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SOCCCDOffice of Human Resources
Revised January 2008
<<<<Equal Employment
Opportunity In Hiring Training
<< Vision
The District and it’s colleges serve as a cultural model for the
community by providing students and employees with an academic and work environment that both
honors diversity and exists free of prejudice.
The District and it’s colleges serve as a cultural model for the
community by providing students and employees with an academic and work environment that both
honors diversity and exists free of prejudice.
<< Diversity
A condition of broad inclusion in an employment environment that offers equality and respect for all persons. A diverse educational community recognizes the educational benefits that flow from employee populations that are varied by race, gender, disability status, sexual orientation, belief, age, national origin, cultural background, life experience and other enriching characteristics.
California Community Colleges Chancellor’s Office
It is the responsibility of higher education to expose students to faculty and staff who bring with them differing intellectual ideas, viewpoints and creative energies that serve to challenge the minds of students and stimulate the learning environment.
It is the responsibility of higher education to expose students to faculty and staff who bring with them differing intellectual ideas, viewpoints and creative energies that serve to challenge the minds of students and stimulate the learning environment.
<< Embracing Diversity in Higher
Education
<< Ethnicity of Orange County: 2000 Census Data
<< Ethnicity of Orange County: 2000 Census Data
1.5% African American
13.8 % Asian/Pacific Islander
30.8% Latino
0.3% American Indian/Alaska Native
51.2% White
0.2 % Other
2.3% Two or more ethnic groups
WHAT OTHER TRENDS ARE YOU SEEING THAT IMPACT OUR COLLEGES, STAFF AND
STUDENTS?
<< California’s Changing Demographics
Source: California Community Colleges System Strategic Plan, 2006
By 2013 Latinos will comprise the majority of the student population in California
By 2040 Latinos will become the majority population in California
<< What does our Future in Orange County Look
Like?Projected Population by Ethnicity in Orange County and California through 2040
AfricanAmerican
American Indian/Alaskan Native
Asian/Pacific Islander
Hispanic White
Orange County 2000 43,717 8,714 397,988 880,754 1,477,117
2010 52,852 26,869 541,231 1,180,042 1,402,620
2020 55,581 33,606 648,587 1,460,289 1,263,850
2030 53,453 32,577 641,740 1,659,771 1,205,860
2040 48,927 29,405 594,923 1,822,070 1,133,000
California
2000 2,222,816 192,753 3,857,492 11,082,98516,047,98
9
2010 2,628,971 398,048 4,865,058 15,181,59415,377,94
8
2020 2,935,929 615,393 5,750,108 18,877,59014,757,14
6
2030 3,192,662 815,054 6,369,365 22,520,62914,182,10
0
2040 3,363,142 982,073 6,690,626 25,959,52713,435,37
8Source: State of California, Department of Finance.
<< What does our Future in Orange County Look
Like?Projected Population Percent by Ethnicity in Orange County and California through 2040
AfricanAmerican
American Indian/Alaskan Native
Asian/Pacific Islander
Hispanic
White
Orange County
2000
1.6% 0.3% 14.2% 31.4% 52.6%
2010
1.6% 0.8% 16.9% 36.8% 43.7%
2020
1.6% 1.0% 18.7% 42.2% 36.5%
2030
1.5% 0.9% 17.9% 46.2% 33.6%
2040
1.3% 0.8% 16.4% 50.2% 31.2%
California 2000
6.7% 0.6% 11.5% 33.2% 48.0%
2010
6.8% 1.0% 12.7% 39.5% 40.0%
2020
6.8% 1.4% 13.4% 44.0% 34.4%
2030
6.8% 1.7% 13.5% 47.9% 30.1%
2040
6.7% 1.9% 13.3% 51.5% 26.6%
Source: State of California, Department of Finance.
<< EEO Laws:Federal Laws
<< EEO Laws: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 in programs or activities receiving Federal financial assistance (Age 40+)
<< EEO Laws:State Laws
<< EEO Laws:State Laws
California Government Code Sec. 11135 through 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 under any program that is funded directly by the State or receives any financial assistance. California Fair Employment and Housing
Act, Calif. Government Code 12900, et seq., prohibits discrimination in employment on the basis of race, gender, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, age (40+) and pregnancy. California 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.
<< State Laws (Con’t)
Title 5 (Education Code)
Inclusive Outreach Specific Data Collection Adverse Impact Monitoring Enforced by the State Chancellor’s
Office
The hiring process is highly sensitive and confidential. It is therefore critical that all those involved in the process maintain the highest, uncompromising degree of confidentiality in order to preserve the integrity of the process.
<< Confidentiality
Monitor the hiring process to ensure that no candidate is unlawfully discriminated against
Serve as committee liaison to the Chair of the hiring committee
Maintain confidentiality within the committee
Report allegations of non-compliance to Human Resources Management
<< EEO Representative’s Role
and Responsibilities
<< Conflicts of Interest
The EEO Representative . . ..
Recognizes
Is on alert for
Understands
Resolves
Notifies
The EEO Representative is critical to the integrity of the hiring process!
