Common use of Full-Time Faculty Clause in Contracts

Full-Time Faculty. a. Human resources, with input from the departmental faculty as available and the Vice President of Instruction, shall prepare a position announcement. If the department faculty is not available, a faculty member from the division will have an opportunity to provide input. Any subsequent significant changes made to the position announcement will be determined by the appropriate administrator with input from departmental faculty. The AHE President will be notified of pending position announcement. b. The position announcement for all full-time faculty positions shall be officially posted internally for five days. Should a qualified faculty member desire the position being announced, he/she shall be given the opportunity to meet with the District President to discuss the position or transfer. If a qualified faculty member has expressed an interest, the District President has five days to decide whether or not to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary full time, who are contracted on an annual basis at the time of posting. The District President will make the final decision. c. If the District President does not appoint a current qualified faculty member within five days of the close of the internal posting, the position will be advertised externally by the District Human Resources office in accordance with District procedures. d. Each applicant must submit a complete application file as defined in the announcement by the announced closing date. e. The screening committee will consist of: the appropriate administrator; three faculty members, tenured when available, including one member from the teaching area of the division being recruited, if available, and two other faculty members; and the Vice President of Instruction. The Vice President of Instruction is an ex-officio member and has the right to participate in the screening committee or meet separately with the candidates. A human resource representative will also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article 6. f. Members of the screening committee are responsible for sharing supplemental information with the committee that is relevant to the hiring decision. Such information will be shared as soon as it is available. g. If a member of the committee has reason to believe that a violation of the hiring procedure has occurred, he/she shall immediately notify the Executive Director of Human Resources or designee and the Association. Upon such notification, the hiring process will be suspended until the question of the violation has been resolved to the satisfaction of the committee. h. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to determine the specifics of the interview process, including the following: i. Review and discuss the hiring article to inform and re-familiarize faculty to the hiring process. ii. Choose a faculty lead, preferably in the teaching area being hired for. iii. Discuss screening criteria based on the job posting. iv. Discuss interview questions. v. Create additional questions that are position specific to be used for the reference checks. vi. Discuss the teach/presentation including topic(s) and criteria. i. The appropriate administrator will screen the candidates for minimum qualifications. Members of the department, or division if department faculty are not available, will be consulted if needed. j. The human resources office will make the final application pool available to the committee electronically, including the following information: i. Job posting. ii. Instructions for accessing the applications that meet the minimum qualifications. iii. A draft of the interview questions. iv. Screening criteria. v. Deadline for application review. vi. Confidentiality statement. k. Each voting member of the committee will rate the candidates based on the screening criteria. l. Human resources will call the face-to-face meeting of the committee to discuss the top-rated candidates; decide on the final list of candidates to be interviewed; and finalize interview and reference questions, and teach/demonstration topic. m. The committee will be notified when the interview schedule is finalized. The committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. The human resources representative will facilitate the interviews. The faculty lead will provide an introduction to the department. o. At the conclusion of the interviews, the committee, including the Vice-President of Instruction, xxxx xxxxxxx to discuss the candidates. The committee will determine which candidate(s) is (are) the preferred candidate(s). p. The faculty lead and the Vice-President of Instruction will inform the President of the committee’s top choice(s) for the position. At this time the District President may share relevant information with the committee. The District President may meet with the committee for further discussion. The District President may decline the recommendation of the hiring committee. If the committee’s recommendation is countermanded by the District President, the Vice President of Instruction, as a member of the committee, will provide feedback. q. The Executive Director of Human Resources shall conduct a reference check on behalf of the hiring committee and the District President and report detailed findings to the committee and the District President. r. If a recommended candidate declines the position, the District President may reconvene the committee to discuss the matter. The District President will either direct the committee to recommend a different candidate, continue its search, or dismiss the committee and start the search at a later date with a new committee. This decision shall be communicated in writing to the committee members and the AHE President. s. After selection has been made and the candidate has accepted, the members of the committee will be notified of the choice, prior to the rest of the college staff or members of the community. The committee is dismissed.

