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SOCCCD Office of Human Resources Revised January 2008 <<<< Equal Employment Opportunity In Hiring Training.

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Presentation on theme: "SOCCCD Office of Human Resources Revised January 2008 <<<< Equal Employment Opportunity In Hiring Training."— Presentation transcript:

1 SOCCCD Office of Human Resources Revised January 2008 <<<< Equal Employment Opportunity In Hiring Training

2 << Vision The District and it’s colleges serve as a cultural model for the community by providing students and employees with an academic and work environment that both honors diversity and exists free of prejudice.

3 << 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 race, gender, disability status, sexual orientation, belief, age, national origin, cultural background, life experience and other enriching characteristics. California Community Colleges Chancellor’s Office

4 It is the responsibility of higher education to expose students to faculty and staff who bring with them differing intellectual ideas, viewpoints and creative energies that serve to challenge the minds of students and stimulate the learning environment. << Embracing Diversity in Higher Education

5 << Ethnicity of Orange County: 2000 Census Data << Ethnicity of Orange County: 2000 Census Data 1.5% African American 13.8 % Asian/Pacific Islander 30.8% Latino 0.3% American Indian/Alaska Native 51.2% White 0.2 % Other 2.3% Two or more ethnic groups

6 WHAT OTHER TRENDS ARE YOU SEEING THAT IMPACT OUR COLLEGES, STAFF AND STUDENTS? << California’s Changing Demographics Source: California Community Colleges System Strategic Plan, 2006 By 2013 Latinos will comprise the majority of the student population in California By 2040 Latinos will become the majority population in California

7 << What does our Future in Orange County Look Like? Projected Population by Ethnicity in Orange County and California through 2040 African American American Indian/ Alaskan Native Asian/ Pacific IslanderHispanicWhite Orange County ,7178,714397,988880,7541,477, ,85226,869541,2311,180,0421,402, ,58133,606648,5871,460,2891,263, ,45332,577641,7401,659,7711,205, ,92729,405594,9231,822,0701,133,000 California20002,222,816192,7533,857,49211,082,98516,047, ,628,971398,0484,865,05815,181,59415,377, ,935,929615,3935,750,10818,877,59014,757, ,192,662815,0546,369,36522,520,62914,182, ,363,142982,0736,690,62625,959,52713,435,378 Source: State of California, Department of Finance.

8 << What does our Future in Orange County Look Like? Projected Population Percent by Ethnicity in Orange County and California through 2040 African American American Indian/ Alaskan Native Asian/ Pacific IslanderHispanicWhite Orange County %0.3%14.2%31.4%52.6% %0.8%16.9%36.8%43.7% %1.0%18.7%42.2%36.5% %0.9%17.9%46.2%33.6% %0.8%16.4%50.2%31.2% California %0.6%11.5%33.2%48.0% %1.0%12.7%39.5%40.0% %1.4%13.4%44.0%34.4% %1.7%13.5%47.9%30.1% %1.9%13.3%51.5%26.6% Source: State of California, Department of Finance.

9 << EEO Laws: Federal Laws << EEO Laws: Federal Laws  Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, pregnancy or national origin.  Americans with Disabilities Act of 1990 prohibits discrimination against the disabled in employment and public services.  Age Discrimination Act of 1975 prohibits discrimination on the basis of age in programs or activities receiving Federal financial assistance (Age 40+)

10 << EEO Laws: State Laws << EEO Laws: State Laws  California Government Code Sec through prohibits discrimination against any person or denial of benefits on the basis of ethnic group identification, religion, age, sex, color or physical handicap or mental disability under any program that is funded directly by the State or receives any financial assistance.  California Fair Employment and Housing Act, Calif. Government Code 12900, et seq., prohibits discrimination in employment on the basis of race, gender, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, age (40+) and pregnancy.  California Labor Code prohibits discrimination or different treatment in any aspect of employment or opportunity for employment based on actual or perceived sexual orientation.

11 << State Laws (Con’t) Title 5 (Education Code)  Inclusive Outreach  Specific Data Collection  Adverse Impact Monitoring  Enforced by the State Chancellor’s Office

12 The hiring process is highly sensitive and confidential. It is therefore critical that all those involved in the process maintain the highest, uncompromising degree of confidentiality in order to preserve the integrity of the process. << Confidentiality

13  Monitor the hiring process to ensure that no candidate is unlawfully discriminated against  Serve as committee liaison to the Chair of the hiring committee  Maintain confidentiality within the committee  Report allegations of non-compliance to Human Resources Management << EEO Representative’s Role and Responsibilities

14 << Conflicts of Interest The EEO Representative.... Recognizes Is on alert for Understands Resolves Notifies The EEO Representative is critical to the integrity of the hiring process! HR Management of any potential conflicts of interest issues that arise that could lead to conflicts of interest potential ramifications of conflicts of interest those who are unable to be fair or impartial potential biases or conflicts of interest

15 SUCCESS << Helping Hiring Committees Succeed The EEO Representative/Committee Member relationship is a shared dynamic one which creates an environment in which fair and consistent hiring practices are possible and imparts guidance, knowledge and insight.

