Orange  Coast  College  Academic  Senate  Documents  for  General  Meeting,  10.22.13  –  Meeting  Documents  Packet  

 

  p.1  

 REMINDER  ABOUT  MEETING  DOCUMENTS  PACKET  CONTENTS  

This  Meeting  Documents  (MD)  packet  contains  information  and  documents  that  are  meant  to  be  reviewed  in  advance,  in  preparation  for  the  corresponding  meeting.  Whenever  there  are  documents  in  the  MD  packet  related  to  a  particular  agenda  item,  it  will  be  indicated  on  the  agenda  in  the  following  manner:    [MD  p.X],  where  “X”  is  the  page  number*  within  the  MD  packet.  If  there  multiple  MD  packets  for  an  AS  meeting,  they  will  be  abbreviated  as  MD1,  MD2,  etc.    Both  the  agenda  and  the  meeting  documents  packet(s)  will  always  be  posted  on  the  CURRENT  Agenda  and  Minutes  page  of  the  public  AS  website  (see  link  below,  or:  http://www.occ.edu  >  about  OCC  >  Academic  Senate  >  CURRENT  Agenda  and  Minutes).  

http://www.orangecoastcollege.edu/about_occ/AcademicSenate/Pages/AgendasAndMinutes.aspx    *  The  “page  number”  refers  to  the  actual  position  of  the  page(s)  within  the  MD  packet.  This  may  not  correspond  with  numbers  that  may  be  printed  at  the  bottom  of  document  pages  within  the  packet.  

 Reminder:  You  do  NOT  need  to  print  out  the  Meeting  Docs;  we  will  be  able  to  project  them  during  the  meeting.    

AGENDA  ITEM   PREPARATORY  READING/DOCUMENTS  

Unfinished  Business  1. Institutional  Effectiveness  Committee:  Proposed  Definition  of  Authentic  Assessment  

2. Public  Dissemination  of  Res  F13-‐02  3. Formation  of  Elections  Task  Force  4. College  Council:  How  to  handle  terms  that  end  mid-‐year  and  member  on  sabbatical  

 1.  None    2.  MD  pp.2-‐3  (Resolution  F13-‐02)  3.  MD  pp.4-‐6  Elections  Subcommittee  Draft)  4.  None  

New  Business  1. Accreditation:  Board  Policies  Revisions  BP  &  AP  2510  Participation  in  Local  Decision  Making;  BP  &  AP  7120  Recruitment  and  Selection;  AP  7120C  Recruitment  and  Selection  for  Faculty  Members  

 1.    AP  2510  –  MD  pp.7-‐10            BP  7120  –  MD  pp.11-‐47            AP  7120  –  MD  pp.51-‐57            AP  7120C  –  MD  pp.58-‐84  

 

Please  contact  me  if  you  have  any  questions  about  the  Meeting  Documents  (dcabanel@occ.cccc.edu)  

Orange Coast College Academic Senate

ACCJC Resolution: Concerns for Sanctions and Loss of Collegiality, Recommendations for Changes

WHEREAS, the U.S. system of regional accreditation has been well-established and provided essential guarantees of quality in America’s post-secondary institutions since the 1950’s; and

WHEREAS, keys to the overall success of this unique system are a spirit of collaboration and mutual respect between the regional commissions and their member institutions and a shared focus on the needs and interests of the students who attend these institutions; and

WHEREAS, for the last decade, the relationship in the Western region between the Accrediting Commission for Community and Junior Colleges (ACCJC) and many of California’s 112 public community colleges (which collectively constitute 84% of the institutional membership of ACCJC and serve over 95% of the student enrollments at ACCJC member institutions) has been contentious and, in many instances, antagonistic; and

WHEREAS, the Western region is the only one of the six accrediting regions of the U.S. where a separate commission exists for the purpose of accrediting two-year institutions rather than having a single commission accredit both two-year and four-year institutions; and

WHEREAS, the troubled nature of the relationship between ACCJC and many of its member institutions is manifested in multiple ways, including the following:

• The extraordinary frequency and severity of sanctions levied by ACCJC against California community colleges compared to sanction levels and types seen in other regions and in four-year institutions accredited by WASC-Senior;

• Widespread distrust of ACCJC by faculty statewide as reflected in numerous resolutions, articles and complaints prepared and approved by organizations such as the Community College Council of the California Federation of Teachers, the Community College Association of the California Teachers Association, the California Community College Independents, and the Faculty Association of the California Community Colleges;

• The creation of two separate Task Forces by two different State Chancellors in order to grapple with the issues surrounding the accreditation of the system’s colleges;

• ACCJC’s announcements in July 2012 and July 2013, of its action first to place CCSF on “Show Cause” and then to deny accreditation to CCSF, effective July 2014, actions which have created an unprecedented public relations, enrollment and financial crisis for that institution, threatening its very existence as the only public community college in the City and County of San Francisco, despite widespread support for the college from the people of San Francisco.

THEREFORE, BE IT RESOLVED that the Academic Senate of Orange Coast College hereby expresses its deep concern over the adversarial nature of the relationships between ACCJC and many of California’s community colleges; and

BE IT FURTHER RESOLVED that this Academic Senate urges careful scrutiny of ACCJC’s work as a regional accreditor during the upcoming review of ACCJC for federal recognition by the United States Department of Education (USDE); and

BE IT FURTHER RESOLVED that this Academic Senate recommends that the USDE include in its review of ACCJC consideration of merging ACCJC and WASC Senior into a single higher education accrediting commission for the Western region in order to bring the structure of this region’s commission in line with the structure of the other five regions; and

BE IT FINALLY RESOLVED that this Academic Senate urges ACCJC itself to consider, in its own self-evaluation, how ineffective the Commission has been in fostering a spirit of collaboration and mutual respect between itself and its member institutions and that the Commission take meaningful steps to begin developing a more collaborative spirit in its work with the California community colleges.

_________________________ RES F13-02 Endorsed by the OCC Academic Senate 9/24/13

Academic Senate Election Results Election Cycle Completed Fall 2013Business and Computing Division Position Name Position Term

1 Arabian Morgan amorgan@occ.cccd.edu Business Department Chair 2013-14Consumer Health Sciences Division Position Name Position Term

1 Joy Myers jmyers@occ.cccd.edu Allied Health Department Chair 2013-142 Charlene Reed creed@occ.cccd.edu Family and Consumer Sciences Department Chair 2013-143 Barbara Cooper bcooper@occ.cccd.edu Hospitality Department Chair 2013-14

Counseling Division Position Name Position Term1 Rob Schneiderman rschneiderman@occ.cccd.edu Counseling Department Scheduler - Position 1 2013-142 Manoj Wickrsemesighi mwickrsemesighi@occ.cccd.edu Counseling Department Scheduler - Position 2 2013-14

Library & Media Services Division Position Name Position Term1 Lori Cassidy lcassidy@occ.cccd.edu Library Department Chair 2012-13

Literature & Language Division Position Name Position Term1 Felicia Coco fcoco@occ.cccd.edu Communication Studies Coordinator-Scheduler Position 1 2013-142 Chris DeSurra cdesurra@occ.cccd.edu Communication Studies Evaluator Chair Position 2 2013-143 Gary Hoffman ghoffman@occ.cccd.edu English Department Scheduler - Position 1 2013-144 Donna Barnard dbarnard@occ.cccd.edu English Department Coordinator - Position 2 2013-145 Jeremy Zitter jzitter@occ.cccd.edu English Department Chair - Position 3 FALL ONLY FA-20136 Donovan Gaytan dgaytan@occ.cccd.edu English Department Chair - Position 4 FALL ONLY FA-20137 Diane Colvin dcolvin@occ.cccd.edu ESL Department Coordinator - Position 1 2013-148 Maria Lerma mlerma@occ.cccd.edu ESL Department Scheduler - Position 2 2013-149 Chris DeSurra cdesurra@occ.cccd.edu Forensics Chair 2013-14

10 Arlete Beatriz Keith akeith@occ.cccd.edu World Languagues Department Scheduler - Position 1 2013-1411 Lia Raileneau lraileanu@occ.cccd.edu World Languagues Department Coordinator - Position 2 2013-14

