REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7123
RECRUITMENT AND HIRING OF CONTRACT FACULTY
CONTRACT FACULTY APPOINTMENT PROCEDURES
This procedure shall apply to the selection of faculty members (tenure track, full-time temporary
replacement, and full-time grant funded non-tenure track) within the Redwoods Community
College District. Faculty members are those employees who are employed by the District in
academic positions which are not designated administrative or management. Faculty employees
include, but are not limited to, instructors, librarians, counselors, and professionals in health
services, DSPS, and EOPS
IDENTIFICATION OF POSITIONS
The need for hiring of faculty positions shall be determined by the President/Superintendent in
consultation with the executive officers (Cabinet), taking into consideration recommendations
of the FPC (Faculty Prioritization Committee) through the Faculty Prioritization Process as
outlined in AP 7217.
EQUAL EMPLOYMENT OPPORTUNITY GUIDELINES
The Director of Human Resources/Equal Employment Opportunity (EEO) Officer or his/her
designee (EEO consultant) serves throughout the faculty selection process as a consultant on
equal employment opportunity guidelines and is responsible for monitoring all phases of the
screening and selection process to ensure compliance with equal employment opportunity
policies and procedures.
SCREENING COMMITTEE MEMBERSHIP AND SELECTION
The composition of the screening committee is as follows:
1. The dean or director, or his/her designee, who shall serve as a chair of the
committee;
2. Two (2) to three (3) faculty representatives from the discipline or academic area,
selected by the Academic Senate, based on their knowledge of the position and
expertise in recommending a qualified candidate. Non-tenured faculty will not be asked
to serve on screening committees unless there are no tenured faculty available in the
discipline or academic area
3. One (1) faculty representative selected by the Academic Senate for a discipline outside
of the area of recruitment with the expertise in recommending a qualified candidate.
Non-tenured faculty will not be asked to serve on screening committees unless there
are no tenured faculty available;
4. At the option of the screening committee, additional members of the committee may be
appointed, in consultation with CSEA for a classified member, and ASCR for a student
member, based on their knowledge of the position and expertise in recommending a
qualified candidate; and
5. One (1) EEO consultant (a non-voting member) appointed by the Director of Human
Resources).
Before the review of applications begins, the composition of the screening committee is
approved by the Director of Human Resources/EEO Officer to ensure that there is
appropriate diversity among the committee membership. Additional members may be added
to the committee, in consultation with the Academic Senate and committee chair, to achieve
the appropriate diversity.
ROLES AND RESPONSIBILITIES OF SCREENING COMMITTEE MEMBERS
The role of the screening committee is advisory to the President/Superintendent.
Committee members shall participate in all aspects of the process, including but not limited to
the following:
1. Training in the faculty hiring procedures and equal employment opportunity efforts of
the District;
2. Development of rating criteria and interview questions;
3. Establishing timelines for screening and interviewing;
4. Developing the teaching demonstration or other performance testing methods;
5. Evaluation and rating of applicant materials;
6. Interviewing of candidates; and
7. Recommendation of finalists;
Committee members shall maintain strict confidentiality throughout the entire process and after the
process is completed.
RESPONSIBILITIES OF THE COMMITTEE CHAIR
With support from the Office of Human Resources, the committee chair shall be responsible for:
1. Ensuring compliance with District hiring policies and procedures;
2. Convening and conducting committee meetings;
3. Coordinating candidate interviews; and
4. Conducting reference checks.
The Committee chair shall serve as the liaison to the District Director of Human
Resources/EEO Officer, with respect to reporting noncompliance to help ensure that no
candidate is discriminated against on the basis of race, color, gender, sexual orientation,
religion, national origin, age, disability, veteran status, or military status.
POSITION ANNOUNCEMENT
The job announcement for the position shall be developed by the District Office of Human
Resources in collaboration with the dean or director or his/her designee, in consultation with the
appropriate division faculty.
The position announcement shall include the following information:
1. Job Title;
2. Description of the position and job duties;
3. Required minimum qualifications:
4.
