Common use of Emergency Hiring Clause in Contracts

Emergency Hiring. It is the goal of the District to minimize emergency hiring by encouraging the Search and Selection Committee to interview several applicants and maintain a pre-screened and pre-qualified discipline “Hiring Pool” on an on-going basis. For part-time vacancies occurring within two weeks of the start of an assignment, a shortened “emergency” hiring process will be engaged. By March of each academic year, discipline or division faculty shall review current part- time faculty applicant pools and determine qualified candidates who can be identified as an emergency hiring pool. When such an emergency hiring need exists, the emergency Hiring Pool will be reviewed and a selection made from that pool in consultation between the Division Xxxx and Department Chair. Administrators desiring part-time faculty employment shall be subject to the Part-Time Faculty Hiring Procedures. Division Deans and Department Chairs are expected to follow these procedures. Appendix A – Hiring Timeline Appendix B – Equivalency Request Form The timeline must be followed to allow the recruitment process to conclude within the length of a semester. Search processes extending into non-duty days will be subject to additional compensation for faculty in accordance with the Agreement between the Coast Federation of Educators and the Coast Community College District. The District, in cooperation with the Search Committee and Selection Committee, shall make every effort to see that the steps required for hiring new faculty are within the following timeline: Week 1  Positions to hire are determined by available funding through local campus processes.  The College President notifies the Academic Senate, College Personnel Services, Division Xxxx, and discipline faculty of the positions to hire.  College Human Resources sends job descriptions for the positions to hire to the Academic Senate.  The Academic Senate, in cooperation with the Division Xxxx, shall solicit nominations for faculty to serve on the Search Committee and develop the job description. Week 2-4  The Academic Senate confirms faculty committee appointments to the Search Committee.  Search Committee meets to elect a Chair and review and approve the job description developed for the program review process.  EEO/Recruitment Coordinator, or designee, meets with Search Committee to review EEO guidelines.  Job announcement submitted and EEO/Recruitment Coordinator notifies to the Search Committee Chair of any recommended changes prior to advertisement.  Processing of job announcement by the District.  Recruitment period begins. Weeks 5-6  Search Committee submits initial and final screening criteria and initial interview questions to the EEO/Recruitment Coordinator, or designee, to ensure adherence to EEO guidelines. Week 8  Recruitment period ends.  District receives and processes applications and releases applicant pool to the college.  Initial application screening begins. Applications are screened by the Search Committee to determine Minimum Qualifications.  Applications for applicants requesting Equivalency are forwarded to the Discipline-Based Equivalency Committee (if applicable).  Discipline-Based Equivalency Committee reviews applications and makes equivalency determinations.  Final screening begins. Using established criteria, applications are screened by the Search Committee to determine those who will be interviewed.  Interviews are scheduled. Week 13  Initial interviews are conducted by the Search Committee.  Search Committee selects candidates to be forwarded to the Selection Committee. Week 14  Final interview questions are developed by the Selection Committee and submitted to EEO/Recruitment Coordinator and/or designee.  Final interviews are conducted by the Selection Committee.  Reference checks are conducted on selected candidate(s).  Hiring recommendations are forwarded by the College President to the Board of Trustees for approval. Date: Applicant’s Name: Equivalency to stated minimum qualifications in the District is based on the degrees and/or experience delineated in “Minimum Qualifications for Faculty and Administrators in California Community Colleges” published by the California Community College Chancellor’s Office. Applicants should refer to this document when completing this request. Disciplines Requiring a Master’s Degree Applicants requesting equivalency in a discipline that requires a Master’s Degree must complete PART 1 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Disciplines Requiring a Specific Bachelor’s or Associate’s Degree Applicants requesting equivalency in a discipline that requires a specific Bachelor’s or Associate’s Degree must complete PART 2 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Disciplines in Which a Master’s Degree is not Generally Expected or Available Applicants requesting equivalency in a discipline in which a Master’s Degree is not generally expected or available must complete PART 2 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Part I and Part II identify the minimum qualifications to be considered for equivalency. Meeting one or more of the qualifications listed below does not guarantee that equivalency will be granted as discipline experts will scrutinize the applicant’s request and supporting documentation to determine whether the applicant’s education and experience are equivalent to the published minimum qualifications. The District does not grant equivalency on the basis of eminence. Nor does it grant single-course equivalencies.

