Human Resources Policies
Diversity
Agnes Scott College values diversity and seeks to foster an environment that welcomes and supports contributions from all members of the Agnes Scott College community.
In addition, the college values a commitment to an appreciation of diverse cultures
Each year, the President appoints faculty, staff and students to serve as members of the Committee on Community Diversity.
Performance Review
Performance reviews are an integral part of the college's personnel program. An evaluation will provide both the college and the employee with various benefits such as those indicated in the objectives of the performance review listed below:
- To let employees know how well they are performing their job;
- To improve employee performance through counseling which can motivate individual development;
- To provide employees deserved recognition;
- To identify additional training needs;
- To justify salary increases, transfers and promotions;
- To assist employees in their personal and professional development;
- To help employees realize their maximum potential in their job.
Sexual Harassment Executive Summary
The college prohibits sexual harassment in any form by any member of the Agnes Scott College community and by visitors to the campus, including guests, patrons, independent contractors or clients of the college, and by those participating in off-campus college programs, such as study abroad programs, internships, student teaching and experiential learning.
If you experience or observe sexual harassment:
Explain clearly to the alleged offender that the behavior is objectionable and ask that he/she stop the behavior.
If approaching the alleged offender is not a good option or if, after approaching him/her, the behavior does not stop, meet with a college officer or the director of human resources to learn about the college's sexual harassment policy and complaint procedure.
If the situation is not informally resolved a written complaint may be filed by the target of the alleged harassment, a college officer, or the director of human resources and investigated by an investigative board with representation from faculty, staff and students.
The appropriate college officer will render a decision based on the recommendation of the investigative board.
This decision may be appealed through standing college grievance processes (students/faculty/union staff) and administrative staff may appeal to the president.
Please see the Sexual Harassment Policy (#793) for a detailed explanation of the college's policy against sexual harassment and specific information about reporting sexual harassment.
Consensual Sexual Relationships
1. Among employees:
Sexual, intimate and/or romantic relationships (even consensual ones) between college employees and those they supervise are potentially exploitive because of the imbalance of power inherent in them. Employees must avoid relationships that pose threats to the fulfillment of their professional duties or call into question the consensual nature of their relations.
The college prohibits employees from supervising, evaluating, or determining the terms or conditions of employment of anyone with whom they have a sexual relationship. When a sexual relationship exists between any employees in a supervisory relationship, immediate steps must be taken to terminate the supervisory arrangement, and alternative means of supervision must be implemented.
If employees in a supervisory relationship have had a sexual relationship in the past or have a continuing or past intimate relationship, either party may request that alternative means of supervision be implemented.
Any employee who violates this policy will be subject to disciplinary action, up to and including termination of employment.
2. Among undergraduate students and faculty:
Sexual relationships between faculty members and undergraduate students are inconsistent with the mission of the college and inappropriate because they carry a risk of damaging the student's educational experience and the faculty member's career. The college thus prohibits sexual relationships, even of a consensual nature, between faculty members and currently enrolled students. Faculty members are strongly advised to exercise their best professional judgment concerning student-faculty relationships and to consider that intimate relations with students, even of a non-sexual nature, can be fraught with difficulties and the appearance of impropriety.
3. Among graduate students and faculty:
The college discourages sexual relationships between graduate students and faculty members not in the same program. The college prohibits sexual relationships between faculty members and graduate students in the same program or students whom they supervise, evaluate, or teach.
4. Among students and non-faculty employees:
For the same reasons that faculty are prohibited from having sexual relations with students, Agnes Scott College prohibits non-faculty employees from having sexual relationships with students whom they employ, supervise, evaluate, counsel, advise, or potentially discipline.
5. Prior relationships:
The foregoing policies do not apply to persons whose consensual sexual relationships antedate their enrolling or being employed at Agnes Scott College. If a teaching or supervisory relationship exists between persons with such a prior relationship, this relationship must be disclosed and, alternative means of supervision must be implemented.
All faculty and staff at Agnes Scott College should understand that romantic or sexual relations with students or employees in violation of this policy may lead to disciplinary action by the college, up to and including dismissal and/or may lead to legal action by complainants.