All professional, academic/administrative faculty positions must be created and approved through the CSN on-line recruitment system.  In order to access the system, you will need to create a user account through the on-line recruitment system available at https://jobs.csn.edu/hr.  Just click on the "create a user account" link (top left hand-side of the page) and submit your account for approval.  Once access is authorized (or if you already have a user account), you must log in and click on one of the options under "create a requisition."  Simply follow the instructions and submit your requisition for approval.  [return to question]

In order to be eligible to serve on a committee, you must first complete the search committee training (available during CSN Convocation and by appointment through Human Resources).  Also, you must then be nominated to serve on a search committee.  Nominations are made by the following:  

» Administrative Faculty/Professional Position Nomination(s) submitted by:

• Affirmative Action Officer-1 nomination
• Classified Council President-1 nomination
• Faculty Senate Chair-1 nomination
• President or designee-2 or more nominations
• Vice President of the area-1 nomination

»Academic Faculty Position Nomination(s) submitted by:

• Affirmative Action Officer- 1 nomination
• Department Chair - 1 nomination (Nominee must be selected from the Department with the vacancy)
• Division Dean - 1 nomination (Nominee must be selected from the Department with the vacancy)
• Faculty Senate Chair - 1 nomination (Nominee must be selected from the Department with the vacancy)
• VP for Academic Affairs-1 nomination

Once you are nominated for the search committee, you will be notified by Human Resources and the Search Committee Chairperson to coordinate the search committee process.  [return to question]

The employee should draft a memorandum and submit it to their supervisor for review.  The memorandum should state the reasons why the employee believes such a review is justified. This memorandum should be signed by the employee and all supervisory personnel within the employee's supervisory chain of command, up to and including the appropriate Vice President.  The fully-endorsed memorandum should then be submitted to the Director of Professional Staff Services in Human Resources requesting that Human Resources conduct a salary equity adjustment review of their position.

Attached to the memorandum should be the following information:

» A copy of the Job Description Form that has been signed by the appropriate supervisory chain of command.  The form is available on the Human Resources web page at: http://www.csn.edu/uploadedFiles/Administration/Human_Resources/JobDescriptionTemplate.doc

» Copies of job announcement/job description, job ads or recruitment notices advertising for positions with similar job duties, education and experience to those performed by the employee.  It is most helpful to have similar positions from higher education.  It is extremely helpful to have information from CSN or other NSHE institutions (e.g., UNLV, Truckee Meadows, Nevada State College, Great Basin College) on similar positions.  Examples from private industry can be used as well, but higher education examples are the most helpful.

» Any other documentation the employee believes is pertinent to their request.

Once the memorandum and necessary attachments have been completed, the entire packet should be forwarded to Human Resources for review, analysis, and recommendation.  [return to question]

Full-time professional employees on an "A" (12- month) contract earn 2 days of annual leave the last day at the end of each month.  Accrual of leave is maintained on an annual basis (July 1 to June 30).

The total annual leave days accrued at any one time can exceed 48 days up to the end of each fiscal year (June 30).  Any days beyond 48 days that are not used by June 30 will be forfeited with no compensation. **Employees wishing to use annual leave they accrue in excess of 48 days must submit a "Professional Leave Request" form to their supervisor no later than April 1 of each year.  Employees must use this excess leave by June 30, provided that earned annual eave shall be taken at a time approved or directed by the supervisor or other appropriate administrative officer.

Sick Leave:

Full-time employees on either "A" or "B" (10-month) contract begin employment with 30 days of sick leave.  After one year they earn 2 days of sick leave at the end of each month.  Maximum accumulation is 96 days.

