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CNG Staff Handbook 2024-2025

SH_A. EMPLOYEE CLASSIFICATION CATEGORIES

A. EMPLOYEE CLASSIFICATION CATEGORIES

Academic period contract, which covers the annual academic year of August through mid-June. New contracts are signed in June before the summer recess.

Administrative – one-year, fixed-term contract that may be renewed on a yearly basis.

SH_B. CONTRACTS

B. CONTRACTS

All Contracts are issued according to Colombian labor law. All faculty members (those on academic contracts) are issued contracts according to the Academic year. These contracts are renewable every academic year. All administrative employees (those under administrative contracts) are issued fixed-term contracts. Evaluations are done by the direct supervisor, and results are taken into consideration for contract renewal purposes.

SH_C. REQUIREMENTS TO WORK AT CNG

C. REQUIREMENTS TO WORK AT CNG

For Academic Staff:

All teachers must meet Cognia accreditation and the Colombian Ministerio de Educación guidelines. These guidelines include the following:

  • B.A., B.S. or Licenciatura degree from a recognized college or university.

  • Two years of full-time teaching experience

  •  Valid teaching credential in subject area

  • Prior overseas experience preferred

The Human Resources Department keeps track of staff member qualifications for Cognia accreditation. It is the responsibility of each staff member to provide information on professional learning credentials and courses taken during the school year and subsequent summer months. Staff members receive, once a year, a copy of their records upon request.

 

For Administrative Staff:

  • B.A., B.S. or Professional degree from a recognized college or university.

  • Two years of work experience in the administrative area.

  • Basic-intermediate level of English

SH_D. RECRUITMENT PROCESS

D. RECRUITMENT PROCESS

The recruitment and hiring of all staff is the final responsibility of the School Director. However, the School Director may seek the advice and help of the academic administrators and/or area directors when necessary. Principals, department coordinators, and area directors may be asked to interview teaching staff. Requests for new positions should be presented to the School Director and the Human Resources Department.

The School Director and educational leaders attend annual international job fairs to recruit overseas candidates.

The recruiting and hiring process for the next school year starts in October and continues until all positions are filled.

SH_E. OTHER CONTRACTS

E. OTHER CONTRACTS

Independent Professional Services Rendered (Contrato de Prestación de Servicios Independientes) – A contract which may be subscribed for short periods of service. The person rendering the services must be up to date in payments of mandatory health insurance (EPS) and pension. Candidates for this type of contract must provide the Human Resources Department proof that he/she is up to date in payments.

SH_F. SELECTION PROCESS

F. SELECTION PROCESS

All candidates go through a selection process coordinated by the Human Resources Department and the Leadership Team. (The School Director and the Principal, when appropriate, make the final decision on employment of academic administrators and instructional staff). Hiring of other administrative staff is the responsibility of the Human Resources Department with final approval of the direct supervisor and the School Director.

SH_G. HIRING PROCESS

G. HIRING PROCESS

This process is carried out by the Human Resources department as per the checklist provided for both international and local-hired staff. Until all the documents on this list are provided to the Human Resources Department, the employee cannot start working at CNG. The official work start date will be determined by the Human Resources Department.

SH_H. BACKGROUND AND REFERENCE CHECKS

H. BACKGROUND AND REFERENCE CHECKS

In order to ensure that individuals who join CNG are well qualified and that CNG maintains a safe and productive work environment, it is school policy to conduct a pre-employment background check on all applicants. Background checks may include verification of any information on the applicant’s resume and/or application form.

Additional security checks  may be made on applicants for particular job categories, if appropriate and job related.

As a school committed to Child Protection, CNG reserves the right to conduct background screening for all employees and volunteers, at any time before, during, or after employment. Please refer to our Child Protection Policy in the Community Handbook.

SH_I. INTERNAL TRANSFERS/ PROMOTIONS

I. INTERNAL TRANSFERS/ PROMOTIONS

CNG employees with more than one school year of service may request consideration to transfer to other jobs as vacancies become available, and they will be considered along with other qualified applicants. At the same time, CNG may initiate transfers of employees between departments / school buildings to meet specific work requirements and reassignment of work responsibilities.

CNG offers employees promotions to higher-level positions when appropriate. In order to be considered, employees must have held their current position for at least one school year and have a satisfactory performance record and no disciplinary sanctions during prior or current school year. The Administration retains the discretion to make exceptions to the policy.

SH_J. DISCIPLINE

J. DISCIPLINE

Every employee has the duty and responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform their duties to the best of their abilities and meet the standards as set forth in their job description or as otherwise established.