5.
6.
7.
8.
a. The most current minimum qualifications listed in the publication
“Minimum Qualifications for Faculty and Administrators in California
Community Colleges”;
b. Any applicable valid credential(s); and
c. A sensitivity to and understanding of the diverse academic,
socioeconomic, cultural, disability, and ethnic backgrounds of community
college students.
Desired qualifications: A list of additional qualifications suggested by the
division/discipline faculty in consultation with the dean or director or his/her
designee.
a. The EEO consultant will monitor the job related desirable qualifications
for adverse impact.
b. If they appear to be too restrictive, he/she will meet with the dean or director
or his/her designee to review/revise qualifications;
Starting date;
Salary range and benefits;
Statement that the position may be required to work on Saturdays and/or Sundays; and
Required application material.
The Human Resources Office shall review the job description for accuracy, clarity, and
consistency with legal requirements and District policy and shall prepare and publish the
final recruitment announcement (brochure).
RECRUITMENT
Candidates will be recruited locally and regionally as well as at the state and national levels.
Positions will be advertised for up to four calendar weeks. Positions may be advertised for a
minimum of two calendar weeks as business necessity dictates, provided an adequate diverse
pool of applicants is received.
SCREENING OF APPLICATIONS
The Human Resources Office will examine each applicant’s materials for completeness and
evidence of compliance with the required qualifications as advertised in the job announcement.
Incomplete applications will not be forwarded to the committee for consideration.
SCREENING COMMITTEE OPERATING PROCEDURES
The EEO consultant meets with the screening committee to discuss the appropriateness of the
applicant pool, the applicant file screening process, the guidelines for issues and questions to be
addressed to the applicants, and the procedures for conducting interviews of candidates and
their references.
The screening committee initially independently reviews each qualified applicant file and
identifies a pool of candidates who best meet the professional and personal qualifications listed
in the recruitment announcement (brochure). The ranking of applicants and selection of
interviewees will be reviewed by the committee’s EEO consultant to ensure compliance with
District policies, equal employment opportunities, and legal requirements.
The screening committee conducts preliminary interviews of these candidates by
teleconference or video conference or video conference.
If the committee deems the pool inadequate, the committee chair shall discuss the matter with
the Director of Human Resources who will recommend a course of action to the CIO/CSSO
and President/Superintendent.
INTERVIEWS
The screening committee identifies candidates for on-campus interviews. The interviews are
scheduled to allow the candidates to meet, whenever possible, with each of the following
individuals and/or groups:
1. Dean or Director or his/her designee
2. Screening committee
3. CIO/CSSO and/or President/Superintendent
The candidates may also be asked to make a presentation or to conduct a class as part of the
interview process.
The circumstances of each interview and teaching demonstration/presentation must be as
similar as practicable.
Committee members shall avoid any discussion of ratings, rankings, or recommendations of the
candidates until all interviews and performance tests have been completed and independent
evaluations have been completed by each committee member.
FINAL SELECTION
Following the interviews, the committee shall engage in a discussion focused on the strengths
and weaknesses of the candidates to determine the candidates to be recommended for hire.
The final candidates will be identified in ranked order. The President may also participate in
this phase of the committee's discussions. The committee chair shall coordinate and conduct
reference checks and prepare a committee report and recommendation of finalists. After
review by the committee, the chair forwards the report to the CIO/CSSO. The chair may
discuss the strengths and weaknesses with the CIO/CSSO, if necessary. All discussions are
strictly confidential.
The President/Superintendent, in consultation with the CIO/CSSO, shall select a
successful candidate from the recommendation of finalists.
If the President/Superintendent selects a candidate other than the highest ranked candidate, the
President/Superintendent explains to the chair the rationale for the selection.
When a candidate is selected, the CIO/CSSO offers the position to the candidate with
provisional salary information, subject to approval by the Board of Trustees.