Full-Time Faculty. a. Human resources, with input from the departmental faculty as available and the Vice President of Instruction, shall prepare a position announcement. If the department faculty is not available, a faculty member from the division will have an opportunity to provide input. Any subsequent significant changes made to the position announcement will be determined by the appropriate administrator with input from departmental faculty. The AHE President will be notified of pending position announcement. b. The position announcement for all full-time faculty positions shall be officially posted internally for five days. Should a qualified faculty member desire the position being announced, he/she shall be given the opportunity to meet with the District President to discuss the position or transfer. If a qualified faculty member has expressed an interest, the District President has five days to decide whether or not to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary full time, who are contracted on an annual basis at the time of posting. The District President will make the final decision. c. If the District President does not appoint a current qualified faculty member within five days of the close of the internal posting, the position will be advertised externally by the District Human Resources office in accordance with District procedures. d. Each applicant must submit a complete application file as defined in the announcement by the announced closing date. e. The screening committee will consist of: the appropriate administrator; three faculty members, tenured when available, including one member from the teaching area of the division being recruited, if available, and two other faculty members; and the Vice President of Instruction. The Vice President of Instruction is an ex-officio member and has the right to participate in the screening committee or meet separately with the candidates. A human resource representative will also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article 6. f. Members of the screening committee are responsible for sharing supplemental information with the committee that is relevant to the hiring decision. Such information will be shared as soon as it is available. g. If a member of the committee has reason to believe that a violation of the hiring procedure has occurred, he/she shall immediately notify the Executive Director of Human Resources or designee and the Association. Upon such notification, the hiring process will be suspended until the question of the violation has been resolved to the satisfaction of the committee. h. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to determine the specifics of the interview process, including the following: i. Review and discuss the hiring article to inform and re-familiarize faculty to the hiring process. ii. Choose a faculty lead, preferably in the teaching area being hired for. iii. Discuss screening criteria based on the job posting. iv. Discuss interview questions. v. Create additional questions that are position specific to be used for the reference checks. vi. Discuss the teach/presentation including topic(s) and criteria. i. The appropriate administrator will screen the candidates for minimum qualifications. Members of the department, or division if department faculty are not available, will be consulted if needed. j. The human resources office will make the final application pool available to the committee electronically, including the following information: i. Job posting. ii. Instructions for accessing the applications that meet the minimum qualifications. iii. A draft of the interview questions. iv. Screening criteria. v. Deadline for application review. vi. Confidentiality statement. k. Each voting member of the committee will rate the candidates based on the screening criteria. l. Human resources will call the face-to-face meeting of the committee to discuss the top-rated candidates; decide on the final list of candidates to be interviewed; and finalize interview and reference questions, and teach/demonstration topic. m. The committee will be notified when the interview schedule is finalized. The committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. The human Human resources representative will facilitate the interviews. The faculty lead will provide an introduction to the department. o. At the conclusion of the interviews, the committee, including the Vice-President of Instruction, xxxx xxxxxxx will debrief to discuss the candidates. The committee will determine which candidate(s) is (are) the preferred candidate(s). p. The faculty lead and the Vice-President of Instruction will inform the President of the committee’s top choice(s) for the position. At this time the District President may share relevant information with the committee. The District President may meet with the committee for further discussion. The District President may decline the recommendation of the hiring committee. If the committee’s recommendation is countermanded by the District President, the Vice President of Instruction, as a member of the committee, will provide feedback. q. The Executive Director of Human Resources shall conduct a reference check on behalf of the hiring committee and the District President and report detailed findings to the committee and the District President. r. If a recommended candidate declines the position, the District President may reconvene the committee to discuss the matter. The District President will either direct the committee to recommend a different candidate, continue its search, or dismiss the committee and start the search at a later date with a new committee. This decision shall be communicated in writing to the committee members and the AHE President. s. After selection has been made and the candidate has accepted, the members of the committee will be notified of the choice, prior to the rest of the college staff or members of the community. The committee is dismissed.

