SEARCH COMMITTEE ORIENTATION

Board Room 6:30 PM 2 Search Committee Orientation Objective Provide the Search Committee with the necessary tools (i.e., job announcements, screening guidelines) to recommend the candidate(s) with the specific combination of education and experience that will best enhance the goals and objectives of the department and the greater campus community. Outline the Screening Committee duties and responsibilities. Provide information on Equal Employment Opportunity requirements (Federal and State laws). Provide diversity information to promote a sensitivity and understanding of the community we serve.

3 Search Committee Goal To recommend high quality, diverse candidates dedicated to providing students with educational opportunities and intellectual insights necessary to optimize their potential to achieve individual goals. - Adapted from BP 7838

4 Equal Employment Opportunity (EEO) Policy The District is committed to the concept and principles of providing equal opportunity in employment and education for all persons to prohibit discrimination based on race, color, sex, gender identity, religion, age, national origin, ancestry, sexual orientation, marital status, physical or mental disability, and/or veteran status. - BP 3420

5 Equal Employment Opportunity (EEO) Laws

6 Federal Laws Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, and national origin. Title VI of the Civil Rights act of 1964 prohibits discrimination on the basis of race, color, or national origin in any program receiving Federal financial assistance. The Americans with Disabilities Act of 1990 prohibits discrimination against the disabled in employment and public services. Age Discrimination in Employment Act of 1967 prohibits employment discrimination against persons 40 years of age or older.

7 State Laws CALIFORNIA CODE OF REGULATIONS DIVISION 6, TITLE 5 § Purpose. No person in the State of California shall, in whole or in part, on the basis of ethnic group identification, national origin, religion, age, sex or gender, 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. Implementation of California Government Code sections through , the Sex Equity in Education Act (Ed. Code, § et seq.), title VI of the Civil Rights Act of 1964 (42 U.S.C. § 2000d), title IX of the Education Amendments of 1972 (20 U.S.C. § 1681), section 504 of the Rehabilitation Act of 1973 (29 U.S.C. § 794), the Americans with Disabilities Act of 1990 (42 U.S.C. § et seq.) and the Age Discrimination Act (42 U.S.C. § 6101)

8 State Laws California Fair Employment and Housing Act (FEHA), California Government Code 12900, et seq., prohibits employment discrimination based on race or color; religion; national origin or ancestry, physical disability; mental disability or medical condition; marital status; sex or sexual orientation; age, with respect to persons over the age of 40; and pregnancy, childbirth, or related medical conditions. The FEHA also prohibits retaliation for opposing any practice forbidden by the Act or for filing a complaint, testifying, or assisting in proceedings under the FEHA. California Labor Code prohibits discrimination or different treatment in any aspect of employment or opportunity for employment based on actual or perceived sexual orientation.

9 Confidentiality & Conflict of Interest As a member of the Search Committee for Coastline Community College, you are participating in a “Confidential” process and all actions related to this process are confidential and are subject to District Policy and the laws and regulations relating to equal and fair employment practices. Additionally, you may not serve on a Search Committee if you are a relative of a candidate for this position, you have a financial or real property relationship (past or present) with a candidate for this position, or you cannot be objective or unbiased in evaluating all candidates for this position.

10 Confidentiality & Conflict of Interest (Continued) At this time, please review the Confidentiality & Conflict of Interest Statement provided in your packet. If you agree to comply with the Confidentiality & Conflict of Interest Statement, please sign and date the form. Not disclosing a conflict of interest or personal bias toward a candidate for this position may result in a complaint of unfair hiring practices as well as disciplinary action. Please understand that signing this statement is a requirement for serving on this Search Committee.

11 Committee Responsibilities Have a clear understanding of the position profile, including the minimum and desired qualifications. Ensure the integrity of the screening process by maintaining confidentiality and applying a consistent and fair evaluation to each applicant. Develop candidate screening criteria consistent with BP Faculty Hiring Policy, established procedures, and other related knowledge, competencies, and educational requirements outlined in the job announcement. Review and evaluate all requested application materials provided by each applicant; provide a measurement for each established criterion.

12 Committee Responsibilities (Continued) Develop job related interview questions that encourage the candidate to elaborate on related work experience and professional accomplishments, including but not limited to appropriate teaching demonstrations, writing samples, mock tutorials, or other performance indicators related to the position. Note strengths and areas of growth for each candidate in the screening and interview process. Provide a justification to support your total rating for each candidate. (Reference specific examples provided in the application materials and/or the interview.) Committee members will meet to review their overall screening evaluations and select candidates to be interviewed.

13 Interviews

14 Rules for the Interview Process Can you ask “follow up” questions?YES Follow up questions must be directly related to the original question. Must be directly related to something contained in the candidate’s answer. Probe for specifics to minimize exaggerations and limit generalizations. During the interview – Rate/evaluate candidates according to the established criteria. Fairly and consistently apply the criteria to each candidate. Diligently note information that contributes to your assessment. Do not doodle on your evaluation forms or write irrelevant information. All notes should contain only specific information that supports your assessment of the candidate.

15 Rules for the Interview Process (Continued) Do not advocate for a candidate between interviews. Do not voice opinions between interviews. Do not compare candidates between interviews. You will have an opportunity to deliberate once all candidates have had an opportunity to interview. NEVER share personal experiences involving candidates. This can create a bias and influence the judgments of other committee members. You may also subject yourself to personal liability in doing so. Any issues or concerns need to be brought to your Campus Personnel Services Office and/or the District Office of Human Resources.

16 Interview Process Committee members serve as representatives of the District and Campus Communities throughout the process; you should be professional, courteous, and attentive at all times. Remember that all candidates are interested in the position for which they have applied and should leave the interview feeling that the process was handled professionally and that they were treated respectfully.

17 Thank you for your participation on this Search Committee. If you have any questions or concerns during this process, please contact your Campus Personnel Office or the District Office of Human Resources immediately.