Kinesiology and Athletics Division Position Name Position Term1 John Knox jknox@occ.cccd.edu Kinesiology and Athletics Dept. Chair 2013-142 Laura Behr lbehr@occ.cccd.edu Assistant Athletic Director 2013-143 Anna Hanlon ahanlon@occ.cccd.edu Kinesiology and AthleticsCurriculum & Program Review 2013-144 Kevin Smith ksmith@occ.ccd.edu Kinesiology and Athletics Scheduling (Elected Summer 2013, Cutenese stepped down) FA13-14

Math & Sciences Division Position Name Position Term1 Nick Contopolous ncontopolous@occ.cccd.edu Astronomy Department Chair 2013-14

2Cheryl Baker & Gregory Russell Co-Chairs

cbaker@occ.cccd.edu grussell@occ.cccd.edu Biology Department Co-chairs 2013-14

3 Kelli Elliott kelliott@occ.cccd.edu Bio/Marine Science/Ecology/Horticulture Scheduler 2013-144 Tom Mucciaro tmucciaro@occ.cccd.edu Chemistry Department Chair 2013-145 Thomas Mucciaro tmucciaro@occ.cccd.edu Chemistry/Geology/Physics/Astronomy Scheduler 2013-146 Co-Chairs kelliott@occ.cccd.edu Ecology Co-chairs 2013-14

Math & Sciences Division Position Name Position Term7 Erik Bender ebender@occ.cccd.edu Geology Department Chair 2013-148 Tab Livingston tlivingston@occ.cccd.edu Math Department Chair (Election conducted FA13) FA 13-149 Tim Cooley tcooley@occ.cccd.edu Mathematics/Engineering Scheduler 2013-14

10 Steve Drum sdrum@occ.cccd.edu Physics Department Chair 2013-14Social Behavioral Sciences Division Position Name Position Term

1 Gena Hollander ghollander@occ.cccd.edu Anthropology Department Chair 2013-142 Jennifer Savage jmsavage@occ.cccd.edu Economics Department Chair (Kuo stepped down FA13) FA13-143 Irene Naesse inaesse@occ.cccdedu Geography Department Chair 2013-144 Marilyn Kelly mkelly@occ.cccd.edu History & Humanities Department Chair 2013-145 David Ring dring@occ.cccd.edu Philosophy Department Chair 2013-147 Vesna Marcina vmarcina@occ.ccd.edu Political Science Department Chair 2013-148 Charlene Melrose cmelrose@occ.cccd.edu Psychology Department Chair 2013-149 Marcella Norling mnorling@occ.cccd.edu Religious Studies Department Chair 2013-14

10 Helen McComb hmccomb@occ.cccd.edu Social Behavioral Sciences Department Department Chair-Scheduler 2013-1411 Candy Pettus cpettus@occ.cccd.edu Sociology/Ethnic Studies/Gender Studies Department Chair 2013-14

Technology Division Position Name Position Term

1 Rodney Foster rfoster@occ.cccd.edu Technology Department Chair-Scheduler 2013-14Visual & Performing Arts Division Position Name Position Term

1 Roger Whitridge rwhitridge@occ.cccd.edu Art Department Chair-Scheduler 2013-142 Amelie Hunter ahunter@occ.cccd.edu Dance Department Chair-Scheduler 2013-143 Lisa Bloomfield lbloomfield@occ.cccd.edu Digital Media Arts and Design Department Chair-Scheduler 2013-144 Bob Lazarus blazarus@occ.cccd.edu Film & Video Chair-Scheduler 2013-14

5Ricardo Soto & Eliza Rubenstein Co-chairs

rsoto@occ.cccd.edu erubenstein@occ.cccd.edu Music Department Co-Chairs/Schedulers 2013-14

6 Blade Gillissen bgillissen@occ.cccd.edu Photography Department Chair 2013-147 Rick Golson rgolson@occ.cccd.edu Theater Chair-Scheduler 2013-14

NOTE: THE FOLLOWING IS A PROPOSED “CLEAN” VERSION OF HOW BP 7120 TITLED RECRUITMENT AND SELECTION WILL APPEAR (black ink only).

Coast Community College District

BOARD POLICY Chapter 7

Human Resources

BP 7120 Recruitment and Selection Legal References:

Education Code Sections 70901.2, 70902(b)(7) & (d), 87100 et seq., and 87360; Title 5 Sections 53000 et seq. and 51023.5; Accreditation Standard III.1.A

The Board of Trustees, faculty, staff, and administrators recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring a diverse workforce of highly qualified individuals. This policy is intended to comply fully and be interpreted in a manner consistent with all applicable state and federal laws and regulations, including but not limited to the Board of Governor’s equal employment opportunity regulations. Further, this policy is intended to respect all applicants who apply for a position in the Coast Community College District (CCCD), as well as the students, community members, and employees who serve on the Search and Selection Committees. The District shall recruit, select, and employ managers, faculty, and staff who are dedicated to providing educational experiences, intellectual insights, and exemplary support services necessary to optimize student potential and facilitate achievement of individual goals for the success of the educational community. The District shall recruit, select, and employ a qualified, diverse executive team to provide exemplary management, leadership, and support necessary to maximize the success of the educational community in its service to students. The Chancellor shall develop administrative procedures for hiring that support diversity and the principles of equal opportunity employment. Recruitment and selection of employees will be in strict compliance with the principles embodied in California and federal legislation concerning fair employment practices and civil rights, and shall be based solely on consideration of an applicant’s qualifications for the intended assignments without prejudice toward applicant’s race, color, gender,

gender identity, gender expression, religion, age, national origin, ethnicity, sexual orientation, marital status, medical condition, physical or mental disability, military or veteran status, or genetic information, or because he/she is perceived to have one or more of the foregoing characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics. If an applicant’s disability or religious practices precludes his/her ability to participate in all or part of the selection process, reasonable accommodations will be considered to enable him/her to participate. The Board delegates authority to the Chancellor to identify staffing requirements and develop a process to fill positions. The Chancellor shall develop criteria hiring procedures for faculty, staff, and administrators that are consistent with Board policy, and are fair, cooperative, respectful and include sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students. The Board delegates authority to the Chancellor to establish procedures for the recruitment and selection of employees including, but not limited to, the following:

To ensure academic quality, procedures for hiring faculty shall be established, implemented, or modified through consultations with the Academic Senates, and after affording the Coast Federation of Educators (CFE) and Community College Association (CCA) an opportunity to participate in the decision making process. Academic employees shall possess the minimum qualifications or equivalency prescribed for their positions by the Board of Governors in Title 5.

Procedures for hiring classified employees shall be established, implemented, or

modified through consultations with the Classified Councils and after affording the Coast Federation of Classified Employees (CFCE) an opportunity to participate in the decision making process.

Procedures for hiring confidential employees shall be established, implemented,

or modified through consultations with the Association of Confidential Employees (ACE).

Procedures for hiring management employees shall be established, implemented, or modified through consultations with the Coast District Management Association (CDMA).

In addition, procedures will be in compliance with related policies/procedures, including:

o BP 2510 titled Participation in Local Decision Making o BP/AP 3410 titled Nondiscrimination o BP/AP 3420 titled Equal Employment Opportunity o BP/AP 7310 titled Nepotism o AP 7120 titled Recruitment and Selection

o AP 7211 titled Faculty Service Areas, Minimum Qualifications, and Equivalencies

Members of the immediate family of employees may be employed subject to the District’s Nepotism Policy (See BP/AP 7310 titled Nepotism). Employees who serve as interim managers or executives will be guaranteed the right to return to their positions at the conclusion of the interim assignment, but if the permanent position has been changed or eliminated through reorganization, the employee will be offered a comparable alternate assignment at the same level of compensation. Recommendations for employee selection will be reviewed by the Chancellor prior to presentation for action by the Board. The recommendation to the Board will include the applicant's name, the proposed assignment, and proposed rate of pay. Board approval of employment shall be contingent upon satisfying all requirements appropriate for the position. Also see BP/AP 2431 titled Chancellor Selection, AP 7120 titled Recruitment and Selection, AP 7120A titled Recruitment and Selection for Executive Management Employees, AP 7120B titled Recruitment and Selection for Management Employees, AP 7120C titled Recruitment and Selection for Faculty Members, , AP 7120D titled Recruitment and Selection for Confidential Employees, and AP 7120E titled Recruitment and Selection for Classified Employees Date Adopted: (Formerly BP 7121 (renumbered from 050-1-1,

