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Chief Full Knife College Employee Handbook ………………………………………………………………………………………………………

Description Term: | Description Code: | Issue Date:

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Policy Section Index | |

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Policy Section Index

A Organization & Administration

B Committee Composition & Functions

C Fiscal Procedures

D Services

E Personnel Handbook

F Curriculum

G Students

Note: This handbook was approved by the Chief Dull Knife College Board of

Directors on January 9, 2004, and unless otherwise specified, this becomes the

effective date of all policies and procedures listed herein.


Description Term | Description Code: | Issue Date:

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Policy Section Index Continued | |

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Policy Section

Academic Freedom FA

Accreditation AC

Achievement Awards Policy EKJ

Advisor Program EP

Adult Education FD

Affirmative Action AD

Bookstore FB

Bookstore Acquisition Policy FC

Campus Security Act DD

College goals AB

College Mission AA

Committees

Accreditation Steering Committee BH

Curriculum Committee BA

Facilities Committee BB

Library Services Committee BC

Personnel Benefits Committee BD

President’s Council BF

Student Affairs Committee BG

Student Financial Aid Committee BE

Discontinuation of Educational Program EH

Drug-free Workplace DC

Emergency Procedures AL

Equipment Management CD

Evaluation EC

Faculty Advisor Program EQ

Faculty Contracts EP

Faculty Working Hours EQ

Faculty Work Load ER

Faculty Orientation ES

Faculty Meetings ET

Faculty Functions & Responsibilities EQ

Fixed Asset Procedures CB

Financial Exigency EG

Grievance Procedure EV

Honoraria/Guest Speakers FE

Non-faculty Contracts EL



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Policy Section

Non-faculty working hours EM

Non-faculty Orientation EN

Non-faculty meetings EO

Policy Delineating Specific Responsibility CE

Student and Staff Children on Campus DL

Use of Campus Facilities DI

Fringe Benefits

Employee Assistance Program EK

Employee Loan Program EKI

Cafeteria Plan EKD

FICA EKA

Fitness Time Allowance EKG

SEP/IRA EKE

Tuition Fee Waiver EKF

Unemployment EKC

Workman’s Compensation EKB

Grants & Contracts CA

Handicap Parking DG

Keys DK

Leave Benefits –Non Faculty EJ

Holidays EJ1

Sick Leave EJ2

Annual Leave EJ3

Funeral/Bereavement Leave EJ4

Professional Leave EJ5

Maternity Leave EJ6

Sabbatical Leave EJ7



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Policy Section

Leave Benefits –Non Faculty (Continued) EJ

Jury Duty EJ8

Unauthorized Leave EJ9

Administrative Leave EJ10

Leave Benefits – Faculty EJ

Holidays EJ1

Sick Leave EJ2

Funeral/Bereavement Leave EJ3

Personnel Leave EJ4

Maternity Leave EJ5

Sabbatical Leave EJ6

Jury Duty EJ7

Unauthorized Leave EJ9

Library FD

Maintenance of Equipment & Facilities DH

Organizational Chart AE

Personnel

Employment outside college EI

Part-time/Temporary Employees EB

Hiring Procedures EA

Records ED

Resignation EF

Termination EE

Position Descriptions

President AF

Vice President AG

Dean of Instruction AH

Dean of Student Services AI

Chief Financial Officer AJ

Dean of Cultural Studies AK

Safety and Security Policy AM

Senior Scholars Tuition/Fee Waiver DA

Sexual Harassment DF

Smoking Policy DB



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Policy Section

Students

Attendance GE

Examinations GF

Grading GD

Satisfaction of Financial Obligation GC

Supervision of Student Organizations GA

Work-study GB

Travel Policy CC

Vehicle Policy DJ



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Vision Statement | |

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Vision Statement:

“Chief Dull Knife College will

be a leader and facilitator

in maintaining and

strengthening Cheyenne Culture

and educational opportunities

through quality

leadership.”



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Mission Statement | AA

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Mission Statement

Chief Dull Knife College is a community based,

land-grant, and tribally controlled community

college established to provide quality

educational opportunities to residents of the

Northern Cheyenne Reservation and

surrounding communities. Inspired by Chief

Dull Knife’s determination, our mission is to

provide Northern Cheyenne culturally

influenced education through quality



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Accreditation | AC |

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9

Accreditation

Chief Dull Knife College is Accredited by the Northwest

Commission on Colleges and Universities, and as such CDKC

operates as an independent institution of post-secondary

education.



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Goals | AB |

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Chief Dull Knife College seeks to:

1) To be financially stable and self-sufficient.

2) To provide educational resources and experiences to assist

community members in acquiring improved skills for work and

life.

3) To maintain an accredited institution of higher education on the

Northern Cheyenne reservation capable of providing college

transfer programs and vocational training necessary to increase the

educational level and meet the training needs of students and

community.

4) To provide a language program to preserve, teach research and

support traditional Cheyenne culture, language and history.

5) To provide an eco-friendly campus that reflects cultural values of

the Northern Cheyenne people.

Approved by Chief Dull Knife College Board of Directors

On September 9, 2009



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Affirmative Action | AD |

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Affirmative Action Policy Statement

In accordance with Title VI and VII of the Civil Rights Act, Title IX of the

education Amendments, Section 504 of the Rehabilitation Act, and the Americans

with Disability Act, Chief Dull Knife College has a policy of non-discrimination in

employment practices and in admission, access to, and conduct of educational

programs. Discrimination is prohibited on the basis of race, sex, color, national

origin, religion, age, and handicap, marital or parental status. Any student,

employee, or applicant for admission or employment may file a discrimination

grievance. Inquiries or grievances should be directed to the Equal Opportunity

Officer, Chief Dull Knife College.



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Organizational Chart | AE |

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CDKC ELECTED BOARD OF DIRECTORS

CDKC PRESIDENT

DEAN OF ACADEMICS DEAN OF CULTURAL AFF. DEAN OF STUDENT SER. JWMLIBRARY DIRECTOR DIRECTOR OF

INFOR SYSTEMS CHIEF FINANCIAL OFFICER VOC REHAB DIRETOR

VICE PRESIDENT OF ADMIN/ DIRECTOR OF DEVELOPMENT

ADMIN SUPPORT STAFF

EXTENSION GRANT PROG.

USDA GRANT

PROGRAM

MAINTENANCE

INSTRUCTIONAL STAFF

FULL-TIME FACULTY

PART-TIME FACULTY

ADULT EDUCATION

CULTURAL AFFAIRS SUPPORT STAFF FINANCIAL AID OFFICER

REGISTRAR SUPPORT STAFF

SSS GRANT SUPPORT STAFF

CDKC DAY CARE

Upward Bound

LIBRARY SUPPORT STAFF IT SUPPORT STAFF BUSINESS OFFICE

PROPERTY& SUPPLY / BOOKSTORE

AUXILIARY PROGRAMS

VOC REHAB COUNSELORS

VOC REHAB ADMIN ASSISTANT

VOC REHAB JOB DEVELOPER

Property/Supply

Title III

Student Activities



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Organizational Chart Description | AF |

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CDKC ELECTED

BOARD OF DIRECTORS

CDKC PRESIDENT

DEAN OF ACADEMICS

DEAN OF CULTURAL AFFAIRS

DEAN OF STUDENT SERVICES

JWMLIBRARY DIRECTOR

DIRECTOR OF INFORMATION SYSTEMS

CHIEF FINANCIAL OFFICER VOC REHAB DIRETOR

VICE PRESIDENT OF ADMIN/ DIRECTOR OF DEVELOPMENT PROGRAMS

ADMINSTRATION SUPPORT STAFF

EXTENSION GRANT PROGRAMS

USDA GRANT PROGRAM

MAINTENANCE

INSTRUCTIONAL STAFF

FULL-TIME FACULTY

PART-TIME FACULTY

ADULT EDUCATION

CULTURAL AFFAIRS SUPPORT STAFF

FINANCIAL AID OFFICER

REGISTRAR SUPPORT STAFF

SSS GRANT SUPPORT STAFF

CDKC DAY CARE

Upward Bound

LIBRARY SUPPORT STAFF

IT SUPPORT STAFF BUSINESS OFFICE

PROPERTY& SUPPLY /BOOKSTORE

AUXILIARY PROGRAMS

VOC REHAB COUNSELORS

VOC REHAB ADMIN ASSISTANT

VOC REHAB JOB DEVELOPER

Property/Supply

Title III

Student Activities



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College President | AF |

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Title: President

Purpose: The President provides the leadership that facilitates the achievement of

college objectives.

Scope: The authority and responsibility for the operation and management of the

college is vested in the Office of the President.

Key Working Relationships: The President is responsible to the Chief Dull Knife

Board of Directors. The President coordinates the college program with

area high schools and other institutions of higher education.

The Vice President, Dean of Academic Affairs, Dean of Student Affairs, Dean of

Cultural Studies, JWML Library Director, Director of

Information Systems and Chief Financial Officer/Office of Sponsored Programs

Director report directly to the College President. It is

through these offices that the College President provides for faculty, staff, student,

and institutional needs.

Responsibilities: The President has the responsibility for planning, management,

and control of the College. He/she is responsible for:

(1) Implementing ad administrative structure that provides for effective College

Leadership and services.

(2) Facilitating coordination of College Programs and services with area high

schools, community agencies, and other institutions of higher

education.

(3) The evaluation of the College and reporting the condition of the evaluations to

the College Board of Directors for their approval and

overseeing the implementation of these policies.

(4) The recommendation of policies to the College Board of Directors for their

approval and overseeing the implementation of these policies.



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Vice President of Administration | Continued |

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Title: Vice President of Administration

Purpose: The Vice President of Administration serves as second-in- command

at Chief Dull Knife College and acts as Chief Executive Officer in terms of

campus supervision and responsibility in the absence of the College

President.

Scope: The Vice President serves as Accreditation Liaison Officer and in that

capacity provides for institutional planning, institutional assessment, and

policy handbook oversight.

Key Working Relationships: The Vice President reports directly to the President

of the College and is accountable to the President and is accountable for

Institutional Planning and the on-going Accreditation Process including

institutional assessment and policy handbook updates and maintenance.

Acts as chief executive officer in the absence of the President.

Responsibilities: The Vice President’s major duties include, but are not limited to

the following areas of responsibility:

1) Designs, develops, initiates, and evaluates the long-term planning process,

its effectiveness, and its modification for the overall good of the College.

2) Serves as the Institutional Accreditation Officer and as the College’s liaison

with the Northwest Commission on Colleges and Universities.

3) Is responsible for the development and implementation of an effective

College-wide assessment system.

4) Develops, modifies, up-dates, and maintains as necessary Policy Manuals

for the various levels of the College organization (e.g., Employee Handbook,

Board of Directors Policy Handbook).

5) Contributes to College public relations effort.

6) Attends training sessions as required for job skills updates/upgrades.

Becomes informed and knowledgeable of all procedures implementing Chief

Dull Knife College’s safety and hazardous waste disposal policies.

7) Promotes CDKC’s role and mission as it relates to the Handbook



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Vice President of Administration | Continued |

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8) Promotes the College’s philosophy, policies, and procedures as established

by the CDKC Board of Directors.

9) Performs other related responsibilities or duties as assigned



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Dean of Academic Affairs | AH . |

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Title: Dean of Academic Affairs

Purpose: The Dean of Academic Affairs provides leadership and supervision

for all instructional services staff and programs.

Scope: The Dean of Academic Affairs provides overall direction for planning,

implementation, and evaluation of the instructional program of the college.

Key Working Relationships: The Dean of Academic Affairs reports directly to

the President of the College, and is accountable to the President for the operation

of the instructional program and supervision of instructional services staff.

The Dean of Academic Affairs works cooperatively with the Dean of Student

Affairs in matters related to the instructional program.

The Dean of Academic Affairs supervises all members of the Instructional Service

staff which include: Instructional Staff, ABE/GED Staff, and Library Staff and

other program staff as they relate to the instructional program of the college.

The Dean of Academic Affairs chairs the Curriculum Committee and serves on the

President’s Council.

Responsibilities: The Dean of Academic Affairs major duties include, but are not

limited to the following areas of responsibility:

1) Ongoing development and coordination of academic and vocational

offerings at the degree, certificate, program and course levels of instruction.

2) Supervision and upgrading of faculty in the areas of teaching responsibility,

instructional integrity, and overall accountability of the instructional

program.

3) Faculty relations including establishment of staffing patterns, faculty

evaluation, and in service training.

4) Developing annual plan of instruction and semester course schedules.

5) Planning and preparing the College Catalog.

6) Submitting all required reports and providing for institutional research

within the area of student enrollment.

7) Serves as coordinator and/or supervisor of other student services



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Dean of Student Affairs | AI |

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Title: Dean of Student Affairs

Purpose: The Dean of Student Affairs provides leadership and supervision for

all student services staff and programs.

Scope: The Dean of Student Affairs provides overall direction for planning,

implementation, and evaluation of the student services program of the college.

Key Working Relationships: The Dean of Student Affairs works cooperatively

with the Dean of Academic Affairs in matters related to the instructional program.

The Dean of Student Affairs works cooperatively with the Dean of Academic

Affairs in matters related to the remedial instruction program.

The Dean of Student Affairs supervises all members of the Student Services staff

which include: Enrollment Management Clerk, Transcript Clerk, Financial Aid

Director, Financial Aid Assistant, Upward Bound Director, Title III Staff,

Academic Counselor, Transition Counselor, Administrative Assistant and Day

Care Director.

The Dean of Student Affairs serves on the Curriculum Planning Committee,

Accreditation Steering Committee and President’s Council.

Responsibilities: The Dean of Student Affairs major responsibilities include, but

are not limited to the following areas of responsibility.

1) Ongoing development, coordination, supervision and evaluation of all

student services programs including the Student Support Services project.

2) Planning and coordination of student registration, academic advising

program, recording of grades and student status transactions.

3) Providing for the maintenance and safeguarding for all student records and

certifying the academic standing of students for various purposes.

4) Interpreting and administering academic rules and regulations.

5) Publishing the College Catalog.



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Dean of Student Affairs | Continued |

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6) Submitting all required reports and providing for institutional research

within the area of student enrollment.

7) Serves as coordinator and/or supervisor of other student services.



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Chief Financial Officer | AJ |

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Title: Chief Financial Officer

Purpose: The Chief Financial Officer provides leadership and supervision for

all fiscal, contracts and grants, auxiliary programs, personnel and Human

Resources.

Scope: The Chief Financial Officer provides for planning, implementation,

and evaluation of the fiscal operations of the College, including the personnel

department, contracts and grants programs.

Key Working Relationships: The Chief Financial Officer reports directly to the

President of the College and is accountable to the President for the fiscal

operations of the College, including the personnel department, contracts and grants

program.

The Chief Financial Officer supervises the Business Office Staff.

The Chief Financial Officer/Office of Sponsored Programs Director chairs the

Personnel Benefits Committee and serves on the President’s Council.

Responsibilities: The Chief Financial Officer’ major duties include, but are not


1) Serves as Business Manager

2) Monitors grants and contracts

3) Serves as personnel officer

4) Ongoing supervision and evaluation of College fiscal operations.



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Dean of Cultural Affairs | AK |

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Title: Dean of Cultural Affairs

Purpose: The Dean of Cultural Affairs provides for leadership and supervision

of the Cultural Department.

Scope: The Dean of Cultural Affairs designs, develops, and directs the

College’s expanding Cultural Studies educational program, works with tribal

members, in facilitating appropriate research, and coordinate efforts toward

preservation and use of the Northern Cheyenne Language. Teaches culturally

oriented classes, as necessary, within the educational program.

Key Working Relationships: The Dean of Cultural Affairs report directly to the

President of the College and is accountable to the President for the operation of the

Culture Department.

The Dean of Cultural Affairs supervises the Cultural Department staff.

