1. January 2016

2. Today’s Agenda Federal and state EEO laws, including Title 5 Educational benefits of workforce diversity Elimination of bias in hiring decisions Best practices in serving on a screening/interview committee Discuss logistics of recruiting process Review committee decisions and next steps

3. Non-Whites* Percentages by Student and Employee Types Fall Terms 2005 – 2014

4. MiraCosta’s Non-Whites* Percentages by Student and Employee Types Fall Terms 2009 – 2015

5. Equal Opportunity Employment Laws

6. Two Sides of the Same Coin Nondiscrimination Laws Prohibit Discrimination EEO Laws Promote Inclusion

7. Federal Nondiscrimination Laws A sample of Federal nondiscrimination laws: o The Civil Rights Act of 1964 (Title VII) o The Age Discrimination in Employment Act of 1967 (ADEA) o Americans with Disabilities Act of 1990 (ADA)

8. The Civil Rights Act of 1964 (Title VII) Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex. It is illegal to discriminate in any aspect of employment, including decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities.

9. The Age Discrimination in Employment Act of 1967 (ADEA) Age discrimination involves treating someone (an applicant or employee) less favorably because of his or her age. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.

10. Americans with Disabilities Act of 1990 (ADA) The ADA prohibits discrimination on the basis of disability in all employment practices. Employer may not ask applicants about the existence, nature, or severity of a disability, but may ask about an applicant’s ability to perform job functions. “Reasonable accommodation” includes modification or adjustments that enable disabled employees to perform essential job functions.

11. State Laws & Regulations

12. Caliornia’s Fair Employment and Housing Act (FEHA) FEHA bans employment discrimination based on age (40 and over), ancestry, color, religious creed, disability (mental and physical) including HIV and AIDS, marital status, medical condition, national origin, race, sex, and sexual orientation.

13. Nondiscrimination: Title 5 § 59300 "... no person in the State of California shall, on the basis of ethnic group identification, national origin, religion, age, sex, race, color, ancestry, sexual orientation, or physical or mental disability, or on the basis of these perceived characteristics or based on association with a person or group with one or more of these actual or perceived characteristics, be unlawfully denied full and equal access to the benefits of, or be unlawfully subjected to discrimination under any program or activity that is administered by, funded directly by, or that receives any financial assistance from, the Chancellor or Board of Governors of the California Community Colleges."

14. Laws Promoting Inclusion Education Code § 87100: “a work force that is continually responsive to the needs of a diverse student population [which] may be achieved by ensuring that all persons receive an equal opportunity to compete for employment and promotion within the community college districts and by eliminating barriers to equal employment opportunity.”

15. California Title 5 § 53024.1: Establishing and maintaining a richly diverse workforce is an on-going process that requires continued institutionalized effort.

16. Educational Benefits of Diverse Workforce

17. Studies prove the educational benefits of a diverse faculty. Closing achievement gaps by 20-50% Fairlie, R. W., Hoffman, F., Oreopoulos, P. (2014). A Community College Instructor Like Me: Race and Ethnicity Interactions in the Classroom. American Economic Review, 104(8): 2567-2591. Full article available at: http://people.ucsc.edu/~rfairlie/papers/

18. 18 For Team Effectiveness http://www.mckinsey.com/insights/organization/why_ diversity_matters

19. MiraCosta’s Equal Opportunity Employment Plan

20. Our goal The District’s goal is a working and academic environment that is: welcoming to all fosters diversity and promotes excellence. An educational experience in an inclusive environment, best prepares our students to work and live in a global society.

21. Definition of diversity A condition of broad inclusion in an employment environment that offers equality and respect for all persons. A diverse educational community recognizes the educational benefits that flow from employee populations that are varied by….

22. Definition cont’d Age Ancestry Color Disability Ethnic group identification Gender (gender identity/expression) Marital status Medical condition Military status National origin Parental status Race Religion Sexual orientation

23. MiraCosta’s Equity & Inclusion Statement MiraCosta College is committed to providing a strong, supportive, and authentic environment where difference is valued, respected, encouraged, and honored; where all faculty, staff and students experience a sense of belonging and the freedom to express themselves, and where their experiences are cognized and valued. MiraCosta College strives to be a model for equity and inclusion. The college is committed to providing opportunities for engagement both across the campus and within the communities the college serves. The college seeks to remove barriers to learning, participation and success, with a focus on changing procedures and practices that disproportionately affect certain groups. Anchored in a culture of evidence, MiraCosta promotes increased awareness and appreciation of individual, collective and intersecting identities within our diverse society and acknowledges that different students learn in different and unique ways.

