The policy outlines the following recruitment process for teaching staff at City College Jayanagar:

1. Workload and Vacancy Identification:

1. • At the beginning of the academic year, after admissions, all Heads of Departments (HoDs) report the department’s workload and vacancies to the Principal.

2. Advertising Vacancies:

1. • With the approval of the Management, vacancies are advertised in leading newspapers and on the college’s official website.

3. Candidate Qualifications:

1. • Preference is given to candidates with qualifications such as NET/SLET or candidates with a research background relevant to the teaching positions.
   • Candidates with Ph.D. qualifications or industry experience in relevant fields are highly encouraged to apply.

4. Equal Opportunity Employment:

1. • As an Equal Opportunity Employer, the college follows recruitment rules as per the roster. No discrimination is made on the basis of gender, caste, religion, or economic background.

5. Selection Committees:

1. • After receiving applications, a Selection Committee is formed. It consists of the Principal, HoD of the concerned department, and an external subject expert (often from Post Graduate Departments of Bangalore University).
   • An additional HR representative from the college is also included in the committee to ensure compliance with institutional policies.

6. Interview Process:

1. • Interviews are scheduled, and candidates are informed in advance. As part of the interview, each candidate is required to deliver a teaching demonstration to assess teaching methodology, communication skills, and subject expertise.
   • Candidates may also be evaluated on their contributions to research, publications, and student development activities.

7. Approval and Appointment:

1. • The final list of eligible candidates is forwarded to the Management for approval and appointment.
   • Appointment letters, outlining job roles, responsibilities, and remuneration, are issued to selected candidates.

8. Probation Period:

1. • Newly appointed faculty members are subject to a probationary period of 1 year, after which their performance is reviewed for confirmation of appointment.

9. Professional Development:

1. • The college encourages continual learning and professional development. Faculty members are expected to attend workshops, seminars, and faculty development programs (FDPs) to enhance their teaching and research skills.

10. Exit Policy:

• The exit policy mandates a one/two-month notice period to be given by either the employer or employee in case of resignation or termination.
• Faculty members are required to complete all outstanding duties and submit relevant documents before their departure.

1. Feedback and Performance Appraisal:

• Faculty performance is regularly reviewed through student feedback, peer reviews, and self-appraisal reports. Based on the appraisal, promotions and career development opportunities are provided.