Taft College Academic Senate Minutes
Monday, May 5, 2014
Cougar Conference Room
Members Present: President Tony Thompson, Vice President David Layne, Secretary Linda West,
Jennifer Altenhofel, Nancy Artiga, Sam Aunai, Kanoe Bandy, Wendy Berry, Paul Blake, Adam Bledsoe,
Darcy Bogle, Kamala Carlson, Joe’ll Chaidez, Chris Chung-Wee, Bill Devine, Candace Duron,
Geoffrey Dyer, Juana Escobedo, Sharyn Eveland, Tori Furman, Shelley Getty, Greg Golling,
Lourdes Gonzalez, Gary Graupman, Jessica Grimes, Dan Hall, Vicki Jacobi, Brian Jean, Craig Johnson,
Diane Jones, Kelly Kulzer Reyes, Michelle Oja, Ruby Payne, Joseph Polizzotto, Joy Reynolds, Jeff Ross,
Terri Smith, Sonja Swenson, Mark Williams
The meeting was called to order at 12:14 p.m.
Public Commentary
Tony Thompson thanked David Layne for his two years of service to the Senate as Academic Senate Vice
President and Co-Chair of the Curriculum and General Education Committee.
Review of April 7, 2014 Senate Minutes
A motion was made by Jennifer Altenhofel and seconded by Joy Reynolds to approve the minutes as
presented. The motion carried.
Strategic Planning Committee Update
David Layne
David Layne reported the Strategic Planning Committee finished up the timeline for the planning mosaic
and sent it to the Board of Trustees.
Curriculum & General Education Update
David Layne
David Layne reported the last meeting of the year takes place this month. He stated he’s still working on
the charter. Examples he’s found are all over the place. He said he will share several versions with the
Senate and gather input.
Vicki Jacobi reported she received word that the TMC for Math was approved. That was the last one and
we’ve met our target of having ten TMCs approved.
Budget Committee Update
Sonja Swenson
Sonja Swenson reported that the committee has its next scheduled meeting on Thursday and is
currently waiting for the Governor’s May budget revise. Sonja stated she would send out a report after
Thursday’s meeting.
Academic Development
Kelly Kulzer Reyes
Kelly Kulzer Reyes reported she recently attended the Basic Skills Coordinators’ Meeting in Southern
California. She stated she learned that most Basic Skills Coordinators receive additional compensation
from their districts since the position requires the coordinator to take on a huge amount of additional
work. She also stated we need to make sure we’re not supplanting existing services with Basic Skills
funds. We should be using the funds to add new things and not “rob Peter to pay Paul”.
The Academic Development Meeting has met for the last time this academic year. Committee meetings
will resume in the Fall 2014 semester.
Proposed STEM Coordinator/Counselor Position
Sam Aunai
Sam Aunai reported on the proposal to hire a STEM Coordinator/Counselor. The position will be nontenure track and will be paid out of grant funds.
Sam stated the addition of a STEM Coordinator/Counselor will allow us to increase communication with
our feeder high schools. The coordinator/counselor will track and monitor the progress of students with
STEM majors and will work to ensure that students make connections with industry and transfer
schools. The proposed position has the support of the Learning Support Division. Sam stated we’ve
observed that when there is a targeted focus, students seem to have greater success. We’ll be able to
measure the success of the position by the anticipated increase in STEM transfer students. Sam said
we’re hoping to fill the position soon and have the coordinator/counselor in place by the beginning of
Fall 2014.
Senate approval of the position isn’t required since it’s a non-tenure track position.
Screening Committees
Tony Thompson
Tony Thompson stated the question was raised regarding the process of appointing faculty members to
serve on screening committees. He stated the process is different for faculty, management, and
classified positions. Faculty members can be appointed by division chairs or designee, Academic Senate
President, and/or Superintendent President or their designee.
Tony distributed copies of AP 7120 regarding Recruitment and Selection of Contract Faculty,
Management, and Classified employees. Copies of the documents are attached to the minutes.
Dual Enrollment
Darcy Bogle
Concern was addressed at the April Senate Meeting regarding possible expansion of the dual enrollment
program with Taft Union High School. Darcy Bogle reported that a number of Taft High students were
interested in enrolling in online offerings of ART 1800 and ART 1811. We weren’t able to accommodate
the students in the Fall semester and, after discussing the interest with Mark Williams and Sonja
Swenson, a few seats in those classes were set aside for TUHS students.
