ACADEMIC EMPLOYEES HIRING POLICY

PREFACE

Preface. Section 1. ~ose and Standards

This policy defines the governing procedures of the Saddleback Community College District applicable to the hiring of all academic employees. Its purpose is to insure that the District conducts its hiring in a consistent and uniform manner, and by a set of practices fully consistent with and reflective of prevailing legal standards regarding employment of academic employees and non-discrimination in employment. The intention of the policy is to insure, so far as it may be possible, that the District seeks out, identifies, and appoints to all open positions only those individuals who are fully qualified and competent, and who have been so determined by the collecti\"e judgment of their potential peers and super\"isors.

Preface. Section 2.

ommitment to E itv

Integral to and inseparable from this purpose is the district's commitment to equal employment opportunities and practices, and to the execution of affirmati\'e actions that might be taken to employ individuals of under- represented classes.

Preface. Section 3.

Common Cause

All parties invol\'ed in the hiring policy are to share these common concerns and are to share equally and alike the responsibility of insuring that the interpretation and implementation of the procedures contained herein is consistent with the intentions expressed in the clauses above.

Preface. Section 4.

n ra 1 Admini

In the case of appointments to the college faculties or college administrative staffs, it is the responsibility of the College President to oversee the implementation of this policy.

The President shall not allow the process to go forth when, in his or her judgment, implementation of the policy in any specific case is not consistent \vith the intentions and purposes as expressed above.

ACADEMIC EMPLOYEES HIRING POLICY

PREFACE

In the case of appointments to the district staff, it is the responsibility of the Chancellor to oversee the implementation of this policy.

The Office of Human Resources shall have oversight responsibility and shall ensure that every aspect of the hiring process is implemented appropriately. The Office will ensure that all applicable laws and regulations are followed and will take whatever action that is necessary to enforce them at any step of the hiring process, and the Chancellor and/or College President will be so advised.

The Office of Affirmative Action Programs shall have oversight responsibility to ensure strict adherence to all laws, regulations, and district policies regarding non-discrimination and affirmati\'e action, At each stage of the selection process, the Office of Affirmative Action Programs may complete an Adverse Impact Analysis, If there is significant ad\'erse impact for any protected group, the Office will re\'ie\\' the step(s) of the process and may recommend that the process be terminated. In addition, the Office shall take whatever other steps may' be necessary' to ensure that the rules and principles of affirmati\'e action and eqtlal employment opportunity are applied, and the Chancellor and/ or College President will be so advised,

Preface. Section 5.

General Facult;' Responsibilities of this Polic;'

In the case of all academic appointments to the college faculties, to the college administrations, and to the district administration, the faculty bears significant responsibility. The Presidents of the Academic Senates are to represent the faculty in this capacity.

In the case of all faculty appointments, or of administrative appointments which would allow individuals to become members of the faculty by assignment, the faculty is responsible for the evaluation and certification of the professional competency and the classroom teaching abilities of all candidates.

The faculty shall not allo","' the hiring process to go forth when, in its collective judgment, implementation of the policy in any specific case is not consistent with the intentions and purposes as expressed above.

ACADEMIC EMPLOYEES HIRING POLICY PREFACE

Preface. Section 6.

Re.sclution of Differences

Should differences of interpretation and opinion arise among any of the parties during any phase of the hiring process, it is the collective responsibility of the College President, the President of the Academic Senate, and the Vice Chancellor of Human Resources, or any designee of any of these individuals, to resolve these differences in light of the prevailing intentions as defined above. Lacking such agreement in any specific case, the hiring process shall not go forth.

Preface. Section 7. General Method

The term "academic employees" shall include all faculty and all college and district educational administrators. In all cases of all academic appointments excepting the employment of temporary part-time faculty (addressed belo\\.), the hiring process shall consist of and proceed through the following seven (7) stages:

a) b) c)

d) e) f) g)

Position authorization

Position annotmcement and recruitment

E\'aluation of applicant files by departmental first-level hiring committees

Interviews by departmental first-le\'el hiring committees Evaluation of applicant files by presidential committees Interviews by presidential committees Emploj'ment and orientation

The process may be delayed or terminated at any stage in accordance \\.ith provisions specified herein.

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FUll-TIME FACULTY APPOINTMENTS PART 1: GENERAL CONSIDERATIONS

FUll-TIME FACULTY HIRING: GENERAL CONSIDERATIONS

Part 1. Section 1.

All appointments to the faculty are to be classified by:

a) b) c) d)

Discipline and sub-discipline (if appropriate); Department in which the discipline is housed; Tenure Status (temporary or tenure-track);

Position Type (replacement or new position); Emplo}'ment Classification (full-time or part-time); Faculty Type (classroom or non-classroom faculty).

Part 1. Section 2.

Definition, Full-Time Facult~ A~~ointment

A full-time appointment to the faculty is any temporary, probationary (tenure-track), or tenured appointment to the classroom or non- classroom faculties of the colleges in any department and/or discipline, \vhether of a ne\v or replacement status, on full or partial basis.

Part 1. Section 3.

Ro1e of the De~artmenta1 Facu1t;" in the Hiring Process

Faculty of the department to ,",'hich a new or replacement position is assigned shall bear primary responsibility for:

b) c) d) e)

defining and announcing the position, ,-,'riting the job announcement,

screening and interviewing applicants,

conducting reference checks on finalists, and

advancing position finalists for selection and appointment.

These responsibilities will be executed by a departmental hiring committee composed and operating only in accordance with the provisions specified herein.

ACADEMIC EMPLOYEES HIRING POLICY

.DIVISION 1: FUll-TIME FACUlTY APPOINTMENTS PART 1: GENERAL CONSIDERATIONS

Part 1. Section 4.

~of the General Facult~. College Administration. and District Offices in .:theJ:liring Process

The College President, the Office of Human Resources, and the Director of Affirmative Action Programs oversee the activities of departmental faculty committees as they exercise their duties, specifically to insure that actions of departmental faculties are consistent with both the written stipulations and the intentions of this policy. The College Staff Diversity Officer shall be responsible to insure that the committee's are formulated consistent with the principles of diversity and that an Affirmative Action Representative is appointed and serves appropriately with each committee.