Spring 2011), BP 7909 (renumbered from 050-

1-17.1, Spring 2011), BP 7888 (renumbered

from 090-1-10), BP 7838 (renumbered from

060-1-11, Spring 2011), BP 7830 (renumbered

from 060-1-3, Spring 2011), BP 7859 titled

Confidential Staff Hiring (renumbered from

080-1-2.1, Spring 2011), BP 7816 titled

Faculty Hiring Policies and Procedures

(renumbered from 050-1-17, Spring 2011), BP

7909 (renumbered from 050-1-17.1, Spring

2011)

Coast Community College District BOARD POLICY

Chapter 7 Human Resources

BP 7120 Recruitment and Selection Legal References:

Education Code Sections 70901.2, 70902(b)(7) & (d), 87100 et seq., and 87360; Title 5 Sections 53000 et seq. and 51023.5; Accreditation Standard III.1.A

From current Coast CCD BP 7909 titled Search and Selection of the Coast Community College District Executive Management Employees Chancellor – Vice Chancellors – College Presidents

The Board of Trustees, faculty, staff, and administrators recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring a diverse workforce of highly qualified individuals. NOTE: The two sentences below from current Coast CCD BP 7909 are included as an overarching statement at the beginning of this newly proposed BP 7120 titled Recruitment and Selection. This pPolicy is intended to comply fully and be interpreted in a manner consistent with all applicable state and federal laws and regulations, including but not limited to the Board of Governor’s equal employment opportunity regulations. Further, this pPolicy is intended to respect all applicants who apply for a position in the Coast Community College District (CCCD), as well as the students, community members, and employees who serve on the Search and Selection Committees. NOTE: The remaining language from current Coast CCD BP 7909 titled Search and Selection of the Coast Community College District Executive Management Employees Chancellor – Vice Chancellors – College Presidents was included in newly proposed AP 7120 titled Recruitment and Selection (with the exception of the details regarding Chancellor Selection which are now included in new BP and AP 2431 titled Chancellor Selection).

The need for senior administrators hiring and staffing recommendations within the Coast Community College District is the responsibility of the District Chancellor. The CCCD culture requires that there be a process of determination of position need and ultimately a recommendation to the Board of Trustees with consultation between the Chancellor and the Board of Trustees. The purpose of this policy is to provide a framework and hiring standard for the selection of the best people to join the Coast District family of employees, so that ultimately our students and community will be served in an exemplary way. Executive Management Employee Positions The Search Committee, after constituted, will prepare a job description in consultation with the Vice Chancellor of Human Resources, set minimum qualifications based on state law, and list desirable qualifications. Prior senior executive job descriptions and announcements will be made available to the Search Committee. All members of the Search Committee, before actual paper screening, will undergo training by the Human Resources Department and will receive a copy of the District’s hiring policies. Unless otherwise directed by the Board of Trustees, the search process shall be coordinated by an outside firm retained by the District. In order to protect applicants' privacy, final interviews shall be conducted at an off-site location.

ADMINISTRATIVE PROCEDURES Announcement of the Position The position shall be open for a minimum of 30 working days. The recruitment period will be extended where the applicant pool has fewer than 6 minimally qualified applicants. Announcements will state that if reference letters are included with their application packet, the letters will be used as part of the determination as to whether the applicant may receive an invitation for an interview. Executive management employees refers to the positions of Chancellor, Vice Chancellors, and College Presidents. Search and Selection Committees Composition NOTE: The language in current Coast CCD BP 7909 titled Search and Selection of the Coast Community College District Executive Management Employees Chancellor – Vice Chancellors – College Presidents related to Chancellor Selection was included in new AP 2341 titled Chancellor Selection.

CHANCELLOR

The Search Committee for the position of Chancellor is as follows: Two Board members appointed by the Board of Trustees One community member appointed by the Board of Trustees

One College President appointed by the Chancellor or the Board of Trustees Three Academic Senate representatives appointed by the Senates of the three

colleges One Student Trustee or Designee One representative of Coast Federation of Classified Employees (CFCE)

appointed by CFCE One representative of Coast Federation of Educators (CFE) appointed by CFE One representative of Coast Community College Association/California Teachers

Association (CCCA/CTA) appointed by CCCA/CTA One administrative representative appointed by Coast District Management

Association (CDMA) One Confidential employee appointed by the Confidential employees

TOTAL: 13 members Advisor: Vice Chancellor, Human Resources or designee of the Board of Trustees The Search Committee shall appoint the Search Committee chair. The Search Committee shall endeavor to recommend 3 to 5 unranked finalists it feels are best qualified to the Selection Committee. If in the consensus of the Search Committee through the Chair is that fewer than 3 candidates would be advanced to the Selection Committee, it can recommend (a) a new search and a reopening announcement, or (b) that a reopening be deferred for a period of time. The Coast Community College District is committed to achieving diverse representation in candidate pools and in Selection Committees. The Selection Committee shall consist of the five (5) elected Trustees.

VICE CHANCELLOR

The Search Committee for the position of Vice Chancellor is as follows: One Board member appointed by the Board of Trustees One community member appointed by the Board of Trustees One Vice Chancellor appointed by the Chancellor One College President appointed by the Chancellor Three Academic Senate representatives appointed by the Senates of the three

colleges One Student Trustee or Designee One representative of Coast Federation of Classified Employees (CFCE)

appointed by CFCE One representative of Coast Federation of Educators (CFE) appointed by CFE One representative of Coast Community College Association/California Teachers

Association (CCCA/CTA) appointed by CCCA/CTA

One administrative representative appointed by Coast District Management Association (CDMA)

One Confidential employee appointed by the Confidential employees TOTAL: 13 members Advisor: Chancellor or designee. The Search Committee members shall appoint the Search Committee chair. The Search Committee shall endeavor to recommend 3 to 5 unranked finalists it feels are best qualified to the Selection Committee. If in the consensus of the Search Committee through the Chair, is that fewer than 3 candidates would be advanced to the Selection Committee, it can recommend (a) a new search and a reopening announcement, or (b) that a reopening be deferred for a period of time. The Coast Community College District is committed to achieving diverse representation in candidate pools and in Selection Committees. The Selection Committee shall consist of the five (5) elected Trustees, with the advice of the Chancellor.

PRESIDENT

The Search Committee for the position of College President is as follows: One Board member appointed by the Board of Trustees One community member appointed by the Board of Trustees *One representative from the college filling the position, appointed by the sitting

college President One College President appointed by the Chancellor Three Academic Senate representatives from the college filling the position,

appointed by the Senate One Student Trustee or Designee One representative of Coast Federation of Classified Employees (CFCE) from

the college filling the position, appointed by CFCE One representative of Coast Federation of Educators (CFE) from the college

filling the position, appointed by CFE One representative of Coast Community College Association/California Teachers

Association (CCCA/CTA) from the college filling the position, appointed by CCCA/CTA

Two administrative representatives appointed by the Coast District Management Association (CDMA) of the College Unit

TOTAL: 13 members Advisor: Chancellor or designee

*In special circumstances, the Chancellor shall appoint this representative. The Committee members shall select the Search Committee chair. The Search Committee shall endeavor to recommend 3 to 5 unranked finalists it feels are best qualified for the position to the Selection Committee. If in the consensus of the Search Committee through the Chair is that fewer than 3 candidates would be advanced to the Selection Committee, it can recommend (a) a new search and a reopening announcement, or (b) that a reopening be deferred for a period of time. The Coast Community College District is committed to achieving diverse representation in candidate pools and in Selection Committees. The Selection Committee shall consist of the five (5) elected Trustees, with the advice of the Chancellor. Responsibilities The Chancellor is responsible for:

1. After seeking input from the members of Chancellor’s Cabinet, determining position needs and making such determinations as recommendations to the Board of Trustees.

2. Supporting the pursuit of diversity throughout the entire Search and Selection

processes.

3. Articulating the District’s needs regarding the position to the Search and Selection Committee Members.

4. Assisting the Search Committee in the creation of the position announcement for all positions except Chancellor.

5. Ensuring the integrity of the procedures established by this Policy. The Vice Chancellor for Human Resources is responsible for:

1. Developing Search and Selection procedures that support this Policy.

2. Providing training to all members of Search and Selection Committees to ensure that the activities of the committees comply with applicable state and federal laws and regulations, this Policy, and the Human Resources search and selection procedures developed to support this Policy. This training will include providing each member of the Search and Selection Committees with a written copy of the District Executive Management Hiring Policy and the Human Resources Search and Selection procedures.

