1. Proposed Adjunct Hiring Process Q: What do we want? A: An excellent and diverse adjunct faculty. Q: How do we get there? A: By casting as wide a net as possible to increase the excellence and diversity of applicants in the pool. Q: How does this process accomplish this goal? A: By encouraging departments to run recruitments at any time, and requiring them to run recruitments if the existing pool is not adequate (too small) or two years have passed since the last recruitment.

2. The Vacancy -An unfilled assignment to teach a class or provide services -Identified by the div or dept chair -MPC may not hire new-to-MPC adjunct faculty without the identification of a vacancy and consideration of applicants in the pool

3. The Pool -A group of applications collected for a specific discipline and kept on file by HR -Must be considered for each vacancy -Includes both internal candidates and external candidates -Internal equals currently and previously employed adjunct instructors -External equals applicants never before employed by MPC -Consists of applicants who have submitted complete apps and meet Min Quals or equiv. -Apps from external candidates will be kept on file for two years

4. An Adequate Pool -Contains three or more external candidates that meet Min Quals or the equiv who have not been previously reviewed -Recruitments must be run if an adequate pool does not exist

5. A Recruitment -Excellence and diversity come from an excellent and diverse pool -Excellent and diverse pools come from frequent and wide recruitment -Depts are encouraged to conduct recruitments on a frequent, regular basis -Refers to the process of advertising and collecting apps for a vacancy -Required if the pool is not adequate -*Also required for vacancies which meet both of the following, regardless of pool adequacy: -A vacancy for which a currently available adjunct has not previously taught -A discipline recruitment has not been conducted within the previous two years

6. The Committee -Div Chair or designee (often Dept Chair) serves as committee chair -Minimum of two faculty members -At least one full time faculty member (not necessarily permanent or tenured) -Must be ethnically or gender diverse -All members must have participated in EEO training or EEO rep training -Committee may include others to bring desired expertise -Div Chair approves and reports the composition to Human Resources