Part 1. Section 5.

Authorit~ to Sus~end the Hiring Process

Each of these parties--including the departmental faculty and / or the hiring committee representing it--shall have the authority to suspend the hiring process ""'hen in the judgment of that party the terms of this policy ha\'e not been properly observed. The hiring process will not continue until satisfactory resolution of an)' such judgment has been sect1.red. The Board of Trustees shall be the final arbiter in any and all such matters.

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 2: POSmON AUTHORIZATION

POSITION AUTHORIZATION

Part 2. Section 1.

Position Re.quest List: Develo~ment

In September, each college will submit to the Board of Trustees via the Office of the Chancellor a ranked list of all full-time faculty positions the college seeks to appoint during the subsequent academic year.

The Position Request List shall be compiled by an internal process developed jointly between the Academic Senate and the President of the college.

The list shall be approved by- the Academic Senate and the College President prior to transmittal to the Office of the Chancellor.

This list shall exclude lea\"e replacements unless the leave is known in ad\'ance. Appro\'al for leave replacements will folio ' a similar process once leaves are kno 'n and approved.

Positions on the list shall be identified in terms of the position classification specified in Part 1 abo'v'e.

Position requests \\.ill be submitted on the appropriate Position Request List Form (Appendix 1).

Part 2. Section 2.

Position ReQuest List: Board Action

Each October, the Board of Trustees will take action on these requests The Board will either approve (authorize for announcement) or disapprove (not authorize for announcement) each recommended position. The Board will make clear any contingent terms for any approved positions.

Part 2. Section 3.

~\'elo~ment of Tentative Position Announcements

Departmental faculties with a position or positions on the college's Position Request list will begin discussing and drafting tentative position announcements prior to board action on the Position Request list.

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FULL.TIME FACULTY APPOINTMENTS PART 2: POSITION AUrHORIZATION

Part 2. Section 4.

lnWlal Develo~ment of Hiring Committees and Informal Committee

lDepartmental faculties with positions on the Position Request List will be c:onvened by the appropriate administrator and will propose hiring committees to the Academic Senate by nominating committee members.

The department will select a provisional chair for the hiring committee, who shall be responsible until the committee is duly appointed and a chair duly selected in accordance with the provisions of this policy.

The pro\isional chair ,viII confer with the College Staff Diversity Officer to insure that an Affirmative Action Representative is assigned to the committee.

Membership of hiring committees is to be proposed in accordance with the pro\'isions specified belo",-', and then forwarded to the President of the Academic Senate,

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FUll-TIME FACULTY APPOINTMENTS PART 3: ADVERTISEMENT AND RECRUITMENT

POSITION ADVERTISEMENT AND RECRUITMENT

Part 3. Section 1.

~'rsit~ Goals for Affirmative Action Pur~oses

:Paragraph A. Nature of Goals

IJ ric

Am esta on

tars

>r to the approval and distribution of any Official Position \ouncement (Appendix 9), the Affirmative Action Officer shall blish a goal for race, ethnic, and gender diversity for each position the Position Request List. This goal shall be expressed as the :eted percentage of all candidates for the position.

Paragraph B. Governing Conditions

In setting this goal for diversification, the Affirmative Action Officer shall take into consideration at least the following:

a) The District's Affirmative Action Plan, including its goals and timetables;

The recommendations of the departmental faculty;

Availability Data provided by the State Chancellor's Office reflecting the race, ethnic, and gender di\'ersity not only within the local and general population, but within the discipline of hire, including disciplinary faculty currently employed by secondary and post-secondary institutions, and students currently' enrolled in graduate programs in the discipline.

Part 3. Section 2.

fulduction. Revie '. and A~~roval of Academic Announcements

Paragraph A. Transmittal of Draft Academic Announcements

W th an

[thin two (2) weeks of board approval of the faculty hiring plans, e College President will transmit drafts of academic nouncements to the Office of Human Resources and the Office of 'firmative Action Programs for technical review and correction. 'aft academic announcements will be provided for each of the proved positions,

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 3: ADVERllSEMENT AND RECRUITMENT

.Paragraph B. Process of Review and Approval

Proposed announcements will originate from the departments in which positions have been approved, and, prior to submittal to the Office of Human Resources, will be reviewed and approved by the Academic Senates and administrations of the colleges through routine channels. Final college review and approval will be provided by the College President.

Paragraph C. Role of the Position Announcement in Subsequent Evaluations

Throughout the process of drafting position announcements, it is to be made clear to the faculty that the language of the Official Position Announcement (Appendix 9) will determine the screening criteria for review of applicants' files and that particular care must be taken to insure accurate and appropriate criteria on the position announcement.

Paragraph D. Contents of Draft Academic Announcement

Announcements will be drafted on the Academic Announcement Form (Appendix 4) and \\"ill include:

Opening and closing dates for the position; Summary of duties and responsibilities;

Minimum qualification requirements as established by the State\..'ide Academic Senate and adopted by the Board of Go\'emors;

Desirable, job related qualifications beyond the minimum requirements (optional);

Any appropriate materials to be submitted by applicants in addition to the standard application requirements (optional); Recommendations for places where the position should be advertised in addition to the standard distribution list (optional); Recommendations for additional numbers of position announcements for distribution to that of the standard distribution list (optional).

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FULL-TIME F ACUL n' APPOINTMENTS

PART 3: ADVERTISEMENT AND RECRUrrMENT

Paragraph E. Review of Proof Copy

Proof copy for printing will be prepared by the Office of Human Resources with copies sent to:

(a) the Chancellor or designee; (b) the College President;

(c) the President of the Academic Senate; (d) the chair of the hiring committee.

The chair of the hiring committee will distribute copies to the departmental faculty for review and approval. Attached to this proof copy will be a sample of the way the job announcement, as written, will be transla ted in to the screening criteria on the Preliminary Screening Evaluation Report Form (Appendix 15).

