For teaching faculty and librarian positions
at the
EQUAL EMPLOYMENT OPPORTUNITY GUIDELINES
The Equal Employment Opportunity Officer or his/her designee serves throughout the faculty selection process as a consultant on equal employment opportunity guidelines and is responsible for monitoring all phases of the screening and selection process to ensure compliance with equal employment opportunity policies and procedures.
SCREENING COMMITTEE MEMBERSHIP AND SELECTION
The composition of the screening committee is as follows:
1. The division dean, or his/her designee;
2. Two to three faculty members from the discipline or academic area where the appointment is to occur, appointed by the Academic Senate in consultation with the division dean, the department chair, and department faculty;
3. One faculty member from outside the discipline or academic area where the appointment is to occur, appointed by the Academic Senate;
4. An optional off-campus representative, who is appointed in consultation with the division dean, the department chair, and department faculty; and
5. An Equal Employment Opportunity consultant (a nonvoting member appointed by the Director of Human Resources).
Nontenured faculty will not be asked to serve on screening committees unless there are no tenured faculty available in their discipline. The screening committee will select one of its members (either faculty or administration) to serve as chair.
Classified staff and students will be notified when a screening committee is being formed and will be given the opportunity to request representation on the committee. At the option of the screening committee, up to two additional members may be added to the committee, one from the CR classified staff (including classified managers and confidential staff) and one from the CR students.
Before the review of applications begins, the composition of the screening committee is approved by the Equal Employment Opportunity Officer to ensure that there is appropriate diversity among the committee membership. Additional members may be added to the committee, in consultation with the Academic Senate, to achieve the appropriate diversity.
POSITION ANNOUNCEMENT
The division dean, in consultation with the appropriate division faculty and the Human Resources Office, is responsible for developing the position announcement. The announcement is reviewed by the Equal Employment Opportunity Officer, an Academic Senate Copresident, and the vice president prior to distribution.
RECRUITMENT
Candidates
will be recruited locally and regionally as well as at the state and national
levels. Positions will be advertised for
a minimum of four weeks.
SCREENING OF APPLICATIONS
The Equal Employment Opportunity Officer meets with the screening committee to discuss the appropriateness of the applicant pool, the applicant file screening process, the guidelines for issues and questions to be addressed to the applicants, and the procedures for conducting interviews of candidates and their references.
The screening committee reviews the applicant files and identifies a pool of the best candidates. The screening committee conducts preliminary interviews of these candidates by speakerphone or teleconference.
The screening committee reduces the applicant pool, and the chair or designee conducts reference checks on the top five to ten candidates. The vice president verifies that each candidate meets the minimum qualifications or has the appropriate equivalency for the position, consulting with the Faculty Qualifications Committee if necessary.
INTERVIEWS
The screening committee identifies candidates for on-campus interviews. The interviews are scheduled to allow the candidates to meet, whenever possible, with each of the following individuals and/or groups:
1. Department chair
2. Appropriate faculty and staff
3. Division dean or other appropriate administrator
4. Screening committee
5. Representative from the Human Resources Office
6. Vice president and/or President
The candidates may also be asked to make a presentation or to conduct a class as part of the interview process.
FINAL SELECTION
The screening committee normally identifies at least three final candidates. The final candidates will be ranked in absolutely confidential order. The screening committee then discusses the strengths and weaknesses of the ranked candidates with the division dean and the vice president. The President may also participate in this phase of the committee's discussions. All discussions are strictly confidential.
The chair prepares the committee report and, after review by committee members, forwards it and the application files of each of the final candidates to the Human Resources Office. The report addresses the strengths and weaknesses of each candidate and presents the candidates in ranked order.
The vice president makes the final selection and discusses the selection process and the final candidates with the President. If the vice president selects a candidate other than the highest-ranked candidate, the vice president explains to the committee the rationale for the selection.
The Human Resources Office prepares a report analyzing the screening process and its relation to the district staff diversity plan. This report is sent to the screening committee, the vice president, and the President.
When a candidate is selected, the Vice President for Academic Affairs offers the position to the candidate with provisional salary information, subject to approval by the Board of Trustees. When the candidate accepts the offer, the vice president, in consultation with Human Resources, verifies the candidate's appropriate position on the faculty salary schedule. Human Resources explains the benefits to the candidate. When the candidate accepts the offer, the President recommends the candidate to the Board of Trustees.
If no candidate is selected, the President and/or the vice president meets with the screening committee to discuss options for continuing or reopening the search process.
Approved: July 9, 1990
Revised: 4/5/99; 11/6/01; 9/9/02