Emergency Hiring. It is the goal of the District to minimize emergency hiring by encouraging the Search and Selection Committee to interview several applicants and maintain a pre-screened and pre-qualified discipline “Hiring Pool” on an on-going basis. For part-time vacancies occurring within two weeks of the start of an assignment, a shortened “emergency” hiring process will be engagedcommence. By March of each academic year, discipline or division faculty shall review current part- time faculty applicant pools and determine qualified candidates who can be identified as an emergency hiring pool. When such an emergency hiring need exists, the emergency Hiring Pool will be reviewed and a selection made from that pool in consultation between the Division Xxxx and Department Chair. Administrators desiring part-time faculty employment shall be subject to the Part-Time Faculty Hiring Procedures. Division Deans and Department Chairs are expected to follow these procedures. Appendix A – Hiring Timeline Appendix B – Equivalency Request Form The timeline must be followed to allow the recruitment process to conclude within the length of a semester. Search processes extending into non-duty days will be subject to additional compensation for faculty in accordance with the Agreement between the Coast Federation of Educators and the Coast Community College District. The District, in cooperation with the Search Committee and Selection Committee, shall make every effort to see that the steps required for hiring new faculty are within the following timeline: Note: In this timeline, Week 1  refers to the first week of the recruitment process. Week 1 • Positions to hire are determined by available funding through local campus processes.  • The College President notifies the Academic Senate, College Personnel Services, Division Xxxx, and discipline faculty of the positions to hire.  • College Human Resources sends job descriptions for the positions to hire to the Academic Senate.  • The Academic Senate, in cooperation with the Division Xxxx, shall solicit nominations for faculty to serve on the Search Committee and develop the job description. Week 2-4  • The Academic Senate confirms faculty committee appointments to the Search Committee.  • Search Committee meets to elect a Chair and review and approve the job description developed for the program review process.  EEO• Human Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, meets with Search Committee to review EEO guidelines.  • Job announcement submitted and EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative notifies to the Search Committee Chair of any recommended changes prior to advertisement.  • Processing of job announcement by the District.  • Recruitment period begins. Weeks 5-6  • Search Committee submits initial and final screening criteria and initial interview questions to the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, to ensure adherence to EEO guidelines. Week 8  • Recruitment period ends.  District receives and processes applications and releases applicant pool to the college.  Initial application screening begins. Applications are screened by the Search Committee to determine Minimum Qualifications.  • Applications for applicants requesting Equivalency are forwarded to the Discipline-Based Equivalency Committee (if applicable).  • Discipline-Based Equivalency Committee reviews applications and makes equivalency determinations.  • District receives and processes applications and releases applicant pool to the College. • Initial application screening begins. Applications are screened by the Search Committee to determine Minimum Qualifications. • • Final screening begins. Using established criteria, applications are screened by the Search Committee to determine those who will be interviewed.  • Interviews are scheduled. Week 13  • Initial interviews are conducted by the Search Committee.  • Search Committee selects candidates to be forwarded to the Selection Committee. Week 14  • Final interview questions are developed by the Selection Committee and submitted to EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative and/or designee.  • Final interviews are conducted by the Selection Committee.  • Reference checks are conducted on selected candidate(s).  • Hiring recommendations are forwarded by the College President to the Board of Trustees for approval. Date: Applicant’s Name: Equivalency to stated minimum qualifications in the District is based on the degrees and/or experience delineated in “Minimum Qualifications for Faculty and Administrators in California Community Colleges” published by the California Community College Chancellor’s Office. Applicants should refer to this document when completing this request. Disciplines Requiring a Master’s Degree Applicants requesting equivalency in a discipline that requires a Master’s Degree must complete PART 1 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Disciplines Requiring a Specific Bachelor’s or Associate’s Degree Applicants requesting equivalency in a discipline that requires a specific Bachelor’s or Associate’s Degree must complete PART 2 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Disciplines in Which a Master’s Degree is not Generally Expected or Available Applicants requesting equivalency in a discipline in which a Master’s Degree is not generally expected or available must complete PART 2 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Part I and Part II identify the minimum qualifications to be considered for equivalency. Meeting one or more of the qualifications listed below does not guarantee that equivalency will be granted as discipline experts will scrutinize the applicant’s request and supporting documentation to determine whether the applicant’s education and experience are equivalent to the published minimum qualifications. The District does not grant equivalency on the basis of eminence. Nor does it grant single-course equivalencies.