An Operating Unit Request Form (Appendix 2) and a Request to Annotmce Form (Appendix 3) must be submitted with the Academic Announcement Form. For newly created academic positions the Position Action Form (Appendix 5) must also be submitted. The Posiiion Action Form is not submitted for replacement academic positions.

Paragraph G

Resolution of Differences

Any remaining differences of opinion between concerned parties will be resolved prior to printing and distribution of the announcement. Job announcements shall not be printed or distributed in the absence of faculty review and approval of the final copy. The Chancellor or designee must approve all job announcements prior to printing and distribution.

Part 3. Section 3. ~~lication Packets

Paragraph A.

Cont~nts of Application Packets

The Office of Human Resources \\'ill prepare sufficient numbers of application packets for each position. This packet will include the following:

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FULL-TIME FACUL 1Y APPOINTMENTS PART 3: ADVERTISEMENT AND RECRUITMENT

4. 5.

A cover letter from the Vice Chancellor of Human Resources (Appendix 6);

An Application for Academic Position Form (Appendix 7); A Confidential Data Sheet (Appendix 8);

An Official Position Announcement Form (Appendix 9);

A district brochure describing the colleges and the community (optional);

College and/or department brochures prepared by the colleges and provided in sufficient numbers to the Office of Human Resources (optional).

Paragraph B. Availability and Distribution of Packets

Application packets will be mailed to candidates upon request. Packets \vill also be a\'ailable for recruitment efforts at conferences and job fairs. The offices of Instruction at both colleges will maintain application packets for distribution to prospective candidates. Packets \\'ill also be a\'ailable for departmental faculties.

Part 3. Section 4,

P-Qsjtion Ad\'ertisement: Tob Announcements

Paragraph A. Standard Distribution of Job Announcements

The Office of Human Resources will distribute official job announcements for all approved positions to all persons, detlartments, and agencies contained on the standard distribution list ma :ntained by the Office. This list will be reviewed annually each October by the Chancellor's Cabinet.

Paragraph B. Outreach Recruitment

The Office of Human Resources may mail additional announcements not contained on the standard distribution list to target specific applicants or underrepresented groups.

Paragraph C. Distribution Dates

Di!

apJ

tin cin thi

;tribution of the announcements will be correlated with the proved closing dates of positions in order to provide maximum 1e for advertisement, recruitment, and inquiry. Under no :umstances will any position be announced for a period less than rty (30) working days in length.

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FUll-TIME FACULTY APPOINTMENTS PART 3: ADVERllSEMENT AND RECRUITMENT

Paragraph D. Special Distribution

The Office of Human Resources will mail additional announcements to locations not contained on the standard distribution list if the department doing the hiring:

(1) specifies the number of additional announcements required; and

(2) supplies the Office of Human Resources with additional addresses typed on mailing labels.

Requests for additional copies should be specified by the department at the time the draft academic announcement is transmitted to district offices.

Paragraph E

Provisions for Additional Announcements

Additional announcements will be printed for distribution at conferences and job fairs upon the request either of the department or the staff di\'ersit)' officer. With the assistance of a task force, the staff di\-ersity officer ,,'ill formulate a plan for job fairs by October of each year and will inform the Office of Hum.an Resources of the number of additional job announcements to be printed for these purposes. Departments desiring additional job announcements for recruitment at conferences should specify the number needed at the time the draft academic announcement is transmitted to the district offices-

Part 3. Section 5.

~ti n Ad\'ertisement: Additi ans

Paragraph A. Standard Ad\'ertisement in Periodical Publications

The Office of Human Resources will place job advertisements in the journals and periodicals listed on the standard distribution list. The contents of the list will be reviewed annually each October by the Chancellor's Cabinet.

Paragraph B. Special Advertisements

The chair of the departmental hiring committee may request advertisement in additional publications, job lists, and bulletin boards by completing the section titled " Added Recruitment Efforts

ACADEMIC EMPLOYEES HIRING POLICY

DIVISION 1: FULL. TIME FACULTY APPOINTMENTS PART 3: ADVER11SEMENT AND RECRUITMENT

Requested" of the Academic Announcement Form (Appendix 4), If requests for additional advertising cannot be honored, the responsible person from the Office of Human Resources will discuss the matter with the committee chair,

Part 3. Section 6. ~:ion Recruitment

Paragraph A. Recruitment Efforts by the Faculty

Faculty are encouraged to assist the colleges and district in the recruitment of applicants. All recruiting efforts made by the departmental hiring committee should be recorded on the Advertising Information Form (Appendix 11) maintained by the Office of Human Resources.

Paragraph B

Recruitment Guidelines

In such recruitment efforts, faculty are to observe the guidelines contained in the Faculty Recruitment Guide (Appendix 25), which will be distributed to all hiring committees by the Office of Human Resources.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMI1TEES

DEP ARTMENT AL HIRING COMMITTEES AUTHORIZATION AND GENERAL GOVERNING PROVISIONS

Part 4. Section 1

D artm ntal Hirin rat

1:rQYi~

Paragraph A.

Authorization for Departmental Hiring Committees

Departmental faculties with positions on the Approved Position List shall be authorized to form departmental hiring committees. The department shall recommend its committee(s) to the Academic Senate and to the College President.

Paragraph B.

Responsibilities and Authority

The Departmental Hiring Committee acts on behalf of the departmental faculty and the college faculty as a \"hole. Primary responsibilities of the Departmental Hiring Committee include:

(1) the evaluation of applicant files

(2) the selection of candidates to be inter\iewed

(3) the conduct of interviews and reference checks, and

(4) the selection of finalists to be ad \"anced to presidential

in tervie\,"s.

