Common use of Hiring Procedures Clause in Contracts

Hiring Procedures. 1. Full-time faculty: a. The appropriate administrator, in consultation with the departmental faculty as available, and human resources as needed, shall prepare a position announcement for the District human resources office. If the department faculty is not available, a faculty from the division will be consulted. Any subsequent changes made to the position announcement must be discussed by all parties. 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 five days prior to off-campus announcement. Should a qualified faculty member desire to assume 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 ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President does not appoint a qualified faculty member within ten days of the close of the internal posting, the position will be advertised 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. Incomplete application files from any candidate may be provided to the hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other xxxx level or above administrator (HR director, VP, or xxxx); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices and contract language. g. Members of the hiring 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. h. 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 District Chief Human Resources officer 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. 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. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officer, and District President, upon request. 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 rubric. v. Deadline for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. At the conclusion of the interviews, the committee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As soon as possible after the reference checks have been completed, the committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, including strengths and weaknesses, to be kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendation. q. The District President may decline the recommendations of the hiring committee, or if the final candidate declines the position, the District President shall 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. r. 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. s. The District President shall report the final selection to the Board as part of regular monthly Board meeting.

Hiring Procedures. 1. Full-time faculty: a. The appropriate administratorEmployer shall process all Candidates and Applicants through Employer’s standard hiring methods; however, in consultation with Employer shall adhere to the departmental faculty as availablefollowing protocols: after the Premises Opening Date, and human resources as neededEmployer shall promptly deliver by mail, shall prepare a position announcement for the District human resources office. If the department faculty is not availablemessenger or facsimile to OEWD or an OEWD Designee if requested by OEWD, a faculty from the division will be consulted. Any subsequent changes made to the position announcement must be discussed by all parties. The AHE President will be notified of pending position announcement. b. The position announcement Job Notification for all full time faculty positions shall be officially posted internally five days prior to off-campus announcement. Should a qualified faculty member desire to assume the position being announcedany Available Entry Level or New Hire Positions, 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 ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President does not appoint a qualified faculty member within ten days of the close of the internal posting, the position will be advertised 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. Incomplete application files from any candidate may be provided to the hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other xxxx level or above administrator (HR director, VP, or xxxx); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices and contract language. g. Members of the hiring 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. h. If a member they become available during the term of the committee has reason to believe that a violation of the hiring procedure has occurred, he/she Agreement. The Job Notification shall immediately notify the District Chief Human Resources officer or designee and the Association. Upon such notification the hiring process will also be suspended until the question of the violation has been resolved delivered to the satisfaction of Designated CBO(s) if the committee.Available Entry Level or New Hire Position becomes available within the first two years after the Premises Opening Date. For each Available Entry Level or New Hire Position, the following requirements apply: i. The appropriate administrator will screen Job Notification shall provide a clear, accurate job description, including expectations, whether the candidates for position is part time (less than 32 hours a week) or full time, minimum qualifications. Members of the department, or division if department faculty are not available, will wages to be consulted if needed. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officerpaid, and District President, upon request. j. The human resources office will make the final application pool available to the committee electronically, including the following information: i. Job Postingany special requirements. ii. Instructions During the seventy-two (72) hour period following delivery of the Job Notification, Employer may only interview and/or hire Eligible Individuals for accessing the Available Entry Level or New Hire Position but may publicize the upcoming position. Before interviewing and/or hiring any other applicants for the Available Entry Level or New Hire Position, Employer shall first review any (a) applications received from San Francisco Residents and Economically Disadvantaged Individuals during the 72-hour period following delivery or of the Job Notification, and (b) any applications from San Francisco Residents and Economically Disadvantaged Individuals that meet exist in the minimum qualificationsQualified Pool on or before the end of such 72-hour period. iii. A draft of the interview questions. iv. Screening criteria rubric. v. Deadline Employer shall not be required to deliver a Job Notification or hire an Eligible Individual for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions an Available Entry Level or New Hire Position if Employer reasonably determines that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with there is an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who urgent need to interview from off-campus. n. At the conclusion fill that position immediately in order to perform essential functions of the interviewsits operation. If Employer determines that there is an urgent need to fill a position immediately in order to perform essential functions of its operations in reliance on this subsection, the committee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At it shall provide OEWD notice of this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As fact as soon as possible after the reference checks have been completed, the committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, including strengths and weaknesses, to be kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendationpossible. q. The District President may decline the recommendations of the hiring committee, or if the final candidate declines the position, the District President shall 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. r. 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. s. The District President shall report the final selection to the Board as part of regular monthly Board meeting.

