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A.  Standards of Conduct

B. Performance Excellence

C. Corrective Action

D. Problem Solving Procedures

E. Drug and Alcohol Free Workplace

F. Violence, Threats, and Weapons

G. Computers and Information Technology Services

H. Social Media Use

I. Telephone Use

J. Driving on College Business

K. Inspections and Searches

L. Political Activity

M. Solicitation

N. Fund-Raising


The college expects the highest level of professionalism and integrity from employees. The quality of the education we provide depends on the quality of your work and the respectful interactions we have with each other.

Standards of Conduct

Ethical and Professional Behavior

The College expects the highest standards of competence and service. During your interactions with other staff, faculty, students, and members of the community, you must demonstrate respect and civility. You are expected to be present for work on a regular and punctual basis and be competent, honest, and have a positive attitude. You should avoid appearances of impropriety and preserve the confidentiality of sensitive information.

Colorado College staff are discouraged from establishing personal off-duty relationships with CC students, because such relationships could make it difficult or impossible to maintain clear and appropriate boundaries. In general, personal activities outside of working hours, personal phone calls/texts that are unrelated to CC, and personal contacts via social networking are discouraged.

The college also encourages staff and supervisors to refrain from personal social networking relationships with management. "Friending" a manager on Facebook, for example, can make it more difficult or impossible to maintain clear and appropriate boundaries for supervisory responsibilities and is strongly discouraged.


Depending upon your job duties, you may have access to information that is sensitive, personal, or confidential. Examples of this type of information include:

  • Information regarding students and their families;
  • Information regarding other employees;
  • Information regarding the College and its operations;
  • Information about legal or financial matters; or
  • Information arising from an allegation of harassment, discrimination, or misconduct.

The information may be in written or verbal form. Regardless of the form and regardless of the source, you must protect the confidentiality of this information. At no time should confidential college information be downloaded or removed from the college without supervisory approval.

Quality of Work

Accuracy and timeliness are important to the effective accomplishment of the college's mission. You are expected to do your job accurately and thoroughly so we can rely on the documents you create and the work you provide. Please do not remove any records from college premises without the written permission of the supervisor or division head.

Conflict of Interest

The goal of integrity is well served where potential conflicts of interest are avoided. A potential conflict of interest exists whenever a person performing in an official, institutional capacity has the ability to choose among options and the choice may affect his/her own welfare or the welfare of a member of his or her family or domestic partner. Potential conflicts of interest are most likely to arise in employment decisions and purchasing decisions. It is everyone's responsibility to identify conflicts of interest and bring them to the attention of the college.

Misuse of College Funds/Resources

It is important that staff uphold a standard of honesty and integrity. These values should be visible in all that we do on behalf of the college. You are expected to follow all college procedures concerning using college resources, cash handling, college credit cards, expense reporting, computer use, personal phone use, and maintenance of a secure work environment. Dishonesty and theft will not be tolerated. Any concerns regarding such behavior should be reported immediately to your supervisor or Human Resources.

Freedom of Expression

Free speech is essential in an academic community and is vigorously defended at Colorado College. However, standards of civility, consideration, and tolerance must shape our interaction with each other. Freedom of speech does not include a right to harass, injure, or silence others. Speech by one person that infringes upon the expression of views by someone else will not be tolerated.


The college strives to avoid any appearance of a conflict of interest with regard to hiring and promotion decisions. The college will not hire anyone for a position in which there is a reporting relationship (direct or indirect) that creates an apparent conflict of interest. In a situation in which two staff members with a reporting relationship become related to each other or become household members, both are responsible for informing the Director of their department as well as the Director of Human Resources so that appropriate arrangements can be made. There may be situations in which the college will require one family member to transfer or resign.

Gifts and Gratuities

The college’s Code of Ethical Behaviors policy states that staff may not give or receive gifts from persons doing business with the college unless of a nominal value (less than $50).

Business Attire

The generally accepted attire at Colorado College is business casual although each department may establish different requirements based upon the services provided by that department. The customary expectation is that staff members will not wear clothing with any printed message, with the exception of the Colorado College logo or messages related to Colorado College. Questions about the expectations in your department should be directed to your supervisor.


Regular and timely attendance is an essential duty of all positions at Colorado College. If you need to be gone for a planned absence, you must make sure you have the approval of your supervisor and you must request the time off in advance.