Plans are also underway to offer a college and career planning class for credit. This class will be offered
on the Taft College campus.
The question of why this expansion didn’t come before the Academic Senate was raised. A
subcommittee consisting of Bill Devine, Diane Jones, Greg Golling, Mark Williams, and Darcy Bogle will
be evaluating dual enrollment.
It was stated that the issue of the “perfect 60” is important and we need to make sure that classes
offered will fit for the student regardless of their major.
Darcy shared that success rates for the dual enrollment students are good.
Craig Johnson stated he had no concern when TUHS students came to Taft College for their classes.
When classes are open exclusively to TUHS students, however, they are missing out on the college
experience.
Diane Jones stated that after attending the dual board meeting with TUHS and TC, she had the
impression that the Taft High Board lacked education regarding the process. Reference was made to a
“special deal” and it appeared the high school board isn’t aware that rules and laws must be followed.
Diane reminded us that the high school administration is very new.
Tutoring/Library Space Reorganization
Mark Williams
The question of whether or not to invite tutors and SIs to the special Senate meeting was raised. It was
stated that the purpose of the meeting is not to get in a dialogue with them and they might take the
discussion personally when that is not the Senate’s intent. Jennifer Altenhofel stated she would like at
least one representative at the meeting to be able to answer questions. Sharyn Eveland stated that Greg
Hawkins had already been invited to the meeting. Craig Johnson and Ruby Payne stated they would like
to see the job descriptions of tutors and SIs.
Mark asked us to bring in interests for the May 19th meeting.
A request was made to view the tutoring budget since we’re not sure where the funds are coming from.
Craig Johnson reminded the group that the Basic Skills Initiative grant funds will run out in two to three
years.
Mark stated Agnes J. Eguaras will have a role in the tutoring program. It was agree that we need a
faculty voice, as well. The Academic Senate should provide direction.
The number one focus is the math lab/writing lab, but we want tutoring for all disciplines. The question
was raised regarding the continuing status of the math and writing labs and Mark stated they would
remain status quo.
Craig Johnson stated we need to return to content-based tutoring for all disciplines.
Tony stated he believed there was friction between the tutors and the SIs. Craig thought some of the
friction could be due to pay disparity. We need to maximize our resources and all should be available to
help students using the customer service approach. Students need to be made to feel welcome when
they request tutoring services.
Mark Williams stated there are two main questions we need to be asking. What do we need? How do
we meet that need? We need to decide what we want and move forward. He also stated that
uncomfortable conversations sometimes need to take place in order to move forward.
The discussion will be continued on May 19th.
President’s Report – Election Results
Tony Thompson reported on the Academic Senate election results for the 2014-2015 academic year.
Results are as follows:
President – Tony Thompson
Vice President – Vicki Jacobi
Secretary – Linda West
Meeting was adjourned at 1:19 p.m.
A Special Academic Senate Meeting is scheduled for 11 a.m. to 1 p.m. on Monday, May 19th. The
meeting topic will be the tutorial program.
Respectfully submitted by
Linda West, Academic Senate Secretary
AP 7120 Recruitment and Selection- Contract Faculty
References:
Education Code Sections 70901.2, 70902(b)(7) & (d), 87100 et seq.; Title 5, Section
53000, et seq.; Accreditation Standard III.1.A.
1.
2.
Definitions
A.
“Faculty” means those employees of the District who are employed in positions that
are not designated as supervisory or management for the purposes of Article 5 (commencing with Section 3540) of Chapter 10.7 of Division 4 of Title 1 of California
Government Code and for which minimum qualifications for service have been
specified in the regulations of the Board of Governors adopted pursuant to subdivisions (a), (b), (c), and (d) of Section 87356. Faculty include, but are not limited to,
instructors, librarians, counselors, community college health services professionals,
handicapped student programs and services professionals, extended opportunity
programs and services professionals, and individuals employed to perform a service
that, before July 1, 1990, required nonsupervisorial, nonmanagement community
certification qualifications. (Refer to Section 87003 of the California Education Code.)
B.
A “contract employee” is a probationary employee. (Refer to Section 87602 of the
California Education Code.)
Equal Employment Opportunity
A.