3. Supporting the Coast District’s pursuit of diversity in the hiring of employees.

4. Facilitating the implementation of the procedures established by this policy, including being a resource to the Search and Selection Committees when requested to do so by a committee or committee member.

5. Ensuring that only applications that are received by the closing date of the position are forwarded to the Search Committee.

6. Coordinating the recruitment/advertising campaign for the position.

7. Providing logistical and clerical support as needed to the Search and Selection Committees.

8. Reviewing the paper-screening criteria and interview questions for the Search Committee, and the interview questions for the Selection Committee to ensure compliance with local, state, and federal laws.

9. Coordinating the reference-checking phase of the Selection process. The Search Committee members are responsible for:

1. In consultation with the Chancellor, creating the recommended position announcement/job description. The creation of the position announcement/job description will include the determination of the minimum and desired qualifications for the position. For the position of Chancellor, the position announcement/job description will be created in consultation with the Board of Trustees.

2. Supporting the pursuit of diversity throughout the Search process.

3. Selecting the Chair of the committee.

4. In consultation with the Vice Chancellor for Human Resources, determining the calendar plan for the steps in the search process, including the days and times of all committee meetings and an interview schedule that is sensitive to the needs of applicants and meets the needs of every member of the Selection Committee.

5. Reviewing all applications to determine the minimum qualifications for the position have been met.

6. Determining paper-screening criteria based upon the position’s required and desired criteria as stated in the position announcement and paper-screening each application that meets the minimum qualifications for the position. Applications that do not meet the minimum qualifications as stated in the position announcement shall not be considered by the Search Committee.

7. Determining which applicants will be invited to an interview based upon the accumulated results of the paper-screening process.

8. Determining interviewing criteria.

9. Interviewing each interviewed applicant equivalently, respectfully, and conscientiously.

10. Discussing the relative strengths and weaknesses of the applicants interviewed. Professional experience by individual committee members with applicants shall be shared by committee members as a part of this discussion.

11. Recommending the most highly qualified applicants to the Selection Committee. If the Search Committee is unable to recommend a minimum of three (3) applicants to the Selection Committee, the position will be reopened for additional applicants.

12. Excusing committee members for the remainder of the process if they are unable to attend every meeting and interview.

13. Respecting the confidentiality of the Search process. The Chair of the Search Committee is responsible for:

1. Setting agendas and conducting all meetings of the committee.

2. Representing the Search Committee to the Vice Chancellor for Human Resources, the Chancellor, and the Board of Trustees.

3. Serving as the Search Committee’s representative to the Selection Committee. The Selection Committee members are responsible for:

1. Respecting the work of the Search Committee by interviewing every applicant forwarded by the Search Committee for their consideration.

2. Supporting the pursuit of diversity during the Selection process.

3. Creating interview questions for the finalist applicants.

4. Developing an interview schedule that is sensitive to the needs of applicants and meets the needs of every member of the Selection Committee.

5. Interviewing all applicants equally, respectfully, and conscientiously.

6. Recognizing that the Search Committee did not have access to any reference checking information provided to the Selection Committee.

7. Respecting the confidentiality of the Selection process.

8. Selecting the candidate who best fulfills the requirements of the position.

From current Coast CCD BP 7121 titled Employee Recruitment & Selection Policy

NOTE: The following language unifies the concepts articulated in each of the constituent group policies. The District shall recruit, select, and employ managers, faculty, and staff who are dedicated to providing educational experiences, intellectual insights, and exemplary support services necessary to optimize student potential and facilitate achievement of individual goals for the success of the educational community. The District shall recruit, select, and employ a qualified, diverse executive team to provide exemplary management, leadership, and support necessary to maximize the success of the educational community in its service to students. The Chancellor shall develop administrative procedures for hiring that support diversity and the principles of equal opportunity employment. The goal of the Coast Community College District (“District”) is to recruit, select and employ persons who are highly qualified. Recruitment and selection of employees will be in strict compliance with the principles embodied in California and federal legislation concerning fair employment practices and civil rights, and shall be based solely on consideration of an applicant’s qualifications for the intended assignments without prejudice toward applicant’s race, color, sex gender, gender identity, gender expression, religion, age, national origin, ancestry ethnicity, sexual orientation, marital status, medical condition, physical or mental disability, military or veteran status, or genetic information, or because he/she is perceived to have one or more of the foregoing characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics. If an applicant’s disability or religious practices precludes his/her ability to participate in all or part of the selection process, reasonable accommodations will be considered to enable him/her to participate. When feasible, reasonable accommodations will be made for an applicant’s disability and/or religious practices. The Board delegates authority to the Chancellor to identify staffing requirements and develop a process to fill positions. In establishing hiring criteria for faculty and administrators, the district governing board shall The Chancellor shall develop criteria hiring procedures for faculty, staff, and administrators that are consistent with Board policy, and are fair, cooperative, respectful and include sensitivity to and understanding

of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students. The District Board delegates authority to the Chancellor shall to establish procedures, using a participatory governance model, for the recruitment and selection of employees including, but not limited to, the following: (NOTE: The reference to the “the participatory governance model” was struck because it is referenced in the bullets below)

To ensure academic quality, pProcedures for hiring faculty shall be established, implemented, or modified through consultations with the Academic Senates, and after affording the Coast Federation of Educators (CFE) and Community College Association (CCA) an opportunity to participate in the decision making process. Academic employees shall possess the minimum qualifications or equivalency prescribed for their positions by the Board of Governors in Title 5.

Procedures for hiring classified employees shall be established, implemented, or

modified through consultations with the Classified Councils and after affording the Coast Federation of Classified Employees (CFCE) an opportunity to participate in the decision making process.

Procedures for hiring confidential employees shall be established, implemented,

or modified through consultations with the Association of Confidential Employees (ACE).

Procedures for hiring management employees shall be established, implemented, or modified through consultations with the Coast District Management Association (CDMA).

In addition, procedures will be in compliance with related policies/procedures, including:

o BP 2510 titled Participation in Local Decision Making o BP/AP 3410 titled Nondiscrimination o BP/AP 3420 titled Equal Employment Opportunity o BP/AP 7310 titled Nepotism o AP 7120 titled Recruitment and Selection o AP 7211 titled Faculty Service Areas, Minimum Qualifications, and

Equivalencies Students will be afforded opportunities for meaningful participation in the establishment, implementation, and modification of recruitment and selection procedures. Each applicant recommended for a District position which requires certification shall meet the minimum qualifications and/or appropriate licensure. Placement on the salary or wage schedule shall be established for each applicant selected, before an employment recommendation is processed for Board of Trustees’ (“Board”) action.

(NOTE: The struck sentence was moved to AP 7120 titled Recruitment and Selection as it is prescriptive in nature) Members of the immediate family of employees may be employed subject to by the Coast Community College District. Employment and assignment of such persons shall be in accordance with the District’s Nepotism Policy (See BP/AP 7310 titled Nepotism). Employees who serve as interim managers or executives will be guaranteed the right to return to their positions at the conclusion of the interim assignment, but if the permanent position has been changed or eliminated through reorganization, the employee will be offered a comparable alternate assignment at the same level of compensation. Each Rrecommendations for employee selection will be reviewed by the Chancellor, prior to presentation for action by the and presented for Board action with the Chancellor's recommendation. The recommendation to the Board will include the applicant's name, the proposed assignment, and proposed rate of pay. Employment recommendations may be presented to the Board prior to verification of qualifications or applicant compliance with the requirements concerning tuberculosis testing, and fingerprint records; however, Board approval of employment may shall be contingent upon satisfying all requirements appropriate for the position being satisfied. NOTE: The following language is reflected above and therefore is struck here. The District shall establish procedures, using a participatory governance model, for the recruitment and selection of employees including, but not limited to, the following:

Procedures for hiring faculty shall be established, implemented, or modified through consultations with the Academic Senates, and after affording the Coast Federation of Educators (CFE) and Community College Association (CCA) an opportunity to participate in the decision making process.

Procedures for hiring classified employees shall be established, implemented, or

modified through consultations with the Classified Councils and after affording the Coast Federation of Classified Employees (CFCE) an opportunity to participate in the decision making process.

Procedures for hiring confidential employees shall be established, implemented,

or modified through consultations with the Association of Confidential Employees (ACE).

Procedures for hiring management employees shall be established, implemented, or modified through consultations with the Coast District Management Association (CDMA).