The Dean of Cultural Affairs serves on the President’s Council and Cultural

Affairs Committee.

Responsibilities: The Dean of Cultural Affairs major duties include, but are not


1) Develops the College’s expanding Cultural Studies program by working

with the Dean of Academic Affairs, and the curriculum planning committee

to develop and modify appropriate Cheyenne Studies Courses to meet

general education requirements and to transfer to baccalaureate degree

granting institutions.

2) Works with elders, the societies, and the cultural commission to design and

facilitate appropriate research on Northern Cheyenne culture and language

by outside principal investigators.

3) Expands course offerings in Native American Studies in the areas of both

Cheyenne and regional Native American Arts and Crafts.

4) Contributes to College’s long term planning process.

5) Attends training sessions as required for job skills updates/upgrades.



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Dean of Cultural Affairs | Continued |

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6) Promotes Chief Dull Knife College’s role and mission as it relates to the

future of the Northern Cheyenne Tribe, the Tribally Controlled Colleges,

and Indian Education.

7) (7) Promotes the College’s philosophy, policies, and procedures as

established by the C.D.K.C. Board of Directors. Performs other related

responsibilities or duties as assigned.


Description Term | Description Code: | Issue Date

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Emergency Procedures |……………..AL |

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Fire

1) Activate fire alarm

2) Call 911

3) Faculty and Staff members should supervise exits.

Police

1) Call 911 or 477-6288

Medical

1) Lame Deer Clinic: 477-4477

2) Crow Agency Hospital: (406) 638-2626

3) Ambulance: 477-6774 or 911

Maintenance

Maintenance emergencies are to be reported to the College Maintenance Department,

Ext. 135.

Evenings and weekends, call maintenance personnel. If unavailable, call the College

President.

Fire Drills

The college maintenance department will conduct a minimum of one fire drill per

semester and instruct faculty, staff, and students on appropriate exiting procedures.



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Safety& Security, | AM |

Policies & Procedures | |

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COLLEGE CLOSURE: Should inclement weather or emergency situations occur which

would result in the closing of the College, that information will be announced by local radio

stations at the request of College officials, by 6:30 a.m. at the latest. The radio stations to be

used are: KIKC-Forsyth, KCTR-Billings; and the local television broadcasting station, Lame

Deer. Closures will also be reported on the Chief Dull Knife College web page, www.cdkc.edu.

In the event serious storm conditions develop in the course of the day, and a decision is reached

to close the College, the same media will be used to notify staff and students.

DISRUPTION OF COLLEGE OPERATIONS: If any person disrupts or obstructs any

college program, activity, or meeting, or threatens to do so, or commits, threatens to imminently

commit, or incites another to commit any act that will disturb or interfere with or obstruct any

lawful task, function, process, or procedure of any student, employee, or invitee of the College,

the staff member in charge shall immediately notify local law enforcement authorities of the

incident.

BUILDING SECURITY: Security means not only maintenance of the building, but also

protection from fire hazards and faulty equipment, and safe practices in the use of electrical,

plumbing, and heating equipment. The College Board of Directors requires close cooperation

with local police, fire and insurance company inspectors.

Access to all College buildings outside of regular hours shall be limited to staff whose work

requires access. An adequate key control system shall be established, which shall limit access to

buildings to authorized staff and shall safeguard against the potential entry of unauthorized

persons.

Records and funds shall be kept in a safe place and under lock and key when required.

Locks and other protective devices designed to be used as safeguards against illegal entry and

vandalism shall be installed when appropriate to the individual situation. Employment of

watchmen may be approved in situations where special risks are involved. All incidents of

vandalism and burglary shall be reported to the College President immediately and to law

enforcement as appropriate

http://www.cdkc.edu/


Description Term Description Code: Issue Date:

Section B

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Curriculum Planning Committee | BA . |

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The membership of the Curriculum Planning Committee will consist of faculty, staff and

administration representatives appointed annually by the College President. The College

Board of Directors and the CDKC Student Senate are additionally encouraged to appoint

a representative to serve on the committee.

The Dean of Academic Affairs will chair the committee and will vote only when

necessary to break a tie. The committee will meet monthly and/or as necessary.

The committee:

1) Considers and acts upon all new courses, programs and materials for addition to

or deletion from the college catalog.

2) Monitors all curricular modifications such as change in credit hours or course

content.


Description Term |Description Code: | Issue Date:

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Facilities Committee | BB |

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27

The membership of the Facilities Committee will consist of faculty, staff and

administration representatives appointed annually by the College President. The Board

of Directors and CDKC Student Senate are additionally encouraged to appoint a

representative to serve on the committee.

The Vice-President will chair the committee and will vote only when necessary to break a

tie. The committee will meet monthly and/or as necessary.

The Committee:

1) Reviews and recommends on matters of physical plant and grounds expansion

and maintenance.


Description Term Description Code: Issue Date:

Library Services Committee BC

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28

The membership of the Library Services Committee will consist of faculty, staff and

administration representatives appointed annually by the College President. The College Board

of Directors and CDKC Student Senate is also encouraged to appoint a representative to serve

on the committee. The Library Director chairs this committee and the chair will vote only when


The Committee:

1) Reviews and recommends on matters of general library acquisitions policy, on effective

use of the library by students and faculty, and on measures to develop a well-coordinated

audio-visual resource center in support of the instructional program of the college.

2) To recommend measures for increased student and faculty library usage.



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Personnel Benefits Committee | BE |

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The membership of the Fringe Benefits Committee consists of faculty, staff and


Board of Directors is encouraged to appoint a representative to serve on the committee.

The Chief Financial Officer chairs this committee and the chair will vote only when


The committee:

1) Considers, acts upon and proposes fringe benefits package modifications to the

Board of Directors for adoption.

2) Formulates and recommends personnel policies.

3) Develops and recommends salary compensation



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Student Financial Aid Committee | BE |

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30

The membership of the Student Financial Aid Committee consists of faculty and staff

representatives appointed annually by the College President. The Student Financial Aid Officer

serves in an ex-officio capacity and chairs the committee.

The Committee will meet at the beginning of each Semester and/or as necessary.

The Committee:

1) Addresses student grievances relative to student financial aid awards

2) Provides direction and approves all policy and procedures relative to the student financial

aid program

3) Establishes procedures and policies for institutional scholarship and selects recipients on

a semester basis.



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President’s Council | BF |

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The membership of this council consists of the College President, Vice-President, Dean of

Academic Affairs, Dean of Student Affairs, Dean of Cultural Affairs, Chief Financial Officer,

Library Director, Information Technology Director, Administrative Assistant, a Faculty

representative, and CDKC Student Senate President.

The College President will chair the committee and will vote only when necessary to break a tie.

The President’s Council meets each Wednesday morning.

The Council:

1) Serves in an advisory capacity to the College President and is concerned with the

coordination and administration of all college programs and services.



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Student Affairs Committee | BG |

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32

The membership of the Student Affairs Committee consists of two faculty members and one staff

representative appointed annually by the College President.

The committee:

1) Considers and acts upon all conduct and disciplinary violations involving students

utilizing procedures outlined in the Student Rights and Responsibilities policies.

The committee meets only when presented with a conduct violation.


Description Term | Description Code: Issue Date:

Accreditation Steering Committee BH

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33

The membership of the Accreditation Steering Committee consists of faculty, staff and


Board of Directors and the CDKC Student Senate are additionally encouraged to appoint

a representative to serve on the committee.

The Accreditation Liaison will chair the committee and will vote only when necessary to

break a tie. The committee will meet monthly and/or as necessary.

The committee:

1) Reviews, plans and organizes in coordination with the college accreditation

officer all accreditation activities.



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Technology Committee | BI |

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34

The membership of the Technology Committee will consist of faculty, staff and administration

representatives appointed annually by the College President. The College Board of Directors

and CDKC Student Senate are additionally encouraged to appoint a representative to serve on the

committee.

The Director of Information Technology will chair the committee and will vote only when

necessary to break a tie. The committee will monthly and/or as necessary.

The Committee:

1) Considers all technologic need of the campus.

2) Assesses future need through the “Technology Plan” of the College developed by the

committee.

3) Makes recommendation for purchase and upgrade of computer equipment and internet

access capabilities.

4) Considers all campus-wide software issues faced by the College.



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Cultural Affairs Committee | BJ |

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35

The membership of the Cultural Affairs Committee consists of faculty, staff and administration

representatives appointed annually by the College President. The Board of Directors and CDKC

Student Senate are additionally encouraged to appoint a representative to serve on the committee.

The Dean of Cultural Affairs will chair the Committee and vote only when necessary to break a

tie. The Committee will meet monthly and/or as necessary.

The Committee:

1) Will address issues concerning the Cultural Learning Center.

2) Will promote an appreciation and understanding of Native Americans with a focus on the

Northern Cheyenne Tribe.

3) Will work with other campus committees to insure open communications and

partnerships within the Institution.

4) Will work with local communities and other entities to insure collaborative efforts exist

with regard to cultural activities.

5) Will approve requests for storage of archival and other cultural materials.



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Section C | |

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Section C | |

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37

Grants and Contracts Policy

Chief Dull Knife College is involved in Federal, State and Private funding for the College. The

following policy establishes the necessary steps to facilitate the process of searching for,

securing and managing external funds to support the College's mission, objectives and programs.

In development of the proposal for external funding we need to keep in mind that every proposed

project must relate to the college's mission and objectives.

The first step in applying for a contract or grant from any external source shall be the

presentation to and the approval by the President's Council. No contract or agreement with

consultants for proposal preparation shall be made without the approval of the President's

Council. The consultants shall be identified. The President of the College has the final approval

and is the only one that is authorized to obligate the College for consultant work.

Each and every consultant hired by the College must sign an agreement acknowledging that all

materials acquired for an application is the property of the College and cannot be used for any

other purpose, without the expressed approval of the College.

Prior to submission of a proposal there are several internal steps that must be adhered to. The

final draft of the proposal must be submitted to and approved by the President's Council.

The Business Officer must review and approve the proposed budget. If these steps do not

happen the President of CDKC will not sign off on the application package.

When CDKC receives external funds, increased demands are placed upon the College. CKDC

must set up and use accounting systems, which comply with standard auditing requirements.

The proposed project must carry the full responsibility of paying for the operation of the project.

If the project does not allow the full indirect cost rate then the relevant costs must be absorbed by

the project. This includes but is not limited to telephone costs, including installation and repairs,

postage, copier expenses and space.

Any product, publication, report, research conducted, etc., with funds received in the name of

Chief Dull Knife College is the property of the College and subject to the grant/contract

agreement with the funding agency. The above cannot be used for personal gain by persons

working for the College.

Communication is key in all functions of the College. Upon award of the Contract/Grant the

President's Council shall be notified. Copies of the award document and the approved budget

with a brief narrative shall be presented to the Office of Sponsored Programs Director and

included in the next Board of Director’s packet for their information. Copies of the final report

and program evaluation shall be distributed to the President's Council, the President and the

Board of Directors.



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Section C | |

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38

All project requirements of the awarded contract/grant shall be adhered to by the Project

Director/Coordinator, the Business Office, as well as all staff at the College. In addition,

monthly expenditure reports on all grants and contracts will be included in monthly financial

reports to the Board of Directors.

The College requires that quarterly reports be submitted to the President's Council in a timely

manner. Quarterly reports not only provide information on the progress of the project but also

assist in the monitoring and evaluation of the project. Failure to submit the required reports may

result in termination of the Project Director/Coordinator



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Section C | |

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39

Fixed Asset Procedures

1) NEW EQUIPMENT PURCHASES. All new equipment must be processed through

receiving in Property and Supply (College Bookstore). At that time, it is logged on a

form with date received, serial number, description, location and assigned an inventory

tag number. Each month, this log is given to the Business Office where date paid; cost

and purchasing grant are added to the log. This information is then added to the

inventory lists by room.

Property & Supply must see an approved requisition (or donation documentation with

current value) prior to releasing received equipment to the department that made the

acquisition.

2) RELOCATION OF FURNITURE & EQUIPMENT. A relocation form must be

completed before any equipment is removed from any room. Relocation forms are

initiated in the Business Office and must be signed by the department head and Property

& Supply. A copy of the approved relocation form will be filed by Property & Supply

and the information entered on a relocation log for inventory purposes.

3) MISSING EQUIPMENT. A physical inventory will be completed annually before an

employee receives their last paycheck for the academic year. Each staff member and

department head is responsible for the location of equipment on their room inventory list.

Property and supply is required to follow-up on missing or moved equipment.

4) DONATED ASSETS. Any items donated to the College must be documented as to

acquisition date, donor name and value. The fair market value is to be agreed upon

between the donor and the College. Anyone desiring to donate items to the College

(whether in person or via telephone) should be referred to Property & Supply where the

donation will be documented on IRS Form 8283. The donor will be given a copy of the

completed form as acknowledgement of the gift. Donated items will be accepted by the

College using the above procedures only.



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Section C | |

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40

CDKC Travel Policies

1) All travel away from the local area of the College requires prior approval on a travel

voucher form. Travel requires the prior approval of supervisor, department head, and the

President/or Business Manager. All travel voucher forms must be submitted to the

Business Office by 12:00 p.m., Tuesday immediately prior to travel.

2) Employees who use a private vehicle for travel in connection with College business must

maintain automobile liability insurance coverage.

3) Travel between an employee's residence and the College is not considered official travel.

4) If commercial forms of travel are used, such as airlines, buses, trains, or charter services,

the actual cost is the basis for reimbursement. The form of transportation used should be

the least expensive available, unless the loss of time or effectiveness is disproportionate

to the monetary saving. If the employee opts to drive a personal vehicle in lieu of a

commercial carrier, and the cost of mileage allowance at the standard rate for use of a

personal vehicle exceeds the regular coach fare of a commercial airline. Then the

employee shall be reimbursed for transportation costs at the regular coach fare of a

commercial airline.

5) An employee is entitled to travel reimbursement for the most direct route to and from the

destination. Any extra expenses incurred due to the interruption to the most direct route

at the convenience of the employee, will be paid by the employee.

6) Mileage allowance for use of a private vehicle on College business shall be at the

federally approved IRS rate. See exception in item 4 above. This figure includes

operational costs of the vehicle, but does not include incidental charges such as highway

tolls and parking expenses. These incidental charges shall be reimbursed to the employee

in addition to the standard mileage rate. Receipts are required for reimbursement of

incidental charges.

7) (Changes with Fed. Rate) per diem for lodging shall be at the actual rate per night. A

receipt from the lodging establishment is required for reimbursement. A credit card

receipt is not an adequate receipt for reimbursement. Employees are required to use

sound business discretion in selecting the place of lodging. The Business Manager has

the right to disallow lodging costs based upon reasonableness in cost and will use the

employee's estimate of lodging on the Travel Voucher form as part of the determination

of reasonableness.

8) Per Diem for meals may be claimed based upon meal allowances itemized below or by

submitting receipts for the actual amount of the meals. The employee has the option as to



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Section C | |

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41

which method of reimbursement for meals is used. If the employee opts to submit

receipts for reimbursements, then actual restaurant receipts are required. A credit card

receipt is not an adequate receipt for reimbursement. The per diem for meals includes all

tips. No employee is entitled to additional reimbursement for tips.

Per Diem Rates (All areas other than designated high cost areas) Breakfast

$ 7.00

Lunch $ 9.00

Dinner $15.00

Per Diem Rates (High cost areas) Breakfast $11.00

Lunch $13.00

Dinner $27.00

To qualify for per diem for breakfast, the employee must be on travel status prior to 7:00

a.m., and the travel status must be continuous for eight hours. To qualify for per diem for

lunch, the employee must be on travel status prior to 11:00 a.m. and the travel status must be

continuous for eight hours. To qualify for per diem for dinner, the employee must be on

travel status after 6:00 p.m. and the travel status must be continuous for eight hours.