Paragraph C

Participation of Committee Members

Committee members are expected to fully participate in all required meetings and related committee responsibilities. Participation in only part of the screening process or part of the interview process will not be permitted. The scores or ratings of a committee member who must withdraw prematurely due to a personal emergency or unresolved conflict will not be counted in the uncompleted phase or section of the process. Also, a substitute committee member will only be allowed once the hiring process has commenced after consultation with the Office of Human Resources and the Office of Affirmative Action Programs.

ACADEMIC EMPLOYEES HIRING POLICY DIVISIO.N 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

Paragraph D. Selection and Role of Committee Chair

The committee will function under the governance of a committee chair selected by the members of the committee upon the occasion of its first formal meeting, which shall be held as soon as possible following the approval of the position list by the Board of Trustees. As an initial responsibility, the committee chair will work with the Office of Human Resources to develop a calendar for the hiring process. A Sample Academic Search Calendar appears as Appendix

12.

Paragraph E

Official Authorization

Departmental hiring committees shall become official upon the approval of the Academic Senate, the College President, the Office of Human Resources, and the College Staff Diversity Officer who will approve the committee as meeting diversity goals. Approval shall be granted to any committee that satisfactorily meets the provisions specified herein.

Paragraph F.

Orientation

All departmental hiring committees must meet for an orientation session before applicant files are reviewed. This meeting \"t'ill be attended by a representative of the Office of Human Resources who will present the orientation materials.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL. TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

DEPARTMENT AL HIRING COMMITTEES COMMITTEE COMPOSITION AND FORMATION

Part 4. Section 2.

~3.rtmental Hiring Committees: Com~osition and Formation

]?aragraph A. Restrictions Governing Conflicts of Interest

No member shall be appointed to or serve upon a hiring committee unless he or she is free of conflicts of interest as defined in the appended Conflict of Interest/Confidentiality Statements Form (Appendix 14) and certifies such status by personal signature to that statement.

Paragraph B

Minimum and Maximum Committee Size

Hiring committees shall consist of no fewer that five (5) nor more than nine (9) \'oting members.

Paragraph C,

Minimum Committee Seats

Full-Time Faculty

No fe\ver than 2/3 of the voting members shall be regular (tenured or tenure-track) full-time district faculty.

Paragraph D.

Minimum Seats: Discipline Experts

Hiring committees shall include no fewer than three (3) voting members \\'hom the department has identified as experts in the academic discipline within which the position is announced and represent diverse points of view within the academic discipline. These discipline experts may be drawn from the district faculty or staff, or from external sources, subject to the approval of the Academic Senate.

Paragraph E. Affirmative Action Representative Seat

Hiring committees will include one (1) designated non-voting Affirmative Action Representative selected by the College Staff Diversity Officer and certified to perform this function by the Office of Affirmative Action Programs. The Affirmative Action Representative shall participate in all committee meetings and deliberations to the extent and ends as outlined in the district's Affirmative Action Plan.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL. TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

]?aragraph F. Diversity of Membership

To the extent possible, and consistent with other provisions specified herein, hiring committees should reflect diversity in their membership, including diversity of race/ ethnicity / gender, and disciplinary perspective. External sources must be considered for committee membership to appropriately represent diversity, if internal sources are not found to be sufficient.

:Paragraph G. Presidential Seat

Follo\\'ing re\"iew of the proposed hiring committee, the College President may elect to appoint an additional \"oting member" Should the President make such election, the following procedures shall apply:

The College President shall select two (2) or more nominees to fill this seat and advance this list to the President of the Academic Senate. In making this selection, the College President shall consult \vith the President of the Academic Senate. Upon direction from the departmental faculty or faculties, the President of the Academic Senate shall convey the preference of the faculty among the proposed nominees. The College President shall appoint to the committee the nominee so selected.

Should by this presidential election and appointment the composition of the committee be put out of compliance with the other pro\'isions of this section, expressed in Paragraphs A through F above, the faculty shall make appropriate adjustments to the committee such that its complete membership, including the member appointed by the College President, will meet the governing provisions of this section of the hiring policy.

Paragraph H.

Transmittal of Recommendation For Search Committee Composition

As departmental hiring committee appointments are made, the information \vill be placed on the Recommendation for Academic Search Committee Composition Form (Appendix 13) and the completed form \vill be forwarded to the Office of Human Resources.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART4: DEPARTMENTAL HIRING COMMI1TEES

DEPARTMENTAL HIRING COMMITTEES

APPLICANT POOLS

Part 4. Section 3

~pJli:ant Pools

Paragraph A. Assembling of the Applicant Pool

For each position, an official applicant pool shall be assembled by the Office of Human Resources and an adverse impact analysis done by the Office of Affirmative Action Programs. If there is significant adverse impact for any protected group the Office of Affirmative Action Programs may recommend that the application period be extended to permit further specialized recruitment (see Paragraph C).

1) The Office of Human Resources will assemble the applicant pool as soon as possible following the official closing date of the position.

All applicants ,,'hose files are complete on the official closing date of the position, and whose application materials have been received before or on the official closing date of the position, ,,'ill be included in the official applicant pool.

Applicants \...hose files are incomplete and/or late, in \...hole or in part, \..ill be notified in \\'riting that their applications cannot be considered. A "complete" file shall be one including all required application materials as specified on the Official Position Announcement. .

Incomplete and/or late files will be physically segregated and may not be reviewed by members of the hiring committee.

Names of applicants whose files are late or incomplete will be omitted from all o'fficiallists sent to the hiring committee.

Paragraph B,

Review of Equivalent Minimum Qualifications

Applicants not meeting the minimum qualifications for the position as stated on the Official Position Announcement (Appendix 9) may apply under the district's equivalency process (Appendix 24), in

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENT At HIRING COMMITTEES

accordance with Section 87359 of the California Education Code and Section 53430 of Title 5 of the California Code of Regulations.

Candidates applying under the equivalency provisions must:

Complete the Supplemental Application for Equivalency Determination Form (Appendix 10) in the application packet;

Provide transcripts as evidence of courses on which they base their equivalency, both in the major and in the general education area (including copies of the appropriate college catalog pages);

Submit publications or other work products, or detailed information related to these publications or products.

