I. HIRING PROCEDURES
A. Fair Hiring Process
1. A meeting with the President and appropriate Vice President will be scheduled to review and update the job description for accuracy of responsibilities and minimum credentials, to determine the salary range and guidelines for advertising, and to determine the timetable for hiring. Additionally, an interview team shall be selected to include no more than two employees in the division with the vacancy and three other employees representing the internal College community. The supervisor for the vacant position or designee shall act as chair of the team.
2. The Vice President/supervisor will notify the Human Resources Director of the vacancy. The Human Resources Director will advertise the position for a period of at least two weeks. The interview team will meet during the
advertising period to draft candidate interview questions.
3. The Human Resources Director shall be responsible for advertising and receipt of all applicants. All applications shall be distributed to the appropriate Vice President/Supervisor. The Human Resources Director will ensure that an acknowledgement of receipt is sent to all applicants. The interview team shall review the applications and select candidates for interviews.
4. The interview team will ensure that all candidates selected for interview meet the required qualifications as advertised.
5. The chair of the interview team shall schedule and arrange all meetings in the interview process including interviews for selected candidates. The Human Resources Director shall assist with this process.
6. When appropriate, one or two finalists may be selected for a follow-up interview.
7. An investigation of professional references and criminal background checks shall be conducted for all finalists. The Human Resources Director shall oversee with this process.
8. Upon completion of the interview process, the Vice President/Supervisor shall recommend to the President one (or two) finalists for consideration for employment.
9. At the first regular meeting after being hired, the Board will receive notification of employee hires.
10. The Human Resources Director shall mail notification letters in a timely manner to all applicants not selected.
B. Criminal Background Checks
1. Hiring and continued employment of qualified individuals is important to the College’s success. Therefore, background checks will be used to obtain additional applicant information to help determine an applicant’s overall employability and may be obtained on employees for the purposes of protecting College assets and for promoting a safe environment for employees and students. Background information will be researched and evaluated in a consistent non-discriminatory manner and in accordance with the Fair Credit Reporting Act.
2. Offers to final recommended applicants will be made contingent upon, or after successful completion of, a background investigation. The Human Resources Director will be responsible for working with a third-party provider to conduct background checks. The third-party provider is responsible for checking a range of sources depending on the position, including, but not limited to: criminal conviction records, civil litigation records and national sex offender registry.
3. The following factors will be considered for those applicants with a criminal history in determining whether to hire the applicant and when necessary, in determining the continued employment of an employee: a) the nature of the crime and its relationship to the position; b) the time since the conviction; c) the number (if more than one) of convictions; d) whether hiring the applicant would pose a risk to the College, students or personnel; e) the
actions and activities of the applicant since the conviction or other determination; and f) explanations and/or other information provided by the candidate and whether the candidate has demonstrated that s/he does not
have the integrity or honesty to fulfill the duties of the position.
4. If any applicant is found to have falsified or withheld any information regarding conviction history, the applicant will not be considered for employment and any offer of employment will be withdrawn. Applicants who refuse consent to a criminal background check will be considered to have withdrawn their application for employment at the College. False or omitted information on an employment application of an employee or an employee’s failure to report criminal history information may be grounds for disciplinary action up to and including termination.
5. The applicant or employee will be given an opportunity to review the results of the background investigation and will be given an opportunity to dispute the accuracy or completeness of any information contained in the report by contacting the third-party provider that conducted the background check.
6. The Human Resources Director will review the findings of the background checks with the appropriate Vice President/Supervisor. If the applicant is recommended to the President, the President will make the final decision concerning the employability of the applicant or when necessary, the continued employment of an employee. Background checks will be maintained as part of the individuals employment record, and kept in accordance with records retention policies.
Promotion/transfer shall be made in accordance with the principles of equal opportunity and only valid job-related requirements for a promotion opportunity will be used. All promotions/transfers for full-time employees will be subject to a one (1) year probationary contractual period. At the end of a successful probationary period, the employee will be eligible for one (1) year annual contracts. It is the policy of the College to promote from within whenever possible.
The supervisor may nominate an internal candidate to be promoted/transferred to an existing vacancy. All internal candidates must be permanent part-time or full-time employees of the College. A recommendation to promote/transfer an internal candidate shall be made in a written statement to the appropriate member of the President’s Cabinet with a copy to the Human Resources Director. The cabinet member will be responsible for assuring that an internal applicant meets the basic requirements of the position or will be responsible for specifying those requirements upon which a conditional promotion may be made. If a conditional promotion is made, a contract must be executed between the College and the full-time employee specifying the conditions the employee must meet in order to retain the position and the time frames within which the conditions must be met.
A. Priority for Promotion/Transfer for Non-Teaching Personnel
1. Job specifications including educational level attained
2. Performance evaluation with regard to present position
3. Former work experience
B. Priority for Promotion/Transfer of FT Instructor to Administrative
1. Job specifications including educational level attained
2. Administrative/management background (education, training, or former work experience)
3. Performance evaluation (with emphasis on administrative areas)
Adopted: April 10, 2019