Areas which have been designated high cost areas for purposes of computing per diem

rates include, but are not limited to, the metropolitan areas of the following cities:

Washington, D.C.; New York, New York; Denver, Colorado; Phoenix, Arizona; and Los

Angeles, California. Other areas may be designated high cost areas, listed in the Federal

Register and/or at the discretion of the Business Manager.

9) The only travel expenses which will be reimbursed to the employee, other than the cost of

travel to and from the destination, per diem for lodging and per diem for meals, is the

cost of local transportation at the travel destination. A receipt for local transportation is

required for reimbursement.

10) Travel advances may be requested by submitting properly approved travel voucher forms

to the Business Office by 12:00 p.m. the Tuesday immediately prior to travel. However,

travel advances are not permitted in instances when travel expenses are not expected to

exceed $25.00.



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Section C | |

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42

11) A Travel Expense Voucher must be completed and submitted with required receipts to

the Business Office within three working days after travel has ended. Any travel

advances which are outstanding two weeks after completion of the trip will be deducted

from the employee's following pay check.

EQUIPMENT MANAGEMENT

Purchasing



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Section C | |

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43

The appropriate supervisor will determine what equipment is desired and needed by his/her

staff and make recommendations to the College President for final approval.

The procedure for purchasing equipment will be as follows:

- A purchase order is completed and submitted to the appropriate Supervisor for approval.

- The supervisor then routes the purchase order to the Business Office with a copy of the

requisition going to accounting for payment upon receipt of invoice. The College President

shall have the final approval on all requisitions.

Receiving

- Receiving and accounting for equipment will be the responsibility of Property & Supply.

- Storing, receipting and issuing equipment will be the responsibility of Property & Supply,

furnishing the Business Office with copies of documentation of same.

Disposal

- Disposing of equipment will be authorized by Property & Supply with final authority vested

with the College President and the CDKC Board of Directors.

Usage

- Use of College equipment outside regular working hours is not allowed, except in cases

deemed by the College President to be appropriate.

Procurement, General Contracting, and Hiring



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Section C | |

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44

The College must have a reasonable and workable system for acquiring property; negotiating

services; and hiring employees, consultants, and trades people. To this end, the following pattern

of responsibility is established in order for the College to continue to function between meeting

of the Board of Trustees or, in some cases, in the absence of the President.

Board of Directors – The CDKC Board of Directors is responsible for reviewing and approving

the policies and procedures included in the revised Procurement Management System manual,

for participating in bid/proposal evaluations as requested, and for approving all procurement

contracts or purchases in excess of $25,000.

President – The President, acting as the chief executive officer of the college is responsible for

approving procurement contracts or purchases up to and including $25,000 and for reviewing

and recommending to the Board all contracts purchases in excess of $25,000. The President

approves all contract modifications and approves the termination of procurement contracts for

cause. The President participates in bid/proposal evaluations when necessary and is responsible

for approving the selection of vendors.

The President negotiates contracts and signs all contracts except federal contracts and grants,

which are the authority of the Chairperson of the Board of Directors. As the negotiator and

signatory, the President then serves the final arbitrator in contract disputes and approves or

disapproves the proposed resolution to any contract dispute.

Legal Counsel – The Chief Dull Knife College attorney assists the President in negotiating

contracts and prepares or reviews contract instruments. Legal Counsel shall have the opportunity

to review and comment on all contracts and agreements in excess of $25,000 prior to review by

the Board of Directors. Legal Counsel is responsible for reviewing any contract termination and

for resolving contract disputes as requested by the President.

Business/Grants & Contracts Manager – The Business Manager is responsible for developing

appropriate purchasing policies and procedures and is responsible for approving procurement

contracts or purchases up to an including $1,000. The Business Manager prepares specifications

for bids or purchases in cooperation with program personnel; obtains price quotes, either

formally or informally, for purchases over $500; and, obtains written prices quotes on purchases

in excess of $10,000.

The Business Manager develops and maintains a list of qualified bidders and suppliers and is

responsible for convening evaluation panels and over seeing evaluation activities on bid and

proposals. The Business Manager participates in evaluation panels on bids and on proposals and

makes recommendations to the President on the contract award.

Following the selection of a successful bidder contract proposal, it is the responsibility of the

Business Manager to notify all bidders of selection or rejection of bids and to process or review

all requisitions completed for submission to selected vendors.



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Section C | |

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45

Dean of Academic Affairs – The Dean of Academic Affairs is the key academic individual for

review of procurement requests made by the faculty. All such requests made by the faculty must

be approved by the Dean of Academic Affairs prior to consideration by the Business Manager.

GENERAL CONTRACTING:

Board of Directors - In acquiring the services of trades people and or construction or repair

contracting firms, the Board of Directors approves all contracts in excess of $25,000.

Bookstore Acquisition



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Section C | |

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46

The Chief Dull Knife College Bookstore does not accept artwork nor craft items on consignment

(Consignment in this case being defined as; leaving or assigning items to the care or

responsibility of an agent for subsequent sale by that agent) nor does the Bookstore nor its

personnel serve as a sales agent for any items which have not been purchased for a specific

wholesale price.



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Section D | |

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47



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Senior Scholars Tuition Fee Waiver | DA |

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48

Senior Scholars Tuition/Fee Waiver

Option #1 -Chief Dull Knife College will offer tuition and fee waivers to those students who

are fifty-five (55) years of age or over at the time of registration. Eligible students must

complete a waiver form, available in the Business Office.

Option #2- Chief Dull Knife College will offer tuition and fee waivers for up to (2) two

classes per semester to those students who are fifty-five (55) years of age or over at the time of

registration. Eligible students must complete a waiver form, available in the Business Office.



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No-Smoking Policy | DB |

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49

No-Smoking Policy

All Chief Dull Knife College buildings are designated smoke-free. This designation applies

to all classrooms, offices, restrooms, cafeteria, bookstore, auditorium, shop areas, etc...

All staff members and faculty are encouraged and expected not to smoke in public areas of the

campus. If you smoke, do so outside and please discard cigarette butts appropriately. Your

good example will give our students the incentive to follow this policy.



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Drug Free Workplace Policy | DC |

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50

Drug Free Workplace Policy

In accordance with the Drug Free Workplace Act of 1988, and in compliance with

applicable local, state, and federal laws, rules and regulations, it is the policy of the

College to prohibit the possession, sale, distribution, and/or use of illegal drugs on

College property, in College vehicles, or during working hours.

The intent of this policy is to provide employees a safe, healthy, and efficient

workplace and to provide safe and efficient service to our students free from the

adverse effects of illegal drugs. For purposes of this policy, an illegal drug shall be

defined as any drug or substance whose sale, use, distribution, or possession is

unlawful.

It is the College's responsibility to provide Drug Free Workplace training to its staff

on an annual basis.

Guidelines -No employee or agent shall sell, distribute, use or have in his/her possession alcohol,

illegal drugs or substances on College property, in College vehicles, during working

hours or while representing the College at workshops or other off-campus functions.

-No employee or agent shall report to work while under the influence of illegal drugs.

-Any employee convicted of a criminal drug violation occurring in the workplace

must notify his/her immediate supervisor within five days following conviction.

-The taking of prescription drugs on College property, in College vehicles, or during

working hours is allowed only in proper dosage under the direction of a licensed

physician.

Discipline Any employee who violates any portion of this Policy will be subject to discipline up to and

including termination.

Employee Assistance Program The College provides an Employee Assistance Program (EAP) for employees with a

possible substance abuse problem. An employee's voluntary or involuntary enrollment into

the EAP and/or other drug abuse program does not mitigate that employee's obligation to

comply with the guidelines of this policy.

-This policy expresses the minimum acceptable standard with respect to illegal drugs. More stringent standards may

apply for particular employees or employee groups where mandated by local, state, or federal laws, rules or

regulations.



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Employee Drug Testing Policy | DCA |

………………………………………………………………………………………

51

Employee Drug Testing Policy



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Campus Security Policy | DD |

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52

Campus Security Policy

Chief Dull Knife College in order to implement the Student Right to Know and Campus

Security Act, Public Law 101-542, as amended by the Higher Education Technical

Amendments of 1991, Public Law 102-26 requires the following:

- Students and staff are requested to immediately report any offense of a criminal nature to

the Office of the President. The President's Office will notify local authorities.

- The President's Office will keep, on an annual basis, statistics detailing crimes

committed on the CDKC campus.



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Sexual Harassment Policy | DE |

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53

Sexual Harassment

Chief Dull Knife College is committed to maintaining an academic and working

environment free of objectionable and disrespectful conduct and communication of a

sexual nature and affirms the right of all employees and students to work and study in an

environment free from all forms of discrimination, including sexual harassment.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical

conduct of a sexual nature constitute sexual harassment when:

-Submission to such conduct is made either explicitly or implicitly a term or condition of

an individual's employment or student standing; or

-Submission to or rejection of such conduct by an individual is used as the basis for

decisions affecting individuals; or

-Such conduct has the purpose or effect of unreasonably interfering with an individual's

work or academic performance, or creating an intimidating, hostile or offensive working or

academic environment.

Sexual intimidation includes any unreasonable behavior, verbal or non-verbal which

has the effect of subjecting members of either sex to humiliation, embarrassment or

discomfort because of gender.

Sexual harassment and/or intimidation is a violation of federal and state laws.

Retaliation against persons who file complaints is also a violation of federal and state

laws. Sexual harassment, intimidation, and/or retaliation against persons who file

complaints is prohibited by the College. Disciplinary action will be taken when

instances of sexual harassment, intimidation, or retaliation are identified and

confirmed.

Supervisors who knowingly condone, fail to report, or fail to take action to remediate

incidents of sexual harassment, intimidation, or retaliation will themselves be subject to

disciplinary action.

An employee or student who believes he/she has been the victim of sexual

harassment or intimidation is encouraged to report the incident(s) or action(s) as

soon as possible to the attention of any or all of the following:

1. The harasser, requesting that the action stop immediately.

2. The immediate supervisor of the harasser, or to the first level supervisor

who is not involved in the alleged harassment.



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Sexual Harassment Policy | DE |

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54

3. The College EEO Officer.

The right to confidentiality, both of the complainant and of the accused, will be

respected insofar as it does not interfere with the institution's legal obligation or

ability to investigate allegations of misconduct when they are brought to its attention,

or to take corrective action when it is found that misconduct has occurred.

Individuals subjected to disciplinary action as the result of a report of sexual

harassment or intimidation may file a grievance under the College Grievance

Policy.



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Handicap Parking Policy | DF |

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55

Handicap Chief Dull Knife College realizes the access barriers and hardships faced by

handicapped individuals. In order to provide easier access to Chief Dull Knife College, the

College sets aside areas for handicapped parking. These areas are designated by with Handicap

Parking Signs.



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Maintenance of Equipment | DG |

& Facilities

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56

Instructional equipment, including audio-visual equipment, in need of repair or replacement

should be reported to your supervisor. Broken or damaged equipment is to be reported

immediately to facilitate repair or replacement with as little interruption in utilization of

equipment as possible.

In the interest of maintenance and cleanliness of classrooms, it is the policy of the College that

food and beverages are not allowed in classrooms.

For general maintenance needs (heat, lights, water, etc.) complete and submit a work order to the

maintenance supervisor and/or the main office so that the matter can be taken care of properly

and as promptly as possible.



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Use of Campus Facilities | DH |

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57

Use of College Facilities is restricted to activities which:

1) Are specific to or directly attributed to the mission and goals of the institution; or

2) Are scheduled by College Activities groups;

3) Are scheduled by external organizations and/or groups and have been approved by the

appropriate College officials.

On campus spaces such as offices, storage spaces, classrooms—will not be used as temporary

residences for staff, staff families, students or student family members. Overnight occupancy of

such spaces on campus is not acceptable no is the usage of cooking equipment other than a

private or departmental coffee brewer acceptable.



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Vehicle Policy | DI |

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58

Private vehicles should be used only when College vehicles are not available.

Use of College vehicles for field trips, conference attendance, student trips or

other College business requires approval of the sponsoring employee's

direct supervisor. Vehicles must be checked out through the Maintenance

Director, after they have been properly checked for servicing, fueling, etc.

A mileage log will be kept by the driver, detailing the beginning and

ending mileage for each trip.

All persons operating Chief Dull Knife College vehicles must have the appropriate

Commercial or Operator's license and be covered by the College’s Insurance policy.

Operators of all College vehicles will comply with all existing traffic laws including

posted speed limits. Misuse and/or un-authorized use of College vehicles will be

cause for disciplinary action.

Use of Vehicles by Community groups and/or organizations: College vehicles can be

used by outside groups and/or organizations only when such use does not conflict

with College usage and upon approval of the College President. If a request for usage

is approved by the College President, the following conditions will apply:

A full accident report will be made to the College President immediately following any accident

involving College vehicles.



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Keys | DJ |

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59

KEYS

Supervisors shall determine which keys an employee will need. In some instances there may not

be enough keys for everyone that needs one.

Arrangements will have to be made on a priority basis and in some instances sharing a key may

be necessary.

- All keys must be signed for by the staff member receiving them.

- All lost or stolen keys must be reported immediately to your supervisor.

- No keys shall be duplicated by employees.

- Keys are issued to employees for their own use. Do not lend out keys.

- Employees in need of temporary keys shall check them out through Property & Supply.

All keys shall be returned to the Property & Supply Office (Bookstore) at the end of

each contracting period.



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Section E | |

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60

The College maintains and runs a licensed day care center which has a capacity of twenty

children. The College day care is open from 8 a.m. to 5 p.m., Monday through Friday. If a

student or staff member finds it necessary to bring one or more children (between the ages

of six months or five years) on campus during the regular work day, it is assumed that the

parent or guardian will make the appropriate arrangements to enter the child or children into

the day care; either as a regular reserved slot participant or as a day participant, depending

upon the individual situation.

Children are not allowed in classes, or in laboratories. Children are not to be dropped off at

the John Wooden Legs Memorial Library in lieu of child care arrangements being made by

the responsible parent. Children of staff members are not to be left unattended for long

periods of time in offices or other spaces within the College buildings. Children are the

responsibility of parents and/or other family members and are not the responsibility of the

College.

Some specific activities, such as open houses, bazaars, concerts, and other such

entertainments are suitable for children of students and staff. Children are welcomed at

these gatherings but they remain the responsibility of the accompanying parent or guardian

who will be held responsible for their conduct.



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Section E | |

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61



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Hiring Practices | |

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62

TABLE OF CONTENTS

I. INDIAN PREFERENCE IN EMPLOYMENT

II. RECRUITMENT AND SELECTION

III. SELECTION (WEIGHTED POINT FACTOR EVALUATION/SELECTION)

IV. APPOINTMENT

V. NEW EMPLOYEE ORIENTATION

VI. DETAILING STAFF

VII. NEPOTISM

VIII. REHIRE POLICY



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Hiring Practices |EA |

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63

I) Indian Preference in Employment

A) To insure compliance with funding sources and accreditation, in considering applicants,

all hiring reviews must first conclude that applicants are qualified before considering

Indian Preference. Qualifications shall be established with specificity as to degrees

required, types of education needed and experience sought, prior to advertisement, in job

descriptions. In considering applicants for positions, whether an applicant meets

requirements of a job description shall be controlling on the question of “qualified or

not”. The College reserves the right to reject any and all applicants, and to determine

whether a candidate is “qualified”, in its sole discretion.

B) The following order of preference shall apply when the salary is funded wholly or in part

by funds which do not limit hiring preferences to “Native Americans”, disallowing

individual Tribal preference. Prior to advertisement, College administrative staff

responsible for the hiring and advertisement of positions shall consult with the President

and the Board of Directors to evaluate whether funding sources constitute a limitation on

enrolled member preference. Such decision shall be made prior to advertisement, and

recorded in writing in the individual job descriptions prepared. As appropriate, TERO

staff shall be informed of the funding requirements applicable to College hiring.