Employees who work less than 100% earn a pro-rated amount of leave.  Leave must be reported in full-day or half day increments.  [return to question]

FMLA is a federal law which entitles eligible employees to take up to twelve (12) weeks of job protected leave from work for the following reasons:

• A serious health condition
• A serious health condition of a parent, spouse or child
• To care for a newborn or newly adopted or placed child

Although FMLA entitles employees to unpaid leave, employees must use accrued leave time on the books concurrently with their approved time off under FMLA.  [return to question]

Please consult the Public Employees' Benefits Program's Frequently Asked Questions at http://www.pebp.state.nv.us/help/faq.htm
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After July 1st of each year, changes can only be made if you have a qualifying event.  Qualifying event status changes must be made within 31 days of the event (i.e. marriage, divorce, birth, adoption, etc.).  These types of events would allow an employee to add or drop dependent(s) during the plan year.  Specific qualifying event criteria and more detailed information are available at http://pebp.state.nv.us/help/qevents.htm

The State of Nevada Public Employees' Benefit Program also offers an open enrollment period to make any changes to your health plan (non-qualifying event changes).  Open enrollment is scheduled during the month of May each year.  Changes made during this period are effective for the plan year July 1st - June 30th.  Packets are mailed to each employee in April of each year in order to prepare for any anticipated changes.  All health insurance forms completed during open enrollment should be sent to Human Resources for processing.  [return to question]

A Tax-Sheltered Annuity allows participants to reduce their tax burden by putting pre-tax salary aside for retirement.  It is a voluntary program and each company offers a variety of investment opportunities from very safe to more aggressive plans.  The following programs are available to participants:

403b Plan: This plan requires completion of a salary reduction agreement, which is available on the Human Resources' web page at http://www.csn.edu/hr/Forms_Apps/tsa.pdf.  The form must be completed to begin or make changes in this program.  Money is invested through payroll deduction.  CSN works with three companies:

• Fidelity Group at 1-800-343-0860 or http://www.fid.fidelity.com
• TIAA Cref at 1-800-842-2776 or http://www.tiaa-cref.org
• Valic at 702-796-0047 or http://www.valic.com

457 Plan: In order to participate in the plan, participants should contact one of the following authorized companies.  Required forms for new enrollment or changes will be provided by the company representative.  Money is invested through payroll deduction.  CSN works with two companies:

• The Hartford at (702) 862-8296 or http://retire.hartfordlife.com
• ING at (702) 880-4333 or http://www.ingretirementplans.com  [return to question]

Faculty and professional staff are evaluated once a year.  All completed and approved evaluations are submitted to the Office of Human Resources during the month of May.

The employee appraisal process is an ongoing, open-communication process between the supervisor and the employee.  The process provides an overall judgment of an employee's work performance and provides the opportunity for the supervisor and the employee to discuss the employee's work performance in terms of Nevada System of Higher Education, individual and community college goals and objectives.

The employee and supervisor initially meet and the employee provides to the supervisor a completed "Self-Evaluation Form" which reflects the employee's accomplishments, and college and community development.

A second meeting is held, at which time the employee and supervisor agree on the management objectives for the new year.  A "Management Objectives or Professional Growth Plan Form" is completed and signed by both the employee and supervisor.

A final meeting is held, at which time the supervisor will evaluate the performance of the employee by completing the "Supervisor Evaluation or Professional Performance Form."

Special Categories:

• Non-Tenured Faculty - Receive a full evaluation (student evaluation, classroom observation, self-evaluation, professional growth plan, and peer evaluation).
• Faculty Applying for Tenure During the Evaluation Period - In the tenure application year, the tenure packet will serve as the full evaluation.
• Tenured Faculty - Receive full evaluation (student evaluation, classroom observation, self-evaluation, professional growth plan, and peer evaluation) which will be conducted once every three years.  The short form evaluation will be used for the two interim years between full evaluations.

You may access the evaluation forms at http://www.csn.edu/assets/pdf/psh_online.pdf.  Please scroll down to pages 71 through 74.  [return to question]

CSN offers the following 11 paid holidays:

1) New Year's Day: January 1

2) Martin Luther King's Birthday: Third Monday in January

3) Washington's Birthday: Third Monday in February

4) Memorial Day: Last Monday in May

5) Independence Day: July 4

6) Labor Day: First Monday in September

7) Nevada Day: Last Friday in October
8) Veteran's Day: November 11

9) Thanksgiving: Fourth Thursday in November

10) Family Day: Day after Thanksgiving

11) Christmas Day: December 25

 Please note: If January 1, July 4, or December 25 falls on a:

a) Sunday, the Monday following shall be observed as a legal holiday.
b) Saturday, the Friday preceding shall be observed as a legal holiday.   [return to question]