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Table of Contents

  1. Introduction
  2. Area Commission
  3. Information Technology
  4. Plans and Analysis
  5. Marketing
  6. Financial Affairs
  7. Facilities Management
  8. Human Resources and Employee Relations

    8-0-0 Non-Discrimination of Persons with Disabilities Policy

    8-1-0 Affirmative Action and Non-Discrimination Policy

    8-1-1 Employment Practices

    8-1-3 Establishment and Classification of Positions

    8-1-4 Teacher and Employee Retention Incentive Program (TERI)

    8-2-0 Sexual Harassment and Unprofessional Conduct

    8-2-1 Sexual Harassment and Unprofessional Conduct: Reporting, Investigation, Resolution and Grievance Process

    8-3-2 Hazardous Weather

    8-4-1 Personnel Work Schedules and Overtime Compensation

    8-4-2 Employment of Temporary Faculty

    8-4-3 Employment of Temporary Classified Employees

    8-4-4 Adjunct Faculty Salary

    8-5-1 Faculty, Teaching

    8-5-3 English Fluency Requirements for Faculty Employment

    8-5-4 Intellectual Property Rights

    8-6-1 Political Activity

    8-7-1 Employee Alcohol/Drug Use

    8-8-1 Employment Verification

    8-8-2 Background Checks

    8-9-0 Conflict of Interest Policy/Ethics, Government Accountability & Campaign Reform Act of 1991

    8-9-1 Honorariums, Gratuities, and Gifts

    8-9-2 Prohibition of Unauthorized Use of College Assets/Information

    8-9-3 Solicitation and Distribution of Non-College Related Materials

    8-9-4 Employee Recognition, Official and Unofficial

    8-10-1 Employee Terminations

    8-12-1 Personnel Files

    8-13-1 Leave Records

    8-13-2 Leave, Temporary Disability

    8-13-3 Leave Without Pay

    8-13-4 Workers' Compensation

    8-13-5 Employee Assistance Guidelines

    8-13-6 Employee Leave Transfer Program

    8-13-8 Faculty Non-Work Days

    8-13-10 Employee Benefits, Employer-Contributed Insurance & Retirement

    8-14-1 Secondary Employment

    8-15-1 Classified Employees Compensation

    8-16-1 Orientation, New Employees

    8-16-2 Telecommuting

    8-17-1 Holidays

    8-18-1 Employment of Relatives (Nepotism)

    8-19-0 Statement of Ethical Principles for Employees

    8-21-0 Whistleblower Policy

    8-21-1 Whistleblower Procedure

    8-22-1 Records Retention

  9. Development
  10. Procurement and Inventory Control
  11. Auxiliary Enterprises and Printing Services
  12. Public Safety
  13. Division of Education
  14. Intentionally Left Blank for Future Use
  15. Intentionally Left Blank for Future Use
  16. Admissions and Registrar
  17. Student Services

NUMBER: 8-5-1 APPROVED DATE: 03-02-1998


SBTCE Policy 8-2-102 Classified and Unclassified Employment Compensation



To define the personnel category of teaching faculty, and to adapt established personnel policies and procedures to unique requirements for this category.

Teaching Faculty

The category "teaching faculty" includes all instructional personnel and certain personnel who perform a combination of instructional and administrative duties as defined by the Compensation Plan for Unclassified Faculty Personnel,(South Carolina Board for Technical and Comprehensive Education (SBTCE) procedure including specific requirements and other considerations. Included in this group are Instructors, Academic Program Directors, Department Heads, Assistant Deans and Academic Deans.

Recruitment and Selection

The President, operating under the provisions of the Compensation Plan for Unclassified Faculty, has authority to select all new personnel and is responsible for assuring that appointments to salaries are in accordance with prescribed criteria and procedures.  Trident Technical College (TTC) recruits, evaluates, and appoints teaching faculty in accordance with recruitment procedures indicated in the approved Affirmative Action Plan..

Employment of Teaching Faculty

  1. TTC appoints full-time faculty members in accordance with the Minimum Qualifications and Specific Requirements of the Compensation Plan for Unclassified Faculty Personnel.
  2. TTC provides the terms, duration, and other conditions of each appointment in writing at the time of employment.
  3. TTC employs full-time faculty members on the basis of an academic year for nine months (39 weeks encompassing two academic semesters not counting summers). TTC expects Academic Deans, however, to work 12 months (52 weeks encompassing three academic terms). Faculty will devote 35 weeks to classroom and related professional activities; the remaining four weeks constitute provision in accordance with the institution's academic calendar for Faculty Non-Work Days. 
  4. According to student population and needs,TTC asks a number of the full-time faculty to teach during the summer term, either part-time with prorated pay or full-time with regular pay.  TTC gives full-time faculty first consideration for summer classes.
  5. TTC employs full-time faculty members with the understanding that their institutional assignment is their primary employment.  Except during non-pay periods such as summer term, full-time faculty members discuss acceptance of additional employment of any kind (including self-employment) with the Department Head and Dean.  The Department Head/Dean advises the Vice President of Academic Affairs as to whether or not such additional employment will interfere with the faculty member's full-time assignment. Secondary employment requires presidential approval.
  6. TTC appoints teaching faculty member once an appropriate salary is determined. This will be determined using a Compensation Questionnaire (CQ) completed by the applicant and evaluated by the College's Human Resources Office.

Qualifications for Appointment, Promotions, and Salary for Faculty

  1. TTC appoints and promotes faculty by evaluating education, training, experience, and performance. TTC recognizes that faculty members acquire qualifications for initial employment and advancement to perform in a field of specialization in several ways: formal education; industrial, business, government or teaching experience; awarding of professional licenses or certificates; or similar indications of significant attainments.
  2. Applicants considered for employment in faculty positions within the South Carolina Technical College System (SCTCS) must meet the minimum training and experience guidelines of the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), as well as any additional certification, licensure, training and/or experience required by other accrediting bodies as applicable.

Teaching Faculty Responsibilities

Full-time faculty members shall be available for teaching assignments in day, evening, or weekend classes, or a combination. TTC expects faculty members to teach at any campus or instructional site using a variety of instructional methodologies.  TTC schedules faculty members according to the provisions of TTC Procedure 13-0-8, "Full-time Faculty Workload/Overload." TTC assigns classes taking into consideration the proportions of lecture, shop and laboratory classes (if any), the number of preparations, the difficulty of the subject matter, and other assigned duties and responsibilities. TTC shall not normally schedule faculty members for more than a total of forty (40) hours of work per week to include scheduled instructional class periods, required advising, and assigned supervisory responsibilities.

TTC assigns faculty members the responsibility for sponsoring extracurricular activities as a part of their regular duties.

Teaching Faculty Performance Appraisals

TTC regularly requires evidence of satisfactory or higher teaching competence and ongoing performance of responsibilities related to faculty status as one of the most important considerations for determining reappointment, performance raises, and promotions. Individuals who demonstrate superior or outstanding achievement, attitudes, and contributions to the program should be given proper recognition.

Salary increases

TTC determines salary increases by using salary increase guidelines provided by SBTCE and in keeping with the provisions of the College's Employee Salary Plan and/or internal policies, procedures, or guidelines. All salary increases are subject to availability of funds and other budget limitations.

Change of Teaching Faculty to Classified Status

Employees transferring from faculty to classified status must have a classified position and salary approved in advance by the College's Human Resources Department.

Updated: 09-15-2009

Updated: 02-16-2016