Thank you for your interest in a career at Western Technical College; it's a great place to work. Western is one of 16 Wisconsin Technical Colleges and is an Equal Opportunity Employer and Educator. Western is also a founding member of the Greater La Crosse Area Diversity Council.
Western offers a competitive salary and benefits package, and a very employee-friendly work environment. The college believes strongly in lifelong learning and provides a variety of professional development opportunities to employees.
While Western's main campus is located in La Crosse, we also have five regional locations in Black River Falls, Independence, Mauston, Tomah and Viroqua, plus the Sparta Public Safety Training Facility and the Sparta College Prep & Transitional Education Center. These locations are convenient for people who want to take a course, complete a program, or start their education close to home and transfer to another college or university once they have a foundation for continued learning.
Please feel free to click through our website to learn more about Western. You may also visit our About Us page to learn more about our Board of Directors, our Mission statement, and other useful resources.
Below are some useful links that will help you learn more about the community Western serves:
Faculty at Western Technical College (Western) teach diverse topics and come from equally diverse backgrounds. They make Western the essential experience for students because they have worked in their areas of expertise and bring real-life experiences and knowledge to their classrooms.
In order to teach at Western, you must meet requirements established by the Wisconsin Technical College System (WTCS), The Higher Learning Commission, as well as state and federal licensing for your academic or occupational area. This is in addition to those minimum requirements set by Western Technical College.
Faculty Quality Assurance System (FQAS)
The Faculty Quality Assurance System (FQAS) is the system that ensures Western hires highly qualified faculty and provides ongoing professional development to support learner success. The requirements are outlined in Wisconsin Administrative Rule (TCS 3) and apply to all faculty, full- and part-time, who are teaching courses that apply to a degree or adult basic education within the WTCS.
Faculty who are hired to teach at Western must meet seven initial competencies designed to give new instructors the core ideas and broad understandings of teaching and learning at Western. Collectively, the competencies serve as a springboard for ongoing professional development. The seven competencies include:
- Teaching Methods and Technology, which introduces basic learning theory and a range of engaging teaching strategies
- Assessment, which acquaints instructors with a variety of ways to check for student understanding as well as use assessment results to improve teaching
- Student Success, which focuses on how instructors can best help Western students succeed in the classroom, in higher education, and beyond
- Behavioral Management, which explores the strategies and tools that help to establish and maintain a positive learning experience for all students in the classroom
- Course Design, which familiarizes instructors with the tenants and tools of curriculum development
- Embracing Diversity, which investigates the impact college, community, student demographics, and instructors’ perspectives have on teaching and learning
- Data and Evidence Analysis, which looks at how instructors collect and use data from their classrooms to inform decisions about teaching and learning.
All seven competencies must be met within three years of your hire date for full-time faculty and five years of your hire date for part-time faculty, regardless if you are teaching continuously during that time.
Shortly after being hired, new faculty members will receive a summary of their outstanding competencies along with a schedule of course offerings that meet the outstanding requirements. Newly hired faculty with teaching experience may have some of these requirements removed based on course and work experience after a review of each new faculty member’s application materials. At times, a portion of a requirement may also be removed. Faculty have the opportunity to provide additional documentation throughout the process.
For more information on FQAS, contact:
Manager Organization Development
Casey Meehan, PhD
Teaching and Learning Coordinator
In accordance with the Drug-Free Workplace Act of 1988, Drug-Free Schools and Communities Acts Amendments of 1989 and Wisconsin State Statute, Chapter 961, Uniform Controlled Substance Act, the following policy is hereby adopted:
College policy prohibits the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace. The term "controlled substance" means substances listed in Schedules I through V of Section 202 of the Controlled Substances Act, 21 U.S.C. Section 812. Among other substances, it includes such illegal drugs as marijuana, cocaine, crack, PCP, heroin, morphine, and LSD.
Notice of Convictions
An employee must notify the Human Resources Director no later than five (5) days after the employee has received any criminal drug statute conviction based on a violation which occurred in the workplace. The College will report such convictions to the appropriate Federal agency within ten (10) days. For the purposes of this notice requirement, a conviction includes a finding of guilt, a no contest plea, and/or an imposition of sentence by any judicial body for any violation of a criminal statute involving the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace.
Penalties For Violation
Compliance with this policy is a condition of continued employment. If an employee violates any aspect of this policy, the College will take appropriate disciplinary action, up to and including discharge. Furthermore, the employee may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program approved for such purpose by federal, state or local health, law enforcement, or other appropriate agency.
Revised December 21, 2004
Reviewed March 11, 1993 (grammatical changes)
Adopted September 18, 1990
Except as otherwise provided, Western Technical College shall conduct a criminal background check on new hires as part of an offer of employment that is made contingent upon a successful criminal background check on all regular employees and selectively, based on assigned responsibilities on part-time and work-study staff and student interns and volunteers. The final decision on whether a criminal background check will be performed on this latter group of employees will be based on the level of direct supervision and guidance provided to individuals in these categories and the nature of the duties of the job.
Also see Procedure: C0107p Criminal Background Checks
Second Reading and Adoption June 19, 2007
Criminal Background Checks Procedure (Policy C0107p)
In performing a criminal background check:
- Job applicants will be made aware that criminal background checks will be conducted by notification on the job announcement and notation on the application
- Applicants will complete a consent form that authorizes the District to conduct a criminal background check.
- The criminal background check will be restricted to conviction information only and will be conducted following the offer of employment.
- Criminal background checks will be initiated and reviewed by the Human Resource Department. Those criminal background checks conducted on potential new regular staff will be conducted through a third party vendor while those conducted on part-time and student staff will be accomplished using the Wisconsin Criminal Courts systems website.
- Due to the confidential nature of criminal background checks, only Human Resource staff members are authorized to conduct criminal background checks or review the results to determine if the applicant's arrest or conviction record is "substantially related" to the position as required by the Wisconsin Fair Employment Act. Where uncertain on the application of the information, the Human Resources Department will consult with legal counsel.
- Background check records should be maintained in secure files in the Human Resources Department to ensure the records remain confidential and will be disclosed only as necessary and appropriate for use in the hiring process.
Reference Policy: C0107 Criminal Background Checks
Second Reading and Adoption June 19, 2007