All available faculty and staff jobs at CSN are listed on the jobs webpage www.csn.edu/jobs . Click on Faculty and Administrative/Professional Positions to view and apply. If you need additional help, visit Easy Steps to Apply for a Faculty or Administrative/Professional Position or view the Faculty and Administrative/Professional Applicant Tutorial.

2. What happens to my application after I submit it?

You will immediate receive a confirmation number upon successfully submitting your on-line application. In addition, you will receive an automated e-mail response and your application and application related material will be forwarded to the Search Committee for review. Should there be a match between your skill set and our current needs, Human Resources or the hiring department will contact you.

3. How long does it take before someone gets back to me about a job I applied for?

Due to the large volume of applications received, we regrettably are unable to contact each candidate that applies for a position.

4. How can I check my status for a position I’ve applied for?

Search committees and hiring managers are constantly reviewing applications. If your background and experience are a strong match for the position(s) to which you are applying for, the hiring manager or human resources will contact you for a phone or in-person interview. Please understand that the application review process takes time due to the high volume of applications received. If your candidacy is declined because you do not meet the minimum qualifications for the job as listed in the job positing or your qualifications are not as strong as other candidates in the hiring pool, you will be informed via an automated e-mail notification from the system.

5. Must I meet all of the minimum qualifications to be considered?

Yes, in order to be considered, you must meet all of the minimum qualification listed in the job posting. Notations are included if experience can be accepted in lieu of education or vice versa.

6. What do each of the HR status descriptions mean in regards to the application process?

Here is a chart of some of the most common statuses. At any time throughout the process, you can log-in to your application and check the status of your application.

HR Status	Meaning
Incomplete Records or Incomplete – Finish Applying	You application material is incomplete and has not yet been submitted. To submit, make sure that you have attached all of the required documents and click “Finish Attaching Documents” then click “Yes” on the Confirm screen. You have finished applying when you receive a confirmation number.
Under review by Search Committee	Your application is complete and has been forwarded to the Search Committee or hiring department for review. Please remember that the review of application materials takes time and you may not hear back for several months.
Met Minimum Qualifications	Your application has been reviewed and determined to meet the basic minimum qualifications.
Not Selected for Interview	You were not selected to continue in the application process.
Not Selected	Another candidate has been selected for the position.
Application Withdrawn	Your application has been withdrawn from consideration.
Position Cancelled	The College has decided not to fill the position at this time.

7. Can I still submit a resume even though I did not find a position I am interested in?

Unfortunately we only accept applications via the on-line system and applications must be for a specific job. Please feel free to visit our JOBS at CSN website at www.csn.edu/jobs often as positions are posted regularly.

8. To whom should I address my cover letter?

We suggest that you address your cover letter to “Search Committee Members” or “Search Committee Chairperson and Members of the Search Committee”.

9. I did not completely finish editing my application and I’ve accidentally submitted my application to a job posting, how can I correct this?

Please contact Human Resources to request to be allowed to resubmit an updated application. Please be sure that you have logged in to the on-line system and made any changes/updates to your application prior to calling.

10.What if my qualifications have changed since submitting an application, how can I change my application, cover letter or resume?

Please contact Human Resources to request to be allowed to resubmit an updated application, resume or cover letter. Please be sure that you have logged in to the on-line system and made any changes/updates to your application and/or you have e-mail the updated resume or cover letter to hr.recruitment@csn.edu prior to calling.

11.I do not have access to a computer. Can I submit a paper application?

You can submit your on-line application and required documents from any computer with internet access (library, school, job center, etc.). You may also visit our Divisional Human Resources Office located on the 4^th floor of Building E on the West Charleston Campus, Monday through Friday 8:00 a.m. to 4:00 p.m., to use one of the computer stations in the lobby.

12.What are some good tips when applying?

Please read the job posting carefully and follow all of the directions listed. In addition, we always suggest that you list on your application material how your qualifications meet or exceed the minimum and preferred qualifications listed on the job posting.

Compensation, Furlough & Salary Reductions

1. Where can I find information on the faculty and professional salary scheduled used at CSN?

The salary schedules are available on the compensation page of the Human Resources website.

2. How much furlough and/or salary reduction do I have to take?

A 2.5% salary reduction for the majority of regularly appointed NSHE employees was adopted and will be effective for FY12 and FY13 (July 1, 2011 – June 30, 2013). This 2.5% salary reduction amount will not be eligible for retirement contributions by the employee and employer.