24. Evaluation of candidates Do they understand the demographics of our student population and the unique challenges they bring to us? Can they respond effectively to issues such as academic preparation, culture, gender, race, ethnicity, sexual orientation, socioeconomic circumstances, and disability? Do they demonstrate evidence of cultural competency?

25. Ethnicity of full time faculty compared to credit students Fall 2015 FacultyStudents Am. Ind./Alaskan Nat. 1.1%0.3% Asian/Pacific Islander6.8%7.6% African American4.2%3.4% Hispanic18.4%35.8% White64.7%43.7% Multiple ethnicities3.7%7.3% Other/unknown 1.1%2.0%

26. Develop a diversity question Samples (purple handout) Customize it to the specific work to be performed for each job.

27. Logistics & Next Steps

28. Phase I of recruitment HR “advertises” the openings Chronicle of Higher Education Local newspapers Discipline-specific publications, websites and organizations Committee and department members “recruit”

29. Phase II of recruitment Your help getting the word out is vital! Where are the best graduate schools in your field? Contact them! Email announcements to your alma mater and classmates from graduate school. Don’t be shy – ask!

30. Guide to Faculty Employment Policy and Hiring Procedures Role of chair, committee members and Equal Employment Opportunity (EEO) Representative Confidentiality of process is paramount!

31. Forms to assist you Interview Summary Form Interview Activities

32. Steps in the process How closing dates established HR processing Application screening Rotational reading takes extra week Committee interviews Final interviews Reference checking Offers/Rejections

33. Closing Dates SSSP CounselorDec 11 Noncredit CounselingJan 8 PhysicsFeb 9 Counselor (tenure track) Feb 9 ChemistryFeb 16 English, Adult High School Feb 16 AnthropologyFeb 23 English, Transfer Feb 23

34. Closing Dates cont’d SociologyMar 1 FrenchMar 1 NursingMar 1 MathematicsMar 8 English, Developmental Mar 8 BiomanufacturingMar 15

35. Job Fair: Who will attend job fairs? San Francisco - January 23 Los Angeles – January 30 Diversity budget #: 11-521100-850-00000-6761-1612 If no committee member attends – HR will need “talking points”

36. Committees need to decide: Screening criteria Interview questions Letters of reference Whether to allow from members of committee Out of state candidates Final interviews for true finalists only? all?

37. Committees need to decide: Writing sample Candidate identified or not? Length of time allowed? Before or after interviews? Teaching demonstration Exact wording of instructions? Length of time allowed? Any special equipment needed?

38. Next steps for committee 1) Screening criteria 2) Interview questions

39. Screening Criteria Must be created directly from the job announcement. Must be directly related to the essential education, ability or knowledge required Must be measurable by the contents of the application materials Commitment to diversity

40. Agree on what you’re looking for Committee should discuss the traits a successful candidate should possess. Discuss the knowledge, skills and abilities that would result in superior performance in that position.

41. Follow up questions Allowed if information is critical for committee to make best hiring decision MUST be both: Job related Non-discriminatory

42. Prior knowledge Dealing with candidates known to committee member(s) First hand information Job related Can be shared at any time in the process Decision about impact of that information is based on consensus of entire committee, not just that individual

43. Other things to remember

44. Associate Faculty candidates If meet minimum qualifications and have a complete application packet, MUST be granted an interview if ranked in top 10

45. Equivalency Process Must give same consideration as all other applications Equivalency committee considers request and forwards to ASC Senate Council confirms Interviews can take place Board of Trustees considers with hiring recommendation

46. Letters of Recommendation We are once again using the process that allows for letter writers to submit a letter which the candidate cannot view. HR will not remove any extra letters submitted and will only screen based on the minimum number of letters requested

47. Screening Criteria Form Word document will be sent as an attachment by the HR Tech Committee members may print and write notes on hard copy of the form You may also type notes into the document and save a file for each candidate CONFIDENTIALITY IS PARAMOUNT

48. Can I work at home? PeopleAdmin is a web-based system so it is certainly possible Keep in mind the confidentiality issue Ergonomic considerations at home

49. After screening is complete Committee meetings will take place as they do now and the chair will notify HR of the candidates to be invited for an interview HR will change the status of applicants Candidates can check their status in the system at any time

50. Candidate Lists Will be produced out of PeopleAdmin

51. Documents You may see some personal information an applicant has included (i.e. birthdates, photos) on documents because HR no longer has the ability to black out information before the materials go to the committee

52. Portal workspace for committee Some committees have asked AIS to set up a shared workspace in the MiraCosta portal for their use. The space was used for various purposes: Discussion forums (i.e. preliminary work on screening criteria and/or interview questions) Viewing DVDs of previous performances

53. Conclusion Thank you for focusing your time and energy on this critical task – selection of superior candidates that will enable MiraCosta to reach our strategic goals and aide in efforts related to student success.