All participants in the hiring process shall receive training in Equal Employment
Opportunity (EEO) procedures and the District EEO Plan. (Refer to the West Kern
Community College District Equal Employment Opportunity Plan.)
B.
The EEO Officer shall serve as a consultant to those individuals and groups involved
in the hiring process on District and State EEO Guidelines and be responsible for
monitoring the District’s EEO procedures, including but not limited to review of the:
1)
position announcement,
2)
composition and procedures of screening committees, and
3)
adequacy of the applicant pool.
C.
For every contract faculty position advertised, the EEO Officer will evaluate the entire
hiring process and monitor it for adverse impact. Employment patterns will be
analyzed and progress toward EEO goals will be evaluated.
D.
All materials related to the hiring process shall be maintained for at least three years,
or for three years after an audit, whichever occurs first. They will be kept longer if a
complaint is filed or expected to be filed.
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3.
Full-time Position Identification/Announcement Preparation/Approval
A.
B.
The need for contract faculty positions shall be identified through an annual
assessment by the division chairpersons and/or the appropriate administrator in
consultation with the division chairpersons.
1)
If a finding of need is made, it shall be submitted to the Academic Senate for
its recommendation.
2)
The Academic Senate forwards its recommendation to the Governance
Council for review.
3)
The Governance Council forwards the evaluation comments to the
Superintendent/President for approval.
If the need for contract faculty position(s) is (are) approved, the appropriate
educational administrator shall develop and route a Personnel Request. Upon receipt
of the Personnel Request, the Human Resources Department begins the recruitment
process by creating the position announcement.
1)
2)
The position announcement shall include the following general information:
a)
application procedures,
b)
selection procedures,
c)
equal opportunity employer statement, and
d)
requirements to be completed by a successful candidate prior to
employment.
The position announcement shall include the following specific information:
a)
position description,
b)
a statement of typical duties,
c)
conditions of employment, including salary ranges, starting date,
work period, and any other employment conditions specific to the
position, and
d)
a statement of minimum and desirable qualifications.
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(1)
The minimum qualifications for a contract faculty position
shall be those minimum qualifications approved by the
Board of Governors of the California Community Colleges.
(2)
Equivalencies for contract faculty positions in subject areas
not included under the faculty member’s minimum
qualifications will be considered under provisions of
Section 9- Establishing Equivalencies to Minimum
Qualifications.
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4.
(3)
Desirable qualifications for a contract faculty position shall
include the statement: demonstrated sensitivity to and an
understanding of the diverse academic, socioeconomic,
cultural, disability, and ethnic backgrounds of community
college students.
(4)
Desirable qualifications for a contract faculty position may
include:
(a)
academic qualifications beyond the minimum set by
law and regulation if these qualifications would
provide the basis for better teaching or other service,
or
(b)
measures of pedagogical skill such as evaluations of
prior experience, education in pedagogical , or
demonstrations of effectiveness as a teacher,
counselor, librarian, or other faculty member, or
(c)
specific preparation to offer instruction or other
service narrower in scope than in discipline.
Recruitment Process
A.
B.
The Human Resources Department shall be responsible for the following recruitment
activities:
1)
posting position announcements,
2)
placing advertisements in appropriate advertisement publications such as
online advertisement sites, newspapers, professional journals, and job
registries,
4)
making personal contacts with potential applicants through such means as
email, telephone calls, visits to other campuses, and attendance at
conferences and workshops, and
5)
reviewing current files of applicants and letters of inquiry for potential
applicants.
The application period shall be a minimum of thirty (30) calendar days unless
otherwise jointly agreed upon by the Academic Senate President and the
Superintendent/President.
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5.
Application Process
A.
The Human Resources Department shall receive applications and initially screen for
minimum qualifications.
1)
Complete applications shall be categorized relative to minimum qualifications as:
a)
2)
B.
6.
clearly met, or not clearly met.
All complete applications will be available to the screening committee after
inappropriate material is removed.
Equivalencies will be determined according to Section 9C of this procedure.
Composition of the Screening Committee
A.
B.
C.
The voting members of the screening committee shall be:
1)
Up to a maximum of four faculty members appointed through a divisional based
process. The division chair or designee will be responsible for communicating
the appointed representatives to the Human Resources Department.
2)
Up to a maximum of three members may be appointed by the
Superintendent/President or their designee.