Full-Time Faculty. a. Human resources, with input from the departmental faculty as available and the Vice President of Instruction, shall prepare a position announcement. If the department faculty is not available, a faculty member from the division will have an opportunity to provide input. Any subsequent significant changes made to the position announcement will be determined by the appropriate administrator with input from departmental faculty. The AHE President will be notified of pending position announcement. b. The position announcement for all full-time faculty positions shall be officially posted internally for five days. Should a qualified faculty member desire the position being announced, he/she shall be given the opportunity to meet with the District President to discuss the position or transfer. If a qualified faculty member has expressed an interest, the District President has five days to decide whether or not to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary full time, who are contracted on an annual basis at the time of posting. The District President will make the final decision. c. If the District President does not appoint a current qualified faculty member within five days of the close of the internal posting, the position will be advertised externally by the District Human Resources office in accordance with District procedures. d. Each applicant must submit a complete application file as defined in the announcement by the announced closing date. e. The screening committee will consist of: the appropriate administrator; three faculty members, tenured when available, including one member from the teaching area of the division being recruited, if available, and two other faculty members; and the Vice President of Instruction. The Vice President of Instruction is an ex-officio member and has the right to participate in the screening committee or meet separately with the candidates. A human resource representative will also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article 6. f. Members of the screening committee are responsible for sharing supplemental information with the committee that is relevant to the hiring decision. Such information will be shared as soon as it is available. g. If a member of the committee has reason to believe that a violation of the hiring procedure has occurred, he/she shall immediately notify the Executive Director of Human Resources or designee and the Association. Upon such notification, the hiring process will be suspended until the question of the violation has been resolved to the satisfaction of the committee. h. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to determine the specifics of the interview process, including the following: i. Review and discuss the hiring article to inform and re-familiarize faculty to the hiring process. ii. Choose a faculty lead, preferably in the teaching area being hired for. iii. Discuss screening criteria based on the job posting. iv. Discuss interview questions. v. Create additional questions that are position specific to be used for the reference checks. vi. Discuss the teach/presentation including topic(s) and criteria. i. The appropriate administrator will screen the candidates for minimum qualifications. Members of the department, or division if department faculty are not available, will be consulted if needed. j. The human resources office will make the final application pool available to the committee electronically, including the following information: i. Job posting. ii. Instructions for accessing the applications that meet the minimum qualifications. iii. A draft of the interview questions. iv. Screening criteria. v. Deadline for application review. vi. Confidentiality statement. k. Each voting member of the committee will rate the candidates based on the screening criteria. l. Human resources will call the face-to-face meeting of the committee to discuss the top-rated candidates; decide on the final list of candidates to be interviewed; and finalize interview and reference questions, and teach/demonstration topic. m. The committee will be notified when the interview schedule is finalized. The committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. The human resources representative will facilitate the interviews. The faculty lead will provide an introduction to the department. o. At the conclusion of the interviews, the committee, including the Vice-President of Instruction, xxxx xxxxxxx will debrief to discuss the candidates. The committee will determine which candidate(s) is (are) the preferred candidate(s). p. The faculty lead and the Vice-President of Instruction will inform the President of the committee’s top choice(s) for the position. At this time the District President may share relevant information with the committee. The District President may meet with the committee for further discussion. The District President may decline the recommendation of the hiring committee. If the committee’s recommendation is countermanded by the District President, the Vice President of Instruction, as a member of the committee, will provide feedback. q. The Executive Director of Human Resources shall conduct a reference check on behalf of the hiring committee and the District President and report detailed findings to the committee and the District President. r. If a recommended candidate declines the position, the District President may reconvene the committee to discuss the matter. The District President will either direct the committee to recommend a different candidate, continue its search, or dismiss the committee and start the search at a later date with a new committee. This decision shall be communicated in writing to the committee members and the AHE President. s. After selection has been made and the candidate has accepted, the members of the committee will be notified of the choice, prior to the rest of the college staff or members of the community. The committee is dismissed.

