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MERCED COLLEGE Office of the President

BOARD AGENDA BACKUP

PRESENTED TO THE BOARD OF TRUSTEES OF THE

MERCED COMMUNITY COLLEGE DISTRICT AT THE MARCH 5, 2013 MEETING OF THE BOARD

Item: Granting of Tenure Presented by: Marianne Tortorici/Susan Walsh For: Information Action X Background Information

AB 1725 and Education Code Sections 87601-87609 describe the California Community College process for the granting of tenure. The successful employee gains tenure through a three-tiered process. Each tier involves evaluations with input from colleagues, students, and supervisors. The process covers a time period of four years. The faculty member is evaluated at least once a year per academic year. Recommendation/Requested Action

The employees listed below, having met the requirements of the stated Education Code sections and having had positive evaluations with appropriate input from peers, students and administrators, are being recommended to the Board of Trustees for tenure for the 2013-2014 academic year and for all subsequent academic years.

Julie Clark Annette Haugen Gabriel Cuarenta-Gallegos Julie Kehoe Denisha Dawson Kevin Slack Bryan Donnelly Bryan Tassey Nancy Golz James Thornburgh Heather Gonzalez

Attachments None

Merced Community College District Board of Trustees meeting

held February 5, 2013

1. Public Session Call to Order The Board President (Dennis Jordan) called the meeting to order at 4:01 p.m. The meeting was held in the Margaret M. Randolph Board Room on the Merced College Campus in Merced.

2. Hearing of the Public An opportunity was provided for members of the public to address the Board on matters of general district business. No one addressed the Board.

3. Closed Session Items The Board President referenced the items to be presented during closed session then closed the meeting to the public. The closed session items are listed below.

a. PUBLIC EMPLOYEE DISCIPLINE/DISMISSAL/RELEASE (Government Code Section 54957)

b. CONFERENCE WITH LABOR NEGOTIATORS Agency designated representative: Ronald C. Taylor Employee organization: MCFA Chapter 770

c. PUBLIC EMPLOYEE PERFORMANCE EVALUATION Title: Superintendent/President

4. Resume Public Session

The public session reconvened at 5:12 p.m. in the Margaret M. Randolph Board Room on the Merced College Campus in Merced. Members Present: Dennis Jordan, Cindy Lashbrook, Les McCabe, Gary Arzamendi, Wayne Hicks, Jean Upton, Joe Gutierrez, Janique Johnson Others Present: Ronald C. Taylor, Marianne Tortorici, Joanne Schultz, Keith Law (MCFA), Leonel Villareal (CSEA), Marie Bruley (Academic Senate), Karen Fritz, Tina Akers-Porter, Edwin Betady, Lisa Maples, Gail Beal, James Andersen, Stacey Hicks (Recording Secretary) Trustee Arzamendi led the Pledge of Allegiance. There was nothing to report from closed session.

5. Hearing of the Public An opportunity was provided for members of the public to address the Board on matters of general district business. No one addressed the Board.

6. Additions and/or Changes to the Agenda Board President Jordan suggested moving letter a under item 13 to letter f just prior to the Superintendent’s Report. MSC (Arzamendi/McCabe) to move letter a under item 13 to letter f. The student advisory vote was aye.

7. Presentations a. National Council of Negro Women

Lisa Maples presented the District with two books, one for the Library on each campus, on behalf of the non-profit organization, National Council of Negro Women.

b. January Student of the Month Karen Fritz introduced Tina Akers-Porter who nominated Edwin Betady as the January student of the month.

Professor Akers-Porter stated Edwin is not only a student but also works as an hourly security officer for the Merced campus. Edwin was a student of Professor Akers-Porter in two separate semesters. He is an aerospace engineering major. He started a science, math, and engineering club on campus. He has been a mentor and friend to many other students. Edwin thanked Professor Akers-Porter for her guidance and support as well as his boss, Sergeant Swiggart. He plans to get a job at NASA one day and plans to represent Merced College well.

c. SERP Final Cost Analysis Gail Beal with Keenan presented an overview of the SERP for the new Trustees. She provided the original assumptions and final results for faculty, management and classified employees.

