REDWOODS COMMUNITY COLLEGE DISTRICT
Board of Trustees Policy
DRAFT BP 2431
PRESIDENT/SUPERINTENDENT SELECTION
Selecting a President/Superintendent is the most important decision that a Board will
make. A well-designed search process reflects positively on the Board and the district. A
good search process is developed and directed by the Board, involves appropriate
constituencies in the institution and community, and is based on district goals and
priorities. A successful search results in the selection of a person that the Board, District
employees, students, and community can fully support.
The process by which the President/Superintendent is selected is the prerogative of the
Board. The final authority for hiring the President/Superintendent rests with the Board of
Trustees.
In the case of a President/Superintendent vacancy, the board shall establish a search process to
fill the vacancy. The process shall be fair and open and comply with relevant regulations. The
Board will be aided in this task by the Office of Human Resources, or and, if when deemed
appropriate by the Board, with the services of professional consultants.
Recruitment procedures may include the following:
Job Announcement. The job announcement for the position shall be developed by the Chief
Human Resources Officer under the direction of the Board of Trustees. The position will be
advertised in various venues to attract a diverse pool of qualified applicants. Interested
applicants will apply through the college’s online application tracking system.
1. The preparation of a written job description for the position of President/Superintendent.
2. The preparation of written qualifications (in addition to proper State certification).
3. A statement of the general terms and conditions of employment.
4. The preparation of informative material describing this District and its educational goals.
5. A nationwide distribution of the job announcement.
Screening Advisory Committee. The screening committee is advisory to the Board of Trustees.
The A screening committee may include composed of the following members, with a chair
chosen by the Board of Trustees. The committee will review and evaluate applicant
materials and send an unranked list of names of appropriately qualified candidates to
the Board Interview Committee.
• One full time student appointed by the ASCR President on the advice of the
Student Council. Note: In addition, the student representative to the Board of
Trustees shall may serve as a member of the Board Screening Advisory
Committee.
• Three faculty representatives appointed by the Academic Senate President.
• Two administrators appointed by the District administrative staff members.
• Three trustees chosen by the Board of Trustees.
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One full-time classified employee appointed by the President/Superintendent in
consultation with the exclusive bargaining unit representative.
One classified manager appointed by the President/Superintendent in
consultation with Management Council.
Three Two public representatives, one each from Humboldt, and Del Norte, and
Mendocino counties, selected by the Board of Trustees.
The Vice President, Chief Human Resources Officer/EEO or designee designated
alternate (as a non-voting member).
In the event that greater diversity of membership is desired for equal employment
opportunity and diversity, the Trustees will request modification of the above
recommendations.
Interview Committee. After initial screening of the applicants, if the interview committee
determines there is an adequate pool of qualified candidates, the committee will determine
the candidates it will interview. The chair of the interview committee may elect to
interview a candidate who was not forwarded by the Screening Advisory Committee. The
committee chair will establish an interview schedule in consultation with the committee and
will notify the candidates to be interviewed. The Interview Committee may be composed of
the following:
• One faculty representatives appointed by the Academic Senate President.
• Three trustees chosen by the Board of Trustees.
• One full-time classified employee appointed by the President/Superintendent
in consultation with the exclusive bargaining unit representative.
• One classified manager appointed by the President/Superintendent in
consultation with Management Council.
• The Vice President, Chief Human Resources Officer/EEO or
designee designated alternate (as a non-voting member).
• In the event that greater diversity of membership is desired for equal
employment opportunity and diversity, the Trustees will request
modification of the above recommendations.
Following the interviews, the committee chair shall lead discussion, which shall focus on the
strengths and weaknesses of the candidates and send an unranked list of recommended
finalists to be interviewed by the Board of Trustees.
Board of Trustees. If the Board is satisfied with the finalists recommended by the screening
committee, the Board will interview the candidates forwarded by the Interview Committee.
The Board of Trustees may elect to interview a candidate who was not forwarded by the
Screening Advisory Committee or the Interview Committee.
The Board shall make the final decision regarding the candidate to be offered the position
and reserves the right to discontinue the process or extend the recruitment at any time, at
its discretion.
No person may be employed as President/Superintendent of this District unless he/she has signed
an employment contract with the Board. Such contract shall include the term for which
employment is contracted, including beginning and ending dates (said term shall not exceed four
years); the salary which the President shall be paid; the intervals at which he/she shall be paid;
the benefits to which he/she is entitled; and such other matters as may be necessary to a full and
complete understanding of the employment contract.
A President/Superintendent is selected by the Board to serve as the Chief Executive Officer
of the District. The initial contract of the CEO will be negotiated to the mutual agreement
of the CEO and the Board, for a term not to exceed four years. The contract will be
reviewed annually and renewed by mutual agreement of the Board and the CEO.
Reference:
Accreditation Standard IV.B.1, IV.B.1.j.: Title 5, Sections 53021 et seq.; Education Code 72411
ACCJC Accreditation Standards IV.B and IV.C.3 (formerly IV.B.1 and IV.B.1.j)
Adopted by Board of Trustees: 9/11/05
Former Policy #302: “Employment of President/Superintendent,” Adopted by the Board of
Trustees: 10/20/75
Amended: 8/15/77, 10/5/87, 7/10/95, 9/14/98, 2/4/03