Full-Time Faculty. a. Human resources, with input from the departmental faculty as available and the Vice President of Instruction, shall prepare a position announcement. If the department departmental faculty is are not available, a faculty member from the division will have an opportunity to provide input. Any subsequent significant changes made to the position announcement will be determined by the appropriate administrator with input from departmental faculty. The AHE President will be notified of pending position announcementannouncement within 10 days. b. The position announcement for all full-time faculty positions shall be officially posted internally for five days. Should a qualified full-time tenured faculty member, probationary faculty member, or a full-time non-tenure track faculty member that has received at least three annual reviews desire the position being announced, he/she they shall be given the opportunity to meet with the District President to discuss the position or transfer. If a qualified faculty member has expressed an interest, the District President has five days to decide whether or not to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary full time, who are contracted on an annual basis at the time of posting. The District President will make the final decision. c. If the District President does not appoint a current qualified full-time tenured faculty member, probationary faculty member, or a full-time non-tenure track faculty member that has received at least three annual reviews within five days of the close of the internal posting, the position will be advertised externally by the District Human Resources human resources office in accordance with District procedures. d. Each applicant must submit a complete application file as defined in the announcement by the announced closing date. e. The screening committee will consist of: of the appropriate administrator; three faculty members, tenured when available, including one member from the teaching area of the division being recruited, if available, and two other faculty members; and the Vice President of Instruction. The Vice President of Instruction is an ex-officio member and has the right to participate in the screening committee or meet separately with the candidates. A human resource representative will also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article 6. f. Members of the screening committee are responsible for sharing supplemental information with the committee that is relevant to the hiring decision. Such information will be shared as soon as it is available. g. If a member of the committee has reason to believe that a violation of the hiring procedure has occurred, he/she they shall immediately notify the Executive Director of Human Resources or designee and the Association. Upon such notification, the hiring process will be suspended until the question of the violation has been resolved to the satisfaction of the committee. h. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to determine the specifics of the interview process, including the following: i. Review and discuss the hiring article Appendix to inform and re-familiarize faculty to the hiring process. ii. Choose a faculty lead, preferably in the teaching area being hired for. iii. Discuss screening criteria based on the job posting. iv. Discuss interview questions. v. Create additional questions that are position specific to be used for the reference checks. vi. Discuss the teach/presentation including topic(s) and criteria. i. The appropriate administrator will screen the candidates for minimum qualifications. Members of the department, or division if department faculty are not available, will be consulted if needed. j. The human resources office will make the final application pool available to the committee electronically, including the following information: i. Job posting. ii. Instructions for accessing the applications that meet the minimum qualifications. . iii. A draft of the interview questions. iv. Screening criteria. v. Deadline for application review. vi. Confidentiality statement. k. Each voting member of the committee will rate the candidates based on the screening criteria. l. Human resources will call the face-to-face meeting of the committee to discuss the top-rated candidates; decide on the final list of candidates to be interviewed; and finalize interview and reference questions, and teach/demonstration topic. m. The committee will be notified when the interview schedule is finalized. The committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. The human resources representative will facilitate the interviews. The faculty lead will provide an introduction to the department. o. At the conclusion of the interviews, the committee, including the Vice-President of Instruction, xxxx xxxxxxx to discuss the candidates. The committee will determine which candidate(s) is (are) the preferred candidate(s). p. The faculty lead and the Vice-President of Instruction will inform the President of the committee’s top choice(s) for the position. At this time the District President may share relevant information with the committee. The District President may meet with the committee for further discussion. The District President may decline the recommendation of the hiring committee. If the committee’s recommendation is countermanded by the District President, the Vice President of Instruction, as a member of the committee, will provide feedback. q. The Executive Director of Human Resources shall conduct a reference check on behalf of the hiring committee and the District President and report detailed findings to the committee and the District President. r. If a recommended candidate declines the position, the District President may reconvene the committee to discuss the matter. The District President will either direct the committee to recommend a different candidate, continue its search, or dismiss the committee and start the search at a later date with a new committee. This decision shall be communicated in writing to the committee members and the AHE President. s. After selection has been made and the candidate has accepted, the members of the committee will be notified of the choice, prior to the rest of the college staff or members of the community. The committee is dismissed.