Preference for employment will be granted to qualified individuals (meets required

qualifications criteria), in the following order.

1) Enrolled member of the Northern Cheyenne Tribe.

2) Spouses of Northern Cheyenne members who are not members of the Northern

Cheyenne Tribe; Other Native American (member of a federally recognized tribe)



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C) Should it be determined, after review, that a funding source prohibits the recognition of

individual Tribal preference, the following preferences shall apply.

1) Local Indians, defined as individuals living on the Northern Cheyenne Reservation.

2) Other Indians.

D) Chief Dull Knife College, consistent with applicable TERO guidelines and these policies,

reserves the right to appoint, on a case by case basis, a qualified candidate regardless of

race, color, creed, religion, national origin, age, sex, or political affiliation, to key

positions.

When selecting a qualified applicant, the Chief Dull Knife College will utilize the “Weighted

point factor evaluation/selection system” or a similar designed to evaluate the qualifications

of an applicant. Veterans will be given 5 points using the weighted point factor system.

E) Scope in an effort to promote the policies of the Northern Cheyenne Tribe to combat

pervasive Reservation unemployment and encourage educated Tribal members to return

to the Reservation to benefit all residents. Chief Dull Knife College will grant Indian

Preference for Employment to its qualified employees and qualified applicants, where

appropriate, consistent with the provisions of these policies. These Indian Preference

policies apply to hiring, placement, promotion, transfer, or demotion, treatment during

employment, selection for training, and other actions related to the hiring process.

Positive action will be taken to ensure the fulfillment of these policies. These policies

shall supersede other policy provisions conflicting herewith, subject to subsequent Board

modifications/prioritization, as approved.

It is the goal of Chief Dull Knife College to employ as many tribal members as is possible in

available positions. Therefore, provided an individual is qualified, Northern Cheyenne Tribal

members will receive hiring preference over other Indian and non-Indians, consistent with

these policies. Northern Cheyenne Tribal members who the qualification requirements of

solicited positions are particularly encouraged to apply for vacant positions at Chief Dull

Knife College.



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II) Recruitment and Selection

A) Policy

1) It is the personnel policy of the Chief Dull Knife College to effectively utilize our

available manpower resources by selecting the best qualified person for the job to be

performed. The personnel we have hired have been selected from applicants on the

basis of qualifications we feel are essential for an employee to perform well, and meet

the unique requirements of the College to fulfill its goals, objectives and accreditation

requirements.

2) The Chief Dull Knife College will support this policy. However, the primary target

of our present and future recruitment efforts is the enrolled members of the Northern

Cheyenne Tribe, while meeting the unique requirements of the College to fulfill its

goals, objectives and accreditation requirements.

B) Position Description/ Qualification Statement

A position description must be established for the vacancy before the “recruitment

process” is begun. If a position description is not available, it is the responsibility of the

College Administration to establish one consistent with other descriptions in effect. The

format of the description may vary with the personal preference of the Administration.

However, it must minimally include, specific degree requirements, types of education

needed, experience sought, major duties and responsibilities and minimum qualifications

for the position.

C) Entrance into the Work Force

Entrance into the work force is through open competition. In-house applicants must

compete with those who are not currently employed by the College. Applicants who

meet the minimum qualifications of the job announcement will be certified “eligible” by

the College Administration/screening Committee.



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D) Recruitment

Chief Dull Knife College will make every effort to attract qualified applicants to meet

current and projected hiring needs. College Administration will work with the supervisor

to tailor recruitment efforts to the requirements of the positions to be filled. College

Administration will publicize all vacancies for a minimum of two weeks and will post in

public places and advertise widely in order to contact the largest pool of qualified

applicants. A vacancy shall be established when a new job is created, when an existing

job becomes vacant through separation, termination, promotion or demotion of others, or

through transfer of others or any other action which leads to an employment opportunity.

Recruiting efforts shall be targeted to areas with a relatively large percentage of Native

American students and/or employees.

E) Job Announcements

1) All job vacancies will be advertised in accordance with our policies. All vacancy

notices will be consistent with the College’s policy on Indian Preference. Vacancy

notices will be posted at the Northern Cheyenne Tribal Administrative offices and

other reservation-wide locations to maximize exposure of the job opening.

Applicants must apply. TERO requirements must also be met.

2) The College Administration shall maintain and distribute updated lists of vacancies as

they occur. The College’s policy is to encourage qualified employees to apply for

upward classification. The filing time for vacant positions shall be a minimum of ten

working days. Employees who are required to have licenses or other certification

requirements must present proof of the licenses or certifications to the Personnel

officer at the time of application.



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3) Job announcements will specify title and salary range; nature of the work; experience

of training required; time, place and manner of making applications; special

qualifications needed; closing date of the announcement; and other pertinent

information of interest of prospective applicants. Qualifications will be related to job

requirements and will include experiences and education and equivalent substitutes.

All regular and temporary position vacancies (full-time and part-time) shall be

advertised to all tribal members. Emergency vacancies and casual labor need not be

advertised. Vacancies shall not be filled internally without providing equal

opportunity (e.g. equal date of announcement, equal time in which to apply, and equal

treatment as an applicant) to all qualified tribal members to apply at the same time as

employee applicants.

4) Announcements shall be posted in a conspicuous place in the Northern Cheyenne

Tribal office. The President or designee shall post announcement in other offices and

advertise in local newspapers or may enlist the assistance of the State employment

agency to fill vacancies.

5) Existing employees within the particular program and College structure shall be given

the opportunity to apply for positions which are at a higher level of responsibility

and/or compensation. In selecting an employee for a position vacancy, the College

shall give first consideration to qualified existing employees of the program. This

means that in the process of rating applicants, in the case of equal ratings among

applicants, the existing employees of the program shall receive first consideration.

However, no additional rating points are given because an applicant is an existing

employee. Promotions are to be based upon evaluation of past performance and the

qualifications or capacity to perform duties in the position to be filled. When these

factors are relatively equal for two or more employees, seniority will be considered

the decisive factor.



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6) When a position becomes vacant, the College President may temporarily appoint an

existing staff person to the position in the interest of ensuring program activities are

continued until the position is permanently filled. Such appointments shall be for a

specific period, not to exceed thirty (30) calendar days, and shall be with a written

agreement of the appointed employee. During this period the College Administration

shall announce the vacancy and all interested applicants may apply.

F) Closing Date

All announcements will be posted for at least ten (10) working days. Advertisements

shall be placed in the newspapers such that potential applicants shall have ten days in

which to apply from the issue date of the newspaper till the closing date. The College

Administration may advertise selected positions on an “until filled” basis.

G) Application

All applicants for employment shall complete a standard application form and sign a

release of information form. Such forms shall be submitted to the College

Administration office. With respect to information submitted by applicants in the

recruitment and selection process, the College will comply with provisions of the Privacy

Act of 1974.

Persons interested in applying for work with the College will obtain the appropriate

application forms from the College Administrative Offices. Applications must be

submitted to the College Administrative Office by the closing date specified in the

announcement. Applicants must notify the College in writing of a change of address or

other change affecting availability or qualification of employment.



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H) Certification of Eligible Employees

A screening Committee, made up of at least one Board member, the Certification of

Eligible Employees supervisor for the position advertised, and the President or his

designee, shall pre-screen all applicants and shall list all qualified applicants. Upon the

closing date of the announcement, the screening Committee shall review the applications

to ensure that applicants meet the training and experience requirements specified in the

announcement. They will submit to the President or designee a list of those candidates

meeting the minimum qualifications for the position. This list shall be forwarded to the

Selection Committee and on to the full College Board, after proposed selections are

made.

I) Background Investigation

The College Administration shall conduct a comprehensive background check on all

candidates for employment. This background check will include, but not limited to, a

determination of criminal convictions, dismissal from previous jobs due to sexual

harassment, and dismissal from previous jobs due to sexual offenses. Data obtained by

the College in the background check will be part of the applicants record submitted to the

Screening Committee.

The criminal history check shall be conducted through the Identification Division of the

Federal Bureau of Investigation and through the State criminal history repositories of all

states that an applicant lists as current or former residences. Those applicants for a position

involving contact with minor children under the age of 18 shall be investigated for any

conviction of a sex crime, an offense involving a child victim, a drug felony or any

conviction of a crime other than a sex crime which bears on an individuals fitness to have

responsibility for the safety and well-being of children. Conviction of such offenses shall be

grounds for denial of employment to an applicant or for dismissal of a current employee.

Applicants for other positions where the position requirements establish standards of

performance which prohibit criminal convictions shall also be denied employment. The

applicant form shall contain a question asking if the individual has ever been arrested for or

charged with a crime involving a child or an offense which the job precludes and if so require

a description of the disposition of the arrest or charge. An application shall state that it is

being signed under penalty of perjury with the applicable Federal punishment for perjury

state on the application



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A background investigation shall be conducted on all eligible candidates by the College

Administration. The background check shall examine the applicant’s responsibility and

shall consider such matters as the applicant’s integrity, compliance with various laws and

public policies, record of past performance. Employees involved with funds shall have a

credit check done to determine past performance. Past records of performance of former

employees shall be considered. Such background information shall be made available to

the evaluation and selection committee. The purpose of the background investigation is

to verify the statements contained in the application form and to produce evidence

regarding responsibility and suitability. This investigation will also examine education,

experience, prior employment history, and references. This information will be used only

for the purposes of employee selection. If this investigation produces conclusive

information establishing unsuitability for employment, the College Administration shall

promptly notify the program director or finance. If an employee leaves for a period of

time, the College shall conduct a background check for the period of absence.

J) Testing Examination

If a position requires a test, a written or oral examination may be used to assist in

selecting qualified applicants. All applicants being considered shall be given the same

examination. All examinations shall be approved and implemented by the College

Administration.

K) Interviewing

The College Administration shall provide applicant files of personnel being interviewed

to the Program Director. These files must be returned to the College Administration,

upon completion of the interview. No applicant will be promised or paid any travel or

per diem expenses relating to interviews, screening, or testing without the written

approval of the President or designee.



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III) Selection (Weighted Point Factor Evaluation/selection)

A) Committee

1) Within five (5) working days of receiving the list of certified applicants, College

Administration, will submit qualified applicants to the Selection Committee. This

committee shall be made up of program/department personnel/supervisor/ at least one

(1) Board member, and the College President or his designee.

2) If any of the members of the evaluation/selection committee are related to the

applicant(s) being evaluated, such member shall excuse themselves from the

evaluation/selection process and a replacement identified from the department or

administration. Related shall mean members of the immediate family. See P. 11,

VII, A (2).

B) Evaluation and Evaluation Factors

1) Each applicant reviewed by the Committee will be evaluated and scored using the

weighted point factor evaluation system. The factors and their relative weights will

be determined prior to the advertisement and before the scoring process is done. The

factors and their relative weights will be determined by the supervisor and the

Program with the assistance of College Administration. Each factor will be scored in

relation to the job and the job requirements. Each member of the committee will

score each applicant and then all committee members’ scores will be averaged to

obtain a composite score. The committee will prepare a short narrative which

supports the score given to the applicant. Each applicant shall be entitles to a

debriefing to determine their relative qualifications and the grounds for hiring or not

hiring the applicant.



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B (Continued)

2) The factors which will be utilized in the evaluation process include but are not limited

to the following:

Education – General (Education of a general nature not related to the job applied for)

Education – Job Related (Educational courses which are specifically related

topically to the job duties applied for.)

Experience – General (Experience in a variety of jobs which are not specifically

related to the job applied for.)

Experience – Job Related (Experience in jobs which are similar or equivalent to

the job applied for.)

Special Job Skill Requirements (Skills required for the job which are unique to the

job and are not skills associated with all jobs.)

Veteran Status

Indian Affiliation

Interview Performance

Each factor shall require that the applicant show documentation and proof.

Incomplete applications shall not be considered.

3) Education, experience and special skill factor weighs will be determined prior to the

announcement of the position and will not be changed during the evaluation/selection

process. The weights will be job specific and job relevant and will be decided by the

supervisor and Program with the assistance of the College Administration for each

job.

Examples of weights and factors assigned could be as follows:

Education – General: 10 – 20 pts.

Education – Job Related: 15-25 pts.

Experience – General: 10-20 pts.

Experience – Job Related 15-25 pts.

Special Job Skill Requirements: 15-25 pts.

Veteran Status: 5 pts if veteran, none if not a veteran

Indian Status: (See above sections on Indian Preference)

Interview: 10- 25 pts.

Note: an applicant cannot be disqualified as “overqualified.” Such individuals shall

be evaluated on the basis of merit and will not be discriminated against.



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4) Once applicants have been scored and evaluated and then ranked, the committee will

determine which of the applicants they wish to interview will be for the purpose of

determining job related communication and department skills. If the job does not

require communication with others, the committee may elect to forego an interview.

If the committee decides to conduct an interview of the applicants, the committee

must interview all applicants who are considered competitive as a result of the

evaluation scoring process. Prior to the job announcement, the committee will have

assigned a weight to the interview process. Normally this weight will be in the range

of 10 to 20 points. The committee will conduct the interview and will score each

interviewee on the perceptions of the applicants’ communication and department

skills. The scores given by each committee member will be averaged and the average

score will then be added to the composite score obtained from the evaluation. The

aggregate scores of all applicants from their evaluation and their interview will then

be ranked and the highest ranking applicants will be offered the job opportunity.

C) Interview Expenses

When an applicant is invited for an interview for a senior management level position

where local candidates are not available, the travel and per diem for that interview

may be paid. Such payment is subject to available funds and must be accordance

with established funding source regulations and requires advance approval by the

President or designee and Board of Directors.



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IV) Appointment

A) Action

Final action on all selections must be made by the Board of Directors. The Board shall

be provided, along with the candidate(s) recommended, a full list of all applicants with

their status as qualified or not. The candidate selected shall be notified in a timely

manner and shall receive a letter of appointment which shall specify the position title,

type of appointment (such temporary, part-time, regular, etc.,), salary, step grade, starting

date, etc. A copy of the letter of appointment will be placed in the personnel file. Upon

employment, the immediate supervisor notifies the employee in writing the type of

employment and terms, if any. Copies shall be submitted to the College. All new

employees at Chief Dull Knife College shall serve a ninety (90) day probationary period.

Upon appointment of an applicant to a regular position, the College Administration shall

officially notify in writing non-selected applicants that they were considered, but not

selected.

In the event of a refusal to accept appointment, the designated official may offer the

position to the next qualified individual or elect to re-advertise. The evaluators are urged

to recommend whether or not to re-advertise or to go down the list of alternates. If the

staff evaluation committee does not make a recommendation, the option will be left up to

the President or designee.

Employment with the College is contingent upon the availability of funds. Employment

may be terminated and the layoffs effective in the event the College determines it has

inadequate funding to provide services and staffing at the levels initially proposed.

B) Employee Status versus Independent Contractor Status

Each person working for the College shall be required to complete the “Employee Versus

Independent Contractor Questionnaire” to determine status and relationship.

Questionnaire is contained in the Appendix. Contractors shall also complete the

Independent Contractor Exemption Affidavit.



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C) Employees found guilty of a felony offense or a major misdemeanor which has bearing

on their job and job performance shall be subject to disciplinary action up to and

including termination. Such employees or applicant’s criminal history shall be evaluated

during the hiring process and will be grounds for determination of non-responsibility and

will be therefore rejected as an employee.

