Equal Employment Opportunity Training and Search Committee Orientation for Faculty Positions

1. Equal Employment Opportunity Training and Search Committee Orientation for Faculty Positions Presented by Susan Kitagawa Spring 2008

2. Why are we here? • To insure Equal Employment Opportunity (EEO) in hiring and employment practices. • Mandated by Title 5 Section 53303 Selection Committee members shall receive appropriate training on the requirements of state and federal nondiscrimination laws.

3. What are we going to do? • State and Federal Laws • Student & Employee Demographics • Recruitment & Selection Process • Power Hiring Concepts

4. 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.

5. State Laws • California Government Code 11135-11139.5 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.

6. California Fair Employment & Housing Act (FEHA) prohibits discrimination in employment on the basis of race, gender religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, age, and pregnancy.

7. Labor Code 1102.1 prohibits discrimination or different treatment in any aspect of employment or opportunity for employment based on actual or perceived sexual orientation. • Title 5, Section 53000 etal governs hiring in California Community College system

8. Student Demographics Fall 2006 Gender

9. Ethnicity

10. Age

11. Load

12. Full-Time Non-Teaching Faculty 2000 Census Applicant pool: US - 1 females +4 minority

13. Full-Time Teaching Faculty 2000 Census Applicant Pool: US -14 females - 8 minorities Adverse Impact

14. Job Announcement • Minimum qualifications-Title V • Desirable qualifications • Representative duties • Materials required to be considered • Deadline Date; 45 – 60 day recruitment • Salary and benefits • Information about the community, college & Commitment to Diversity

15. Recruitment • Title V Section 53021 requires that recruitments shall be at a minimum, statewide, and include seeking qualified candidates from the CA Community Colleges EEO Registry • Journals: Chronicle of Higher Education, Hispanic Hotline, Black Careers Now, Asian Pacific Careers, The Hispanic Outlook, Women in Higher Ed, vocational journals

16. Websites: College, CCC Registry, EDD and Careerbuilders.com • Job Fair sponsored by CCC Registry • Newspapers, local and regional • Other targeted sources

17. Search Committee • Dean is Chair of Search Committee • Composition: Administrator(s), full-time and adjunct faculty members, community members, and/or classified staff • Monitored by HR for appropriateness • EEO training and orientation

18. Conflict of Interest • Candidates may be familiar • Positive or negative • You must remain objective and unbiased OR • Excuse yourself from the committee

19. Confidentiality All Information Is Confidential • Identities of the applicants • Interview questions and assessments • Candidate’s responses and performances • Committee discussions and recommendations

20. Screening • HR performs initial screening for minimum qualifications and required materials • VP, Dean and committee members review equivalencies • Committee members screen and rate applicants independently, based on established criteria • HR calculates composite scores

21. Screening Tool • Point system; rating of 1 – 5 • Desirable Qualifications • Overall impression of the application packet • Total of points

22. Finalizing Candidates & Interviews • Committee meets to review and determine candidates to invite to interviews • Names of current adjuncts not chosen for an interview forwarded to the President for review • Chair notifies any current adjuncts or temporary employees not chosen for an interview. HR notifies others. • Candidates invited to interviews and sent materials and instructions

23. Planning • Committee establishes questions based on the “Desirable Qualifications” and “Representative Duties and Responsibilities” sections listed on the job announcement • Assessment: prepared and/or on-site • Job related • EEO – areas protected by law

24. Interviews • Candidates may preview questions for 5 - 10 minutes prior to the interview • Usually an hour • Candidates asked same questions and perform same assessments within time allowed • Follow-up Questions- time and protected areas

25. Committee members document answers and candidate’s performance on forms using a rating system • Questions 1-5 points • Assessment 1-15 points • Comments should be job related only

26. Post Interview Discussion • Committee members discuss candidates’ performances, sharing reactions and opinions of candidates • Committee members are not allowed to discuss personal knowledge of candidates • Compile ratings and rank candidates

27. Committee Makes Recommendations • Final (2) candidates forwarded unranked to President for second interviews • Committee members should forward only the names of candidates they believe are qualified

28. Second Interviews • Second Interviews with President, Vice President, and Dean • President makes final decision and extends offer of employment to candidate after reviewing information from reference checks

29. Reference Checks • Performed by HR or Administrator • At least three references for each candidate • Confidential information shared with the Dean, VP and/or President

30. Offer of Employment • Salary placement and Academic Rank for faculty based on academic preparation and applicable experience • If refused, an offer may be extended to next acceptable candidate • Final recommendation for employment made by President to Board of Trustees

31. Power Hiring Concepts • Don’t make hiring decision within the first 30 minutes. • Human nature to make an emotional decision whether we like a candidate within the first 5 to 10 minutes (Hire with Your Head by Lou Adler,1998)

32. If we like a candidate, we listen for evidence to confirm our initial impression • Conversely, if we don’t like a candidate, we stop listening, minimize the positives and maximize the negatives

33. Essential components to making a good hiring decision: • Performance: must be able to do the work at a satisfactory level • Trait: must have sufficient character and integrity to gain trust and support from others

34. Past performance is the best indicator of future performance. • Recommends performance based questions • Top performers of past tend to remain top performers of future

35. Fight with yourself to remain objective • Become aware of your “hot buttons” e.g. appearance, affability, cultural differences, etc. • Objectivity increased by bringing emotional responses to conscious level

36. Measure your first impression of candidate again after 30 minutes • If your impression of a candidate improves, you’ve found a person you would have normally eliminated • If your impression worsens, you’ve found a person with more style than substance

37. The future of College of the Desert is impacted by the decisions of the hiring committees of today. Thank you for participating in this critical process.