3)
In the instance of a cross divisional position (i.e. nonteaching or hybrid teaching)
up to a maximum of seven members shall be formed by consultation with the
Superintendent/President and the Academic Senate President.
The non-voting members of the screening committee shall be:
1)
the EEO Officer who will serve as the committee chairperson,
2)
the EEO Recorder, and
The non-voting members of the screening committee other than the EEO Officer and
the EEO Recorder may participate only in the interviews and demonstration lessons of
the candidates. Following the interviews and demonstration lessons, these individuals
will be excused from the committee deliberations.
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7.
Screening Committee Process and Procedures
A.
B.
C.
At the beginning of the first meeting of each screening committee, the EEO Officer
shall provide an orientation for the committee for the committee members regarding
the following topics:
1)
review of established need,
2)
description of the position,
3)
overview of the applicant pool,
4)
EEO considerations,
5)
screening procedures,
6)
interview procedures, and
7)
recommendation of candidates.
During the second part of the initial meeting of the screening committee, the EEO
Officer shall lead the screening committee through the process of screening the
applications.
1)
The screening committee shall make final determination whether applicants
meet the minimum qualifications. The record of the determinations by the
subcommittee to determine equivalencies shall be utilized in this process.
2)
Among the applicants who meet the minimum qualifications, the committee
shall determine the extent to which these applicants meet the desirable
qualifications and shall select a reasonable number of these applicants for
interviews.
3)
Applicants offered an initial interview for contract faculty positions are not
reimbursed for travel, lodging or meals.
The EEO Officer shall inform the committee of the rules regarding asking appropriate
questions and shall monitor the interviews regarding adherence to them.
1)
The Human Resources Department shall prepare a standard set of job-related
questions. The committee recommends any suggested changes or the
addition of other job-related questions. The final version of the questions are
agreed upon by consensus by the committee.
2)
All interviewees shall be rated on an interview form by the voting members
of the committee.
3)
The interviewees shall present short demonstration lessons for the committee
immediately after their interviews. The topic is selected and agreed upon by
consensus by the committee.
4)
All voting members of the committee shall rate the demonstration lessons on
a form.
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8.
D.
The EEO Officer shall facilitate the committee discussion regarding the strengths and
weaknesses of the candidates. Both the selection and elimination of candidates for
recommendation shall be supported with factual data recorded in the minutes of the
screening committee.
E.
The screening committee may recommend a maximum of three unranked candidates
as being most highly qualified to the Superintendent/President for final consideration
and selection.
F.
If the screening committee cannot recommend any of the applicants, the hiring process
shall recommence.
Selection of the Final Candidate
A.
The Superintendent/President shall review the recommendation of the screening
committee and may interview the finalists.
B.
Finalists may be reimbursed for lodging, meals, and transportation under the following
conditions:
4)
a)
that the distance traveled is in excess of four hundred miles from the
District, and
b)
that receipts in the appropriate format are submitted for expenses
claimed.
Payment will not be made if the candidate is offered the position and then
declines.
C.
Reference checks of the finalists shall be conducted by the EEO Officer, Human
Resources representative or the appropriate educational administrator. The findings
shall be shared with the screening committee.
D.
Final hiring decisions shall be made, whenever reasonably possible, during the
academic year. If circumstances arise making final hiring decisions during the
academic year unworkable, the Academic Senate President shall be consulted to insure
adequate participation of the faculty in the hiring process.
E.
All candidates for contract faculty positions in the West Kern Community College
District shall be notified in a timely manner regarding disposition of their applications.
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9.
Establishing Equivalence to Minimum Qualifications
Equivalencies will be determined on a case by case basis by a committee as set forth in AP 7120.
1)
A person meets equivalences for a basic discipline if he/she satisfies the following
requirements specified in a, b, c, or d:
a)
–Baccalaureate Degree
–Two years of occupational experience in the appropriate subject matter area.
b)
-Four years of higher education
-The District certifies that the applicant has adequate training and experience to
teach the subject matter.
c)
-An Associate Degree or 60 Units of Course Work at an Institution of Higher
Education
-Four years of appropriate occupational experience in the subject matter.
-60 hours or 4 semester units of course work in materials, methods, and
evaluation of instruction.
d)
-High School Graduation or G.E.D.
-Six years of appropriate occupational experience in the subject matter area.