Emergency Hiring. It is the goal of the District to minimize emergency hiring by encouraging the Search and Selection Committee to interview several applicants and maintain a pre-screened and pre-qualified discipline “Hiring Pool” on an on-going basis. For part-time vacancies occurring within two weeks of the start of an assignment, a shortened “emergency” hiring process will be engagedcommence. By March of each academic year, discipline or division faculty shall review current part- time faculty applicant pools and determine qualified candidates who can be identified as an emergency hiring pool. When such an emergency hiring need exists, the emergency Hiring Pool will be reviewed and a selection made from that pool of individuals who have already met minimal qualifications, including equivalency, in consultation between the Division Xxxx and Department Chair. Administrators desiring part-time faculty employment shall be subject to the Part-Time Faculty Hiring Procedures. Division Deans and Department Chairs are expected to follow these procedures. Appendix A – Hiring Timeline Appendix B – Equivalency Request Form The timeline must be followed to allow the recruitment process to conclude within the length of a semester. Search processes extending into non-duty days will be subject to additional compensation for faculty in accordance with the Agreement between the Coast Federation of Educators and the Coast Community College District. The District, in cooperation with the Search Committee and Selection Committee, shall make every effort to see that the steps required for hiring new faculty are within the following timeline: Note: In this timeline, Week 1  refers to the first week of the recruitment process. Week 1 • Positions to hire are determined by available funding through local campus processes.  • The College President notifies the Academic Senate, College Personnel ServicesHuman Resources, Division Xxxx, and discipline faculty of the positions to hire.  • College Human Resources sends job descriptions for the positions to hire to the Academic Senate.  • The Academic Senate, in cooperation with the Division Xxxx, shall solicit nominations for faculty to serve on the Search Committee and develop the job description. Week 2-4  • The Academic Senate confirms faculty committee appointments to the Search Committee.  • Search Committee meets to elect a Chair and review and approve the job description developed for the program review process.  EEO• Human Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, meets with Search Committee to review EEO guidelines.  Job announcement submitted and EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative notifies to the Search Committee Chair of any recommended changes prior to advertisement.  • Processing of job announcement by the District.  • Recruitment period begins. Weeks 5-6  • Search Committee submits initial and final screening criteria and initial interview questions to the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, to ensure adherence to EEO guidelines. Week 8  • Recruitment period ends.  District receives and processes applications and releases applicant pool to the college.  Initial application screening begins. Applications are screened by the Search Committee to determine Minimum Qualifications.  • Applications for applicants requesting Equivalency are forwarded to the Discipline-Based Equivalency Committee (if applicable).  • Discipline-Based Equivalency Committee reviews applications and makes equivalency determinations.  • District receives and processes applications and releases applicant pool to the College. • Initial application screening begins. Applications are screened by the Search Committee to determine Minimum Qualifications. • • Final screening begins. Using established criteria, applications are screened by the Search Committee to determine those who will be interviewed.  • Interviews are scheduled. Week 13  • Initial interviews are conducted by the Search Committee.  • Search Committee selects candidates to be forwarded to the Selection Committee. Week 14  • Final interview questions are developed by the Selection Committee and submitted to Human Resources Coordinator/EEO/Recruitment Coordinator . Representative and/or designee.  • Final interviews are conducted by the Selection Committee.  • Reference checks are conducted on selected candidate(s).  • Hiring recommendations are forwarded by the College President to the Board of Trustees for Boardfor approval. Date: Applicant’s Name: Equivalency to stated minimum qualifications in the District is based on the degrees and/or experience delineated in “Minimum Qualifications for Faculty and Administrators in California Community Colleges” published by the California Community College Chancellor’s Office. Applicants should refer to this document when completing this request. Disciplines Requiring a Master’s Degree Applicants requesting equivalency in a discipline that requires a Master’s Degree must complete PART 1 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Disciplines Requiring a Specific Bachelor’s or Associate’s Degree Applicants requesting equivalency in a discipline that requires a specific Bachelor’s or Associate’s Degree must complete PART 2 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Disciplines in Which a Master’s Degree is not Generally Expected or Available Applicants requesting equivalency in a discipline in which a Master’s Degree is not generally expected or available must complete PART 2 of this request form and attach a narrative document, not to exceed one page, which supports the request for equivalency based on the criteria marked below. Appropriate evidence (transcripts, catalog descriptions, evidence of work experience, etc.) must be included with this request. Part I and Part II identify the minimum qualifications to be considered for equivalency. Meeting one or more of the qualifications listed below does not guarantee that equivalency will be granted as discipline experts will scrutinize the applicant’s request and supporting documentation to determine whether the applicant’s education and experience are equivalent to the published minimum qualifications. The District does not grant equivalency on the basis of eminence. Nor does it grant single-course equivalencies.