The Board also adopted the legislatively approved unpaid leave (also referred to as furlough in some of the Board documents) requirement of six (6) total days per fiscal year (48 hours, based on full-time employment), also effective for FY12 and FY13. This unpaid leave equates to a 2.3% of salary reduction; however this amount is eligible for employer and employee retirement contributions, as was the case with the unpaid leave in the current biennium.

Taken together, the two measures will have a combined impact of 4.8% of salary for the majority of employees.

3. Will an employee still be required to take unpaid furlough leave if the State’s budget improves?

Yes unless a Special Session of the Legislature is called to amend the statute requiring the furlough leave.

Benefits

1. Where can I find information on the health benefits at CSN?

Please consult the Public Employees’ Benefits Program’s (PEBP) Frequently Asked Questions.

2. Can I change my health insurance plan?

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 here.

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.

Retirement

1. What is a "Tax-Sheltered Annuity" and how do I start one?

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' forms page. 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.fidelityatwork.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

Leave

1. How much sick and annual leave is accrued each month?

Annual Leave: 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

2. Do I have to wait a certain length of time before I can use my leave?

Professional and faculty employees may use accrued leave immediately. There is no waiting period.

3. Who do I contact regarding my leave balances?

Please contact Debbie Alisca at 651-7484 or Tanya Barnes 651-7473 in the Human Resources Office.

4. If I only have a limited amount of accrued sick leave on the books and become sick for an extended period of time, can I use my accrued annual leave to cover my absence from work?

Sick leave may only be combined with annual leave if authorized by your supervisor for legitimate health-related illness or injury. Sick leave may also be used to attend medical and dental appointments with supervisory approval.

5. If my child or another immediate family member becomes sick and I have to care for them, what type of leave can I use?

Accrued sick leave may be used. In order to care for an employee's immediate family member, 15 days is allowed per fiscal year.

Family and Medical Leave Act (FMLA)

1. What is the Family and Medical Leave Act (FMLA)?

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
Because of a qualifying exigency arising out of the fact that a spouse, son or daughter, or parent is on covered active duty (duty during deployment to a foreign country as a member of the Armed Forces)
Because you are the spouse, son or daughter, parent, next of kin of a covered service member of the Armed Forces with a serious injury or illness that was incurred or aggravated in the line of duty on active duty or a veteran who is undergoing medical treatment for a serious injury or illness that occurred any time during the 5 years preceding the date of treatment.

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

2. How do I request FMLA?

In order to apply for FMLA leave, several forms are required depending on the nature of the leave: NPD-60 - FMLA Leave of Absence Form, WH-380 E or WH-380 F - Certification of Health Care Provider (either for an employee or for a family member, WH-384 - Certification of Qualifying Exigency For Military Family Leave, and/or WH-385 -Certification For Serious Injury or Illness of a Covered Service member. Please contact HR at 651-5800 to request the appropriate forms. The FMLA request should be made at least 30 days in advance of the date the leave would begin. When advance notice is not possible due to unforeseen or emergency situations, an employee should request leave as soon as they are aware of the need for time away from work.

Tuition Reimbursement

1. How much per undergraduate credit will Grant-In-Aid pay for?

For dependents it is unlimited credits (with age limitation—dependent must be under the age of 24). For employees, the Board of Regents sets the fees.

2. Can Grant-In-Aid be used in combination with Millennium and other scholarships?

Yes

3. Can Grant-In-Aid be applied directly to registration fees or can it be used for books and housing?

Only for registration fees

4. Can Grant-in-Aid be applied directly to costs owed or is it a reimbursement after the fact process?

If submitted before the due date, GIA can be applied towards what is owed. After the due date, GIA will be reimbursed once processed.

5. What are the maximum number of credits that an Administrative or Academic Faculty (A, B, or B+ Contract) can take?

6 credits during the fall and spring semesters and 3 credits the entire summer. Unlimited credits for dependents, Spouses and Domestic Partners.

Employee Assistance Program

1. What is the Counseling Program to address some personal issues I am facing right now?

The Employee Assistance Program (EAP) is a confidential assessment and referral program that can be utilized by CSN staff for dealing with personal or work-related difficulties. It can be utilized 24-hours a day, seven days per week. Ceridian LifeWorks is the service provider and can be reached online at www.LifeWorks.com (user ID: NSHE password: EAP) or call 877-234-5151, TTY/TDD 800-999-3004, en español 888-732-9020. Please note: when you make an appointment, please make sure that you inform the person taking the call that you work for CSN so you are not charged a co-pay.