-60 hours or 4 semester units of course work in materials, methods, and
evaluation of instruction.
2)
If an applicant does not meet all the requirements for equivalences for a basic discipline
and there is no eligible applicant available, the screening committee can certify the
applicant has adequate training and experience to teach a specified subject matter area for
a period of one year. (This certification must be renewed each year.)
3)
If a candidate is recommended for appointment on the basis of meeting the minimum
qualifications through equivalency, the record of the determinations made by this
committee shall be presented to the Board of Trustees by the Superintendent/President.
4)
A written record of the Board of Trustees’ determination shall be kept on file.
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AP 7120 Recruitment and Selection- Classified
References:
Education Code Sections 70901.2, 70902(b)(7) & (d), 87100 et seq.; Title 5, Section 53000, et seq.;
Accreditation Standard III.1.A.
1.
Definition
A.
2.
3.
“Classified personnel” means those employees of the District who are not employed in
positions designated as “management” or “faculty”.
Equal Employment Opportunity
A.
All participants in the hiring process shall receive training in Equal Employment
Opportunity (EEO) procedures and the District EEO Plan. (Refer to the current EEO Plan
for the West Kern Community College District.)
B.
The EEO Officer shall serve as a consultant to those individuals and groups involved in
the hiring process and be responsible for monitoring the District’s EEO procedures,
including but not limited to review of the:
1)
position announcement,
2)
composition and procedures of screening committees, and
3)
adequacy of the applicant pool.
C.
For every classified personnel position advertised, the EEO Officer will evaluate the
entire hiring process and monitor it for adverse impact. Employment patterns will be
analyzed and progress toward EEO goals will be evaluated.
D.
All materials related to the hiring process shall be maintained for at least three years, or
for three years after an audit, whichever occurs first. They will be kept longer if a
complaint is filed or expected to be filed.
Position Identification/Job Description and Recruitment Approval/ Announcement Preparation
A.
The need for classified personnel shall be assessed and communicated to the
Superintendent/President by the appropriate supervising administrator.
B.
If the need for classified position(s) is (are) approved, the appropriate educational
administrator shall develop and route a Personnel Request. Upon receipt of the
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Personnel Request, the Human Resources Department begins the recruitment process
by creating the position announcement.
1)
The position announcement shall include the following general information:
a)
application procedures (including any required testing),
b)
selection procedures,
c)
EEO statement, and
d)
requirements to be completed by a successful candidate prior to
employment.
2) The position announcement shall include the following specific information:
4.
a)
position description,
b)
a statement of typical duties,
c)
conditions of employment, including salary ranges, starting date, work
period, and any other employment conditions specific to the position,
and
d)
a statement of minimum and desirable qualifications.
Recruitment Process
A.
The EEO Officer shall be responsible for the following recruitment activities:
1)
distributing position announcements to all classified personnel,
2)
posting position announcements on campus,
3)
mailing position announcements to appropriate agencies,
4)
placing advertisements in appropriate media,
5)
making personal contacts with potential applicants, and
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6)
B.
5.
reviewing current files of applicants and letters of inquiry for potential
applicants.
The application period shall be a minimum of five (5) calendar days unless otherwise
designated by the Superintendent/President.
Application Process
A.
The Human Resources Department shall receive the following general application
instruments from each applicant:
1)
the District application for classified employment, and
2)
the voluntary equal employment opportunity survey.
B.
Depending upon the vacancy, all or selected applicants may be required to take tests of
job-related skills and/or knowledge.
C.
The Human Resources Department shall receive applications and initially screen for
minimum qualifications.
1)
Complete applications shall be categorized relative to minimum qualifications
as:
a)
clearly met or not clearly met.
2) All complete applications will be available to the screening committee after
inappropriate material is removed.
6.
Composition of the Screening Committee
A.
The voting members of the screening committee shall be:
1)
a classified staff member appointed by the President of the local CSEA chapter
or his/her designee, and
2)
individuals appointed by the Superintendent/President or his/her designee.
B.
A faculty member may be included as a voting member of the screening committee if so
requested by the Academic Senate President:
C.
The non-voting members of the screening committee shall be:
1)
the EEO Officer who will serve as the committee chairperson,
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7.
2)
the EEO Recorder, and
3)
individuals appointed by the Superintendent/President or his/her designee.
4)
the Superintendent/President.