D) Physical Examination

Before appointment, appointee may be required at the discretion of the supervisor to take

and pass a satisfactory physical examination at the organization’s expense. Physical may

be conducted at I.H.S. to defray costs if applicant is eligible. Requirements for the

physical examination is uniformly applied, based on job specifications and will be used to

determine preexisting conditions for Worker’s Compensation benefits. Pre-employment

physical will also include a drug and alcohol test

E) Relocation Expenses

1) When a person permanently employed and must move from a community outside the

local area, the actual costs of moving household goods may be paid. Such payment is

subject to available funds and must be in accordance with established funding source

regulations and requires advance approval by the President or designee and the

College.

2) Moving expenses may be paid to a maximum of $1,000.00 per person who is hired to

a key position and under conditions to be determined by the College.

F) Employment Assurances

New employees shall read the personnel manual and shall sign an assurance from that

they have read and understand the manual and agree to abide by the provisions of the

manual.

G) Anniversary Date

1) The anniversary date for all new regular employees shall be their initial date of hire.

The anniversary date for all temporary employees shall be their initial date of hire.

2) If an individual has been terminated through no fault of their own for a period not to

exceed one hundred eighty (180) days, their anniversary date shall be their original

anniversary date prior to the termination.

3) If an individual has resigned and has been asked to return by the College and has

successfully competed for and obtained a position, their anniversary date shall be

their original date of hire prior to their resignation.

4) All other employees who resign or are terminated or who are not covered under the

above definitions shall have as their anniversary date the latest date of hire.



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V) New Employee Orientation

A) Policy

It is our policy to provide an orientation program to all new employees to help them learn

about the position and what we expect from them as members of our organization.

B) Procedure

On the first day, a new employee will meet the President or designee to receive

information concerning general conditions of employment, hours of work, pay, fringe

benefits, privileges, and responsibilities. Each employee will receive a copy of the

employee handbook and other pertinent literature concerning employment.

C) Content

The employee’s direct supervisor shall be responsible for providing employee

orientation. Items of discussion and clarification to be included in the orientation include

the following:



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1) Overview of the College structure, functions, and policies shall be explained to all

new employees.

2) The employee shall be provided with a copy of the position description. The

supervisor shall ensure that the employee understands the position duties and

responsibilities, working hours, and other requirements. The signature of the

employee on the job description as well as the Supervisor is required.

3) The direct supervisor shall also provide the College Administration with information

about starting salary, starting date of employment, etc., by initiating an Employee

Action Notice.

4) The initial probationary period shall be explained to all new employees.

5) The direct supervisor shall introduce the employee to coworkers.

6) The direct supervisor shall explain the mission, goals, and objectives of the program.

D) Employee Forms/Personnel

Upon hiring, the employee shall prepare all necessary forms required by Personnel. The

new employee shall also prepare a “notification of Domicile” identifying the location of the

employee’s domicile including phone number. The employee’s domicile changes during the

period of the employment, the employee is required to immediately inform Personnel by

completion of a new “Notification of Domicile.” Domicile shall mean the location where a

person maintains a continuous presence and maintains their eating and sleeping quarters on a

continuous basis.

VI) Detailing Staff/Special Assignments

A) Policy

It is the policy of the College Administration to detail staff when it is in the best interest

of them to do so.

B) Procedure – special assignments



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1) The President or designee may temporarily assign or reassign staff to provide special

skills an individual may possess to solve special problems or to provide specialized

training in program area. The Program Director/Supervisor will identify a specific

problem or program that needs strengthening, where the temporary assignment of an

employee with the required skills would contribute significantly to resolving the

problem(s). The President or designee may in special circumstances assign an

employee to perform tasks to complete one assignment to the exclusion of other

normally assigned responsibilities. Special assignments shall be of a temporary

nature, not to exceed thirty days. A special assignment does not involve a change in

employee status and does not require a Personnel Action Notice, except when an

adjustment in pay is required due to duties being significantly higher than the

employee’s regular position. The entity to who detailed shall be responsible to pay

costs.

2) Employees may be detailed from one program to another on a temporary basis (full-

time or part-time) for a specified period of time. Personnel will be detailed only

when there is assurance that the employee being detained will be able to complete the

specific assignment. An employee on detail will retain all rights and benefits accrued

under his/her original position. These include position security, and fringe benefits

eligibility. Personnel who are detailed to a higher paying position will be paid at the

higher rate of pay for the duration of the detail, beginning with the first day of the

detail assignment.

3) An employee on detail will retain all rights and benefits accrued under his/her

original position. These include position security, and fringe benefits eligibility

4) Personnel who are detailed to a higher paying position will be paid at the higher rate

of pay for the duration of the detail, beginning with the first day of the detail

assignment.

C. Assignment of Acting Status

The President may request an employee to assume the duties and responsibilities to a

vacant position in an acting status pending recruitment and selection of a regular

appointment to the vacant position. The appointment to acting status shall be of a

temporary nature, not to exceed six months.

The employee assuming duties and responsibilities of acting status shall receive salary

commensurate with those duties assumed, as determined by the Program Director. An

employee in acting status may apply for regular appointment to the position, performance

during the period in acting status shall be considered in assessing qualification for regular

appointment.



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VII) Nepotism

A) Policy

1) The College seeks to hire the best qualified individuals for all jobs. It is necessary,

however, to exercise judgment in the placing of individuals who are closely related.

2) The College, in its continuing efforts to prevent favoritism by an employee to a

member of their immediate family will observe the following rules:

Immediate family is here defined as spouse, parent, children (or those viewed as

children), siblings, grandparents, grandchildren, aunts, uncles, nieces and nephews and

first cousins and others residing in the home or considered by the community to be

members of the immediate family. If an individual applicant is not then living in the

home of another employee/Board member/Screening Committee member/Selection

Committee member at the time of the hiring, then immediate family is limited to spouse,

parent or child (or those viewed as children).



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Any individual who serves on the Board of Directors or a Committee is excluded from

any all deliberates which may relate directly to a family member’s employment status.

The Board or Committee members are prohibited from influencing or attempting to

influence individuals participating in discussions and which may concern directly or

indirectly a family member.

No person shall hold a job in which they supervise or are supervised by a member of their

immediate family. These rules shall also be applied to unmarried couples living in the

same household.

Board member, supervisors or other officials shall disqualify themselves from any

personnel actions involving the screening, nomination, appointment, hiring, interviewing,

promotion, demotion, termination or other personnel actions involving members of their

immediate family. There will be no exceptions to this rule.

No hiring authority shall participate in the selection process, disciplinary, or personnel

action of any kind, when a member of his/her immediate family is involved

VIII) Rehire Policy

1) When an employee has been terminated for dishonesty, the employee will not be

eligible for rehire.



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Part-time/Temporary Employees | EB |

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81

Policy:

All positions will be advertised part-time and full-time, permanent and temporary.

Recommended change: Temporary and part-time positions not to exceed ninety days

may be appointed by the President of the College. The only person that is authorized to

hire part-time or temporary help for the College is the President.

Procedures:

Any supervisor needing to hire a part-time or temporary person must prepare a

personnel request and a statement as to why a part-time or temporary person must be

hired.



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Part-time/Temporary Employees | EB |

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82

A salary must be established and justified and should not exceed what the current

position is paying if the temporary or part-time position is a substitute for a current

position.

The budget to be charged for the part-time or temporary position must be identified. If

this will cause a deficit, an explanation must accompany the request as to how the

deficit will be covered.

A completed payroll change notice must be filled out and submitted to the Business

Office before any time sheet is submitted.

The job description, resume or application form from the part-time or temporary

employee, and a copy of the completed payroll change notice must be

turned into the Administrative Assistant so a personnel file can be built.

Performance Evaluation

The performance of salaried employees will be formally reviewed and evaluated by

their supervisors at least once a year. In cases where an employee is assigned to more

than one department, it is advisable that a second person also rate the employee's

performance.

Objectives of the Evaluation

- Maintain or improve each employee's job satisfaction and morale by letting the

employee know that their supervisor is interested in their job progress and personal

development.

- Serves as a systematic guide for supervisors in planning each employee's continued

training.

- Assure considered opinion of an employee's performance.



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Performance Evaluation Non-faculty | EC |

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83

- Assist in determining and recording special talents, skills and capabilities that might

otherwise not be noticed or recognized.

- Assist in planning personnel moves and placements which will best utilize each

employee's capabilities.

- Provide an opportunity for each employee to discuss job problems and interests with

his supervisor.

Evaluation Process

All non-faculty and administrators are evaluated annually, using job

descriptions and job performance as the basis for review. Evaluations are

directed at job knowledge, job performance, job productivity and

dependability. Each area evaluated is rated as excellent, good,

satisfactory, fair or unsatisfactory.

The completed evaluation is reviewed with the employee citing strong points as well

as areas of need as an aid to improvement and advancement on the job. Finally,

specific training needs are identified and listed and the completed evaluation is

presented to the CDKC Board of Directors for action.

Evaluation Time Line

All evaluations shall be completed by the first week in March each academic year.

An employee on probation may have additional evaluations as scheduled by his or her

immediate supervisor.

Performance Evaluation Faculty

The performance of all full-time and part-time faculty members will be formally

reviewed and evaluated by the Dean of Academic Affairs at least once each academic

year. In addition, student evaluations are completed on a semester basis for each

faculty member.

Objectives of the Evaluation

- Provide a process review of the effectiveness of each faculty member's general and

specific responsibilities and, deciding upon changes, if any, that should be made in

the responsibilities.

- Providing an opportunity for each faculty member to discuss objectively the

contributions he/she has made to Chief Dull Knife College and to the overall mission

and goals of the College.



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Performance Evaluation Faculty | EC |

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84

- Provide an opportunity for the Dean of Academic Affairs to analyze the strengths

and weaknesses of individual faculty members and to utilize this information to

develop a faculty training program designed to improve performance.

- Provide an effective means by which the Dean of Academic Affairs or other

supervisor may make recommendations relative to continued employment of faculty

members to the CDKC Board of Directors.

Evaluation Process

At the beginning of each academic year, the Dean of Academic Affairs shall review

the evaluation process and procedures with all faculty to be evaluated. This joint

conference shall be for the purpose of reaching agreement between the faculty

member and the Dean of Academic Affairs on the tasks/responsibilities that the

faculty member shall be responsible for or evaluated on during the year.

An evaluative classroom visitation will be made by either an appointed peer or the

Dean of Academic Affairs each semester. If a peer evaluation is requested by the

faculty member, the selection will be based on a random drawing from the names of

other full-time faculty who do not have a class conflict with the hour during which

the visitation is scheduled. In addition, the Dean of Academic Affairs office

schedules and administers student evaluations for all classes offered during the

eighth week each semester and provides faculty members with summaries of those

student evaluations generated by each of their classes.

In the event of differences of opinion arising from the evaluations by the supervisor,

either the supervisor or the faculty member may request that additional assessment be

made by an individual or group of individuals as designated by the College Board of

Directors. If a faculty member feels that the evaluation is not an adequate

reflection of his/her ability, the faculty member may submit a written statement to

accompany any evaluation form or summary sheet.

Evaluation Time Line

All evaluations shall be completed by the first week in March each academic year. The

completed evaluation is presented to the CDKC Board of Directors in executive session for

action.



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Personnel Records | ED |

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85

Policy

It is the policy of Chief Dull Knife College to maintain certain records on each

employee, which are directly related to the employee's position with the

College. At all times the College will do its best to balance the employee's

right to privacy with the College's need to collect and use information.

* Each employee's personnel file will contain only such information as is needed by

the College in conducting its business or is required by Federal, State or Local Law.

This information normally will include:

a) Application forms

b) Academic Transcripts

c) Contract Agreements

d) Payroll information

e) Performance appraisals



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86

f) Medical information

g) Disciplinary records

h) I-9 Form

* The information contained in each personnel file will be obtained directly from the

employee to the greatest extent possible. When information must be obtained from

an outside source, the employee will be informed of the identity of the source and the

reason the College is obtaining the information.

* Each personnel file will be reviewed annually to insure that the file contains only

information that is relevant to the individual's employment with the College. Each

record in the file will be examined for accuracy, timeliness and completeness.

Material that is irrelevant, inaccurate or obsolete will be deleted from the file.

Various Federal, State and Local laws require that certain records be

retained for a specific length of time. In general, the Fair Labor Standards

Act requires that payroll records be retained for three years from the last

date of entry. Employment contracts must be retained for three years from

the last effective date. The Federal Equal Employment Opportunity Laws

require that records dealing with hiring, promotion, termination and

similar personnel decisions be retained for at least one year from the date

of the personnel action.

Each employee is allowed to inspect and have one copy made of their

personnel records. A written request to do so should be directed to the

Personnel Officer, who will schedule a time for inspection that is

convenient for both the employee and the Personnel Officer. A fee is

charged for additional copies of personnel records.



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87

If after inspecting their personnel records, the employee believes that certain material is

irrelevant, inaccurate or obsolete; they may submit a written request to the Personnel Officer to

remove the material from the file. The Personnel Officer will either remove the material or

inform the employee why the material should remain in the file.

* All requests from sources outside the College for personnel information

concerning employees and former employees shall be directed to the Personnel

Office. The Personnel Office will release information to outsiders in response to

written requests only, and only after obtaining the written consent of the individual

who is subject of the inquiry. However, the Personnel Office may release the

following information without the consent of the individual involved:

a) Employment dates

b) Position held

c) Wage/salary information

* In order to guarantee the security of the College's personnel records, all files are

kept in the Administrative Assistant's Office. The files are locked during non-

working hours or when no one from the office is present. Access to the files is on

a need-to-know basis. Examples of individuals who have a legitimate need to

inspect personnel records include the President, the Personnel Officer and the



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88

Department Head or Supervisor who is considering the employee for promotion

or other personnel action.

* In order to keep personnel records up to date, employees are urged to notify the

Personnel Office in writing of any changes in:

a) Name

b) Address

c) Telephone Number

d) Marital Status

e) Number of dependents

f) Beneficiary designations

g) Persons to be notified in case of emergency

* When a change in number of dependents or marital status occurs, the employee

should report these to the Business Office and complete a new W-4 Form for income

tax withholding purposes.

* The College will keep personnel records for three (3) years after the last date of

employment.

Terminations

Termination of the appointment of a member of the professional staff, or a special

probationary appointment before the end of the specified term, may be effected by the

institution either for adequate cause or not for cause as defined below. Terminations will

not be employed as a punitive measure or to punish professional staff members for the

exercise of their right to academic freedom or constitutionally guaranteed civil rights.

Termination Not for Cause

Termination not for cause is termination under unusual circumstances due to demonstrated

financial exigency of the institution or justified discontinuance of a program or department

of instruction.



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Termination of Employment | EE |

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89

Termination for Cause

Any professional staff member of the College may be terminated for adequate cause.

Adequate cause is defined as: (a) inefficient in the discharge of his/her duties; (b) disloyal to

the interests of the College; (c) guilty of unprofessional conduct; (d) disruption of the

educational program or operation of the College’s normal function; (e)conviction of a felony

or a crime involving moral turpitude during the period of employment at the College or the

willful concealment of such crime in making application for employment; or (f) fraud or

misrepresentation of professional preparation, accomplishments or experience in connection

with initial hiring or in the submission of materials for evaluation or promotion, or salary

adjustment purposes. The College President, after determining adequate cause, is authorized

to terminate any employee other than administrative staff members. Termination of

administrative staff requires Board action.

Resignation

A resignation is a formal written statement by which an employee voluntarily

severs his or her relationship with the College. Any employee may resign his or

her position by giving written notice to the President of the College or any other

designated official.

A resignation should be submitted as early in the academic year as possible,

preferably prior to the date by which the next year's contract is to be signed. The

failure by an employee to sign and return an offered contract by the due date

stipulated on the contract shall constitute a voluntary severance of the employee's

relationship with the college. An employee may submit a written request to the

College President for a due date extension of up to ten days for reaching a

decision upon acceptance or rejection of a contract offer.