Academic Faculty Evaluation

1. When is my evaluation due?

For faculty members in their 1^st (except for those hired in a spring term) or 3rd year of employment, and for all non-tenure track faculty members with 3+ years of experience:

Faculty will submit their Self Evaluations and Professional Growth Plans to their Supervisors by February 1.

During the second year of employment, a faculty member must be given 180 days notice for non-reappointment. In order to have such a notice issued more than six months prior to July 1 (when new contracts are signed), the evaluations must be done by the previous December. Thus, for faculty members in their 2^nd year of employment:

Faculty will submit their Self Evaluations and Professional Growth Plans to their Supervisors by November 15.

For tenured faculty members and 1^st year faculty members who were hired in a spring term:

Faculty will submit their Self Evaluations and Professional Growth Plans to their Supervisors by April 1.

Any tenure track faculty member in his/her 4^th year of employment will submit an application and appropriate documentation for tenure in lieu of a Self Evaluation and Professional Growth Plan. Please see the policy on Faculty Tenure for more information.

NOTE: Professional Growth Plans and classroom observations for tenured faculty members shall be done every third year after tenure has been awarded.

2. How do I complete and submit my evaluation to my chair?

The evaluation system is to be completed on-line at https://jobs.csn.edu/hr . For a guide on how to complete the evaluation, please visit http://www.csn.edu/PDFFiles/HR/Evaluation_Employee.pdf.

3. What if I do not have a log-in to the evaluation system, or what if I have lost my user name or password?

Contact Anthony Guinan at (702) 651-7356 or anthony.guinan@csn.edu for all user name and password inquiries.

4. I received an e-mail that my evaluation was sent back to me from my chair. What’s the next step in the process?

You will need to review the ratings your chair has provided and either agree or disagree with them. Visit http://www.csn.edu/PDFFiles/HR/Evaluation_Employee.pdf#page=23 for more information on this process.

5. How do I check the status of my evaluation?

At any time in the process, you can click on “Active Evaluations” on the left hand side menu of the system to see where your evaluation is in the process.

Professional / Staff Evaluation

1. When is my evaluation due?

Your self-evaluation and objectives are due to your supervisor by May 20^th of each year.

2. How do I complete and submit my evaluation to my supervisor?

The evaluation system is to be completed on-line at https://jobs.csn.edu/hr . For a guide on how to complete the evaluation, please visit http://www.csn.edu/PDFFiles/HR/ADEvaluation_Employee.pdf

3. What if I do not have a log-in to the evaluation system, or what if I have lost my user name or password?

Contact Anthony Guinan at (702) 651-7356 or anthony.guinan@csn.edu for all user name and password inquiries.

4. I received an e-mail that my evaluation was sent back to me from my supervisor. What’s the next step in the process?

You will need to review the ratings your supervisor has provided and either agree or disagree with them. Visit http://www.csn.edu/PDFFiles/HR/ADEvaluation_Employee.pdf#page=20 for more information on this process.

5. How do I check the status of my evaluation?

At any time in the process, you can click on “Active Evaluations” on the left hand side menu of the system to see where your evaluation is in the process.

Salary Equity Adjustment

1. How does a professional employee submit a request for a salary equity adjustment?

The employee should complete the Personal Transaction Form (PTF) with the relevant information. The employee should also draft a memorandum and attach it to the PTF. The memorandum should state the reasons why the employee believes such a review is justified. 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.
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 position descriptions/announcements from higher education. It is extremely helpful to have information from CSN or other NSHE institutions (e.g., UNLV, UNR, Nevada State College, Truckee Meadows, Great Basin College or Western Nevada College). Examples from private industry can be used as well, but higher education examples are the most helpful.
Any additional documentation the employee believes is pertinent to their request.

The PTF 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 PTF, associated memo and any other supporting documentation should then be submitted to the Director of Administrative Operations in the Division of Human Resources requesting that HR conduct a salary equity adjustment review of their position. Personnel from Human Resources will conduct a review and analysis and convey their recommendation to the appropriate supervisor/manager/employee.

Human Resources information contained on the World Wide Web is in no way to be interpreted as a contract between the College of Southern Nevada and any of its employees. This information is provided as a service to the CSN community and will change as CSN changes. From time to time, CSN must modify its policies. Information is current as of the time of its presentation and may be subject to change or repeal at any time, with or without notice, at the discretion of CSN.