Screening Committee Process and Procedures
A.
B.
C.
At the beginning of the first meeting of each screening committee, the chairperson shall
provide an orientation for the committee members regarding the following topics:
1)
agent status of committee members,
2)
review of established need,
3)
description of the position,
4)
overview of the applicant pool,
5)
EEO considerations,
6)
screening procedures,
7)
interview procedures, and
8)
recommendation of candidates.
During the second part of the initial meeting of the screening committee, the
chairperson shall lead the screening committee through the process of screening the
applicants.
1)
The Screening committee shall make final determination whether applicants
meet the minimum qualifications.
2)
Among the applicants who meet the minimum qualifications, the committee
shall determine the extent to which these applicants meet the desirable
qualifications and shall select a reasonable number of these applicants for
interviews.
The chairperson shall inform the committee of the rules regarding asking appropriate
questions and shall monitor the interviews regarding adherence to them.
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D.
6.
1)
The chairperson shall prepare a standard set of job-related questions. Other jobrelated questions may be added by consensus of the committee.
2)
All interviewees shall be rated on an interview form by the voting members of
the committee.
If the screening committee cannot recommend any of the applicants, the hiring process
shall recommence.
Selection of the Candidate
A. The chairperson shall facilitate the committee discussion regarding the strengths and
weaknesses of the candidates. Both the selection and elimination of candidates for
recommendation shall be supported with factual data recorded in the minutes of the
screening committee.
B. Reference checks of the finalist shall be conducted by the EEO Officer, Human Resources
Department representative, Director or the appropriate educational administrator.
C. All candidates for classified personnel positions in the West Kern Community College District
shall be notified in a timely manner regarding the disposition of their applications.
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AP 7120 Recruitment and Selection- Management
References:
Education Code Sections 70901.2, 70902(b)(7) & (d), 87100 et seq.; Title 5, Section
53000, et seq.; Accreditation Standard III.1.A.
1. Definition
A. “Management Personnel” means those employees of the District who are employed
in positions designated as “administrator”, “educational administrator”, “classified
administrator”, “classified confidential”, or “classified supervisory”.
2. Equal Employment Opportunity
A. All participants in the hiring process shall receive training in equal employment
opportunity procedures and the equal employment opportunity goals and
timetables of the District. (Refer to the current Equal Employment Opportunity Plan
for the West Kern Community College District.)
B. The Equal Employment Opportunity (EEO) Officer shall serve as a consultant to those
individuals and groups involved in the hiring process on District and State EEO
guidelines and be responsible for monitoring the District’s EEO procedures, including
but not limited to review of the:
1) Position announcement ,
2) Composition and procedures of screening committees, and
3) Adequacy of the applicant pool.
C. For every management personnel position advertised, the EEO Officer will evaluate
the entire hiring process and monitor it for adverse impact. Employment patterns
will be analyzed and progress toward EEO goals will be evaluated.
D. All materials related to the hiring process shall be maintained for at least three
years, or for three years after an audit, whichever comes first. They will be kept
longer if a complaint is filed or expected to be filed.
3. Position Identification/Announcement Preparation/Approval
A. Ordinarily the need for a management personnel position shall be identified through
the campus-wide planning process. If a finding of need is made, it shall be
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presented to the Administrative Council for a review regarding a recommendation
by the Superintendant/President to the Board of Trustees. This review shall include
the consideration of budget constraints.
B. If the need for management position(s) is (are) approved, the appropriate
educational administrator shall develop and route a Personnel Request. Upon
receipt of the Personnel Request, the Human Resources Department begins the
recruitment process by creating the position announcement.
1) The position announcement shall include the following general information:
a) Applicant procedures,
b) Selection procedures,
c) EEO employer statement, and
d) Requirements to be completed by a successful candidate prior to employment.
2) The position announcement shall include the following specific information:
a) Position description,
b) A statement of typical duties,
c) Conditions of employment, including salary ranges, starting date, work period,
and any other employment specific to the position,
d) A statement of minimum qualifications, and
(1) The minimum qualifications for an educational administrator position shall
be those minimum qualifications approved by the Board of Governors of the
California Community Colleges.
(2) The minimum qualifications for a management personnel position other than
that of an educational administrator shall reflect the education, experience,
and/or other factors necessary to perform the duties of the position
successfully.
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e) A statement of desirable qualifications.