Hiring Procedures. 13.1.1 The Employer shall notify the Union through its Business Agent when new employees are needed, and the Union shall make every effort to supply satisfactory employees to the Employer. FullClassification specifications shall be the sole criteria for hiring. Should the Union fail to supply qualified employees within a seventy-two (72) hour period, excluding holidays and weekends, the Employer may employ any other person, and such person shall affiliate himself or herself with the Union on or before the 31st day of employment and shall remain a member in good standing. The above- mentioned seventy-two (72) hour time faculty:limit may be waived by mutual consent of the Employer and the Union. The Union shall screen applicants to insure that such individuals are reasonably able to meet the Employer's job qualifications or minimum class specifications before the applicant is dispatched. a. 3.1.2 The name, address and phone number for the appropriate administratorEmployer representative who is to interview the dispatched applicant shall be listed in the request for dispatch sent to the Union. Applicants referred to the Employer within the seventy-two (72) hour dispatch request procedure shall immediately call the appropriate Employer representative at ML&P or another covered department to schedule an appointment for interview. The Employer agrees to schedule each interview as quickly as possible. However, in consultation the event the Employer is unable to schedule an appointment for interview with the departmental faculty as availableapplicant within a four (4) hour time frame after notice from the applicant, and human resources as needed, the Employer shall prepare a position announcement extend the time limits for the District human resources officedispatch process by any amount of time in excess of four (4) hours if such delay was occasioned by the Employer's inability to establish a timely interview. 3.1.3 The chief xxxxxxx shall receive a copy of all Employer requests for dispatched applicants at the same time or no later than when the request is sent to the Union. If The Employer shall direct the department faculty applicant to submit the gold copy of the dispatch slip to the applicable shop xxxxxxx or the chief xxxxxxx marked "hired" or "rejected”. In the event an applicant is not availablehired, a faculty from the division applicant will be consulted. Any subsequent changes made to the position announcement must be discussed by all parties. 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 five days prior to off-campus announcement. Should a qualified faculty member desire to assume the position being announced, he/she shall be given the opportunity to meet provided with the District President to discuss the position or transfer. If a qualified faculty member has expressed an interest, the District President has ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President does not appoint a qualified faculty member within ten days of the close of the internal posting, the position will be advertised 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. Incomplete application files from any candidate may be provided to the hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other xxxx level or above administrator (HR director, VP, or xxxx); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices Employer's reason(s) for his rejection. The applicable shop xxxxxxx or chief xxxxxxx shall then notify the Union that the position has been filled or that another dispatched applicant is required. Single applicants shall be dispatched until the position is filled or the seventy-two (72) hour allotted dispatch time frame (excluding weekends and contract language. g. Members holidays) has lapsed. All gold copies of applicant dispatch slips are to be filed by the hiring committee are responsible for sharing supplemental information with the committee that is relevant to the hiring decision. Such information will be shared chief xxxxxxx as soon as it the applicant is availableaccepted or rejected. h. 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 District Chief Human Resources officer 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. 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. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officer, and District President, upon request. 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 rubric. v. Deadline for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. At the conclusion of the interviews, the committee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As soon as possible after the reference checks have been completed, the committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, including strengths and weaknesses, to be kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendation. q. The District President may decline the recommendations of the hiring committee, or if the final candidate declines the position, the District President shall 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. r. 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. s. The District President shall report the final selection to the Board as part of regular monthly Board meeting.