Attention to Written Guidance

We expect you to become familiar with this handbook and any policies and procedures that are distributed, to perform the duties in your job description or as assigned by your supervisor, and to participate in the college's performance appraisal process.

Safety and Efficiency

All staff are expected to be good stewards of the college’s resources by avoiding wasteful practices, to perform your job as efficiently as possible, and to make suggestions about methods that make the college more productive. You are expected to observe safety rules and contribute to a safe workplace.

Performance Excellence

The college understands the importance of a workforce that is highly prepared for the work they are being asked to do. Performance Excellence implies that every staff person is prepared to bring a high level of expertise every day and that each person is engaged in ensuring that the mission of the college is achieved.

Performance Feedback

You should receive feedback from your supervisor throughout the year regarding the success that you are achieving as well as feedback on any performance issues that need attention.

New employees typically receive a review of their performance following completion of 90 days of employment. Annual performance reviews are generally conducted in the spring and take into account the employee’s job knowledge and skill, achievement of goals, and success related to core competencies.

Performance Improvement

Although the college anticipates that all staff will be successful, performance issues do occur from time to time that require specific attention from the supervisor. To address concerns that are ongoing or have reached a critical level, your supervisor may complete a Performance Improvement Plan (PIP) with you that identifies the outcomes that are expected. The PIP is intended to provide you with an opportunity to address concerns and seek out additional resources to help you be successful.

Professional Staff Development

The college is committed to assisting staff to increase and improve their job knowledge, skills, and abilities, and to provide promotional opportunities, to the extent possible. Human Resources offers a variety of learning events throughout the year. Staff are encouraged to talk with their immediate supervisor regarding professional development opportunities.

Corrective Action

Each staff member is responsible for maintaining high standards of behavior and performance. Supervisors are expected to work closely with staff who are not meeting expectations by providing timely coaching and counseling that assists the staff in their efforts to improve. In the absence of improvement, the college will use a more formal level of corrective action that may include a performance improvement plan, verbal and/or written warnings, suspension, or termination of employment. Depending on the severity and other circumstances related to the staff member’s behavior, the college reserves the right to immediately terminate employment.

Problem Solving Procedures

Problems arising in the workplace should be addressed as quickly and efficiently as possible so that everyone involved can focus on the successful completion of their job duties. If you have concerns related to your employment with Colorado College, your first step should be to discuss your concerns with your immediate supervisor. If unresolved at that level, you can seek assistance from your respective division head. You may contact Human Resources at any time to discuss your concerns. The college expressly forbids retaliation for voicing a concern provided it is done in good faith.

Drug and Alcohol Free Workplace

The unlawful use, possession, distribution, manufacture or dispensing of controlled substances or alcohol is prohibited on Colorado College property or as part of any of the college's activities.

As an educational institution, Colorado College attempts to educate its community members about unlawful use of controlled substances and alcohol, and to encourage appropriate, responsible behavior. The college recognizes that chemical dependency of any sort is a major health problem and encourages staff who need help in overcoming such dependency to use the counseling, treatment and rehabilitation programs available to them.

If you are convicted under a criminal drug statute, you must notify the Director of Human Resources within 5 days from the date of the conviction.

Prescription drugs prescribed by your physician may be taken during work hours as long as they do not constitute a safety risk, do not cause mental impairment, and are not illegal under federal law. You must notify your supervisor if the use of prescribed drugs may adversely affect your work performance. The college will not tolerate abuse of prescription drugs at work. In addition, being under the influence of substances, such as marijuana, that may be legal under State law but remain illegal under federal law, will not be tolerated.

The college reserves the right to conduct a drug or alcohol test as a condition of employment for new employees. The college may also conduct a drug or alcohol test for any employees on a random basis or on the basis of a reasonable suspicion of drug or alcohol use. If you are notified of a required test, you must report to the testing facility immediately and you must release the results of the test to the college.

Violence, Threats, and Weapons

Colorado College is committed to creating and maintaining a work environment that is free from intimidation, threats, and violent acts. Prohibited acts include, but are not limited to, verbal abuse, stalking, harassment, inappropriate aggression, assault, and other threatening behaviors. Acts of intimidation, violence, or threats will be considered serious misconduct.

The possession of weapons of any kind on campus is prohibited. This prohibition also applies to anyone with a concealed weapons permit. You should report any concerns regarding threatened or actual workplace violence to Campus Safety, your immediate supervisor, and Human Resources immediately. The college will maintain the confidentiality of any such report to the greatest extent possible.