(1) Desirable qualifications for a management personnel position shall include a
sensitivity to and an understanding of the diverse academic, socioeconomic,
cultural, disability, and ethnic backgrounds of community college students.
(2) Desirable qualifications for a management personnel position may include
other factors desirable for performing the duties of the position
outstandingly.
4. Recruitment Process
A. The Human Resources Department shall be responsible for the following
recruitment activities:
1) posting position announcements,
2) placing advertisements in appropriate advertisement publications such as online
advertisement sites, newspapers, professional journals, and job registries,
3) making personal contacts with potential applicants through such means as email,
telephone calls, visits to other campuses, and attendance at conferences and
workshops, and
4) reviewing current files of applicants and letters of inquiry for potential
applicants.
5. Application Process
A. The Personnel Office shall receive the following general application instruments
from each applicant:
1) A letter of interest,
2) The District application for academic or classified employment, as appropriate,
3) The voluntary equal employment opportunity survey,
4) A resume, and
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5) Either an up-to-date placement file or (3) letters of professional
recommendations.
B. Depending upon the vacancy, a supplemental application instrument involving
written responses regarding the applicant’s approach to the position may be
required as part of the application process.
C. The Human Resources Department shall receive applications and initially screen for
minimum qualifications.
1) Complete applications shall be categorized relative to minimum qualifications as:
a) Clearly met, or not clearly met.
2) All applications will be available to the screening committee after inappropriate
material is removed.
6. Composition and Screening Committee
A. The voting members of the screening committee shall be:
1) A faculty member appointed by the Academic Senate President or his/her
designee,
2) A classified staff member appointed by the President CSEA chapter or his/her
designee, and
3) Individuals appointed by the Superintendent/President or his/her designee.
B. The non-voting members of the screening committee shall be:
1) The EEO Officer who will serve as the committee chairperson,
2) The Equal employment opportunity Recorder, and
3) Individuals appointed by the Superintendent/President or his/her designee,
4) The Superintendent/President.
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7. Screening Committee Process and Procedures
A. At the beginning of the first meeting of each screening committee members
regarding the following topics:
1) Agent status of committee members,
2) Review of established need,
3) Description of the position,
4) Overview of the applicant pool,
5) EEO considerations,
6) Screening procedures,
7) Interview procedures, and
8) Recommendation of candidates.
B. During the second part of the initial meeting of the screening committee, the
chairperson shall lead the screening committee through the process of screening the
applications.
1) The screening committee shall make final determination whether applicants
meet the minimum qualifications. The record of determinations by the
committee to determine equivalencies shall be utilized in this process.
2) Among the applicants who meet the minimum qualifications, the committee
shall determine the extent to which these applicants meet the desirable
qualifications and shall select a reasonable number of these applicants for
interviews.
C. The chairperson shall inform the committee of the rules regarding asking
appropriate questions and shall monitor the interviews regarding adherence to
them.
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1) The chairperson shall prepare a standard set of job-related questions. Other job
related questions may be added by consensus of the committee.
2) All interviewees shall be rated on an interview form by the voting members of
the committee.
D. The chairperson shall facilitate the committee discussion regarding the strengths
and weaknesses of the candidates. Both the selection and elimination of candidates
for recommendation shall be supported with factual data recorded in the minutes of
the screening committee.
E. The committee chairperson shall conduct reference checks of interviewees
designated by the committee and share the findings with the screening committee.
F. The screening committee may recommend a maximum of three unranked
candidates as being most highly qualified to the Superintendent/President for final
consideration.
G. If the screening committee cannot recommend any of the applicants, the hiring
process shall recommence.
7. Selection of the Final Candidate
A. The Superintendent/President shall review the recommendations of the screening
committee and may interview the finalists.
B. Finalists interviewed may be reimbursed for lodging, meals, and transportation
under the following conditions:
a) That the distance traveled is in excess of four hundred miles from the
college, and
b) The receipts are submitted for expenses claimed.
c) Payment will not be made to a candidate if the candidate is offered the
position and then declines.
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B. Reference checks of the finalists shall be conducted by the EEO Officer, Human
Resources representative or the appropriate educational administrator. The findings
shall be shared with the screening committee.
C. All candidates for management personnel positions in the West Kern Community
College District shall be notified in a timely manner regarding the disposition their
applications.
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