HR Notes for Support Staff, Supervisors, and Managers

 

New Procedures for Recruitment and Hiring Process

Effective March 2007

 

 

 

 

 

Effective March, 2007, three procedural changes will be formally implemented to the hiring process.  These changes are in addition to those made in February, 2006.

 

1) A timeline must be submitted to Human Resources.

 

2) A listing of committee members must be submitted for approval.

 

3) In an effort to ease the administrative burden of search committee chairpersons, the

selection of the Diversity Representative will be assigned by the Human

Resources Employment Office once the above two items have been received.

 

Further details are in the attached document.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

                                                                                                            HR Notes #68

                                                                                                            March,2007

 

 

 

 

                                                                                                           

 

 

 

VALENCIA RECRUITMENT AND HIRING PROCESS

Note:  The procedural changes discussed herein are effective 3/2007

As reflected in Goal #6 of the Strategic Learning Plan, Valencia Community College's commitment to diversity is more than simple compliance with non-discrimination policies.  With every step of the hiring process -- placing an advertisement, reviewing the application, screening applicants, choosing of and/or wording of questions for the interview and conducting reference checks - a keen commitment to diversity must be observed.  In an effort to ensure that Diversity Works for all applicants and employees, procedural changes must occasionally be implemented to the hiring processes for Valencia Community College.  You may recall that, effective February 2006, hiring committees must be established when advertising part-time positions at the college.  No procedural changes were made to the recruitment process for full time positions at that time. 

Now, effective March, 2007, three additional procedural changes will be implemented to the hiring process:  1) a timeline must be submitted to Human Resources, 2) a listing of committee members must be submitted for approval, and 3) in an effort to ease the administrative burden of search committee chairpersons, the selection of the Diversity Representative will be assigned by the Human Resources Employment Office.

Timeline submitted to Human Resources

Each committee chairperson must submit a proposed timeline.  This tentative timeline is intended for planning purposes and will be used when selecting a Diversity Representative for the committee.  Dates are subject to change based on approvals and the actual opening date.  The following sample timeline is provided as a guideline for the format:

 

Recruitment and Selection Schedule

Dean, Math - East Campus

(tentative schedule based on approvals)

Dates                                                  Activity_______________________________________

February 6, 2007                     Job Description, Recruitment Request Form and list of screening committee members' names completed and forwarded to Human Resources for approval (HR will select Diversity Representative to serve on the committee)

February 9, 2007                     Position opens

February 17, 2007                   Screening Committee pre-meeting to discuss logistics

February 22, 2007                   Position closes

February 26  28, 2007           Candidate materials reviewed by screening committee

March 1, 2007                         Screening Committee meets to discuss candidate information and decide on candidates to invite for interview

March 1, 2007                         Invite candidates for interview

March 19  23, 2007               Conduct on-site interviews

March 23, 2007                       Select candidate/schedule candidates for further review/second interviews

March 26  29, 2007               Conduct references

April 2007                                Route Recommendation to Hire form, Background Check form and copy of application for signatures  

 

 

Listing of committee members

The size and composition of the search committee will vary depending upon the type of position.  However, in all cases, the committee should be appropriately representative of the college.  All members of the search committee will screen applications and will participate in all initial interviews.  The committee chair may vote.  All committees will have a Diversity Representative assigned by the Human Resources Department.

 

SUGGESTED SEARCH COMMITTEE SIZE AND COMPOSITION

Position	Requirement
Faculty Positions	A single campus recruitment search committee should have five members.  A multiple campus recruitment, search committee should have seven members.  Committee chair may be a department dean or a faculty member.  Committee representation may include (a) two faculty members (from each campus conducting a search) selected for their knowledge of the content area and instruction, (b) an individual with management/administrative responsibilities, (c) a representative of the student services area and (d) an individual with knowledge of technology as it applies to the position.
Academic Dean Positions	Search committee shall have seven members.  Committee representation shall include (a) faculty members representing department disciplines, (b) other academic deans including representatives from other campuses, (c) a representative of the student services area, and (d) a representative with knowledge of technology as it applies to the department.
Administrative Positions	Size of these committees will vary and will be determined by the President or his designee.
Professional Positions	Size of these committees may vary, but shall not exceed five members.
Career Service Positions	Hiring departments are strongly encouraged to appoint a small (3-5 members) search committee when recruiting and selecting applicants for a career service position.