Students will be afforded opportunities for meaningful participation in the establishment, implementation, and modification of recruitment and selection procedures.

NOTE: The following language has been updated and is reflected above Procedures will be in compliance with related policies, including:

EEO Policy Statement BP 3420 Faculty Hiring Policy 7838 Classified Staff Hiring Policy 7856 Confidential Staff Hiring Policy 7859 Management Hiring Policy 7888 Nepotism Policy 7310 Faculty Role In Governance Policy 7837: Item No. 5

From current Coast CCD BP 7888 titled Management Hiring Policy Legal References 42 U.S.C. §§ 2000d et seq. (Title VI) 42 U.S.C. §§ 2000e et seq. (Title VII) 20 U.S.C. §§ 1681 et seq. (Title IX) Executive Order 11246, as amended by Executive Order 11235 Education Code Sections 87100-87105 Title 5, Sections 53000 - 53006, 53020-53026 NOTE: The language below is struck through because it is addressed at the beginning of this policy. The goal of the Coast Community College District (“District”) is to recruit, select, and employ a qualified, diverse leadership team to provide exemplary management, leadership, and support necessary to maximize the success of the educational community in its service to students. This is achieved through consistent hiring processes that have integrity, are honest and cooperative and that support diversity and the principles of equal opportunity employment. Hiring processes are compliant with Board Policy 7121. This Policy is intended to comply fully with and be interpreted in a manner consistent with all applicable state and federal laws and regulations. NOTE: The language in the first sentence is shown as struck through because it is included in the related procedure (AP 7120 Recruitment and Selection). The Chancellor, in consultation with the college presidents and/or vice chancellors of the District, shall determine the need for permanent and interim educational administrator and classified manager hiring. NOTE: The language in the second sentence of this paragraph is shown as struck through due to redundancy as the Board approves all hires). Recommendations will be made to the Board of Trustees, taking into consideration local staffing recommendations developed in accordance with established planning processes, district-wide planning needs and budgetary constraints. NOTE: The following language is shown as struck because it is addressed in procedure and serves as part of the framework for search committee training.

The Board of Trustees, administration and staff recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring outstanding administrators who:

understand their roles and responsibilities to fulfill the mission and goals of the Colleges and the District;

engage in the life of the college/District; commit to professional development; represent the diverse communities we serve; Are sensitive to the needs of, and committed to the success of the students,

faculty, staff and community. Hiring a qualified, diverse administration/management team is accomplished through the development of fair and consistent screening criteria by committees with broad and diverse representation that forward recommendations to the President or appropriate administrator. Recommendations for employment will be made through the Chancellor to the Board of Trustees. NOTE: The language shown as struck through in the first sentence of this paragraph is already addressed at the beginning of this policy. Hiring procedures will be developed to be consistent with Policy and to reflect the District's commitment to a fair, cooperative and respectful hiring process for permanent and interim managers. NOTE: The language in the second sentence of this paragraph is shown as struck because it is addressed as part of the framework for search committee training. A complaint procedure will be established to provide search or selection committee members the opportunity to report process infractions and seek remedy. To ensure that there is a strong, qualified pool of candidates for interim positions, employees who serve as interim managers will be guaranteed the right to return to their positions at the conclusion of the interim assignment, but if the permanent position has been changed or eliminated through reorganization, the employee will be offered a comparable alternate assignment at the same level of compensation. The Coast Community College District does not discriminate unlawfully in providing educational or employment opportunities to any person on the basis of race, color, sex, gender identity, gender expression, religion, age, national origin, ancestry, sexual orientation, marital status, medical condition, physical or mental disability, military or veteran status, or genetic information.

From current Coast CCD BP 7838 titled Faculty Hiring Legal References: 42 U.S.C. §§ 2000d et seq. (Title VI) 42 U.S.C. §§ 2000e et seq. (Title VII) 20 U.S.C. §§ 1681 et seq. (Title IX)

Executive Order 11246, as amended by Executive Order 11235 Education Code Sections 87100-87105, 87360 Title 5, Sections 53000-53006 and 53020-53026 NOTE: The language shown as struck through is already addressed at the beginning of this policy. The goal of the Coast Community College District is to recruit, select and employ qualified, diverse faculty dedicated to providing students with educational opportunities and intellectual insights necessary to optimize their potential and achieve individual goals. This is achieved through consistent hiring processes that have integrity, are honest and cooperative, and that support diversity and the principles of equal opportunity employment. Hiring processes are compliant with Board Policy 7121. NOTE: The following language is shown as struck because it is addressed in new AP 7120C titled Recruitment and Selection for Faculty Members. The Coast Community College District ensures academic quality through the adherence to established District procedures for hiring faculty, who are:

experts in their field; skilled at teaching and creating an enriched learning environment; responsive to the varied learning needs and abilities of our students; engaged in the life of the college; committed to professional development; representative of the diverse communities we serve; sensitive to the needs of, and committed to the success of, the students, faculty,

staff and community. The Board of Trustees, represented by the administration, has the principal legal and public responsibility for ensuring an effective hiring process. Hiring criteria, policies, and procedures for new faculty members. shall be developed and agreed upon jointly by representatives of the governing board and the academic senate and approved by the governing board. Hiring quality faculty is accomplished through the development of fair and consistent screening criteria by committees, with diverse representation, that forward recommendations to the President or appropriate administrator. Recommendations for employment will be made through the Chancellor to the Board of Trustees. Coast Community College District hiring committee members will participate cooperatively and effectively in all appropriate phases of the hiring process. NOTE: The following language is shown as struck because it is addressed in new BP 3410 titled Nondiscrimination. The Coast Community College District does not discriminate unlawfully in providing educational or employment opportunities to any person on the basis of race, color, sex, gender identity, gender expression, religion, age, national origin, ancestry, sexual

orientation, marital status, medical condition, physical or mental disability, military or veteran status, or genetic information.

From current Coast CCD BP 7830 titled Employment Notices Each person appointed by the Board to be a contract or regular certificated employee of the District shall be notified of current salary placement and terms of employment. New notices based on the District's fiscal year, beginning July l, shall be sent to each continuing contract and regular certificated District employee (other than the Chancellor).

From current Coast CCD BP 7856 titled Classified Staff Hiring Legal References 42 U.S.C. §§ 2000d et seq. (Title VI) 42 U.S.C. §§ 2000e et seq. (Title VII) 20 U.S.C. §§ 1681 et seq. (Title IX) Executive Order 11246, as amended by Executive Order 11235 Education Code Sections 87100-87105 Title 5, Sections 53000 - 53006, 53020-53026 NOTE: The following language shown as struck through is already addressed at the beginning of this policy. The goal of the Coast Community College District is to recruit, select and employ qualified, diverse classified staff dedicated to providing exemplary support necessary to maximize the success of the educational community in its service to students. This is achieved through consistent hiring processes that have integrity, are honest and cooperative, and support diversity and the principles of equal opportunity employment. Hiring processes are compliant with Board Policy 7121. The Board of Trustees, administration, faculty, and staff recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring quality classified staff who:

understand their roles and responsibilities in advancing the mission of the colleges and the District;

engage in the life of the college/District; commit to professional development; represent the diverse communities we serve; are sensitive to the needs of, and committed to the success of, the students,

faculty, staff, and community.

Hiring quality classified staff is accomplished through the development of fair and consistent screening criteria by committees, with broad and diverse representation, that forward recommendations to the President or appropriate administrator. Recommendations for employment will be made through the Chancellor to the Board of Trustees. Coast Community College District hiring committee members will participate cooperatively and effectively in all appropriate phases of the hiring process. The Coast Community College District does not discriminate unlawfully in providing educational or employment opportunities to any person on the basis of race, color, sex, gender identity, gender expression, religion, age, national origin, ancestry, sexual orientation, marital status, medical condition, physical or mental disability, military or veteran status, or genetic information.

From current Coast CCD BP 7859 titled Confidential Staff Hiring Legal References 42 U.S.C. §§ 2000d et seq. (Title VI) 42 U.S.C. §§ 2000e et seq. (Title VII) 20 U.S.C. §§ 1681 et seq. (Title IX) Executive Order 11246, as amended by Executive Order 11235 Education Code Sections 87100-87105 Title 5, Sections 53000 - 53006, 53020-53026 NOTE: The language shown as struck through is already addressed at the beginning of this policy. The goal of the Coast Community College District is to recruit, select and employ qualified, diverse confidential staff dedicated to providing exemplary support necessary to maximize the success of the educational community in its service to students. This is achieved through consistent hiring processes that have integrity, are honest and cooperative, and support diversity and the principles of equal opportunity employment. Hiring processes are compliant with Board Policy 7121. The Board of Trustees, administration, faculty, and staff recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring quality confidential staff who:

understand their roles and responsibilities in advancing the mission of the colleges and the District;

engage in the life of the college/District; commit to professional development; represent the diverse communities we serve; are sensitive to the needs of, and committed to the success of, the students,

faculty, staff, and community.