16  Shift the focus from experience to results: job performance in a former position, accomplishments and productivity.  Be less concerned with years of experience and more concerned with what they have done.  Past performance is the best predictor of future performance.  Shift the focus from experience to results: job performance in a former position, accomplishments and productivity.  Be less concerned with years of experience and more concerned with what they have done.  Past performance is the best predictor of future performance. << The Hiring Process The hiring committee must be able to distinguish an applicant’s ability to do the job from his or her ability to get the job.

17 The Committee should review the following elements of the job announcement:  Educational qualifications  Work experience  Desirable qualifications  Job duties and responsibilities  Unusual physical requirements  Hours required for the position The Committee should review the following elements of the job announcement:  Educational qualifications  Work experience  Desirable qualifications  Job duties and responsibilities  Unusual physical requirements  Hours required for the position << Screening Applications

18 << Screening Applications Each committee member is responsible for thoroughly reviewing the application and corresponding materials submitted by each applicant who meets minimum qualifications. The screening of applicants shall be conducted without reference or consideration of perceived or actual:  Disability  Sexual Orientation  Other protected characteristics  Disability  Sexual Orientation  Other protected characteristics  Race  Ethnicity  Religion  Race  Ethnicity  Religion

19  How do you shift the focus from experience to results? << Effective Hiring through the Interview Process Develop interview questions that direct the candidate to focus on specific work experience and professional accomplishments.

20 << Developing Interview Questions Candidates should relay specific examples from past experience in their answers Identify traits that would result in superior performance in the position Remember to address any conditions in the work environment that may create challenges Knowledge Skills & Abilities PastExperience Ability to effectively handle challenges

21 << Before the interviews...  Review the job announcement  Assign questions to committee members  Discuss general framework for successful responses to individual questions  Briefly review the candidate’s application and supporting materials

22 Follow-up interview questions allow committees to probe for specificity, help minimize exaggerations and limit generalizations. SOCCCD Hiring Board Policies allow for follow-up interview questions, provided they meet one of the following criteria: The follow-up question must be directly related to the original question. For example – Can you expand on your specific role in the project? The follow-up question must be directly related to something contained in the answer provided by the applicant. For example – You mentioned you won an award, can you tell us more about that? Follow-up interview questions allow committees to probe for specificity, help minimize exaggerations and limit generalizations. SOCCCD Hiring Board Policies allow for follow-up interview questions, provided they meet one of the following criteria: The follow-up question must be directly related to the original question. For example – Can you expand on your specific role in the project? The follow-up question must be directly related to something contained in the answer provided by the applicant. For example – You mentioned you won an award, can you tell us more about that? << Follow-up Questions

23  Committee members should provide each candidate with the same high level of interest, courtesy, care and attention.  Candidates should leave feeling that the process was handled professionally and that they were treated respectfully.  Committee members must be fair, consistent and impartial in their assessments and scoring.  Committee members should document in writing as much specific information as possible about each candidate on the rating sheet provided.  Committee members should provide each candidate with the same high level of interest, courtesy, care and attention.  Candidates should leave feeling that the process was handled professionally and that they were treated respectfully.  Committee members must be fair, consistent and impartial in their assessments and scoring.  Committee members should document in writing as much specific information as possible about each candidate on the rating sheet provided. << When Conducting the Interview, Remember...

24 << How to Ensure Fairness Committee Members should....  Understand their roles and responsibilities  Be fair and consistent in every aspect of the process  Document information that contributes to numerical and written ratings or assessments  Maintain confidentiality before, during, and after the process has been completed  Understand their roles and responsibilities  Be fair and consistent in every aspect of the process  Document information that contributes to numerical and written ratings or assessments  Maintain confidentiality before, during, and after the process has been completed

25 Hiring Committee Purpose: To hire the candidate who will stimulate the learning and working environment and provide the greatest asset to our diverse student and employee population, as well as the greater community. Hiring Committee Purpose: To hire the candidate who will stimulate the learning and working environment and provide the greatest asset to our diverse student and employee population, as well as the greater community. << Why do all this? The Purpose of the Hiring Process

26 ? ? ? ? <<<< QUESTIONS? Contact: Office of Human Resources South Orange County Community College District (949)


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