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Financial Exigency | EG |

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90

Financial Exigency

In every case of a termination related to financial exigency or discontinuance of a

program or department of instruction, a member of the professional instructional staff

will be given notice of termination as soon as practicable, but in no case less than three

(3) months notice. In the event that such notice is not given, the professional

instructional staff member shall be entitled to severance salary in a sum equivalent to

his/her most recent annual contract salary.

Before terminating an appointment because of financial exigency or discontinuance of a

program or department of instruction, the institution will make every effort to place the

affected member of the professional instructional staff in another position for which

he/she is qualified in the institution. If an appointment is terminated before the end of

the period of appointment because of financial exigency, or discontinuance of a

program or department of instruction, the released professional instructional staff



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Financial Exigency | EG |

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91

member's position will not be filled by a replacement within a period of two years,

unless the released member has been offered reappointment and a reasonable time

within which to either accept or decline.

Discontinuation of an Educational Program

The decision to formally discontinue an educational program shall be made by the

President in consultation with the Curriculum Planning Committee and the

President’s Council. Such decisions shall be based upon educational considerations,

which reflect the long-range judgment that the educational mission of the College

shall be enhanced by the proposed change.



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Employment and Services | EI |

Outside the College

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92

Employment and Services outside the College

Members of the College faculty and staff may render professional and technical

services to individuals, groups, associations and societies, departments of

government, business and industrial firms and may receive compensation there from

as long as these services do not interfere with teaching effectiveness or reflect

discredit upon the College.



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Employee Leave Benefits | EJ |

Non-faculty

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93

Non-Faculty Leave Benefits

General Leave Policy

Chief Dull Knife College recognizes the needs for employees to take annual and sick

leave. The employee should keep in mind that leave is granted as a privilege and a

benefit rather than a right.

Application for leave must be initiated by the employee in writing and presented to

the authorized supervisor for approval.

College employees on leave without pay or suspension do not earn any type of leave.

In cases where an employee has interrupted service times, all time worked for the

College/Tribe shall be taken into consideration in determining the number of hours

the employee is eligible to earn under Annual Leave.



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Employee Leave Benefits | EJ |

Non-faculty

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94

Specific Kinds of Leave Available:

1) Paid Holidays

2) Sick Leave

3) Annual Leave

4) a) Funeral Leave

b) Bereavement Leave

5) Professional Leave

6) Personal Leave

7) Maternity Leave

8) Sabbatical/Administrative Leave

9) Leave for Jury Duty

10) Unauthorized Leave

11) Administrative Leave

Holidays

Holidays observed shall be set by the Chief Dull Knife College Board of Directors for

each contract year. In setting the Holidays the Board shall take into consideration the

required number of instructional days for a semester.

Employees are required to work their regular scheduled hours preceding and their regular

scheduled hours following a Holiday in order to receive Holiday pay. A day of vacation

or any other excused paid day off is considered a day worked for purposes of Holiday pay

eligibility.



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Sick Leave | EJ2 |

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95

Sick Leave

Sick Leave is defined as a leave of absence with pay for a sickness, stress or

injury suffered by an employee or his immediate family. Sick leave is

earned from the first day of employment, but employees are not entitled to

take paid sick leave until they have completed their probationary period.

Sick leave cannot be earned while on a leave-without-pay status.

Each full-time employee of the college shall earn sick leave at the rate of four (4)

hours per bi-weekly pay period for which a check is issued to that employee

regardless of length of service. Employees not working during the summer

months shall not be eligible to earn sick leave for the summer months.

Employees working reduced hours during the summer shall earn sick leave on a

pro-rata basis.



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Sick Leave | EJ2 |

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96

Part-time or temporary employees earn sick leave at a pro-rata amount based

on the number of hours worked. They must also work the qualifying 90-day

period in order to take paid sick leave.

Maximum Buy Back. Sick leave accumulates to a maximum of 30 days and sick

leave earned in excess of the accumulated maximum is "bought back" by the

College at the employee's daily rate of pay at the end of the contract year within

which the excess was accumulated. No more than eighty (80) hours shall be

bought back at the end of any contract year.

Advanced Sick Leave. Sick leave needed by contracted employees may be

advanced up to the amount of hours they would earn in any given contract period.

For example-faculty under a nine month contract, with eighteen pay periods

would earn 72 hours or 9 days of sick leave. They could be advanced sick leave

up to the balance of the potential earned sick leave for that contract year.

SICK LEAVE RECORDS. Every employee wishing to use sick leave must file

an approved sick leave slip with the Business Office. The Business Office shall

keep a record of sick leave taken and earned.

Annual Leave

Classified staff (Secretarial, Custodial, Maintenance, etc.) and Non-teaching

professionals (President, Deans, Administrators, Directors, etc.) shall earn annual

leave. Annual leave is earned from the first day of employment, but employees are

not entitled to take paid annual leave until they have been continuously employed for

90 days. Annual leave cannot be earned while on a leave-without-pay status.

Part-time or temporary employees in the above classifications accumulate leave on

a pro-rata fractional basis depending upon hour per week worked and years of service

to the College.

Annual leave will be accumulated as follows:

1) First year of service: Four (4) hours per pay period.



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Annual Leave | EJ3 |

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97

2) Beginning the third year of service: Six (6) hours per pay period.

3) Beginning the fifth year of service: A maximum of eight (8) hours per pay period.

Maximum Buy Back. Annual leave is accumulated to a maximum of 26 days (208

hours). Upon termination, the employee will be paid for up to 15 days of unused

annual leave. Annual leave accumulated above those 15 days not taken is forfeited as

is any annual leave earned above the allowable accumulation of 26 days maximum.

Funeral Leave

Funeral leave is allowed up to four hours at the discretion of the employee's

supervisor.

Bereavement Leave

Bereavement leave following a death in an employee's immediate family (defined as a

spouse, child or step-child, parent, parent of a spouse, grandparent, and grandparent of a

spouse, sibling or spouse’s sibling) is granted for up to five days per incident. Special cases

involving extended family members are considered on a case by case basis.



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Professional Leave | EJ5 |

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98

Professional Leave

Employees who choose to attend professional meetings, seminars, or workshops

during the course of their contract which, in the judgment of their supervisor, are

beneficial to the employee's performance of his/her assigned duties with the College

may be granted up to five days leave per contract period for such professional

development. Such leave must be requested by the employee and approved by the

supervisor in advance of the time taken. Professional leave does not accumulate from

contract to contract.



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Maternity Leave | EJ6 |

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99

Maternity Leave

Maternity leave will be allowed within thirty (30) days prior to giving birth and thirty

(30) days after/and or by Doctor's release. Sick leave, Annual leave, or Personal

leave earned may be used during this time with pay. The balance of leave will be

without pay.



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Sabbatical Leave | EJ7 |

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100

Policy

A faculty/staff member of Chief Dull Knife College becomes eligible for

consideration for sabbatical leave after six or more consecutive years of full-time

employment. Approval for sabbatical leave will be contingent upon the faculty/staff

member presenting plans for formal study or research which are designed to improve

the quality of service of the faculty/staff member. The general expectation is that a

substantial project, either a research endeavor or appropriate creative activity will be

the purpose of the leave. Although there are no restrictions on type of proposed

activity, there must be a projected measurable result that will be available for review

and evaluation. If the faculty/staff member is planning to use the sabbatical for

additional graduate work or for pursuit of a specific degree program, the employee

must present evidence that he/she has been accepted into the formal program of study

with the request for consideration for sabbatical leave. The faculty/staff member



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Sabbatical Leave | EJ7 |

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101

must also submit a written report to their Supervisor immediately upon his/her return

to the College outlining accomplishments during the granted leave.

Application for sabbatical leave along with that individual’s supervisor’s

recommendation must be submitted to the appropriate Department Head with an

evaluation of the proposed plan on or before the March Board of Directors meeting

prior to the proposed budgetary period. The Department Head will submit, along

with that of the immediate supervisor, his/her recommendation to the President. The

President will submit the application and his/her recommendation to the Board for

final consideration. Sabbatical leave may be for ½ year at salary or ½ salaries for a

full year. The faculty/staff member must agree in writing to return to Chief Dull

Knife College for two consecutive years of service upon completion of the leave.

Should the employee leave the employ of the College, through either resignation or

termination, prior to the completion of the agreed upon period, that person will be

required to repay the appropriate amount to the College and by accepting the

sabbatical tacitly agrees to do so.

Jury Duty

The College will continue salary in full for the employee called to jury duty. Jury duty absence

will be entered on each employee's record.



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Unauthorized Leave | EJ9 |

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102

Unauthorized Leave

All leave must be applied for and approved by the immediate supervisor prior to the

taking of any leave. Failure to follow this procedure will result in the person taking leave

without pay and could possibly subject them to disciplinary action.



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Administrative Leave | EJ10 |

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103

Administrative Leave

Administrative leave with pay may be granted by the President or his/her designee for purposes

such as inclement weather, holiday extension, or other contingencies for justifiable and

applicable reasons.



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Employee Leave Benefits | EJ11 |

Faculty

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104

Faculty Leave Benefits

General Leave Policy

Chief Dull Knife College recognizes the needs for employees to take personal and

sick leave. The faculty member should keep in mind that leave is granted as a

privilege and a benefit rather than a right.

Application for leave must be initiated by the faculty member in writing and

presented to the Dean of Instruction for approval.

Faculty members on leave without pay or suspension do not earn any type of leave.



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Employee Leave Benefits | EJ11 |

Faculty

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105

Specific Kinds of Leave Available:

1) Paid Holidays

2) Sick Leave

3) Annual Leave

4) Funeral/Bereavement

a) Funeral Leave

b) Bereavement Leave

5) Professional Leave

6) Personal Leave

7) Maternity Leave

8) Sabbatical/Administrative Leave

9) Leave for Jury Duty

10) Unauthorized Leave

Personal leave applies to faculty.

Faculty members are awarded three days of personal leave per academic year to be used at the

faculty member's discretion for whatever purpose he/she deems necessary. Notification of use of

personal leave at least 24 hours prior to utilizing such leave is required except in bona fide

emergency situations. In all cases, such notification is provided by the faculty member to the

Academic Dean. Personal leave does not accumulate from contract to contract.



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Fringe Benefits | EK |

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106

Fringe Benefits

General Policy:

The College provides the following fringe benefits for all full-time College employees. Some of

these benefits are also provided for part-time employees; such as inclusion is designated within

the policy statements below:

Specific Benefits Provided:

1) Employer Share, FICA

2) Workmen’s Compensation

3) Unemployment Insurance Compensation

4) Eligibility to participate in Cafeteria Benefits Plan



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Fringe Benefits | EK |

………………………………………………………………………………………

107

5) College financed Annuity

6) Tuition/Fee Waivers

7) Physical Fitness Time Allowance

8) Employee Assistance Program

9) Employee Loan Program

10) Achievement Awards Policy

11) Health Insurance

12) Long Term disability

FICA Contribution

Chief Dull Knife College contributes the equivalent of 7.65% of the employee's salary amount to

FICA.



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Workers’ Compensation Insurance | EKB |

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108

Workers’ Compensation Insurance

Chief Dull Knife College employees are covered by Workers' Compensation Insurance paid for

by the College. Job related injuries are compensated for by the insurance, and employees are

precluded from suing the College for injuries. All full-time and part-time employees of the

College, including part-time instructors and cooperative education students, are covered.

Students receiving a stipend while attending school are not considered employees and are not

covered. Independent contractors, including the Cafeteria and consultants, are excluded from

coverage by the College. By written contract with the College, independent contractors are to

have their employees covered under their own policies.

Reports of any accident will be filed by the College with the Montana Workers' Compensation.

Any employee involved in an accident while on the job shall pick up an accident report form



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Workers’ Compensation Insurance | EKB |

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109

from the Business Office and will immediately file the form with the Business Office and/or the

Montana Workers' Compensation Office. An injured employee has thirty days to report the

work-related injury to the employer (Chief Dull Knife College). Employees are encouraged to

fill out an accident report even though they might not think the accident to be serious enough to

warrant a report. This will protect the College and the employee if there are future complications

due to any work related accident. The College has six days to report the work-related injury to

the State of Montana Workers' Compensation.

Unemployment Compensation

Chief Dull Knife College contributes the equivalent of 2.00% of the employee's salary amount to

Unemployment



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Cafeteria Plan | EKD |

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110

Employee Cafeteria Plan-Flexible Compensation

Chief Dull Knife College has established a Flexible Benefit Plan under Section 125 of the

Internal Revenue Code of 1986 (the "Code"). Complete copies of the Chief Dull Knife College

flexible benefit plan are available in the Presidents' Office, the Business Office, and the Library

and in Department Heads' offices for review and/or information. The plan is being administered

by Employee Benefit Management Services, 1242 N. 28th, Suite 300-A, P.O. Box 21367,

Billings, Mt. 59104-1367.

Contributions

Chief Dull Knife College will contribute the equivalent of 5.5% of the eligible employee's salary

toward the Cafeteria Plan-Flexible Compensation. An eligible employee may contribute more to

the plan under a salary reduction agreement if he/she so desires.



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Cafeteria Plan | EKD |

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111

Plan Year

The plan year begins on September 24 (Anniversary date) of each calendar year and ends on

September 23 of the following year.

Waiting Period

There will be no waiting period. Effective date shall be the first day of employment.

Eligible Plan Participants

Each employee who is eligible to participate in the Employers' Flexible Benefit Plan and who

has entered into a salary reduction agreement that provides for a Medical Expense

Reimbursement Benefit shall automatically be a participant in the plan as of the date his/her

participation in such became effective.

Each employee of Chief Knife College who is under contract of half-time or over shall be

eligible to participate in the plan.

Participation in the plan shall terminate on the date an employee ceases to be an employee or

when an employee ceases to meet the eligibility requirements.

Non-Eligible

Temporary full and/or part-time employees, part-time instructors, cooperative education workers,

and student placements are not eligible for the Cafeteria Plan.

Cafeteria Plan Continued

Election of Benefits

An employee may elect any of the benefits available under Chief Dull Knife College's Flexible

Benefit Plan or any combination thereof. This election shall include the specific amounts to be

allocated to the Benefit Account for each benefit elected. These include-Medical and Dental

insurance premiums or Medical/Dental related expenses that have not been reimbursed or are not

reimbursable under any other health plan coverage and will not be claimed as an income tax

deduction. Mileage for medical related expenses will be reimbursed at $. 09/per mile. Dependent

care expenses at a licensed facility are an eligible expense. Expenses in the two categories cannot

be intermingled. They must be planned for and accounted separately.



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Cafeteria Plan Continued | EKD |

………………………………………………………………………………………

112

Benefit Election Form

An individual participant enrollment form must be completed by each eligible employee. The

employee enrolls and elects benefits in accordance with the plan and otherwise agrees to a

reduction of his/her salary as part of or in addition to the College's contribution of 5.5%. This

will provide for the funds for the benefits under this particular plan. The benefit election form

must be completed by every eligible employee even if they choose not to participate in the plan

SEP-IRA/403(B) PLAN

Chief Dull Knife College offers a SEP-IRA plan which permits the college to make a tax

deductible contribution directly into Individual Retirement Accounts. The 403 (B) Plan also

allows employee contributions through salary deductions.

Contributions

Employer Contributions:

Chief Dull Knife College will contribute the equivalent of 7% of the eligible employee's salary

toward the Simplified Employee Pension Plan. The employer contributions are not considered

wages for the purposes of determining Social Security taxes. Employee Contributions:

Most employees may contribute up to $7,000, provided that these contributions, when combined

with those of the College, do not exceed the littlest of 15% of salary or $30,000. Employee

contributions are subject to Social Security taxes and must be reported on the W-2.



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SEP-IRA/403(B) Plan | EKE |

………………………………………………………………………………………

113

Plan Year

The plan year begins on July 1 (Anniversary Date) of each year and ends on June 30 of the

following year.

Waiting Period

There will be a ninety-day waiting period for all eligible employees.