Hiring Procedures. 1The General Manager shall use the resources of the County Human Resources Department in the hiring of regular and temporary employees in accordance with Resolution No. Full-time faculty: a. The appropriate administratorDR 42365 of the Board of Directors, dated October 15, 1973, establishing certain rules and regulations for the administration of the Agency's business. With respect to regular positions, the County Human Resources Department will conduct a recruitment and examination to establish an employment list of eligible candidates in consultation accordance with the departmental faculty procedures used to establish employment lists for County positions. The Human Resources Department will certify the names of all such candidates or such lesser number as availablethe Agency shall request to the General Manager for consideration and selection. The list shall be prepared in the same manner, including, but not limited to, allocation of promotional and veteran's bonus points, and human resources as needed, shall prepare a position announcement for the District human resources officesame length of time as a County recruitment list. The name of an employee or a former employee may be added to the list on the same basis that a current or former County employee could be added as a free name to a County recruitment list. For example, a regular Agency employee who resigns in good standing pursuant to this Policy may, within five (5) years of his or her resignation, request in writing that he or she be considered for reappointment to (a) the classification from which he or she resigned, (b) a classification in which he or she formerly held a position, or (c) a lower level classification in the same series of either of the two preceding classifications. If the department faculty General Manager would rehire the employee, his or her name may be added to a list. If the General Manager requests a promotional certification list, the Human Resources Director shall certify to the General Manager a list of names of those candidates from the Water Agency having the three (3) highest standings on the employment list as determined by the final examination score. With respect to temporary employees, the County Human Resources Department shall follow the same process for preparing a list of eligible candidates as it does for an extra-help recruitment for county employment. Agency employees who are candidates for regular positions have appeal rights to the Director of Human Resources on the same basis as County employees. A candidate may appeal in writing to the Director of Human Resources specific test items in a written or performance examination prior to notification of examination results on the basis of typographical error, incorrect keying or factual error. A written appeal must be delivered or postmarked within seven (7) regular County business days immediately following the day(s) the examination is not availablegiven. After written notice of the results of an examination, including an unassembled examination/application appraisal, a faculty from candidate may appeal on the division will be consultedbasis of erroneous scoring, fraud in rating, or improper conduct of examination. Any subsequent changes made to the position announcement Appeals of examination results must be discussed by all partiesdelivered or postmarked within seven (7) regular County business days immediately following the postmark mailing date of the notice of examination results. The AHE President will be notified Director of pending position announcement. b. The position announcement for all full time faculty positions Human Resources shall be officially posted internally five days prior to off-campus announcement. Should a qualified faculty member desire to assume the position being announced, investigate each examination appeal and may grant relief which he/she shall finds to be given the opportunity to meet with the District President to discuss the position or transferjustified. If a qualified faculty member has expressed an interest, the District President has ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes Director of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President Human Resources does not appoint a qualified faculty member within ten days of resolve the close of the internal posting, the position will be advertised 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. Incomplete application files from any candidate may be provided to the hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other xxxx level or above administrator (HR director, VP, or xxxx); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices and contract language. g. Members of the hiring 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. h. 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 District Chief Human Resources officer or designee and the Association. Upon such notification the hiring process will be suspended until the question of the violation has been resolved appeal to the satisfaction of the committee. i. The appropriate administrator will screen appellant, the candidates for minimum qualifications. Members employee may, within seven (7) regular County business days after postmark of written notice of the departmentDirector's decision, or division if department faculty are not available, will be consulted if needed. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officer, and District President, upon request. 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 rubric. v. Deadline for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. At the conclusion of the interviews, the committee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As soon as possible after the reference checks have been completed, the committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, including strengths and weaknesses, to be kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendation. q. The District President may decline the recommendations of the hiring committee, or if the final candidate declines the position, the District President shall 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 appeal such decision shall be communicated in writing to the committee members and the AHE President. r. After selection has been made and the candidate has acceptedDirector of Human Resources requesting an appeal hearing. If all parties mutually agree, the members hearing will be conducted by a member of the committee California Bar Association, or an Administrative Law Judge or a hearing officer provided by the State Conciliation Service. If no agreement is reached, the Board of Directors will select a hearing officer from the above list or at their discretion may hear the appeal. The hearing shall be notified conducted in the manner of hearings conducted under the Administrative Procedure Act. The hearing officer may affirm, modify or revoke the decision of the choice, prior to the rest Human Resources Director. The decision of the college staff hearing officer or members of the communityBoard shall be final. The committee is dismissed. s. The District President shall report An employee alleging unlawful discrimination in the final job interview selection process is encouraged to utilize the Board as part of regular monthly Board meetingCounty's Equal Employment Opportunity Discrimination Complaint Procedure.