Computers and Information Technology Services

College Business Only

The information systems provided to staff, including telephone systems, computer systems, and access to the internet, are provided for college purposes. Personal use of these systems should be kept to a minimum and at no time should personal use of college systems interfere with the timely completion of job duties or of any other college operations. Staff may not access or download personal items, including music, pictures, or inappropriate sites or information (gambling, pornography, chat rooms, etc.).

Harassment Prohibited

Even if an email message is sent only within the college, you should never send messages that contain sexually explicit images, messages, or cartoons, or any ethnic slurs, racial epithets, or any other material that could be construed as harassment or disparagement of others based on their race, national origin, sexual orientation, gender, gender identity or expression, age, disability, religious or political beliefs, or any other classification protected by law.

Password and Security Code Protection

The college expects everyone to respect password-protected information. With the exception of the management review or inspection mentioned in the next paragraph, the college will not tolerate sharing passwords or using others' passwords.

College Property

All computer and information systems, as well as the data that are transported over, stored by, or transmitted by the systems, are the property of the college regardless of their origin or intent. Consequently, these systems, including password-protected files, telephone messages and conversations, email messages, and social networking activity, may be reviewed or inspected by college management at any time. Staff members should never have an expectation that any information they access, store, or provide using college systems is private. This information may also be included on back-up disks for an indefinite amount of time.

Social Media Use

Personal social networking activity should not be conducted during working time but rather before or after work, or during breaks or the lunch period. Personal social networking activity should never contain confidential information regarding our students, faculty or other staff. In addition, in order to prevent the appearance of a conflict of interest, the college prefers that employees not identify themselves as employees of Colorado College on these personal sites.

You should also be aware that there may be times when a particular posting may call into question a staff member’s ability to work at Colorado College (e.g., comments reflecting a tendency to violence, extreme poor judgment, or an inability to perform the functions of a job). You are encouraged to think carefully about the impact of any posting on the college's ability to carry out its mission effectively.

Telephone Use

Colorado College telephones, cellular phones, and pagers are for college business use only. Personal telephone calls should be kept to a minimum.

If you bring a personal cellular phone to work, you must keep its use to a minimum. You should turn the ringer to "vibrate" or "silent" and calls on these phones should never result in an interruption to college activities or business.

Driving on College Business

If you drive your personal vehicle on college business, you must maintain insurance with an insurance carrier. In the event of an accident on college business, you will be required to submit a claim to your personal insurance carrier.

If your job requires you to drive a college vehicle, we will require proof of a valid driver license. In addition, a motor vehicle review is conducted on a regular basis to determine your insurability under the college's vehicle insurance policy. Violations that prevent you from driving a college vehicle as part of your job may disqualify you from performing your job with the college.

Whether you drive your personal vehicle or a college vehicle on college business, you must report any moving violation or driving convictions (including DWI or DUI) to your supervisor and the Director of Human Resources within 5 days of the conviction.

Inspections and Searches

The college reserves the right to conduct searches and inspections to protect college property, equipment, and operations as well as to help maintain a safe and efficient working environment for the benefit and protection of all college faculty, staff, and students. You are expected to cooperate in the conduct of such inspections and searches, which may involve college vehicles, offices, computers, lockers, desks, filing cabinets, and files as well as any items brought on to college premises, including (but not limited to) staff vehicles, backpacks, purses, lunch bags, and briefcases.

Political Activity

As a tax-exempt organization, the college may not endorse or oppose any candidate for public office or engage in more than minimal activity to influence legislation. Accordingly, the college expects all staff to scrupulously avoid anything that might appear to violate these restrictions on political activity. However, these restrictions do not forbid presentations for educational purposes. Further, there is a distinction between endorsement by the college as an institution and endorsement by others who might be using our facilities.

Colorado College is a not-for-profit organization and has tax-exempt status. Consequently the law prohibits the college from using campus mail for the distribution of political campaign materials.


The college strives to establish a work environment that is productive and without undue disruptions to the workday. Therefore, solicitation by one staff member of another is prohibited while either individual is working. Solicitation and distribution of literature on college property by anyone not employed by the college is prohibited. Additional information can be found in the college’s Distribution of Printed Materials and Solicitation policy.


Any fund-raising efforts undertaken on behalf of Colorado College must receive prior approval from the Advancement Division. Questions about the college campus fund-raising policy should be directed to the Vice President for Advancement.