The Office of Human Resources shall notify the chair of the departmental hiring committee of any candidates \\Tho have applied under the equivalency pro\Tisions. The committee shall meet to consider these candidates and in each case to render a decision as to \\Thether the candidate does or does not possess education or background equi\.alent to the minimum qualifications for the position. The departmental hiring committee may consult with the department in making such determination. A written record shall be kept for each decision and included with the candidate's application file.

ParagraphC

Evaluation of Applicant Pool Diversity

Subsequent to the composition of the Official Applicant Pool for any position but prior to review of candidate files by the departmental hiring committee, the Affirmative Action Officer in conjunction with the chair of the hiring committee and/or the Affirmative Action Representative of that committee shall evaluate the race, ethnic, and gender diversi~y of the applicant pool against the diversity goal previously established for that position.

If the di\'ersity of the applicant pool meets or exceeds the diversity goal for that position, the hiring committee shall be authorized to proceed to screen applicant files in accordance with the procedures defined below.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMIn'EES

If the diversity of the applicant pool falls short of the diversity goal for the position, the Office of Affirmative Action Programs shall review the recruitment efforts to determine whether additional recruitment efforts are necessary. If additional recruitment efforts are undertaken, the closing date for the position will be extended. Such efforts will be taken with the specific intention of achieving greater diversity. The Office of Human Resources shall notify applicants in writing of the extension.

If by the time of the new closing date established for the position the diversity' of the applicant pool remains short of the diversity goal for that position, the College President in consultation \\'ith the district's Affirmati\'e Action Officer shall decide \vhether the hiring process shall be continued or discontinued. If the process is allowed to continue, then the goal of diversity actually achieved shall replace the original, targeted goal and shall go\'ern all subsequent determinations regarding this position. If the process is not allowed to continue, then the position shall be reannounced at a time recommended by the College President.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

OEP ARTMENT AL HIRIN G COMMI1TEES SCREENING OF APPLICANT FILES

Part 4. Section 4.

~~ning of Applicant Files

:Paragraph A. First Reading

CLAUSE 1. EV ALUA TION METHODS

Each committee member shall perform an independent evaluation of each applicant file in accordance with specified screening criteria.

CLAUSE 2. LOCATION AND TREATMENT OF APPLICANT FILES

Files shall be read at a designated location. Committee members may not remove the files or their contents, copy or alter any material contained in the files, or append written comments or reader's marks.

CLAUSE 3. PRELIMI~ARY SCREENI~G EVALUATION REPORT AND READER'S NOTES

Each committee member shall be provided with an evaluation file containing a Preliminary Screening Evaluation Report Form (Appendix 15) for each candidate and a listing of all candidates, Readers shall evaluate each candidate in accordance with the criteria and methods specified and shall record a preliminary score for each applicant on the Preliminary Screening Evaluation Report. Reader's notes on the candidates must be kept in the evaluation file. The Preliminary Screening Evaluation Report should not be used for these notes.

CLAUSE 4. SEARCH COMMITrEE SUMMARY SHEET AND INITIAL REVIEW OF

SCORES

The chair and the Affirmati\'e Action Representative of the hiring committee shall assemble a preliminary collation on the Search Committee Summary Sheet (Appendix 16) from the Preliminary Screening Evaluation Reports of each committee member. The preliminary collation completed on the Search Committee Summary Sheet shall represent candidates by name

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

and in ranked order and shall represent preliminary scores for each candidate from each reader identified by name.

The preliminary collation completed on the Search Committee Summary Sheet will be distributed to the members of the hiring committee by the committee chair. At this time, committee members will be provided with their individual evaluation files.

ParagraphB. Second Reading

The committee shall identify applications to be given a second reading. Second readings shall occur if a significant variation exists in the range of individual scores on the preliminary collation of the Search Committee Summary Sheets. The following protocols shall apply:

CLAUSE 1. "SIGNIFICANT DIFFERENCE IN OPINIO~"

The committee shall determine by majority vote what constitutes a significant difference in this context.

CLAUSE 2. DISCUSSING APPLICANT FILES, CHANGING PRELIMINARY SCORES

The committee may discuss applicant files and committee n1embers mal' change preliminary scores for candidates during tnis meeting; however:

Preliminary scores may not be changed for any candidate unless (1) the committee agrees to a second reading of the candidate's files; and (2) each member of the committee re-evaluates his or her score in light of committee discussions.

Committee discussions regarding applicants' files must be restricted to job-related criteria.

CLAUSE 3. FINAL SCREENING SCORES

Upon completion of second readings, all scores shall be final and shall not be subject to change. Committee members shall complete and sign a Preliminary Screening Evaluation Report Form for each candidate.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

CLAUSE 4. RECOMMENDATION OF PRELIMINARY INTERVIEW POOL

Based on the final screening scores for each candidate, the committee by majority vote shall recommend and adopt a preliminary interview pool.

This committee recommendation will take the specific form of identifying the lowest cumulative score to qualify for interview (i.e., "The hiring committee recommends that all candidates with a cumulative score of x or greater be invited for interviews").

Paragraph C.

Assembling Interview Pool

CLAUSE 1. FI;"I,'AL TALLY SHEET

All evaluation files and related paperwork shall be returned to the Office of Human Resources. On the basis of the Preliminary Screening Evaluation Reports for each candidate, the Office of Human Resources shall assemble a final collation on a Search Committee Summary Sheet Form recording in ranked order the scores for each candidate.

CLAUSE 2. INTERVIEW POOL

The committee chair shall notify the Office of Human Resources of the decision of the hiring committee regarding the lo\\'est cumulati\'e score to qualify for interviews. On the basis of this information and the scores contained on the final collation on a Search Committee Summary Sheet Form, the Office of Human Resources shall assemble the interview pool for the position.

CLAUSE 3. EVALUATION OF POOL DIVERSITY

Subsequent to the compilation of the final collation on a Search Committee Summary Sheet Form, but prior to approval of an interview schedule, the Affirmative Action Officer in conjunction with the chair of the hiring committee and/or the Affirmative Action Representative of that committee shall evaluate the race, ethnic, and gender diversity of the recommended interview pool against the operative diversity goal previously established for that position.