HR Management of any potential conflicts of interest
issues that arise that could lead to conflicts of interest
potential ramifications of conflicts of interest
those who are unable to be fair or impartial
potential biases or conflicts of interest
SUCCESS
<< Helping Hiring Committees Succeed
The EEO Representative/Committee Member relationship is a shared dynamic one which creates an environment in which fair and consistent hiring practices are possible and imparts guidance, knowledge and insight.
The EEO Representative/Committee Member relationship is a shared dynamic one which creates an environment in which fair and consistent hiring practices are possible and imparts guidance, knowledge and insight.
Shift the focus from experience to results: job performance in a former position, accomplishments and productivity.
Be less concerned with years of experience and more concerned with what they have done.
Past performance is the best predictor of future performance.
Shift the focus from experience to results: job performance in a former position, accomplishments and productivity.
Be less concerned with years of experience and more concerned with what they have done.
Past performance is the best predictor of future performance.
<< The Hiring Process
The hiring committee must be able to distinguish an applicant’s ability to do the job from his or her ability to get the job.
The hiring committee must be able to distinguish an applicant’s ability to do the job from his or her ability to get the job.
The Committee should review the following elements of the job announcement:
Educational qualifications Work experience Desirable qualifications Job duties and responsibilities Unusual physical requirements Hours required for the position
The Committee should review the following elements of the job announcement:
Educational qualifications Work experience Desirable qualifications Job duties and responsibilities Unusual physical requirements Hours required for the position
<< Screening Applications
<< Screening ApplicationsEach committee member is responsible for thoroughly reviewing the application and corresponding materials submitted by each applicant who meets minimum qualifications.
The screening of applicants shall be conducted without reference or consideration of perceived or actual:
Disability Sexual Orientation Other protected
characteristics
Disability Sexual Orientation Other protected
characteristics
Race Ethnicity Religion
Race Ethnicity Religion
How do you shift the focus from experience to results?
<< Effective Hiring through the Interview
Process
Develop interview questions that direct the candidate to
focus on specific work experience and professional
accomplishments.
Develop interview questions that direct the candidate to
focus on specific work experience and professional
accomplishments.
<< Developing Interview Questions
Candidates should relay
specific examples from past experience in their answers
Identify traitsthat would
result in superiorperformance in
the position
Remember to address any
conditions in the work
environment that may create challenges
KnowledgeSkills & Abilities
PastExperienc
e
Ability to effectively handle challenge
s
<< Before the interviews . . .
Review the job announcement
Assign questions to committee members
Discuss general framework for successful responses to individual questions
Briefly review the candidate’s application and supporting materials
Follow-up interview questions allow committees to probe for specificity, help minimize exaggerations and limit generalizations.
SOCCCD Hiring Board Policies allow for follow-up interview questions, provided they meet one of the following criteria:
The follow-up question must be directly related to the original question. For example – Can you expand on your specific role in the project?
The follow-up question must be directly related to something contained in the answer provided by the applicant. For example – You mentioned you won an award, can you tell us more about that?
Follow-up interview questions allow committees to probe for specificity, help minimize exaggerations and limit generalizations.
SOCCCD Hiring Board Policies allow for follow-up interview questions, provided they meet one of the following criteria:
The follow-up question must be directly related to the original question. For example – Can you expand on your specific role in the project?
The follow-up question must be directly related to something contained in the answer provided by the applicant. For example – You mentioned you won an award, can you tell us more about that?
<< Follow-up Questions
Committee members should provide each candidate with the same high level of interest, courtesy, care and attention.
Candidates should leave feeling that the process was handled professionally and that they were treated respectfully.
Committee members must be fair, consistent and impartial in their assessments and scoring.
Committee members should document in writing as much specific information as possible about each candidate on the rating sheet provided.
Committee members should provide each candidate with the same high level of interest, courtesy, care and attention.
Candidates should leave feeling that the process was handled professionally and that they were treated respectfully.
Committee members must be fair, consistent and impartial in their assessments and scoring.
Committee members should document in writing as much specific information as possible about each candidate on the rating sheet provided.
<< When Conducting the Interview,
Remember . . .
<< How to Ensure Fairness
Committee Members should . . . .
Understand their roles and responsibilities
Be fair and consistent in every aspect of the process
Document information that contributes to numerical and written ratings or assessments
Maintain confidentiality before, during, and after the process has been completed
Understand their roles and responsibilities
Be fair and consistent in every aspect of the process
Document information that contributes to numerical and written ratings or assessments
Maintain confidentiality before, during, and after the process has been completed
Hiring Committee Purpose:
To hire the candidate who will stimulate the learning and working environment and
provide the greatest asset to our diverse student and
employee population, as well as the greater community.
Hiring Committee Purpose:
To hire the candidate who will stimulate the learning and working environment and
provide the greatest asset to our diverse student and
employee population, as well as the greater community.
<< Why do all this?
??
<<<<QUESTIONS?
Contact:Office of Human Resources
South Orange County Community College Districtwww.socccd.edu(949) 582-4850