Hiring quality confidential staff is accomplished through the development of fair and consistent screening criteria by committees, with broad and diverse representation, that forward recommendations to the President or appropriate administrator. Recommendations for employment will be made through the Chancellor to the Board of Trustees. Coast Community College District hiring committee members will participate cooperatively and effectively in all appropriate phases of the hiring process. The Coast Community College District does not discriminate unlawfully in providing educational or employment opportunities to any person on the basis of race, color, sex, gender identity, gender expression, religion, age, national origin, ancestry, sexual orientation, marital status, medical condition, physical or mental disability, military or veteran status, or genetic information.

From current Coast CCD BP 7816 titled Faculty Hiring Policies and Procedures

The following faculty hiring procedures are addressed in new AP 7120C titled Recruitment and Selection for Faculty Members. It may be beneficial to consider placing portions of the following Faculty Hiring Procedures (below) in a Human Resources Handbook of Guidelines with a link on the HR website. The language is very detailed and comprehensive. ** ** NOTE: BP 7816 (last revised in 1995) is 50 pages in length. The full document is included in hard copy in the notebook of original documents provided with the updated/revised policies and procedures.

050-1-17 Approved 06/20/90

Revised 01/25/95

FACULTY HIRING POLICY AND PROCEDURES For

Coast Community College District

Effective July 1, 1990 GENERAL PERSONNEL POLICIES (Employment Principles) 050-1-17

TABLE OF CONTENTS

1. Purpose of Handbook 2. Philosophy 3. Affirmative Action/Plan and Policy Statement

4. Faculty Qualifications 5. Recruitment Procedures 6. Full-Time Faculty Procedures a. Purpose of Search Committee and Selection Committee b. Procedures for Search Committee and Selection Committee c. Procedures for Temporary Full-Time Faculty d. Timeline for Hiring Process 7. Adjunct Faculty Procedures (New Hires) Appendix Full-time Faculty Ethnic Distribution Job Announcement Model Faculty Position Description Search Committee Checklist Advertising Resources Distribution of Job Announcements Equivalency Application Affirmative Action Guidelines Interview Question Guidelines Paperscreening Review Form Paperscreening Summary Form Interview Rating Form Interview Summary Form PURPOSE OF HANDBOOK The intent of this Handbook is to describe the faculty hiring policy and procedures for the Coast Community College District. This manual will provide assistance for all employees involved in hiring faculty in the Coast Community College District. This document includes the State and District philosophy in regard to hiring, our commitment to staff diversity, qualifications for new hires, detailed procedures for recruitment and selection of new faculty within our District. The Appendix includes sample hiring forms, checklists, and various aids to assist those directly involved in the hiring process. This policy and its procedures are subject to review and revision by the Academic Senates or the District and can be altered if mutually agreed upon by all parties. Your suggestions for change and "new ideas that worked" should be forwarded to your college Academic Senate President or the Office of Human Resources for possible inclusion in future revisions. In the Spring of 1991 the Academic Senate Presidents and the District will meet to discuss any proposed revisions. PHILOSOPHY It is the policy of the Coast Community College District to ensure academic quality through the adoption of procedures and guidelines for hiring college faculty who can

teach well, who are experts in their field, skilled in responding to the varied learning needs and abilities of our student population, who can perceive the importance of and participation in the life of the College and who are sensitive to and themselves represent the racial and cultural diversity of the special populations serving community colleges. The Coast Community College District Board of Trustees represented by the administration has the principal legal and public responsibility for ensuring an effective hiring process. The faculty, represented by the Academic Senate, has an inherent professional responsibility in the development and implementation of the policies and procedures governing the hiring process which is to ensure the quality of its faculty peers. It is the intent of the Coast Community College District for both faculty and administrators to participate cooperatively and effectively in all appropriate phases of the process. 1-5 AB 1725, Section 4 (s) (4) and 4 (t) (2) (cite only) Also see BP/AP 2431 titled Chancellor Selection, AP 7120 titled Recruitment and Selection, AP 7120A titled Recruitment and Selection for Executive Management Employees, AP 7120B titled Recruitment and Selection for Management Employees, AP 7120C titled Recruitment and Selection for Faculty Members, , AP 7120D titled Recruitment and Selection for Confidential Employees, and AP 7120E titled Recruitment and Selection for Classified Employees

NOTE: The underlined language is legally required language recommended by the League’s Policy and Procedure Service to comply with the applicable legal references. This policy is required to comply with the accreditation standards. The language in red ink is from the Community College League and the League’s legal counsel. The language from current Coast CCD BP 7121 titled Employee Recruitment and Selection Policy adopted on November 16, 1983 and revised on July 15, 1987, March 3, 2010, and on January 18, 2012 (replaces CCCD Policy 050-1-1, Spring 2011); current Coast CCD BP 7909 titled Search and Selection of the Coast Community College District Executive Management Employees Chancellor – Vice Chancellors – College Presidents adopted on November 19, 2007 and revised on April 15, 2009, April 22, 2009, and May 12, 2012 (replaces CCCD Policy 050-1-17.1, Spring 2011); current Coast CCD BP 7888 titled Management Hiring Policy adopted on March 3, 2010 and revised on August 17, 2011 and January 18, 2012 (replaces CCCD Policy 090-1-10, Spring 2011); current Coast CCD BP 7838 titled Faculty Hiring adopted on March 3, 2010 and revised on January 18, 2012 (replaces CCCD Policy 060-1-11, Spring 2011); current Coast CCD BP 7830 titled Employment Notices adopted on February 15, 1984 (replaces CCCD Policy 060-1-3, Spring 2011); current Coast CCD BP 7856 titled Classified Staff Hiring adopted on March 3, 2010 and revised on January 18, 2012 (replaces CCCD Policy 070-1-6, Spring 2011); current Coast CCD BP 7859 titled Confidential Staff Hiring adopted on October 19, 1988 and revised on September 12, 1996, July 18, 2007, March 3, 2010, and January 18, 2012 (replaces CCCD Policy 080-1-2.1, Spring 2011); current Coast CCD BP 7816 titled Faculty Hiring Policies and Procedures approved on June 20, 1990 and revised on January 25, 1995 (replaces CCCD 050-1-17); and current Coast CCD BP 7909 titled Search and Selection of the Coast Community College District Executive Management Employees Chancellor – Vice Chancellors – College Presidents adopted on November 19, 2007 and revised on April 15, 2009, April 22, 2009, and May 12, 2012 (replaces CCCD

Policy 050-1-17.1, Spring 2011). The language in green ink was added during the review with James Andrews and Shannon O’Connor on January 7, 2012. This document was reviewed again by James and Shannon on February 19, 2013 and February 25, 2013. This document was reviewed by Jack Lipton on September 22, 2013. James reviewed this document again on October 14, 2013 to address Jack’s recommendations. Date Adopted: (Formerly BP 7121 (renumbered from 050-1-1,

Spring 2011), BP 7909 (renumbered from 050-

1-17.1, Spring 2011), BP 7888 (renumbered

from 090-1-10), BP 7838 (renumbered from

060-1-11, Spring 2011), BP 7830 (renumbered

from 060-1-3, Spring 2011), BP 7859 titled

Confidential Staff Hiring (renumbered from

080-1-2.1, Spring 2011), BP 7816 titled

Faculty Hiring Policies and Procedures

(renumbered from 050-1-17, Spring 2011), BP

7909 (renumbered from 050-1-17.1, Spring

2011)

Legal Citations for BP 7120 Education Code Sections 70902(d), 72400, 87100 et seq., 87360, 87400, 87408 – 87408.6, 88003, and 88021; Title 5 Section 53000 et seq., Accreditation Standard III.A, Title 5 Sections 53021 and 53022 70902.

