RIT Kosovo is committed to a policy of non-discrimination and equal opportunity in all of its endeavors and affirms a commitment to diversity in both its employees and its student body.
RIT Kosovo provides equal employment opportunity to all applicants on the basis of their demonstrated abilities, working and academic experience, and training. Any discrimination including exclusion or preference made on the basis of race, color, gender, religion, age, family status, political opinion, national extraction or social origin, language or trade-union membership which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation capacity building is prohibited.
RIT Kosovo Hiring Procedures
Each department of RIT Kosovo (A.U.K) is obliged to follow the Hiring Procedure. Human Resources manages the entire hiring process. Human Resources ensures that all necessary requirements have been completed by the employee, the hiring department and all hiring processes are in place. All open positions are posted internally as well as externally. Human Resources has total responsibility for all postings.
Human Resources ensures that selection procedures are strictly adhered to, and that all recruitment activities comply with the requirements of applicable laws and regulations. Only the Human Resources Office can issue RIT Kosovo (A.U.K) Employee Contracts and proceed with the final signing process.
The President, in his or her capacity as Chief Executive Officer (CEO), is responsible for the final hiring of RIT Kosovo (A.U.K) employees for RIT Kosovo (A.U.K).
The selection process for Full Time Employees is as follows:
Vacancy notices may be advertised in at least two daily newspapers and online job portals for a total of three days to one week (optional). The length of time to post the vacancy will be based on the hiring manager and HR’s input, along with appropriate funding identified to post. The vacancy will appear on RIT Kosovo’s (A.U.K) Web Page until the application closing date. The closing date can be extended, based on a review of the applicant pool
After the closing date, the Human Resource Office will reply to each applicant
Human Resources will prepare a long-list based on the minimum requirements first; hiring manager/direct supervisor and Human Resources will select the candidates to be interviewed and then a selection panel of at least three people will conduct the interviews. (At least) four candidates, if possible, will be short-listed and invited to interview for the vacant position
Short-listed candidates will be invited to attend an interview with the panel consisting of three RIT Kosovo (A.U.K) members (including the hiring manager/direct supervisor), to be appointed by Human Resources. If the posting is for a faculty member, the student government will be asked to appoint a student to the panel. This panel will be responsible for providing a written evaluation (an interview assessment form will be provided in advance by HR) and returning the completed form to the HR Office after the completion of interviews. The panel should provide the selection assessment report to the HR Office. If a preferred candidate cannot be easily identified, candidates will be invited to attend a second interview with the hiring supervisor.
The Human Resources Office, in cooperation with the hiring manager/direct supervisor, is responsible for making the employment offer to all employees, discussing salary and benefits, and for preparing the employment contract to be presented to the President for approval before making the offer to the employee.
Terms of Employment
In conformity with Kosovo Labor Law, employees of RIT Kosovo (A.U.K) are normally issued contracts stating the terms of employment including duties and responsibilities, effective time period of employment, and remuneration.
RIT Kosovo (A.U.K) seeks to attract a broad-based group of employees and to avoid even the appearance of favoritism. No employee may function as an evaluator or advocate for a relative or other person with whom there is a close personal relationship. Close relatives include children, spouses, parents, sisters, brothers, grandparents, grandchildren, step-parents, step-children, half-sisters, half-brothers, aunts, uncles, nieces, nephews, and any of the foregoing as in-laws.
Office of the Ombudsperson
The RIT Kosovo (A.U.K) Board of Trustees, in its meeting of November 24, 2012, established the Office of the Ombudsperson. The appointed Ombudspersons, Ms. Jehona Gjurgjeala and Mr. Ardi Shita will advise and act as intermediators to those who have concerns arising from or affecting their work and studies at the RIT Kosovo (A.U.K).
Please note, however, that before anyone files a report with the Ombudspersons, all should take the proper procedural steps to resolve their issue or report their problem within the respective channels of academic or administrative authority. In extraordinary circumstances, the Ombudspersons will not engage in a review of your case unless you have exhausted your other properly established procedural avenues.
Protection of Individuals Who Report Inappropriate Conduct
Protection of Individuals Reporting Inappropriate Conduct.
At the direction of the Board of Trustees (the “Board”) of The RIT Kosovo (A.U.K) has established a procedure that individuals may use to make reports of misuse of RIT Kosovo (A.U.K) resources, inappropriate actions or other questionable conduct.
It is possible that you may suspect that a trustee, officer, employee, vendor or volunteer has engaged in questionable conduct involving, among other things, the RIT Kosovo (A.U.K)’s assets. This conduct might include corruption, unethical practices, violations of law or regulations, mismanagement, gross waste of funds, abuse of authority, danger to public safety, outright theft (of equipment, resources or cash), fraudulent expense reports, misstatements of any accounts to any superior or to the RIT Kosovo (A.U.K)’s auditors, or even an employee’s or trustee’s conflict of interest that results in financial or reputational harm to the institution. The RIT Kosovo (A.U.K) encourages you to report such questionable conduct. You may make a report anonymously if you choose.
Making a Report.
You can make a report (anonymously or otherwise) at any time to the persons listed on the RIT Kosovo (A.U.K) website (www.rit.edu/kosovo) as an Ombudsman.
The Ombudsman or a designee will evaluate and commence an investigation, as appropriate, into the matter you report in a process designed to protect the confidentiality of your identity and written copies of the report of such investigation shall be delivered to the Board’s Governance Committee.
If having made a report of suspect conduct, you subsequently believe that you have been subjected to retaliation of any kind by any RIT Kosovo (A.U.K) employee or representative, you should immediately report it to either the Board Chair or the President of the School.
Reports of retaliation will be evaluated and investigated, as appropriate, in a process designed to protect confidentiality, consistent with a full and fair investigation. The party conducting the investigation may notify you of the results of the investigation, if appropriate.
The RIT Kosovo (A.U.K) strongly disapproves of and will not tolerate any form of retaliation against individuals who report concerns in good faith regarding the RIT Kosovo (A.U.K)’s operations. Any RIT Kosovo (A.U.K) employee or representative who engages in such retaliation will be subject to discipline up to and including dismissal.
Penalty For Knowingly Making a False Report.
Any RIT Kosovo (A.U.K) employee or representative who knowingly makes a false charge concerning one of the aforementioned types of questionable conduct will also be subject to disciplinary action, including potential dismissal. There may also be further legal liability from the accused in cases of knowingly making a false charge, apart from any disciplinary action the RIT Kosovo (A.U.K) may impose.
The RIT Kosovo (A.U.K) shall provide a copy of this policy to each of its employees and representatives shall periodically notify its employees and representatives of the existence of this policy.
Approved by the Board of Trustees on: November, 2012