1. Avoiding Multiple Trips to the Hardware Store
Hiring and Evaluation
At California Community Colleges
Meridith Randall, Shasta College
Dr. Mary Turner, Sacramento City College

2. Disclaimer!
Neither presenter claims to have the authority to give legal advice (in spite of any previous legal training )
This presentation is based on too many years of experience, too many difficult situations, and too much angst
Our purpose is to give you some tools to avoid similar calamities…...and to get good people and keep them

3. Quick Quiz
According to Title 5 section 53022, all job announcements must include “understanding of” what?
What is the role of the CHRO, according to Title 5, once the qualified applicant pool is selected?
Contract education instructors must meet Minimum Qualifications – true or false?
Can unpaid experience count toward MQs?

4. Quiz -- continued
What is the general requirement to teach a non-credit course?
When hiring a faculty member under an equivalency, what must happen at the Board level?
Under what conditions can you hire a temporary full-time faculty member?
What happens to that person if then hired as full-time probationary?

5. Quiz -- continued
Faculty evaluations must include an administrator review, peer review and student evaluations….true or false?
If a probationary faculty member missed less than 50% of a year due to illness, that year still counts toward tenure – yes or no?
Can you hire an interim dean for one year from outside the district without having a hiring process?

6. Scenarios -- #1
The college’s tenure review process requires a mid-semester meeting to inform faculty members of their progress. At the time of the meeting for a first-year faculty member, there were no issues of concern brought forward by the evaluation team. Right before the final meeting, the team was provided with information that made them question the integrity of the faculty member. One team member voted for non-renewal as he felt the individual would not be a good colleague and one wanted to give him another chance – so the faculty were divided. The dean asked you to meet with the team to discuss options. What would you tell the team?

7. Scenarios -- #2
You (or your dean) have finally received approval to hire a new math faculty member, and you assemble a hiring committee that consists of 5 full-time math faculty. The following issues occur:
One faculty member wants to include a doctorate as a requirement
Another faculty member wants to require four years teaching experience at a community college
Two committee members have been asked to write recommendation letters for part-time faculty who intend to apply
The committee decides that any candidates forwarded to the President for consideration must be unanimously recommended
After interviewing, the committee decides to forward only one name, despite the college AP which requires that at least two names be forwarded. 
How do you handle these issues, and what could have been put in place to avoid these problems?

8. Scenarios -- #3
You have hired a faculty member in Chemistry and the time has come to decide whether she will receive a second contract. Upon reviewing the tenure committee materials, the observations done by faculty are positive, the observation done by the dean is lukewarm, and the students comments are generally negative. The recommendation from the committee is to offer another contract. When you question the dean, he reports that the two faculty on the tenure committee outvoted him. He also tells you that there were several student complaints during the semester that did not show up in the tenure summary.
What is your recommendation to the President, what additional steps can you take, and what should you have done before this happened to prevent some of the issues?

9. Scenarios -- #4
A first-year, tenure-track allied health professions faculty member complains to the union that a member of her peer review team is “harassing” her. She says that the member expects her to sit in on the lecture portion of the course even though she is only responsible for teaching the lab. She also feels that she is being evaluated during all of the time they are teaching together in the lab and that the member is soliciting negative comments from students. After review of the faculty’s concern, the union supports continuation of the evaluation process.
The peer review team ultimately recommends non-renewal of the contract, even though the dean and one faculty member are concerned the evaluatee was not given a fair evaluation.
What would you have done and what processes could have been put in place to avoid the problem?

10. Scenarios -- #5
After an exhaustive search, three candidates for an English position are forwarded to you and the President:
One is a PT faculty member at your college with solid reviews, but nothing outstanding.
One is a FT tenured faculty member who explains she wants to leave her current position for more challenges. She lists only colleagues as references.
One is a PT faculty member who works at three neighboring districts and has been trying to get a FT position for several years. You are aware that there have been openings.
What additional information will you need to make a decision, how will you get it and what will influence your recommendation?

11. Interview Questions
Any leadership position requires a blend of making unpopular decisions, meeting hard deadlines, and ambiguity in guidance and direction. Walk us through the process of your decision making when you faced one of these challenges.
What does student success mean to you? Please provide specific examples.
Please provide an example of a successful collaboration with a community, industry, or K-12 partner. What was your role? What problems did you overcome to make the collaboration possible? What did you learn in the process?
Based on what you know about the educational programs at XYZ College, how would you increase diversity in our programs?
Describe an example of the most and least effective supervisors for whom you have worked. What do you have in common with each of them?
What excited you most about pursuing this opportunity?

12. Final Advice Trust your instincts…..”quirky” will not work out well
Do your research….call anyone you know who may have come across this person
Be direct early….if there are issues, address them in writing immediately
The longer you wait, the harder it will be to make a change