(d) Wherever in this section or any other statute a power is vested in the

governing board, the governing board of a community college district, by

majority vote, may adopt a rule delegating the power to the district's chief

executive officer or any other employee or committee as the governing board

may designate; provided, however, that the governing board shall not delegate

any power that is expressly made nondelegable by statute. Any rule

delegating authority shall prescribe the limits of the delegation.

72400. The governing board of each community college district shall fix and

prescribe the duties to be performed by all persons in community college

service in the district.

87100. (a) The Legislature finds and declares all of the following:

(1) In fulfilling its mission within California's system of public higher

education, the California Community Colleges are committed to academic

excellence and to providing all students with the opportunity to succeed in

their chosen educational pursuits.

(2) Academic excellence can best be sustained in a climate of acceptance

and with the inclusion of persons from a wide variety of backgrounds and

preparations to provide service to an increasingly diverse student

population.

(3) A work force that is continually responsive to the needs of a diverse

student population may be achieved by ensuring that all persons receive an

equal opportunity to compete for employment and promotion within the

community college districts and by eliminating barriers to equal employment

opportunity.

(b) It is the intent of the Legislature to establish and maintain within

the California Community College districts a policy of equal opportunity in

employment for all persons, and to prohibit discrimination or preferential

treatment based on ethnic group identification, or on any basis listed in

subdivision (a) of Section 12940 of the Government Code, as those bases are

defined in Sections 12926 and 12926.1 of the Government Code, except as

otherwise provided in Section 12940 of the Government Code. Every aspect of

personnel policy and practice in the community college districts should

advance the realization of inclusion through a continuing program of equal

employment opportunity.

(c) The Legislature recognizes that it is not enough to proclaim that

community college districts must not discriminate and must not grant

preferential treatment on impermissible bases. The Legislature declares that

efforts must also be made to build a community in which nondiscrimination and

equal opportunity are realized. It is the intent of the Legislature to

require community college districts to adopt and implement programs and plans

for ensuring equal employment opportunity in their employment practices.

87101. For the purposes of this article:

(a) "Equal employment opportunity" means that all qualified individuals

have a full and fair opportunity to compete for hiring and promotion and

fully enjoy the benefits of employment by a community college district.

Ensuring equal employment opportunity is advanced in an inclusive environment

that fosters cooperation, acceptance, democracy, and the free expression of

ideas. An inclusive environment is welcoming to men and women, persons with

disabilities, individuals from all ethnic groups, and individuals from all

other groups protected from discrimination by this article.

(b) "Equal employment opportunity plan" means a document that includes

specific procedures for achieving equal employment opportunity.

(c) "Equal employment opportunity program" means all the various methods

by which equal employment opportunity is ensured. These methods include, but

are not necessarily limited to, actively recruiting, using nondiscriminatory

employment practices, and monitoring employment practices to ensure equality

of opportunity. Each district employer shall commit to sustained action to

devise recruiting, training, and advancement opportunities that will result

in equal employment opportunities for all qualified applicants and employees.

87102. (a) As a condition for the receipt of funds pursuant to Section

87107, the governing board of community college district that opts to

participate under the article shall periodically submit to the board of

governors an affirmation of compliance with this article. Each participating

district's equal employment opportunity program shall ensure participation

in, and commitment to, the program by district personnel. Each participating

district's equal employment opportunity plan shall include steps that the

district will take in eliminating improper discrimination or preferences in

its hiring and employment practices. Each plan shall address how the

district will make progress in achieving the ratio of full-time to part-time

faculty hiring, as indicated in Section 87482.6, while still ensuring equal

employment opportunity.

(b) Each participating district's equal employment opportunity plan is a

public record within the meaning of the California Public Records Act

(Chapter 3.5 (commencing with Section 6250) of Division 7 of Title 1 of the

Government Code).

87103. The board of governors shall render assistance in developing and

implementing equal employment opportunity programs in the community college

districts.

87105. The board of governors shall adopt all necessary regulations to carry

out the intent of this article and to ensure that each participating

community college district implements processes for ensuring equal employment

opportunities. Nothing in this act shall be construed to require any

community college to incur any costs in excess of the funds allocated by the

state for the purposes of this act.

87106. (a) The board of governors shall develop systemwide strategies for

encouraging community college students to become qualified for, and seek,

employment as community college faculty or administrators.

(b) The board of governors shall develop and disseminate to community

college districts a model equal employment opportunity plan that accomplishes

at least all of the following:

(1) Compliance with the regulations adopted by the board of governors to

implement this article.

(2) Compliance with the other applicable state and federal

nondiscrimination statutes.

(3) Implementation of the best practices for improving the equality of

opportunity.

(4) Encouragement of districts to take steps reasonably calculated to

inform their students about the opportunity to participate in the Graduate

Assumption Program of Loans for Education authorized by Article 5.5

(commencing with Section 69618) of Chapter 2 of Part 42 and to participate in

other programs developed by the board of governors pursuant to subdivision

(a).

87107. In order to support the activities required and authorized by this

article, the Employment Opportunity Fund is hereby established. The fund

shall include moneys appropriated in the annual Budget Act or provided,

pursuant to Section 87482.7, through transfer. The moneys in the fund shall

be administered by the board of governors for the purpose of promoting equal

employment opportunities in hiring and promotion at community college

districts.

87108. (a) The board of governors shall adopt regulations for the use of the

fund. Those uses may include, but need not be limited to, all of the

following:

(1) Activities designed to encourage community college students to become

qualified for, and seek, employment as community college faculty or

administrators.

(2) Outreach and recruitment.

(3) In-service training on equal employment opportunities.

(4) Accommodations for applicants and employees with disabilities.

(5) Activities to promote equal employment opportunities and implement the

requirements of this article.

(b) The Board of Governors of the California Community Colleges may use

not more than 25 percent of the revenues in the fund to provide technical

assistance, service, monitoring, and compliance functions. Service functions

under this subdivision may include, but are not necessarily limited to, the

provision of a clearinghouse for advertising community college district job

opportunities and for allowing persons seeking jobs to make known their

interest in community college employment. This clearinghouse shall include a

special emphasis on faculty internship employment opportunities and on

reaching students who are qualified for faculty internship programs. The

remaining balance in the fund may be allocated to the individual community

college districts as prescribed by the board of governors.

87360. (a) In establishing hiring criteria for faculty and administrators,

district governing boards shall, no later than July 1, 1990, develop criteria

that include a sensitivity to and understanding of the diverse academic,

socioeconomic, cultural, disability, and ethnic backgrounds of community

college students.

(b) No later than July 1, 1990, hiring criteria, policies, and procedures

for new faculty members shall be developed and agreed upon jointly by

representatives of the governing board, and the academic senate, and approved

by the governing board.

(c) Until a joint agreement is reached and approved pursuant to

subdivision (b), the existing district process in existence on January 1,

1989, shall remain in effect.

87400. Governing boards of community college districts shall employ for

academic positions, only persons who possess the qualifications therefor

prescribed by regulation of the board of governors. It shall be contrary to

the public policy of this state for any person or persons charged, by those

governing boards, with the responsibility of recommending persons for

employment by those boards to refuse or to fail to do so for reasons of race,

color, religious creed, sex, or national origin of those applicants for that

employment.

87408. (a) When a community college district wishes to employ a person in an

academic position and that person has not previously been employed in an

academic position in this state, the district shall require a medical

certificate showing that the applicant is free from any communicable disease,

including, but not limited to, active tuberculosis, unfitting the applicant

to instruct or associate with students. The medical certificate shall be

submitted directly to the governing board by a physician and surgeon licensed

under the Business and Professions Code, a commissioned medical officer

exempted from licensure by Section 2144 of the Business and Professions Code,

or a commissioned medical officer in the United States Air Force. The

medical examination shall have been conducted not more than six months before

the submission of the certificate and shall be at the expense of the

applicant. A governing board may offer a contract of employment to an

applicant subject to the submission of the required medical certificate.

Notwithstanding Section 87031, the medical certificate shall become a part of

the personnel record of the employee and shall be open to the employee or his

or her designee.

(b) The governing board of a community college district may require

academic employees to undergo a periodic medical examination by a physician

and surgeon licensed under the Business and Professions Code, or a

commissioned medical officer exempted from licensure by Section 2144 of the

Business and Professions Code, to determine that the employee is free from

any communicable disease, including, but not limited to, active tuberculosis,

unfitting the applicant to instruct or associate with students. The periodic

medical examination shall be at the expense of the district. The medical

certificate shall become a part of the personnel record of the employee and

shall be open to the employee or his or her designee.

