development through sending faculty and staff to professional meetings, conferences, and providing in-house training opportunities. This commitment to providing professional development opportunities evidences the value Miller College places on effective teaching and student learning.

 

 

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