If the intervie\'\' pool recommended by the departmental hiring committee meets or exceeds the diversity goal established for that

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMInEES

position, the hiring committee shall be authorized to proceed to interviews.

If the interview pool recommended by the departmental hiring committee falls short of the diversity goal established for that position, the Affirmative Action Officer shall define the smallest possible expanded interview pool for which the diversity goal would be met. In defining this expanded pool, the Affirmative Action Officer shall be guided by the following restrictions:

The pool shall include all candidates recommended for inter\iew by the hiring committee; and

Candidates shall be added only in numbers sufficient to achieve the goal of diversity established for the position; and

Candidates shall be added only in rank order as determined by their cumulative scores on the final collation on a Search Committee Summary Sheet Form; and

Not\\-ithstanding the provisions of Clause B above, no candidate will be added to the expanded pool for whom the majority of indi\-idual scores on the Preliminary Screening Evaluation Reports is composed of scores of "0" or "1."

If the Affirmative Action Officer is able to construct an expanded inter\'iew pool in accordance with the procedures defined above, the hiring committee shall meet and recommend by majority \'ote either (1) that the initial committee recommendation for an inter\'iew pool and that the Official Interview Pool be so defined; or (2) that the expanded inter\'iew pool provided by the Affirmative Action Officer be defined as the Official Interview Pool for the position.

If the committee recommends the initial pool as the Official Inter\'iew Pool, or if the Affirmative Action Officer is unable to construct an expanded interview pool in accordance with the procedures defined above, the College President in consultation \'r'ith the district's Affirmative Action Officer shall decide whether the hiring process shall be continued or discontinued, If the process is allowed to continue, then the goal of diversity actually achie\'ed shall replace the original, targeted goal and shall govern all subsequent determinations regarding this position. If the process is not allowed to continue, then the

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL. TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMIn"EES

position will be reannounced at a time recommended by the College President.

]?aragraph D. Invitations for Interviews

Invitations for interviews will be extended by the Office of Human Resources, whose staff will work with the chair of the departmental hiring committee to establish a schedule. The chair of the committee will provide to the Office of Human Resources written instructions regarding any special information to be told and/or sent to those invited for interviews.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART4: DEPARTMENTAL HIRING COMMI'n"EES

DEPARTMENT At HIRING COMMITTEES CANDIDATE INTERVIEWS

Part ~~. Section 5.

~/iews of Candidates b~ the De~artmental Hiring Committee

Interviews of candidates must be conducted in a manner whereby each candidate is afforded equal opportunity and in which only job- related considerations enter into the committee's evaluation of the candidate's strengths and weaknesses.

The chair and the Affirmative Action Representative of the committee are responsible for insuring that such a process is carefully observed.

Committee actions may be \'oided and the process aborted if conditions of equity and impartiality are not maintained before, throughout, and after the interview process, or if interviews are marred by non-relevant questioning or similar improprieties.

Paragraph B. Confidentiality

Relati\'e to the evaluation of any candidate or group of candidates, the committee's proceedings are to be maintained in strict confidence.

Only the committee chair is to speak for the departmental hiring committee in all matters related to deliberations of the committee. Individual committee members are not to contact college or district administrative personnel, nor shall such personnel contact committee members, on matters related to a particular hiring process.

Violation of confidentiality may result in dismissal of the hiring committee and cancellation of the hiring process.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

Paragraph C. Conflicts of Interest

Members of the hiring committee may not serve if by reason of family and/or business relationships they have an interest in the outcome of the hiring process.

Committee members must also excuse themselves from the process if they believe themselves unable to render an impartial and unbiased judgment on behalf of each and every candidate.

A committee member who is unsure of his/her ability to serve on the committee should discuss the matter with the chair of the committee and/or the Affirmative Action Representative.

Undisclosed conflicts of interest may result in dismissal of the hiring committee and cancellation of the hiring process.

Paragraph D. Conduct of Intervie\vs

Members of the departmental hiring committee are responsible for determining appropriate conduct for interviews, in the tmderstanding that:

lntervie 's should last a reasonable amount of time, ~'ith equal time allotted to each candidate;

Interviews should be scheduled in such a way that breaks of sufficient number and duration are provided throughout the interview period;

Individual evaluations of candidates should be completed and recorded only following committee discussion of each candidate, which may take place after each interview and/or in a general session at the end of all interviews.

In designing the conduct of its interviews, the departmental hiring committee shall be informed by the provisions of the Guidelines for Interviews (Appendix 23), produced by the Office of Human Resources.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART4: DEPARTMENTAL HIRING COMMInEES

Paragraph E. Content of Interviews

Members of the departmental hiring committee are responsible for determining appropriate content for interviews, with the understanding that:

Each candidate's application material should be taken into consideration in the overall evaluation of the candidate, and

the interview should not be granted exclusive or excessive weight in the overall judgment of competency and

suitability;

Matters related to conditions of employment, including salary, benefits, and workload, should be referred to the Office of Human Resources and should not be discussed during the interview process.

In designing the content of its interviews, the departmental hiring committee shall be informed by the provisions of the I'Gtlidelines for Intervie\.."s,'1 produced by the Office of Human ReSOtlrces.

Paragraph F. Inter\"iew Questions

Inter\-ie\\' questions shall be \\-ritten, classified, and grouped according to no fewer than four of the general categories specified in the Categories for Inter\-iew Questions Form (Appendix 17) \\-ith the understanding that these categories \vill appear for evaluative purposes on the Intervie\\' Rating Sheet (Appendix 18)- Both proposed interview questions and their classification by category must be approved by the Office of Human Resources and the Office of Affirmative Action Programs prior to interviews. Each candidate shall be asked the same questions in the same order.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

DEPARTMENTAL HIRING COMMITTEES PROVISIONAL FINALISTS

Part 4. Section 6.