Please refer to our CNG’s Code of Honor in the Community Handbook that must be followed by all CNG community members.

Conduct, behavior, and discipline policies at Colegio Nueva Granada are established to ensure the accomplishment of its Mission and Philosophy. Discipline must be understood as the acceptance and compliance of rules and living of Core Values, regulations and procedures in order to achieve CNG educational goals. Students, parents, and staff must cooperate in providing a school environment where effective learning can take place. It is imperative that students and parents as well as educational and administrative staff understand these rules, regulations, and procedures and consistently abide by them.

SH_K. PERFORMANCE EVALUATIONS

K. PERFORMANCE EVALUATIONS

Performance evaluations are conducted by direct supervisors on a school.year contract basis. The performance evaluation will be discussed, and both the employee and supervisor will sign the form to ensure that strengths, areas for improvement, and job goals for the next review period have been clearly communicated.

Performance evaluation forms will be maintained in the employee’s personnel file that is kept in the Human Resources Department.

Performance Evaluation for Academic Staff TPES:

All evaluations are made using the TPES Teachers Performance Evaluation System by Principals or direct supervisors and are taken into account to renew contracts.

The purpose of teacher evaluation is to promote the growth of each teacher as a professional. The plan involves both formative and summative evaluation components. A timetable for evaluation delineates which teachers are evaluated yearly. The plan calls for a summative evaluation signed by the teacher and the principal to be submitted to the Office of Human Resources. The plan requires that teachers who show the need for improvement in a specific area be placed on a plan of professional remediation.

Performance Evaluations for Incoming Academic Staff:

Teachers who are new to CNG will set personal goals and be evaluated formally and informally by the principal during their first year.

Performance Evaluations for Administrative Staff:

All CNG’s administrative staff are evaluated by the direct supervisor. The purpose of staff evaluation is to promote growth and to foster one’s commitment to professional development in the institution. Staff members should be involved in a cooperative process wherein the person being evaluated and the person making the assessment feel a joint responsibility to improve the individual’s performance. All administrative staff should be evaluated on a yearly basis. Evaluation reports are to be submitted to the Office of Human Resources and will be filed in the employee’s personnel folder.

SH_L. TERMINATION OF EMPLOYMENT

L. TERMINATION OF EMPLOYMENT

Termination of employment within CNG can occur for the following different reasons:

Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment.

A staff member is encouraged to provide at least one month’s notice, preferably in writing, to facilitate a smooth transition out of CNG and provide reasonable time for CNG to find a replacement.

Retirement: Employees who have received notification of having been granted a retirement pension (pensión de vejez) from Colpensiones or a Private Pension Fund are required to notify their supervisor and the Human Resources Department in writing at least one month before the planned retirement date.

By Colombian Law, the age for retirement has been set as follows: 57 years for women and 62 years for men upon completion of the stipulated number of weeks as required by Colpensiones. In the Private Pension Funds, the employee needs to meet the appropriate requirements stipulated by Colombian law.

Termination: CNG reserves the right to terminate an employee at any time as per the just causes stipulated in the Colombian Labor Code (Régimen Laboral Colombiano), CNG’s Internal Work Regulations (Reglamento Interno de Trabajo), Board Policy Manual, and/or other related provisions and regulations such as, programs, policies, manuals, statues, circulars, procedures.

CNG will notify employees at least 30 days prior to the Contract termination date for fixed-term contracts.

Rehire: The employee must re-apply and follow the normal selection and hiring process.

SH_M. RETIREMENT POLICY

M. RETIREMENT POLICY

The purpose of this policy, which takes effect from August 2016, is to provide a statement of Colegio Nueva Granada’s approach to employee retirement. CNG believes that a clear policy will assist employees in planning for their retirement and will allow for effective succession and activity planning within our school. (See Retirement Policy here)

SH_N. INTENT-TO-RETURN ACKNOWLEDGMENT

N. INTENT-TO-RETURN ACKNOWLEDGMENT

Every school year, during the first semester of the school year, the School Director provides all teachers and support staff with an Intent-to-Return Form in order to provide employees with the opportunity to confirm their interest in returning to CNG for the next academic year.

Once all forms have been received, administration will officially announce available openings for the next academic year. At this time, returning employees will be able to apply for any of the posted openings by expressing his/her interest to direct supervisor first and then with the Human Resources Department.

The Administrative Team reserves the right to hire a candidate for a position without opening it up for application.

Colegio NUEVA GRANADA | www.cng.edu | Cra 2E No. 70-20 | Phone: (571)212 3511
Bogotá - Colombia

CNG