Hiring Procedures. 1Immediately the Board becomes aware that new jobs are about to be created, or when vacancies occur,the Board will notify the Union in writing and post notice of the position in all of the Board's offices (school and administration) for five (5) working days in order that all employees will know of the position and be able to make written application for same. FullEmployees will receive consideration as per clause The internal posting shall include the following information: job classification, location, full-time faculty: a. or part-time, starting date, specific education or other skills required and person application to be directed to. If no employee applies, the will then be advertised outside the Board. Internal applicants will be interviewed prior to any other applicants. The appropriate administratorBoard reserves the right to determine the skills of any employee of the bargaining unit by means of standardized testing. This pertains to employees applying for a position which involves a change of classification within the bargaining unit. For the purpose of this clause, in consultation with the departmental faculty as available, Kindergarten and human resources as neededSpecial Education Assistants shall be considered one and Secretary I, shall prepare be considered as one grouping. Where a posted job description is changed, the will the position announcement in accordance with Articles and Where an employee has the ability to do the job and meets the qualifications for the District human resources officejob, the employee will be given a ninety (90) day trial period. If the department faculty is not availableemployee wishes may be transferred back to their original job classification and rate. If such a transfer causes a less senior employee to become laid off, a faculty from such employee shall then be subject to the division lay-off procedure. The position left open by such transfer back shall be subject to the posting procedure. Copies of internal will be consulted. Any subsequent changes made mailed to the position announcement must be discussed by all parties. The AHE President will be notified redundant employees for a period of pending position announcementtwo (2) years after being declared redundant. b. The position announcement for all full time faculty positions shall be officially posted internally five days prior to off-campus announcement. Should a qualified faculty member desire to assume 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 ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President does not appoint a qualified faculty member within ten days of the close of the internal posting, the position will be advertised 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. Incomplete application files from any candidate may be provided to the hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other xxxx level or above administrator (HR director, VP, or xxxx); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices and contract language. g. Members of the hiring 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. h. 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 District Chief Human Resources officer 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. 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. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officer, and District President, upon request. 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 rubric. v. Deadline for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. At the conclusion of the interviews, the committee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As soon as possible after the reference checks have been completed, the committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, including strengths and weaknesses, to be kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendation. q. The District President may decline the recommendations of the hiring committee, or if the final candidate declines the position, the District President shall 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. r. 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. s. The District President shall report the final selection to the Board as part of regular monthly Board meeting.