,C.QmJTlittee Determination of Provisional Position Finalists

Paragraph A. Classification of Interviewed Candidates

Following completion of all interviews and all committee discussions regarding individual candidates, each committee member shall independently judge each candidate and shall either:

(1) provisionally recommend the candidate for appointment, or {2) not recommend the candidate for appointment.

This judgment shall be recorded at the bottom of the Interview Rating Sheet (Appendix 18). Committee recommendations for appointment shall remain provisional pending the completion of reference checks.

Paragraph B. Provisional Finalists: Method of Determination

Candidates shall be considered provisional finalists if a simple majority of the voting members of the departmental hiring committee (51%) agree that he or she should be recommended for appointment.

Paragraph C. Provisional Finalists: Minimum and Maximum Numbers

Committee members are to make determinations regarding provisional finalists \vithout regard to the minimum or maximum numbers of finalists, evaluating each candidate individually and only upon the basis of his or her own merits.

Paragraph D. Provisional Finalists: Ranking

Provisional finalists are not to be ranked by the committee.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL. TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

Paragraph E. Provisional Finalists: Significance of Designation

Committee members are to be made aware by the committee chair that any committee recommendation for appointment shall be understood by the College President as a recommendation without reservation, thereby leaving the President free to select from among finalists according to his or her own judgments.

Paragraph F. Provisional Finalists: Absence of Candidates

If the departmental hiring committee fails to achieve a simple majority in support of any candidate in the pool, thereby producing no pro\'isional finalists, the hiring process will be terminated and the position reannounced at a later time. Candidates will be so notified by letter from the Office of Human Resources. This decision on the part of the committee shall be final and not subject to reconsidera tion.

The Office of Human Resources shall notify unsuccessful candidates in \\'riting. Notification shall be gi\'en immediately following determinations of the departmental hiring committee regarding provisional finalists. Members of the hiring committee shall not contact unsuccessful candidates.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENT At HIRING COMMITTEES

DEPARTMENT At HIRING COMMITTEES

REFERENCE CHECKS

Part 4. Section 7. Re£e.rence Checks

Paragraph A. Participants

Complete telephone reference checks are to be conducted for each candidate advanced by the committee as a provisional finalist. Reference checks shall be conducted on behalf of the departmental hiring committee by the chair of the committee and one additional member of the committee selected by the committee.

Paragraph B. Restrictions on Content and Method

Those conducting reference checks on behalf of the departmental committee shall be governed by the following restrictions:

The reference checker shall ask no reference any question that is impermissible under applicable laws prohibiting discrimination in emplo}'ment.

The reference checker shall ask no reference any question that seeks information unrelated to the qualifications for the position.

The reference checker shall not pro\.ide any reference with any derogatory or confidential information about the candidate.

The reference checker shall not provide any reference with any assessment of the quality of the candidate's qualifications.

At least three references shall be contacted for each candidate.

Each reference for each candidate shall be asked the same questions about that candidate.

Each reference for each candidate shall be asked whether he or she can recommend the candidate in question without reservation, and, if not, to specify these reservations.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART4: DEPARTMENTAL HIRING COMMITTEES

10)

Each reference shall be asked to explain the basis of his or her knowledge of the candidate, and shall be asked to judge the extent to which that experience would be a sound predictor of the candidate's success as a faculty member.

Each reference shall be asked to evaluate the contributions that the candidate could be expected to make as a faculty member in the district.

Responses of each reference for each candidate shall be recorded on the Candidate Reference Check Form (Appendix 19).

Paragraph C. Review of Results by Department Hiring Committee

When reference checks are completed, the hiring committee will reassemble to review and to discuss the reference checks for each of the pro\'isional finalists. The committee representatives who conducted the reference checks \vill respond to questions and describe their general and specific responses to responses of the references. Following this re\'ie\\', the committee will complete its evaluation of the finalists.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: D EP AR TMENT AL HIRIN G COMMITTEES

DEPARTMENT At HIRING COMMITTEES POSITION FINALISTS

Part 4. Section 8.

.\:.QInmittee Determination of Position Finalists

Paragraph A. Method of Determination

Each committee member shall independently judge each final candidate and on the basis of additional information gained from the reference checks shall either:

(1) recommend the candidate for appointment, or

(2) no longer recommend the candidate for appointment.

Candidates \vill be considered finalists if a simple majority of the voting members of the departmental hiring committee (51%) agree that he or she should be recommended for appointment.

Paragraph B. Number of Position Finalists

Committee members are to make this determination without regard to the number of finalists, e\'aluating each candidate individually and on the basis of his or her o..vn merits. In the exceptional circumstance \vhere only one finalist may be advanced, the chair must first consult with the President.

Paragraph C. Ranking of Finalists

The committee \,'ill rank position finalists in accordance with the number of affirmati\'e votes recorded for each candidate, in keeping with the provisions of Part 4, Section 8, Paragraph A. Both the ranking and the number of affirmative votes shall be recorded in writing on the Applicant Pool Summary Sheet form (Appendix 20) and maintained in the Office of Human Resources.

Paragraph D. Significance of Action

Committee members are to be made aware by the committee chair that any committee recommendation for appointment shall be taken by the College President as a recommendation without reservation, thereby leaving the President free to select from among finalists

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

according to his or her own judgments and in accordance with the procedures defined below.

Paragraph E. Absence of Finalists

Should the hiring committee fail to achieve a simple majority in support of any candidate in the pool, thereby producing no finalists, the hiring process will be terminated and the position reannounced at a later time. Candidates will be so notified by letter. This decision on the part of the committee shall be final and .not subject to modification or reconsideration.

Paragraph F. Notification to Unsuccessful Candidates

The Office of Human Resources shall notify unsuccessful candidates in \\'riting. Notification shall be given immediately following final actions of the departmental hiring committee. Members of the hiring committee shall not contact unsuccessful candidates.