When the candidate accepts the offer, the vice president, in consultation with Human
Resources, verifies the candidate's appropriate position on the faculty salary schedule. Human
Resources explains the benefits to the candidate. When the candidate accepts the offer, the
President recommends the candidate to the Board of Trustees.
If no candidate is selected, the President and/or the CIO/CSSO meets with the screening
committee to discuss options for continuing or reopening the search process.
References:
BP 7120, AP 7120, BP 7218,
Education Code Sections 87602, 87605, 87608 et.
seq., 87608.5 et. seq., and 87609.
Former Administrative Regulation No. 305.01, number change only on August 7, 2012
Approved: July 9, 1990
Revised: April 5, 1999; November 1, 2001; September 9, 2002
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7123
RECRUITMENT AND HIRING OF CONTRACT FACULTY
(Formerly AP 7123, Contract Faculty Appointment Procedures)
CONTRACT FACULTY APPOINTMENT PROCEDURES
This procedure shall apply to the selection of faculty members (tenure track, full-time temporary
replacement, and full-time grant funded non-tenure track) within the Redwoods Community
College District. Faculty members are those employees who are employed by the District in
academic positions which are not designated administrative or management. Faculty
employees include, but are not limited to, instructors, librarians, counselors, and professionals
in health services, DSPS, and EOPS. For teaching faculty and librarian positions at the
Eureka campus, the responsibilities of the vice president are performed by the Vice President
for Academic Affairs. For positions at the Del Norte or Mendocino Coast Education Centers,
the responsibilities of division dean and the vice president are performed by the Campus Vice
President. For Library positions at the Eureka campus, the responsibilities of the division
dean are performed by the Associate Vice President for Student Learning Support Services.
For positions in Student Learning Support Services at the Eureka campus, the responsibilities
of the division dean and the vice president are performed by the Associate Vice President for
Student Learning Support Services.
IDENTIFICATION OF POSITIONS
The need for hiring of faculty positions shall be determined by the President/Superintendent in
consultation with the executive officers (Cabinet), taking into consideration recommendations
of the FPC (Faculty Prioritization Committee) through the Faculty Prioritization Process as
outlined in AP 7217.
EQUAL EMPLOYMENT OPPORTUNITY GUIDELINES
The Director of Human Resources/Equal Employment Opportunity (EEO) Officer or his/her
designee (EEO consultant) serves throughout the faculty selection process as a consultant
on equal employment opportunity guidelines and is responsible for monitoring all phases
of the screening and selection process to ensure compliance with equal employment
opportunity policies and procedures.
SCREENING COMMITTEE MEMBERSHIP AND SELECTION
The composition of the screening committee is as follows:
6. The divisiondean or director, or his/her designee, who shall serve as a chair of
the committee;
7. Two (2) to three (3) faculty representatives from the discipline or academic area,
selected by the Academic Senate, based on their knowledge of the position and
expertise in
recommending a qualified candidate.members from the discipline or Nontenured faculty
will not be asked to serve on screening committees unless there are no tenured faculty
available in the discipline or academic area;academic area where the appointment is to
occur, appointed by the Academic Senate in consultation with the division dean, the
department chair, and department faculty;
8. One (1) faculty memberrepresentative from outside the discipline or academic area where
the appointment is to occur, appointed by the Academic Senate;selected by the Academic
Senate for a discipline outside of the area of recruitment with the expertise in
recommending a qualified candidate. Nontenured faculty will not be asked to serve on
screening committees unless there are no tenured faculty available;
9. An optional off campus representative, who is appointed in consultation with the division
dean, the department chair, and department facultyAt the option of the screening
committee, additional members of the committee may be appointed, in consultation with
CSEA for a classified member, and ASCR for a student member, based on their
knowledge of the position and expertise in recommending a qualified candidate; and
10. One (1) An Equal Employment OpportunityEEO consultant (a non-voting member)
appointed by the Director of Human Resources).
Nontenured faculty will not be asked to serve on screening committees unless there are no
nontenured faculty available in their discipline. The screening committee will select one of its
members (either faculty or administration) to serve as chair.