Hiring Procedures. 13.2.1 When the College is in need of additional workers in the Job Classification represented by Local 15, it shall first call Bargaining Unit Members who are Qualified for the Work and who meet the educational mission of the College. Full-time faculty: a. To create an open and fair selection process, an open call to all workers of Locals 15, 887 and 488 shall be conducted at least once per annum, during which Bargaining Unit Members of the Union and Cornish Management will update the Internal list of workers who meet the specific qualifications identified by the College and the Bargaining Unit. This process shall be considered the Vetting Process for workers. The appropriate administrator, in consultation College will work with the departmental faculty as availableBargaining Unit to determine the dispatch/hiring policies of this Internal list and will offer work by skill set qualification and tenure with the College. The Internal list, including the call order and human resources as neededskill set, shall prepare a position announcement will be published and open for Bargaining Unit Members to view. 3.2.1.1 Should the above procedure not sufficiently provide adequate labor for the District human resources officecall, the College shall utilize the Local 15 Hiring Hall to dispatch remaining positions. If The College shall make best efforts to notify Local 15 Dispatch office by email at least seven (7) days in advance of the department faculty is not availablecall, a faculty from stating the division location, start time, approximate duration of the job, skill level Qualification, the type of work to be performed and the number of Bargaining Unit Members requested. Priority for dispatch will be consultedgiven to those whom the College has notified Local 15 have passed the College’s background check. Any subsequent changes made For crafts represented by Local 488, The College shall make best efforts to notify Local 488 Business Agent by email at least seven (7) days in advance of the position announcement must call stating the location, start time, approximate duration of the job, the type of work to be discussed performed and the number of Bargaining Unit Members requested. 3.2.1.2 The College may contact the desired workers directly to determine availability prior to making a request to Local 15 Dispatch, or to Local 488 Business Agent. Workers requested by all parties. The AHE President name who are not on the College’s annual Internal List will be notified of pending position announcementpaid no less than Key Rate. b. 3.2.1.3 The position announcement parties agree that the College is solely responsible for all full time faculty selecting and hiring Bargaining Unit positions shall be officially posted internally five days prior to off-campus announcement. Should a qualified faculty member desire to assume 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 ten days to decide whether to make an appointment. “Qualified faculty member” for the purposes of this section shall include all WVC faculty, tenured, probationary, or temporary, who are contracted on an annual basis at the time of posting. Not included are part time faculty or temporary full time faculty contracted on a quarterly basis. c. If the District President does not appoint a qualified faculty member within ten days of the close of the internal posting, the position will be advertised 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. Incomplete application files from any candidate may be provided to the hiring committee at the discretion of the District chief human resources officer or designee. e. The hiring committee will consist of five voting members: the appropriate administrator and one other xxxx level or above administrator (HR director, VP, or xxxx); three faculty members, tenured when available, including one member from the teaching area of the division being recruited and two other faculty members. A human resource representative may also be present in addition to the voting members. Faculty members will be appointed by the AHE President per Article III, Section F.7.f. f. All members of the hiring committee shall have participated in a training set up jointly by human resources and the AHE President. The training will cover an explanation of the job posting, confidentiality rules, polices and contract language. g. Members of the hiring 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. h. 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 District Chief Human Resources officer 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. 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. Applications removed from the pool are available to the members of the hiring committee, Chief Academic Officer, and District President, upon request. 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 rubric. v. Deadline for application review. vi. Date of committee meeting to choose top candidates and discuss interview process (date to be agreed upon by all committee members). vii. Proposed date(s) for interviews. viii. Confidentiality statement. k. The appropriate administrator will call and lead the initial face-to-face meeting of the committee to select the candidates to be interviewed and determine the specifics of the interview process, including the following: i. Choose a faculty lead. ii. Select candidates to be interviewed. iii. Finalize interview questions. iv. Create additional questions that are position specific to be used for the reference checks. v. Determine the teach/presentation including topic(s) and criteria. l. The faculty lead will lead the interview by the committee, debriefing discussion and present the recommendation to the President with an administrator from the committee. The lead may also assist with reference checks. m. The committee will be notified when the interview schedule is finalized. Committee will also be notified of any scheduling conflicts, including candidates who need to interview from off-campus. n. At the conclusion of the interviews, the committee will debrief to discuss the candidates. The committee will determine which candidates are finalists and request reference checks. At this time the District President and Chief Academic Officer may share relevant information with the committee. o. The human resources administrator and appropriate administrator or designee from the committee (normally the faculty lead) shall conduct a reference check on behalf of the hiring committee and report detailed findings to the committee prior to recommending a candidate. p. As soon as possible after the reference checks have been completed, the committee will make a recommendation for the position. The recommendation will include the signatures of the committee members endorsing the recommendation. The committee will create a separate document with all considered candidates, including strengths and weaknesses, to be kept with the committee’s notes. The administrator and the faculty lead shall meet with the District President present the recommendation. q. The District President may decline the recommendations of the hiring committee, or if the final candidate declines the position, the District President shall 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. r. 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. s. The District President shall report the final selection to the Board as part of regular monthly Board meeting.4