Full-Time Faculty Selection Process

1. After Human Resources receives the Request to Fill form signed by the Superintendent/President, the appropriate administrator reviews job announcement, forwards it to Human Resources for final review and processing, before the open position is advertised. Whenever possible, faculty positions are open for two to three months. A screening committee is formed with gender and ethnic representation. All screening committee members must participate in all phases of the process, including reviewing each application package, in order to retain a right to vote.
   • The screening committee composition is: the department administrator, three faculty members (one of whom is from outside of the discipline, the intention of which is to widen the range of educational experience) appointed by the Academic Senate in consultation with the discipline faculty, and one student representative appointed by the ASHC. If there is no area expert on the faculty, an expert from outside the institution may be invited by the Director of Human Resources to serve on the committee.
   • The Human Resources Director may appoint additional members to achieve ethnic and/or gender representation.

2. For approximately one week after the recruitment period closes, Human Resources processes the application packets.
   • Applications are organized and numbered.
   • Applicant pool is validated.
   • Applicant information input in HRMS.
   • Applications are screened for completeness and minimum qualifications.

3. All members of the screening committee will be trained on their responsibilities as participants in the process according to the provisions of Title 5.

4. The committee determines time lines for completion of screening and interview process.

5. The committee receives instructions concerning the screening process. Paper screening packets are provided to each member of the committee.

6. The committee develops questions with desired responses and determines what, if any, writing assignment, teaching demonstration or assessment is to be given. Questions and desired responses must be submitted to Human Resources for approval before any applications are screened.

7. The committee discusses the screening instrument provided and determines specific criteria for screening, before screening the applications.
   • Applications must remain on campus; all screening must be done at designated times and places.

8. The committee selects applicants to be interviewed and forwards the names and all documentation to Human Resources for review and approval by Director before interviews are scheduled. The Director of Human Resources may recommend that the pool be expanded.
   • At least two weeks are needed to schedule interviews if out-of-state candidates are to be interviewed.
   • At least one week is needed to schedule interviews if all candidates are California residents. (Candidates will be notified of their selection and provided the teaching demonstration as appropriate.)

9. Human Resources notifies unsuccessful applicants with personal letters. Notification may be sent at the conclusion of the process in the event the pool is further utilized.

10. On the day interviews are held each committee member will receive his/her materials from Human Resources and the candidates will receive the materials they need.

11. The committee selects three finalists. The three finalists will be forwarded in unranked order to the Superintendent/President. All documentation is submitted to Human Resources for review and approval by the Director.

12. The Superintendent/President may paper screen all of the application packages of the candidates selected for interview by the committee and interview the candidates forwarded to him/her by the committee.

13. If the Superintendent/President finds that no candidate forwarded to him/her by the committee is acceptable, he/she will consult with the screening committee. If a consensus is not reached, the process will be reopened or terminated.

14. If further interviews are needed, Human Resources will schedule them.

15. Human Resources notifies unsuccessful interviewees with personal letters. Notification may be delayed until the position is offered and filled.

16. Reference checks will be made by the appropriate administrators and documented on forms provided. Onsite visits and presentations in an open forum setting may be conducted.

17. The employment offer is made by the Director of Human Resources.

18. Immediately after a selection has been confirmed, letters will be mailed to unsuccessful finalists.

19. All paperwork and documentation are returned to the Human Resources Office and agenda items prepared for Board action.

9/19/03