The College will reimburse reasonable and ordinary travel expenses deemed necessary by the administration for the conduct and support of the college mission. Funds will not be used to support activities or positions that are contrary to policy or that are considered by the President as not being in the best interests of the College.

The college’s policy is to provide computer equipment and personnel primarily for the purpose of assisting with the conduct of the college's administrative and instructional operations and not to compete with local, private computer services. Incidental use of the college computer system by non-college users may be approved by the administration when it is judged to be in the college's best interest. Non-college users will be charged for the use of the computer system at prevailing rates as determined by the college.

The college’s policy is to provide college owned or leased vehicles for the purpose of assisting college personnel in the performance of their official functions. Incidental use of the college vehicles by non-college users may be approved by the administration when it is judged to be in the college's best interest. Non-college users will be charged for the use of any college vehicle at a rate sufficient to cover all operating costs plus replacement costs based on the purchase cost of the vehicle prorated over the estimated life of the vehicle.

The college’s policy is to provide equipment and personnel primarily for the purpose of assisting with the conduct of the college's administrative and instructional operations and not to compete with local, private services. Incidental use of the college equipment by non-college users may be approved by the administration when it is judged to be in the college's best interest. Non-college users will be charged for the use of the equipment at prevailing rates as determined by the college.

The preservation and security of college facilities and resources are the responsibility of every employee. Employees are issued keys to allow access to the facilities and resources that are necessary in the performance of their jobs. Lost, stolen, or misplaced keys must be reported to the Vice President of Finance and Operations and the respective supervisor immediately upon discovery that the keys are no longer in the possession of the employee. If, after five workdays the keys are not found, the employee will be issued new keys.

The policy of the Board is to make the college facilities available for community use. In case of a conflict, the uses of the facilities by college groups have preference over uses by outside groups. The use of facilities for private promotion or to promote drives may be denied. Requests from political groups must receive Board approval. Permits for use are subject to willingness of parties to be governed by college rules and regulations and to care for all property as presented. Groups are responsible for payment for damage.

1. It is the responsibility of all employees to help protect college buildings, grounds, and equipment.

2. Any person who willfully, or through negligence, damages, destroys, or loses any property belonging to the college will be liable for the replacement or repair of such property.

3. Off-campus use of equipment by the staff must be approved by respective dean/vice president. College equipment or premises will not be for personal use without prior written approval of the respective dean/vice president.

The administration will ensure that proposed new credit hour courses have been subjected to an institutional qualitative review process prior to the course being certified for addition to the college's master course list. The procedure will comply with current requirements of the Kansas Board of Regents.
The college's qualitative review process for new courses will include:

Federal regulations require that an institution have procedures to document last date of attendance for any student who withdraws from or stops attending all hours enrolled. If the institution is unable to document the student's last date of attendance, any Title IV funds it disbursed to that student for that payment period may be considered an overpayment and may require a refund to the Title IV programs.

Each instructor will record daily attendance of all enrolled students for all scheduled classes. The attendance records will be maintained in the institutional data system.

For international student to be considered for admission to PCC, the student must have graduated from the equivalent of a U.S. high school (12 years of education) and submit the following documents to the Director of Admissions. All items must be on file at PCC before an I-20 will be issued:

1. The Home School must be registered with the Kansas Board of Education.
2. The Registrar will verify with the Kansas Board of Education that the Home School is registered.
3. The Home School will furnish a transcript with graduation date.
4. The Home School student will be required to take placement test with Pratt Community College upon entering the institution.

Course grades at Pratt Community College are earned by students and awarded by faculty. Upon completion of the class the instructor certifies all final course grades on the official grade roster according to the time-line established by the Registrar.

The final course grades awarded by faculty are based on the work and grades earned by students through the official end-date of the course. No grading consideration can be given for late work that has not been received and graded prior to the completion of the final grade roster.

Board approved salary increases will be considered annually for the upcoming fiscal year. Pay increases will be based on current salary and figured before any incentive is added.

Employees whose salaries are paid from state or Federal grant funds will receive pay increase only if the grant budget allows or provides for a salary increase.

Salary increases will not be authorized during the fiscal year after the annual budget has been approved. Exceptions to this may be made if workload or scope of duties change to meet current operational load.

A sick leave bank shall be established for employees who are eligible for sick leave under Policy #300-44.

This policy applies to all non-faculty employees who participate in non-employer directed college sponsored (paid) education and training. Prior authorization to invoke this policy must be given by the president before initiating discussion with the employee.1. College Sponsored Education/Training on Raeleased Time

Regular full-time employees may be granted a maximum of three hours per week release time during his/her normal working hours in order to enroll in one course which will advance the employee professionally or personally, providing that the employee's supervisor have given his/her approval. Supervisors are encouraged to accommodate employees in their efforts without sacrificing the department's efficiency. Therefore, the supervisor may request that the employee adjust their work schedule to assure that the department's work is completed.

Regular full-time employees shall earn one (1) personal day for each six months of employment during a fiscal year as follows:

July 1 - December 31: 1 day
January 1 - June 30: 1 day

The minimum amount that can be taken at any one time is four hours (1/2 day). Personal days should be requested in writing at least four days in advance and be approved by the employee's supervisor. Personal days are non-cumulative and must be taken prior to June 30 each year, the end of the fiscal year. Separating employees shall not be reimbursed for personal days not taken.

1. Regular employees selected for jury duty or subpoenaed as a witness shall continue to receive regular pay while serving subpoenaed jury or witness time, and is permitted to retain any compensation received for jury or court witness time.  Employees appearing in court on their own behalf, however, must use vacation leave.
2. The employee is expected to report to work all or part of any day he/she is not engaged in jury or witness time.
3. A copy of the subpoena or summons must be attached to the Leave Request and submitted to the  appropria
   

Full-time and regular part-time Professional Employees, as defined by the Agreement between Pratt Community College and the Pratt Higher Education Association, must meet the following requirements no later than April 1 of the last year of the employee's probationary period. Substantial progress towards these requirements must be evident before the employee will be offered a non-probationary continuing contract.

Academic Area: Will present evidence of a Master’s Degree or of continuous progress toward completing requirements for a Master's Degree in his/her field of study.

Employees may make application to be considered for vacant positions within other departments, and are encouraged to do so when it results in promotion or higher pay. Employees may also make application to be considered for vacant positions within other departments that are considered horizontal (positions of similar status and pay).

A full-time regular employee who leaves a position for extended compulsory active duty in the military service of the United States during a state of war or national emergency, or for periods of required military training, shall be granted a military leave without pay for the duration of the commitment in accordance with the terms of applicable laws.

A returning veteran shall be entitled to return to his or her original position or another position for which the College considered him or her qualified in accordance with the terms of applicable laws.

All employees shall immediately disclose by written statement to their supervisors and to the President any personal interest or personal involvement they may have in any business transaction of the College. The college president, vice presidents, deans, athletic director and director of development shall annually sign a conflict of interest disclosure statement which will be filed in the office of the Vice President for Finance and Operations.

The administration is authorized to make regular payroll disbursements without prior Board approval to all college employees.

Any contract with the Pratt Higher Education Association that is approved by the Board of Trustees will take precedence over this policy.

Payroll deductions will include, but not be limited to, Federal and State income tax, retirement, social security, group insurance, contributions to Foundation and United Way, tax sheltered annuities, and such items designated within the PHEA contract.

The administration will develop and administer an Employee Recognition program that fosters productivity, excellence, mission effectiveness, and improved morale. Monies will be set aside in the budget for purchase of employee recognition awards.