Eligible Plan Participants

Following the ninety-day waiting period, each new employee of Chief Dull Knife College, who

is under contract of half-time or over, shall be eligible to participate in the plan.

Participation in the plan shall terminate on the date an employee ceases to be an employee or

when an employee ceases to meet the eligibility requirements.

Non-eligible

Temporary full and/or part-time employees, part-time instructors, cooperative education workers,

and student placements are not eligible for the Cafeteria Plan.

Withdrawals and Transfers

All assets contributed to the SEP-IRA/403(B) Plan belong to the employee at all times.

Withdrawals are subject to ordinary income taxes. Additionally, withdrawals made before age 59

1/2 are subject to a 10% premature withdrawal penalty. Only employee participants (or their

beneficiaries, if applicable) may take money out of SEP-IRAs.

Tuition/Fee Waivers - Faculty, Staff & Board Members

Faculty and staff employed at least half-time or current board members, on the date of

registration, may, as employees/board members of Chief Dull Knife College; be exempt from

payment of tuition and fees for a maximum of two (2) courses per academic semester. This

policy is also extended to the spouse and children of the employee/board member.

Staff/board members must submit a Tuition/Fee Waiver Form, approved by their supervisor and

the College President, to the Business Office at the time of registration. Tuition/Fee Waiver

Forms are available in the Business Office.



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Physical Fitness Time Allowance | EKG |

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114

Physical Fitness Time Allowance

It is the policy of Chief Dull Knife College that employees wishing to maintain a physical fitness

program shall be granted three (3) hours leave per week to participate in a structured fitness

program.



| |

Employee Assistance Policy | EKH |

………………………………………………………………………………………

115

Employee Assistance Policy

It is the policy of Chief Dull Knife College to provide counseling and referral assistance to its

employees and members of their immediate families in the areas of alcohol and other drug abuse,

mental health, financial problems or family relations. It is the further policy of this College that

supervisors who become aware of such problems in their subordinates shall assist in the referral

of the troubled employee to the CDKC Psychological Services Center.

It is the policy of Chief Dull Knife College to provide counseling and referral assistance to its

students and their spouses and children in the areas of alcohol and other drug abuse, mental

health, financial problems or family relations. It is further policy of this institution that faculty

and staff members who become aware of a student experiencing such problems make referral to

the CDKC Psychological Services Center.



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Employee Assistance Policy | EKH |

………………………………………………………………………………………

116

The responsibilities of this service shall be to evaluate, counsel or refer employees, employee

family members, students and qualified student family members, who are experiencing problems

in the areas of alcohol and other drug problems, mental health, financial or family relations

problems.

Employee Loan Program

The Chief Dull Knife College Board of Directors recognizes the need for an employee loan

program and the desire of the employees to have such a program as a fringe benefit option.

Loan Program

1. The Loan Program shall utilize up to $15,000 in general funds to provide a revolving loan

fund, but at no time shall the amount of loan commitments exceed $15,000.

2. The program shall be open to all employees who have completed their probationary period

and/or have been contracted for the current or upcoming year.



| |

Employee Loan Program | EKI |

………………………………………………………………………………………

117

3. The amount of the loan to any individual employee shall not exceed $1,000.

4. Employees who are approved for a loan shall enter into a written payment plan which:

a) Establishes an automatic payroll deduction for loan repayment;

b) Authorizes withholding from final paychecks and/or annual leave of any amount owed

to the College for a loan in the event of termination or resignation;

c) Incorporates repayment terms, which will ensure that the loan is repaid in full by the

end of each fiscal year;

d) Include a flat 4% handling fee for any loan.

5. Employees shall only have one outstanding loan at a time.

6. Loans shall be processed on a first come, first serve basis.

Achievement and Other Non-payroll Monetary Awards

On those occasions and under those circumstances which allow either the College or some

outside source (such as the Chief Dull Knife Foundation) to provide monetary awards for CDKC

employees, the following guidelines will be in effect:

1. Those employees who are on payroll at the time of the announcement of award will be

considered as possible recipients of that award. Exceptions are those employees who

classified as part-time instructors teaching f ewer than seven credit hours, staff persons

on less than half-time appointments, and temporary employees who are hired for 90 days

or less. Employees who are on sabbatical, administrative, or requested leave-with-out pay

for a period of one semester or longer will not be eligible for such recurring service or

achievement awards.



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Achievement Awards Policy | EKJ |

………………………………………………………………………………………

118

2. If the awards are envisioned as recurring (i.e., annual) on a given time schedule, then

consideration for a full award amount will be for those employees who have been on the

College payroll since the last award of the series presented. Employees who have joined

the College at some date more than half way through the recurring period (e.g., Fall

Semester in a given calendar year) will be considered for an award equal to one-half the

amount awarded to his/her peers who have completed a full year’s service since the last

award date.

3. Employees who are on full-time contract or who 40 hours per week reported on time-

sheets will be considered as recipients of whatever, the maximum award will be

regardless of their category of employment (e.g., faculty, staff, administration) with the

College. Persons employed at less than full-time but at half-time or more will be

considered eligible for an award equal to one-half the amount received by full-time

employees.

Employees who are on full-time contract or who work 40 hours per week reported on time-sheets

will be considered as recipients or whatever the maximum award will be regardless of their

category of employment (e.g., faculty, staff, administration) with the College. Persons employed

at less than full-time but at half-time or more will be considered eligible for an award equal to

one-half the amount received by full-time employees.

Non-Faculty Contracts

Contracts shall be issued by April 1 of each year and returned by April 15.

Chief Dull Knife College has a "nine-month" contract with the college authorized to designate

the beginning and ending dates of each contract as is deemed to be appropriate under the

circumstances.

Faculty will report to work for meetings preceding Fall Semester and will remain until all finals

and reports are completed at the end of their nine month contract.

Notice:



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Non-faculty Contracts | EL |

………………………………………………………………………………………

119

Regardless of the stated terms or other provisions of any appointment, written notice that a

probationary appointment is not being renewed will be given to a member of the professional

instructional staff in advance of the expiration of his/her appointment, as follows:

(a) No later than April 1 of the first academic year of service, if the appointment expires at

the end of that year; or if a one-year appointment terminates during an academic year, at

least, three months in advance of its termination;

(b) No later than April 1 of the second academic year of service, if the appointment expires

at the end of that year, or if a second-year appointment terminates during an academic

year, at least three months in advance of its termination.

The institution will normally notify members of the professional staff of the terms and conditions

of their renewals by April 1 for the coming academic year and accepted contracts must be

returned by April 15.

Non-Faculty Working Hours

It is expected that non-faculty employees will spend a minimum of 40 hours per week on

Campus. These hours should normally be during the regular daytime operating hours of the

College. (8:00 a.m. to 4:30 p.m)

Employees are expected to punctually maintain their assigned work schedule. Habitual

tardiness or unauthorized absence will lead to disciplinary action up to and including

Termination.

All personnel must notify the front office before leaving campus. This will allow the

Receptionist to record any phone messages or visitors employees may have while away

From the campus.



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Non-faculty Orientation Conference | EN |

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120

Non-faculty Orientation Conference

A general orientation conference is held preceding Fall Semester each academic year. This

conference consists of a series of meetings, workshops, or seminars designed to improve the

preparation of employees for their assigned responsibilities during the upcoming year. It is of

considerable importance to the proper and orderly functioning of the college and contributes

significantly to the effectiveness of the college program in meeting the needs of students. All

employees are expected to be in attendance at the scheduled sessions of the conference and to

devote the remainder of this pre-school contract period to preparation for their assigned

responsibilities.



| |

Non-faculty Meetings | EO |

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121

Non-faculty Meetings

Special staff meetings may be called at the discretion of the administration. Staff members are

expected to be in attendance at meetings, excepting only those occasions when college or staff

assignments require their presence elsewhere with the approval of their supervisor.



| |

Faculty/Instructional Functions | EQ |

and Responsibilities

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122

Faculty/Instructional Functions and Responsibilities

Chief Dull Knife College places emphasis on the quality of the instructional program. Quality

instruction is the primary goal of the institution. Attendance and timeliness are essential in

establishing role models for students. Instructors are selected for their subject-matter knowledge,

instructional ability, and an educational philosophy that is consistent with the purposes and goals

of the college, and an enthusiasm for working with students both in and out of the classroom.

Within this broad framework, specific functions and responsibilities of faculty members include

the following:

.. To effectively instruct the classes to which they are assigned.

.. To maintain accurate records of attendance and grades.



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Faculty/Instructional Functions | EQ |

and Responsibilities

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123

.. To complete and submit on schedule all required records and reports.

.. To counsel and advise students as assigned under the faculty advising program. A plan

of study must be developed during the first semester and reports made to the student at

the end of each semester.

.. To maintain records on each student advisee, documenting counseling sessions,

program and course selection, progress towards graduation requirements and any

deviation from the prescribed or recommended curricular program.

.. To serve on faculty committees as requested or assigned.

.. To serve as faculty sponsor, supervisor, or chaperone for a limited number of student

organizations and/or activities.

.. To prepare a course syllabus for all assigned courses to be given to the student and

student's faculty advisor at the beginning of each semester.

.. To prepare and conduct an instructional program to meet accreditation standards.

.. To maintain professional involvement by: membership in professional organizations,

attendance at professional workshops and seminars, availability as a resource person to

the community, participation in faculty exchange programs, participation in continuing

education and professional research.

Faculty Contracts

Contracts shall be issued by April 1 of each year and returned by April 15. Chief Dull Knife

College has a "nine-month" contract with the college authorized to designate the beginning and

ending dates of each contract as is deemed to be appropriate under the circumstances.

Faculty will report to work for meetings preceding Fall Semester and will remain until all finals

and reports are completed at the end of their nine month contract.

Notice:



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Faculty Contracts | EP |

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124

Regardless of the stated terms or other provisions of any appointment, written notice that a

probationary appointment is not being renewed will be given to a member of the professional

instructional staff in advance of the expiration of his/her appointment, as follows:

(a) No later than April 1 of the first academic year of service, if the appointment expires at the

end of that year; or if a one-year appointment terminates during an academic year, at least, three

months in advance of its termination.

(b) No later than April 1 of the second academic year of service, if the appointment expires at the

end of that year, or if a second-year appointment terminates during an academic year, at least

three months in advance of its termination.

The institution will normally notify members of the professional staff of the terms and conditions

of their renewals by April 1 for the coming academic year and accepted contracts must be

returned by April 15.

Faculty Working Hours

It is expected that faculty members will provide 40 working hours, which allows for flex time

when the faculty are teaching evening classes. Hours not spent as assigned classes should be

devoted to the following:

Working With Individual Student Problems:

The student is the focus of concern for all faculty members. Each instructor is expected to utilize

approximately 8-10 hours of his/her time per week helping individual students to overcome

difficulties encountered in the completion of their work. Instructor need to advise the students of

the assistance available to them through the student services.



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Faculty Working Hours | EQ |

………………………………………………………………………………………

125

Curriculum Development and Improvement:

This is the concern of every faculty member of the college. Each instructor is expected to spend

some time assisting in the development and improvement of the curriculum.

Preparation for Instruction:

Quality classroom instruction requires adequate preparation. Each instructor should devote a

minimum of 10 hours per week preparing for the instruction of assigned classes.

To meet these objectives, faculty should prepare and adhere to an Office Hours Schedule each

semester and should post such schedule on their office doors.

All personnel must notify the front office before leaving campus. This will allow the receptionist

to record any phone messages or visitors faculty may have while away from the campus

Instructional Workload

It is the policy of the Board to require a reasonable workload of all instructors

insofar as it is possible to distribute the total work load equitably among the

faculty. The Board recognizes that shifting enrollment and/or particular

qualifications and abilities of staff may cause some temporary inequalities in the

instructional load.

The normal instructional workload per week for full-time faculty is based upon a

weighted average so as to achieve a balance among the factors:

Credit Hours 15-18



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Faculty Working Load | ER |

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126

Contact Hours 20-30

Number of Preparations 4-5

Extracurricular supervision as assigned by the

administration.

Reduction in the instructional work load will be made where

appropriate because of other assignments and responsibilities.

Faculty Orientation Conference

A general faculty orientation conference is held preceding Fall Semester each academic year.

This conference consists of a series of meetings, workshops, or seminars designed to improve the

preparation of faculty for their assigned responsibilities during the upcoming year. It is of

considerable importance to the proper and orderly functioning of the college and contributes

significantly to the effectiveness of the college program in meeting the needs of students. All

faculty members are expected to be in attendance at the scheduled sessions of the conference and

to devote the remainder of this pre-school contract period to preparation for their instructional

and other assigned responsibilities.



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Faculty Meetings | ET |

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127

Faculty Meetings

Regular faculty meetings are held once each month. Special meetings may be called at the

discretion of the administration. Faculty members are expected to be in attendance at faculty

meetings, excepting only those occasions when college or staff assignments require their

presence elsewhere with the approval of the Academic Dean



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Faculty Advisor Program | EU |

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128

Faculty Advisor Program

Selected faculty members at Chief Dull Knife College are assigned a number of

students to counsel and advise regarding the selection of educational goals,

programs and courses. The students assigned to faculty members are selected on

the basis of the student's area of interest. Included among the specific

responsibilities of the faculty advisor are the following:

1) To thoroughly counsel with each advisee at the time of initial

registration to determine educational goals, curricular program and

course selection.



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Faculty Advisor Program | EU |

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129

2) To consult periodically with each advisee to determine satisfaction and

progress in meeting educational objectives and to affect review and

revision where necessary.

3) To consult and advise each advisee regarding his or her pre-

registration and/or registration for each semester while enrolled at the

College.

4) To regularly check the progress of each advisee toward graduation

requirements including course, GPA and credit requirements.

5) To be familiar with and to regularly check the progress of each advisee

toward the program requirements of the four-year institution to which

the advisee plans to transfer, if applicable.

6) To be familiar with and to regularly check the progress of each advisee

toward meeting the program requirements appropriate to his or her

employment goals, if applicable.

7) To maintain a record of counseling sessions, program and course

selection, and deviation from prescribed or recommended program of

studies for each advisee.

8) To approve for each advisee all routine course drops, adds and registration

changes.

Grievance Procedure

Policy and Objectives:

(1) It is the policy of Chief Dull Knife College that employees who have attained

permanent status may file a grievance as provided in these rules, unless the employee

is covered by a statutory grievance procedure.

(2) It is the objective of this policy to provide minimum standards for the procedure to be

used to adjust grievances filed by eligible employees.

(3) Incidents of sexual harassment shall be reported using the sexual harassment policy

procedures located in Section DE of this policy manual.



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Grievance Procedure | EV |

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130

(4) Nothing in this policy precludes an employee who is alleging unlawful discrimination

from concurrently exercising any statutorily-protected right to timely file a complaint

with a civil rights enforcement agency.

Definitions:

(1) “Employee” means any college employee except:

(a) When an employee is covered by a procedure provided in a statutory grievance

procedure;

(b) When an employee has not completed a probationary period or a probationary period

is extended and the employee has not attained permanent status.

(c) When an employee is hired into a temporary position or an employee is temporarily

hired into a permanent position for less than 9 months and is not eligible to attain

permanent status; and

(d) When persons are contracted as independent contractors or perform their duties under

the terms of a personal services contract.

(2) “Grievance” means a complaint or dispute initiated by an employee regarding the

application or interpretation of written laws, rules, personnel policies or procedures,

which adversely affects the employee.

(3) “Grievant” means an employee who has filed a formal grievance.

(4) “Management” means those individuals, beginning with the employee’s immediate

supervisor, and including other managers in the direct line of authority above the

supervisor, who can resolve a grievance.

(5) “Permanent position” means, a position designated as an authorized position and

provided for in the college budget.

(6) “Permanent status” means the state an employee attains after satisfactorily completing

an appropriate probationary period in a permanent position.