87408.5. (a) When a community college district wishes to employ a retirant

who is retired for service, and such person has not been previously employed

as a retirant, such district shall require, as a condition of initial

employment as a retirant, a medical certificate showing that the retirant is

free from any disabling disease unfitting him or her to instruct or associate

with students. The medical certificate shall be completed and submitted

directly to the community college district by a physician and surgeon

licensed under the Business and Professions Code or a commissioned medical

officer exempted from licensure by Section 2144 of the Business and

Professions Code. A medical examination shall be required for the completion

of the medical certificate. Such examination shall be conducted not more

than six months before the completion and submission of the certificate and

shall be at the expense of the retirant. The medical certificate shall

become a part of the personnel record of the employee and shall be open to

the employee or his or her designee.

(b) The community college district which initially employed the retirant,

or any such district which subsequently employs the retirant, may require a

periodic medical examination by a physician and surgeon licensed under the

Business and Professions Code or a commissioned medical officer exempted from

licensure by Section 2144 of the Business and Professions Code, to determine

that the retirant is free from any communicable disease unfitting him or her

to instruct or associate with students. The periodic medical examination

shall be at the expense of the community college district. The medical

certificate shall become a part of the personnel record of the retirant and

shall be open to the retirant or his or her designee.

87408.6. (a) Except as provided in subdivision (h), no person shall be

initially employed by a community college district in an academic or

classified position unless the person has submitted to an examination within

the past 60 days to determine that he or she is free of active tuberculosis,

by a physician and surgeon licensed under Chapter 5 (commencing with Section

2000) of Division 2 of the Business and Professions Code. This examination

shall consist of an X-ray of the lungs, or an approved intradermal tuberculin

test, that, if positive, shall be followed by an X-ray of the lungs.

The X-ray film may be taken by a competent and qualified X-ray technician

if the X-ray film is subsequently interpreted by a physician and surgeon

licensed under Chapter 5 (commencing with Section 2000) of Division 2 of the

Business and Professions Code.

The district superintendent, or his or her designee, may exempt, for a

period not to exceed 60 days following termination of the pregnancy, a

pregnant employee from the requirement that a positive intradermal tuberculin

test be followed by an X-ray of the lungs.

(b) Thereafter, employees who are skin test negative shall be required to

undergo the foregoing examination at least once each four years or more often

if directed by the governing board upon recommendation of the local health

officer for so long as the employee remains skin test negative. Once an

employee has a documented positive skin test that has been followed by an X-

ray, the foregoing examinations shall no longer be required and referral

shall be made within 30 days of completion of the examination to the local

health officer to determine the need for follow-up care.

(c) After the examination, each employee shall cause to be on file with

the district superintendent a certificate from the examining physician and

surgeon showing the employee was examined and found free from active

tuberculosis. "Certificate," as used in this subdivision, means a

certificate signed by the examining physician and surgeon or a notice from a

public health agency or unit of the American Lung Association that indicates

freedom from active tuberculosis. The latter, regardless of form, will

constitute evidence of compliance with this section.

(d) This examination is a condition of initial employment and the expense

incident thereto shall be borne by the applicant unless otherwise provided by

rules of the governing board. However, the board may, if an applicant is

accepted for employment, reimburse the person in a like manner prescribed for

employees in subdivision (e).

(e) The governing board of each district shall reimburse the employee for

the cost, if any, of this examination. The board may provide for the

examination required by this section or may establish a reasonable fee for

the examination that is reimbursable to employees of the district complying

with this section.

(f) At the discretion of the governing board, this section shall not apply

to those employees not requiring certification qualifications who are

employed for any period of time less than a college year whose functions do

not require frequent or prolonged contact with students.

The governing board may, however, require the examination and may, as a

contract condition, require the examination of persons employed under

contract, other than those persons specified in subdivision (a), if the board

believes the presence of these persons in and around college premises would

constitute a health hazard to students.

(g) If the governing board of a community college district determines by

resolution, after hearing, that the health of students in the district would

not be jeopardized thereby, this section shall not apply to any employee of

the district who files an affidavit stating that he or she adheres to the

faith or teachings of any well-recognized religious sect, denomination, or

organization and in accordance with its creed, tenets, or principles depends

for healing upon prayer in the practice of religion and that to the best of

his or her knowledge and belief he or she is free from active tuberculosis.

If at any time there should be probable cause to believe that the affiant is

afflicted with active tuberculosis, he or she may be excluded from service

until the governing board of the employing district is satisfied that he or

she is not so afflicted.

(h) A person who transfers his or her employment from one campus or

community college district to another shall be deemed to meet the

requirements of subdivision (a) if the person can produce a certificate that

shows that he or she was examined within the past four years and was found to

be free of communicable tuberculosis, or if it is verified by the college

previously employing him or her that it has a certificate on file that

contains that showing.

A person who transfers his or her employment from a private or parochial

elementary school, secondary school, or nursery school to the community

college district subject to this section shall be deemed to meet the

requirements of subdivision (a) if the person can produce a certificate as

provided for in Section 121525 of the Health and Safety Code that shows that

he or she was examined within the past four years and was found to be free of

communicable tuberculosis, or if it is verified by the school previously

employing him or her that it has the certificate on file.

(i) Any governing board of a community college district providing for the

transportation of students under contract shall require as a condition of the

contract the examination for active tuberculosis, as provided in subdivision

(a) of this section, of all drivers transporting the students, provided that

privately contracted drivers who transport the students on an infrequent

basis, not to exceed once a month, shall be excluded from this requirement.

(j) Examinations required pursuant to subdivision (i) shall be made

available without charge by the local health officer.

88003. The governing board of any community college district shall employ

persons for positions that are not academic positions. The governing board,

except where Article 3 (commencing with Section 88060) or Section 88137

applies, shall classify all those employees and positions. The employees and

positions shall be known as the classified service. Substitute and short-

term employees, employed and paid for less than 75 percent of a college year,

shall not be a part of the classified service. Part-time playground

positions, apprentices and professional experts employed on a temporary basis

for a specific project, regardless of length of employment, shall not be a

part of the classified service. Full-time students employed part time, and

part-time students employed part time in any college work-study program, or

in a work experience education program conducted by a community college

district and which is financed by state or federal funds, shall not be a part

of the classified service. Unless otherwise permitted, a person whose

position does not require certification qualifications shall not be employed

by a governing board, except as authorized by this section.

"Substitute employee," as used in this section, means any person employed

to replace any classified employee who is temporarily absent from duty. In

addition, if the district is then engaged in a procedure to hire a permanent

employee to fill a vacancy in any classified position, the governing board

may fill the vacancy through the employment, for not more than 60 calendar

days, of one or more substitute employees, except to the extent that a

collective bargaining agreement then in effect provides for a different

period of time.

"Short-term employee," as used in this section, means any person who is

employed to perform a service for the district, upon the completion of which,

the service required or similar services will not be extended or needed on a

continuing basis. Before employing a short-term employee, the governing

board, at a regularly scheduled board meeting, shall specify the service

required to be performed by the employee pursuant to the definition of

"classification" in subdivision (a) of Section 88001, and shall certify the

ending date of the service. The ending date may be shortened or extended by

the governing board, but shall not extend beyond 75 percent of a school year.

"Seventy-five percent of a college year" means 195 working days, including

holidays, sick leave, vacation and other leaves of absences, irrespective of

number of hours worked per day.

Employment of either full-time or part-time students in any college work-

study program, or in a work experience education program shall not result in

the displacement of classified personnel or impair existing contracts for

services.

This section shall apply only to districts not incorporating the merit

system as outlined in Article 3 (commencing with Section 88060).

88009. Governing boards shall fix and prescribe the duties to be performed

by all persons in the classified service and other nonacademic positions of

the community college district, except those persons employed as a part of a

personnel commission staff as provided in Article 3 (commencing with Section

88060) of this chapter.

This section shall apply to districts that have adopted the merit system

in the same manner and effect as if it were a part of Article 3 (commencing

with Section 88060) of this chapter.

88021. Whenever a governing board of a community college district requires a

physical examination to be taken by a classified employee or employees,

either by rule or by its direction or the direction of its authorized

district administrator; or when classifed employees are required by law to

submit to a physical examination for continuance in employment, the board

shall either provide the required examination, cause it to be provided, or

provide the employee with reasonable reimbursement for the required

examination.

If the governing board requires a physical examinati