Contract Faculty Appointment Procedures

It is the policy of the Redwoods Community College District that faculty hiring procedures and guidelines be established to provide for a faculty of highly qualified people who are experts in their subject areas, who are skilled in teaching and serving the needs of a varied student population who can foster overall college effectiveness and who are sensitive to and themselves represent the racial ethnic and cultural diversity of the district.

The Board of Trustees, represented by the administration, has the principal legal and public responsibility for ensuring an effective hiring process. The faculty, represented by the Academic Senate, has an inherent professional responsibility for the development and implementation of policies and procedures governing the hiring process which will ensure the quality of its faculty peers.

District hiring procedures and policies are based on a recognition that responsibility for selecting well-qualified individuals is shared cooperatively by faculty members and college administrators, participating effectively in all appropriate phases of the hiring process.

The administration will be aided by a screening committee structured as outlined in Administrative Regulation 305.01.

Recruitment and selection procedures will be established which are in conformance with Title 5 of the California Code of Regulations and College of the Redwoods District Board Policies 301 and 809 (Equal Opportunity, Nondiscrimination and Affirmative Action).

All participants in the hiring process are to be given appropriate training in the district's affirmative action goals and procedures by the Senior Director, Human Resources (Affirmative Action Officer) or designee so that success in reaching these goals is better assured (see Adm. Reg. 305.01).

Screening Committee membership shall include representation from protected classes (women and ethnic minorities) who are knowledgeable about, and committed to, the district's affirmative action program.

The District shall undertake a program of verifiable affirmative action recruitment for protected group members in all job categories which reflect under-representation. Upward mobility programs may be used in conjunction with a recruitment effort when they promote the goals of the District's affirmative action plan. "In-house" or "promotional only" recruitment shall not be used except when "business necessity" dictates (Title 5, Section 53021, CCR). "Business necessity" will be invoked only after an explanation for its use is given to the Policy Development Council.

In terms of scheduling, it is the intent of the District that initiation of the hiring process be early enough in the academic year to allow for all procedures to be undertaken in a thorough and thoughtful manner, ensuring that the hiring practice is completed during the academic year, whenever possible, and well in advance of employment.

Specific implementation guidelines and procedures for this policy will be incorporated into Administrative Regulation 305.01, "CONTRACT FACULTY HIRING PROCEDURES."





Adopted by Board of Trustees: June 19, 1978
Amended: 6/83, 4/4/88, 7/9/90, 4/7/97