Classified staff and students will be notified when a screening committee is being formed and
will be given the opportunity to request representation on the committee. At the option of the
screening committee, p to two additional members may be added to the committee, one from the
CR classified staff (including classified managers and confidential staff) and one from the CR
students.
Before the review of applications begins, the composition of the screening committee is
approved by the Equal Employment OpportunityDirector of Human Resources/EEO Officer to
ensure that there is appropriate diversity among the committee membership. Additional
members may be added to the committee, in consultation with the Academic Senate and
committee chair, to achieve the appropriate diversity.
ROLES AND RESPONSIBILITIES OF SCREENING COMMITTEE MEMBERS
The role of the screening committee is advisory to the President/Superintendent.
Committee members shall participate in all aspects of the process, including but not limited to
the following:
8. Training in the faculty hiring procedures and equal employment opportunity efforts of the
District;
9. Development of rating criteria and interview questions;
10. Establishing timelines for screening and interviewing;
11. Developing the teaching demonstration or other performance testing methods;
12. Evaluation and rating of applicant materials;
13. Interviewing of candidates; and
14. Recommendation of finalists;
Committee members shall maintain strict confidentiality throughout the entire process and after
the process is completed.
RESPONSIBILITIES OF THE COMMITTEE CHAIR
With support from the Office of Human Resources, the committee chair shall be responsible for:
5. Ensuring compliance with District hiring policies and procedures;
6. Convening and conducting committee meetings;
7. Coordinating candidate interviews; and
8. Conducting reference checks.
The Committee chair shall serve as the liaison to the District Director of Human Resources/EEO
Officer, with respect to reporting noncompliance to help ensure that no candidate is
discriminated against on the basis of race, color, gender, sexual orientation, religion, national
origin, age, disability, veteran status, or military status.
POSITION ANNOUNCEMENT
The job announcement for the position shall be developed by the District Office of Human
Resources in collaboration with the division dean or director or his/her designee, in consultation
with the appropriate division faculty and the Human Resources Office, is responsible for
developing the position announcement. The announcement is reviewed by the Equal
Employment Opportunity Officer, an Academic Senate Copresident, and the vice president prior
to distribution.
The position announcement shall include the following information:
9. Job Title;
10. Description of the position and job duties;
11. Required minimum qualifications:
a. The most current minimum qualifications listed in the publication “Minimum
Qualifications for Faculty and Administrators in California Community
Colleges”;
b. Any applicable valid credential(s); and
c. A sensitivity to and understanding of the diverse academic, socioeconomic,
cultural, disability, and ethnic backgrounds of community college students.
12. Desired qualifications: A list of additional qualifications suggested by the
division/discipline faculty in consultation with the dean or director or his/her designee.
a. The EEO consultant will monitor the job related desirable qualifications for
adverse impact.
b. If they appear to be too restrictive, he/she will meet with the dean or director or
his/her designee to review/revise qualifications;
13. Starting date;
14. Salary range and benefits;
15. Statement that the position may be required to work on Saturdays and/or Sundays; and
16. Required application material.
The Human Resources Office shall review the job description for accuracy, clarity, and
consistency with legal requirements and District policy and shall prepare and publish the final
recruitment announcement (brochure).
RECRUITMENT
Candidates will be recruited locally and regionally as well as at the state and national levels.
Positions will be advertised for a minimum of up to four calendar weeks. Positions may be
advertised for a minimum of two calendar weeks as business necessity dictates, provided an
adequate diverse pool of applicants is received.
SCREENING OF APPLICATIONS
The Human Resources Office will examine each applicant’s materials for completeness and
evidence of compliance with the required qualifications as advertised in the job announcement.
Incomplete applications will not be forwarded to the committee for consideration.
SCREENING COMMITTEE OPERATING PROCEDURES
The Equal Employment Opportunity/ EEO Officer consultant meets with the screening
committee to discuss the appropriateness of the applicant pool, the applicant file screening
process, the guidelines for issues and questions to be addressed to the applicants, and the
procedures for conducting interviews of candidates and their references.