Paragraph G

Dissolution of the Departmental Hiring Committee

Upon its determination of final candidates, the departmental hiring committee shall be dissolved and its responsibilities considered fully discharged. The committee chair shall continue to function as the official contact bet\o\'een the hiring committee and the college administration, the Office of Human Resources, the departmental faculty, and the Academic Senate.

Paragraph H. Re\'iew of Finalist Pool

The College President shall review the pool of finalists in conjunction with the Affirmative Action Officer and shall determine whether the hiring process should move to the stage of presidential interviews. The President may at this point elect to cancel the process and recommend that the position be readvertised if and only if the President judges the finalist pool to be insufficiently diversified either by number of candidates or race/ethnicity/gender, and a reasonable expectation exists that this lack of diversity could be addressed in a subsequent search. The President shall exercise this authority subject to the provisions of Title 5, § 53024, subsection (a) (4), of the California Code of Regulations.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL. TIME FACULTY APPOINTMENTS PART 4: DEPARTMENTAL HIRING COMMITTEES

Under all other circumstances, the hiring process will proceed to presidential interviews.

Paragraph I. Solicitation of Additional Finalists

Under no circumstances shall the President, the Office of Human Resources, or the committee chair ask the committee to reconvene, to send forward additional candidates, or to reconsider its decisions regarding any single candidate or group of candidates.

Paragraph J. Notification to Successful Candidates

The Office of Human Resources shall notify successful candidates (those advanced as finalists by a simple majority of the departmental hiring committee) by telephone and by letter of their status. Notification shall be given immediately following the decision to proceed to presidential interviews. Members of the hiring committee shall not contact successful finalists.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 5: PRESIDENTIAL INTERVIEWS

PRESIDENTIAL INTERVIEWS AND SELECTION PROCESS

Part 5. Section 1.

llitkiJ2.sn..ts.

Presidential interviews shall be conducted by the College President in the company of at least one of the appropriate vice presidents. The College President may appoint another individual to act in his or her capacity or in the capacity of the appropriate vice president should either of the parties be unable to fulfill this function.

Part 5. Section 2.

Conflicts of Interest

Participants in presidential interviews shall be bound by the same conflict of interest restrictions defined previously in this policy.

Part 5. Section 3. In\'itations for Intervie\\'

The President shall interview only finalists selected and advanced by the departmental hiring committee and shall intervie\\' all such finalists.

Part 5. Section 4. Candidates' Files

The Office of Human Resources shall be responsible for providing the College President with a file of each finalist advanced by the departmental hiring committee. This file shall include:

All materials considered and retained by the departmental hiring committee;

The reference check forms;

Any additional materials requested commi ttee.

by the presidential

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 5: PRESIDENTIAL INTERVIEWS

Part 5. Section 5.

Interview Proced tires and Protocols

Presidential interviews shall follow the guidelines for interview contained in Part 4, Section 5 above.

Part 5. Section 6. Interview Schedule

Presidential interviews shall be scheduled and completed as soon as is feasible following the final meeting of the departmental hiring committee. The President shall arrange this interview schedule in consultation with the Office of Human Resources. Each intervie\ver \vill complete a Presidential Interview Record form (Appendix 21) at the conclusion of the interviews.

Part 5. Section 7.

Res~onsibilit~. for Final Selection

In matters of final selection, the President will make a final judgment. In arri\'ing at this decision, the President will request the counsel of the chair of the departmental hiring committee, who shall in such case speak on behalt of the committee. In this counsel, the chair shall disclose only to the l'resident the committee's ranking of finalists (Part 4, Section 8, Paragrat)h C).

Part 5. Section 8.

C .ation \\'ith D mmittee

Neither the College President, nor any member of the presidential committee, nor any person acting on behalf of the President or the committee shall seek information from any member of the departmental hiring committee. The single exception to this rule shall involve communication between the College President and the chair of the departmental hiring committee at the initiation of and to the extent required by the College President.

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 5: PRESIDENTIAL INTERVIEWS

Part 5. Section 9.

Presidential Reference Checks

Following candidate intervie'v\'s, the President or his or her designee may make further reference checks and may at the discretion of the President be assisted in this effort by those who assisted with presidential intervie'v\'s and/or the chair of the departmental hiring committee. Referenc-e checks shall be carried out in accordance with approved guidelines and directives for the conduct of reference checks.

Part 5, Section 10,

Presidential -Decision Regarding Offers of AI;!I;!ointment

At the conclusion of the process, the President may:

Determine that none of the final candidates be appointed, thus terminating the hiring process;

Select only one of the candidates for recommended appointment in the understanding that the hiring process \\"ill be terminated and the position not filled in the event that an offer of appointment is rejected;

Rank of candidates in order and extend recommended offers of appointment according to that order and until an offer of appointment is accepted.

The President shall inform the Office of Human Resources of his or her recommendation.

Part 5. Section 11.

Offers of A~~ointrnent: Res~onsible Parties

Offers of appointment to the faculty shall be made only by the President of the college and only following notification of intent by the President to the Office of Human Resources. In extending offers of appointment, the President shall (1) inform the candidate that the offer of appointment is a recommendation from the College President and is contingent upon the appro\'al of the Chancellor and Board of Trustees; (2) inform the candidate that a decision to accept or reject the offer should follow a meeting with staff in the Office of Human Resources, at which meeting

ACADEMIC EMPLOYEES HIRING POLICY DIVISION 1: FULL-TIME FACULTY APPOINTMENTS PART 5: PRESIDENTIAL INTERVIEWS

the candidate should ask questions regarding salary, benefits, or working conditions; (3) inform the candidate of the time frame within which a decision is to be made.

Part 5. Section 12.

Offers of Appointment: Rescissions

Should a candidate accept an offer of appointment and then at a later point rescind that decision, the President shall have the right to extend an offer to another candidate so long as the President's original decision was consistent \4y'ith option 10(c) defined above and this choice was clearly expressed at the time to the chair of the departmental hiring committee and to the Office of Human Resources. This option must be exercised prior to the first official duty day that would govern the candidate's employment.