Employee Grievance

(1) An employee may file a grievance based on the application or interpretation of laws,

written rules, personnel policies and procedures which adversely affects the

employee, unless prohibited from doing so by statute or rule.

(2) A grievant shall not use paid working time to prepare and pursue a grievance. A

grievant may request to use other appropriate paid leave or leave of absence without

pay to prepare a grievance. Use of leave time shall be requested and approved

consistent with policies relating to the type of leave requested. Time spent by the



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131

grievant attending a hearing is paid working time only during the grievant’s regular

work shift and shall not exceed eight (8) hours.

(3) An employee other than the grievant may, at the College’s discretion, be given

working time off to participate in an investigation or hearing. This time may be paid

working time, if the employee’s participation is at the College’s request. Other

employees may request to use appropriate paid leave or leave of absence without pay

to attend a hearing. Use of leave shall be requested and approved consistent with

College policies relating to the type of leave requested.

Grievance Procedure

Step 1 – Informal Resolution

Both the employee and supervisor are encouraged to resolve the grievance informally

whenever possible.

Step 2 – Formal Grievance

(a) A formal grievance shall be filed in writing within 15 working days from the

occurrence of the grievable event. The formal grievance shall be filed with the

grievant’s immediate supervisor, or the next level above the immediate

supervisor.

(b) A formal grievance shall state specifically the law, written rule, policy, and /or

procedure violated; when the action occurred, and the remedy desired by the

grievant. It shall be signed and dated by the grievant.

(c) Management shall respond in writing to a formal grievance within 10 working

days from the date it is filed.

(d) The grievance is resolved at step 2 if the grievant accepts management’s response,

or if the grievant fails to advance the grievance to step 3 within 10 working days

of the receipt of management’s response.

Step 3 – Review by College President

(a) If a grievant wishes to advance the grievance to step 3, he/she shall notify the

College President in writing with 10 working days of receipt of management’s

response at step 2.

(b) If the subject of the grievance is suspension without pay for more than 10 working

days, disciplinary demotion, or discharge, the College President shall order a

hearing, as provided for in this policy. All other grievances shall advance to final

review by the College President.

(c) The College President shall review the grievance and shall issue the final

administrative decision on the grievance either:



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i. Within 20 working days of the grievant’s request for final review;

ii. Within 10 working days of receipt of the hearings summary;

iii.

The College President shall notify the grievant and management concerning any additional

actions ordered which will delay the decision.

(3) An employee other than the grievant may, at the College’s discretion, be given working

time off to participate in an investigation or hearing. This time may be paid working

time, if the employee’s participation is at the College’s request. Other employees may

request to use appropriate paid leave or leave of absence without pay to attend a hearing.

Use of leave shall be requested and approved consistent with College policies relating to

the type of leave requested.

Hearing

(1) A hearing shall be conducted at step 3, if the grievance is filed as the result of a

suspension without pay for more than 10 working days, a disciplinary demotion, or a

discharge.

(2) Within 10 working days of advancement of the grievance to step 3, the College

President shall assign a hearings examiner.

(3) The hearings examiner shall set the time and place for the hearing. The parties shall

receive notice of the hearing either personally or by certified mail not less than 5

working days before the hearing.

(4) Both parties shall have:

a. The right to introduce documentation

b. The right to a recommendation for resolution based on the submitted

documentation and matters officially noticed.

(5) Within 30 working days of the selection of the hearings examiner, the hearings

process shall be completed, and the hearings examiner shall submit a written

summary of findings and shall make a non-binding recommendation for resolution to

the College President.

(6) The College shall pay all costs of:

a. A hearings examiner;

b. Physical arrangements for a hearing; and

c. Management’s witnesses and documentation.

(7) The grievant shall pay fees and expenses of:

a. The grievant’s witnesses and documentation, unless the witness also is a

management witness.



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(8) A recording shall be made of the hearing. Either party may request a copy of the

recording. The party requesting the copy shall bear the cost. If both parties request a

copy of the recording, they will share the cost.

(9) The College President shall issue the final administrative decision within 10 working

days of receipt of the hearing summary.

Failure to Act

If the employee fails to respond within the time frames established for a step, the grievance is

considered resolved in favor of the last response given by management. The employee may not

re-file the grievance.

(2) If management fails to respond within the time frames established for a step, the

grievant may proceed to next appropriate step of the procedure.

Waivers

Any step of the procedure and time frames in the procedure may be waived upon written

agreement of both parties.

Grievance Resolved

A grievance is resolved when:

a. The grievant requests in writing that the grievance be withdrawn or signs a

waiver that a resolution has been achieved;

b. The grievant leaves College employment, unless discharged;

c. The grievant dies, unless the grievance involves pay or fringe benefits;

d. The grievant fails to advance the grievance in the required time frames;

e. The final steps of the grievance procedures are completed.



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Section F | F |

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134



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Academic Freedom | FA |

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135

Academic Freedom and Responsibility

It is the policy of the Board to encourage freedom of choice of instructional procedures,

methods, and materials in promoting the interest and educational development of students.

Also, the mores and customs of the community should be taken into consideration when

contemplating the appropriateness of methods and materials. Academic freedom is thus

encouraged and protected as essential to the objectives and purposes of the college: however, it

must not be abused to the detriment of students, faculty, college, or community.

Academic freedom is the right of the instructor to interpret findings and communicate

conclusions in the pursuit of truth free from any interference, molestation, or fear of penalty

because his conclusions may disagree with individuals, constituted authorities, or organized

groups outside the college. However, in exercising this right, the instructor must not confuse

liberty with license. Academic freedom carries with it a corresponding responsibility, which

emphasizes the obligation of study to investigate, to present, to interpret, and discuss facts and

ideas in all branches and fields of knowledge. Since human knowledge is limited and

changeable, the instructor will acknowledge respect for opinions held by others. While striving

to avoid bias, he will nevertheless present conclusions to which he believes the evidence

points.



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College Bookstore | FB |

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136

College Bookstore

Keeping in mind that serving students is the purpose of our College operation, the following

guidelines will be used for the operation of the Bookstore.

Textbooks

Selection of textbooks

-When choosing a textbook, faculty members should thoroughly inspect it for course content,

readability, and suitability for use in the intended course.

-Once a textbook is adopted, it should be used a minimum of two years. Exceptions to this

practice may be made only under unusual circumstances and then only with the approval of

the Academic Dean.

Ordering Textbooks

-Textbooks should be ordered for one semester at a time unless the course is a yearly

sequence that uses the same book for two semesters. A sufficient number of new books will

be ordered to insure satisfaction of student demand. Excess books on the shelves after the

third week of the semester will be returned to the company.

-Instructors must confer with the Bookstore Manager before the beginning of a semester to

discuss buying used books and/or the purchase of new books. In fairness to the Bookstore

Manager, all decisions for the purchase of new or used books should be given in writing by

the department.

Changing Textbooks

Students should be given the opportunity to re-sell books to the Bookstore. At the same time,

instructors must be given the privilege and opportunity to be current when presenting

material to classes. The following guidelines will be used by the Bookstore.

- Used books in satisfactory condition will be repurchased from students.

- Repurchase after that will be only upon the request of the instructor and will be determined

on the basis of whether new books of the same edition are being printed by the publisher.



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Bookstore Acquisition Policy | FC |

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137

Bookstore Acquisition

The Chief Dull Knife College Bookstore does not accept artwork nor craft items on consignment

(Consignment in this case being defined as; leaving or assigning items to the care or

responsibility of an agent for subsequent sale by that agent) nor does the Bookstore nor its

personnel serve as a sales agent for any items which have not been purchased for a specific

wholesale price.



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Dr. John Wooden Legs Memorial | FD |

Library

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138

Dr. John Wooden Legs Memorial Library

Philosophy

The basic philosophy of library service is to provide services and resources to

library patrons. The Dr. John Wooden Legs Memorial Library is a service agency

whose primary goal is to provide materials in support of the instructional program

of Chief Dull Knife College.

The library serves as a teaching agency through a program of instruction for

helping students and teachers become acquainted with materials available, find

information, and request special materials. The library provides books,

periodicals, and other materials to meet the needs of both students and faculty.

The Dr. John Wooden Legs Memorial Library tries to make materials available to

community members. It serves to fill the information needs of the public and

provides the materials necessary for adult patrons to continue learning beyond the

years of formal education. The library also provides books and other materials to

serve the recreational needs of adults and children.

Goals

1. Support the educational programs of Chief Dull Knife College. The library's core

collection will provide reference material for all levels of instruction and degree

programs.

2. Foster the Cheyenne heritage and make available to the reading public material

relating to the Northern Cheyenne Tribe. It is the intent of the library staff to

increase the amount of material relating to the Native American and, in particular,

to develop a special Cheyenne collection.

3. Work closely with and support the efforts of the CDKC Cultural Historian in

planning policy, collecting and cataloging materials, and in providing a stable

environment for archival materials.

4. Develop a computerized catalog and strengthen the local collection through

Interlibrary Loan and other networking programs.

5. Participate in resource sharing and cooperative collection development with the Montana

Tribal College's Library group.



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Dr. John Wooden Legs Memorial | FD |

Library

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139

6. Assist the student body in developing their library research skills through library

orientation and instruction.

7. Provide on-the-job training to student workers with the purpose of providing work skills

and promoting interest in a library science degree.

8. Encourage a wider use of the college library by local residents. Efforts are being

made to publicize resources and services in an attempt to increase circulation and

to bring in new library patrons.

Selection of Materials

The primary objective of the Dr. John Wooden Legs Library is to implement,

enrich, and support the educational program of Chief Dull Knife College. Criteria

for instructional materials should implement this basic objective.

Criteria for the selection of all instructional materials are both general, as found in

the professional literature, and specific in terms of the needs of the College and

community.

Specific criteria are determined by a study of the characteristics of the

instructional program and the needs of the library patrons as affected by the

community.

Needs will require a whole range of instructional materials for an acceptance level

of quality on appropriate levels of difficulty and with a diversity of appeal and the

presentation of different points of view-ethnic, political, and cultural.

Library Hours

Academic Year 8:00 a.m. - 6:30 p.m. (Monday - Thursday)

8:00 a.m. - 4:30 p.m. (Friday)

Summer 2:00 p.m. - 6:00 p.m. (Monday - Thursday)

(Note: Additional library policies and procedures are documented in the Chief

Dull Knife College Library manual)



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Honorariums/Guest Speakers | FE |

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140

Honoraria and Utilization of Guest Speakers

Honoraria may be offered for class appearances by guest speakers up to a maximum of our one-

hour presentation per course. Standard honorarium rate may vary from year to year (presently,

the rate is $25.00 per appearance). Exceptions to this policy are considered by the Dean of

Instruction when the course in question has significant cultural content which needs to be

enhanced by points-of-view and perspectives other then just those espoused by the instructor.

Guest speakers who will serve gratis may be used in lieu of or in addition to those supported by

honoraria; however, the maximum number of class hours covered by guest speakers will be no

more than twenty per cent of the total scheduled class time (e.g., a maximum of nine class hours

in a three credit hour lecture/discussion based course) for the course.



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Section G | G |

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141



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Supervising/Chaperoning | GA |

Student Organizations

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142

Supervision of Student Organizations

Faculty advisors to student organization are expected to be in attendance at all the organization’s

meetings and functions, and to assist the organizations in carrying out and achieving their

purposes and goals. Faculty advisors are encouraged to develop leadership, decision-making,

and active participation by student members of the organizations. It is not intended that Faculty

advisors should assume decision-making responsibilities for the organization, or that they should

shoulder the burden of carrying out the functions of the group. Faculty advisors should,

however, take appropriate steps to insure that all actions and activities of the organization

conform to college policies and regulations, and also to rules and regulations relating to student

organization as established by the Student Senate and outlined in the Faculty/Student Academic

Integrity Guidelines Handbook.

Faculty advisors to student organizations shall take all steps necessary to insure that accurate

records are maintained and that acceptable accounting procedures are followed in the financial

affairs of the organization.

Chaperoning Student Activities

All college-sponsored student activities must be properly chaperoned by faculty members who

shall be guests of the students. Faculty chaperones should check with the Faculty advisor of the

organization sponsoring the activity for specific chaperone responsibilities.



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Work Study Program | GB |

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143

Work-study

Tuition/Fees Guidelines

- If a student is carrying only Work-study hours, that student will pay full tuition

and fee charges for the number of Work-study credit hours appearing on their

official enrollment card for the semester.

- If a student is enrolled for fewer than twelve credit hours on non-work-study

("regular" classes) and enrolls in work-study, that student will be charged tuition

and fees up to the full-time rate (12-15 credit hours).

- If a student is enrolled for a full-time load of classroom/workshop credit hours

(i.e., 12 credits or more) and enrolls for additional credits under the work-

study program that student is not charged tuition for the additional credit hours

generated by the work-study enrollment.

Eligibility

- Must be a CDKC full-time or part-time student.

- Must have completed at least 12 college credits.

- Must maintain a minimum 2.0 GPA.

- Must complete a Work-study application.



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Satisfaction of Financial Obligations | GC |

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144

Satisfaction of Financial Obligation

All candidates for degrees must fully satisfy their financial obligations to the

college, or make arrangements with Chief Dull Knife College for doing so,

as a condition for completing their degree programs. Candidates failing to

comply with this requirement shall not be eligible for graduation, diplomas,

degrees or any academic transcripts of their records.

Transcript of Record

All requests for transcripts will be checked through the Business Office for

College account clearance. If the student has an outstanding debt with the

College, the request for transcripts will not be processed and transcripts will not

be mailed until the bill has been paid and the Office of the Registrar has received

notification of payment from the College Business Office.

Under normal conditions requests for transcripts will be processed within five working days of

their receipt in the Office of the Registrar. There may be a few days in delay in the issuing of

transcripts requested the first or last week of the semester.



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Grading Procedures | GD |

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145

Mid-Term Warnings

At mid-term of each semester, faculty members shall complete a mid-term warning

roster noting each student who is not passing the course. The mid-term warning roster

forms are available in the Student Support Services Office. Each student will be

contacted by the Student Support Services staff and the disposition of the student's

status will be reported back to the faculty member.

Final Grades

At the end of each semester, faculty is given an "Official Grade Roster" which is to be

completed and signed by the faculty member. The roster shall be turned into the

Registrar's Office by 4:00 p.m. the last day of the semester.

The faculty shall not assign a grade of "W" or "E" if the student has not officially

dropped the course.

Grade Changes

All grades and credits will stand as recorded on the official student transcripts unless

changed by the faculty member who issued the grade. The grade change must be done

on an Official Grade Change form.

Note: A change of a final grade is not intended to allow additional time to complete the

work of the course or to allow the student to submit work, take or retake examinations.

A change of grade is not meant to substitute for an "I" grade when an "I" grade cannot

be justified.



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Student Attendance Policy | GE |

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146

Policy

In order for a student to be eligible to receive a passing grade for a course, the student

must be in attendance a minimum of 80% of the regularly scheduled class periods for

the course.

Attendance Records

Faculty is required to maintain an accurate attendance record for each class. This

record should be kept in each faculty member's official attendance book, which must

be filed with the College Registrar at the end of each academic term.

Faculty should utilize the weekly referral sheets distributed by the Student Support

Services staff to identify those students who are experiencing academic difficulty and

or attendance problems. The staff will contact identified students and report the

student's disposition back to the referring faculty member.



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Examinations | GF |

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147

Faculty is encouraged to give frequent quizzes and examinations throughout each

academic term. The seventh week of each semester is designated "Mid-Term" for

examination purposes.

The last two days of each semester are devoted to final examinations. Regular classes

during these days are suspended and a final examination schedule previously published

and distributed is in effect. Evening classes should schedule their final examination

during this week on the regularly scheduled evening of instruction.

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