The screening committee initially independently reviews the each qualified applicant file and
identifies a pool of the best candidates who best meet the professional and personal qualifications
listed in the recruitment announcement (brochure). The ranking of applicants and selection of
interviewees will be reviewed by the committee’s EEO consultant to ensure compliance with
District policies, equal employment opportunities, and legal requirements.
The screening committee conducts preliminary interviews of these candidates by teleconference
or video conference or video conference.
If the committee deems the pool inadequate, the committee chair shall discuss the matter with the
Director of Human Resources who will recommend a course of action to the CIO/CSSO and
President/Superintendent.
The screening committee reduces the applicant pool, and the chair or designee conducts
reference checks on the top five to ten candidates. The vice president verifies that each
candidate meets the minimum qualifications or has the appropriate equivalency for the position,
consulting with the Faculty Qualifications Committee if necessary.
INTERVIEWS
The screening committee identifies candidates for on-campus interviews. The interviews are
scheduled to allow the candidates to meet, whenever possible, with each of the following
individuals and/or groups:
4. Department Chair Dean or Director or his/her designee
5. Appropriate faculty and staff Screening committee
6. Division dean or other appropriate administrator CIO/CSSO and/or
President/Superintendent
7. Screening Committee
8.Representatives from the Human Resources Office
6. Vice president and/or President
The candidates may also be asked to make a presentation or to conduct a class as part of the
interview process.
The circumstances of each interview and teaching demonstration/presentation must be as similar
as practicable.
Committee members shall avoid any discussion of ratings, rankings, or recommendations of the
candidates until all interviews and performance tests have been completed and independent
evaluations have been completed by each committee member.
FINAL SELECTION
The screening committee normally identifies at least three final candidates. The first candidates
will be ranked in absolutely confidential order. The screening committee then discusses the
strengths and weaknesses of the ranked candidates with the division dean and the vice president.
Following the interviews, the committee shall engage in a discussion focused on the strengths
and weaknesses of the candidates to determine the candidates to be recommended for hire. The
final candidates will be identified in ranked order. The President may also participate in this
phase of the committee's discussions. The committee chair shall coordinate and conduct
reference checks and prepare a committee report and recommendation of finalists. After review
by the committee, the chair forwards the report to the CIO/CSSO. The chair may discuss the
strengths and weaknesses with the CIO/CSSO, if necessary. All discussions are strictly
confidential.
The President/Superintendent, in consultation with the CIO/CSSO, shall select a successful
candidate from the recommendation of finalists.
The chair prepares the committee report and, after review by committee members, forwards it
and the application files of each of the final candidates to the Human Resources Office. The
report addresses the strengths and weaknesses of each candidate and presents the candidates in
ranked order.
The vice president makes the final selection and discusses the selection process and the final
candidates with the President.
If the President/Superintendent vice president selects a candidate other than the highest ranked
candidate, the President/Superintendent vice president explains to the chair the rationale for the
selection.
The Human Resources Office prepares a report analyzing the screening process and its relation
to the district staff diversity plan. This report is sent to the screening committee, the vice
president
When a candidate is selected, the CIO/CSSO Vice President for Academic Affairs offers the
position to the candidate with provisional salary information, subject to approval by the Board of
Trustees.
When the candidate accepts the offer, the vice president, in consultation with Human Resources,
verifies the candidate's appropriate position on the faculty salary schedule. Human Resources
explains the benefits to the candidate. When the candidate accepts the offer, the President
recommends the candidate to the Board of Trustees.
If no candidate is selected, the President and/or the CIO/CSSO vice president meets with the
screening committee to discuss options for continuing or reopening the search process.
References: BP 7120, AP 7120, BP 7218, Education Code Sections 87602, 87605, 87608 et.
seq., 87608.5 et. seq., and 87609.
Former Administrative Regulation No. 305.01, number change only on August 7, 2012
Approved: July 9, 1990
Revised: April 5, 1999; November 1, 2001; September 9, 2002