Gail answered questions from the Trustees.

d. Board Education - Merced College CTE: “Did You Know?” Dean Jim Andersen provided information on the Career Technical Education program offered at Merced College. It highlighted the number of students involved in the program, the community support the program receives, the notoriety received, and volunteer efforts in which students and faculty participate. The Merced College CTE program was spotlighted to share their “best practices” to the Central 14.

Dean Andersen answered questions from the Trustees.

Trustee Gutierrez left the meeting at this time as he had another commitment.

8. Consideration of Consent Agenda MSC (Arzamendi/Hicks) to approve the consent agenda items as summarized below. The student advisory vote was aye.

a. Minutes for Meeting held January 15, 2013 b. Minutes for Meeting held January 16, 2013 c. Contracts as summarized on Schedule 13-33 c. Warrants, Payroll Registers and Trip Requests as Summarized on

Schedule 13-34 d. Resolutions 13-52 through 13-57, Intrabudget Transfers e. Resolutions 13-58 through 13-63, Use of Unbudgeted Funds f. Personnel Schedule 13-35 g. Purchase Orders as Summarized on Schedule 13-36 h. Permission to Sell/Donate/Discard District Equipment as listed on

Schedule 13-37

9. To the Board for Discussions and/or Action

a. Final SERP Proposal Dr. Taylor stated his overall recommendation on replacements is a fairly stringent policy on non-replacement as we need the savings the SERP would offer via non-replacement of positions. He recommended the adoption of the program to the Board.

MSC (Upton/Hicks) to approve the SERP proposal as presented. The student advisory vote was no. Discussion occurred. It was made clear the Board has the final decision on any non-replacement of positions and will be involved in the process to make the decisions.

b. Los Banos Campus Farm Lease Dr. Schultz reminded the Board at the last meeting it was approved to put the notice of intent to lease out to the public. The lease is now ready to assign to the current tenant for $200 per acre for five years. MSC (Hicks/McCabe) to award the lease of the Los Banos Campus Farm Property to the current tenant, Kenneth Sadler, for $200.00 per acre for five years, minus one day. The student advisory vote was aye.

c. Services Agreement: Development of ADA Transition Plan Dr. Schultz stated this is part of the California ADA requirements to ensure we are in compliance with law. This is being funded by ASCIP.

MSC (McCabe/Arzamendi) to authorize the Vice President of Administrative Services to enter into a service agreement with Disability

Access Consultants, Inc. to develop an ADA transition plan for Merced Community College District. The student advisory vote was aye.

d. Schedule Board of Trustees Review of Preliminary Budget Dr. Taylor reminded the Board of discussion at previous meetings regarding this item. He is ready to direct staff to develop materials that would provide for the review of the lines in the budget that have changes. He stated the optimal date would be April 16 as we would have more accurate information. MSC (Arzamendi/Hicks) to schedule April 16 at 5:00 p.m. for a review of the budget by the Board of Trustees. The student advisory vote was aye.

e. Resolution Honoring Black History Month Dr. Taylor said there is a resolution to honor February as Black History Month and the District has a history of honoring this month. MSC (Arzamendi/Lashbrook) to adopt the resolution honoring February 2013 as Black History Month. The student advisory vote was aye.

10. To the Board for Information a. Final Draft of the March 2013 Accreditation Follow Up Report

Dr. Taylor informed the Board the report is very close to being final. There may be some minor changes and we are finalizing the evidence. We have yet to hear when the visit will occur. The report will be submitted by March 15, 2013. He reviewed the major items completed which address the recommendations from the Commission.

Trustees Arzamendi and Lashbrook thanked all staff for their efforts to get Merced College off sanctions.

13. Information & Questions

a. From Academic Senate Marie Bruley reported the Senate is working on three resolutions related to curriculum. On Friday faculty request for positions were ranked and forwarded to Dr. Taylor and dialogue will continue on this matter.

b. From Faculty Association Keith Law thanked Trustees Arzamendi and Hicks for having dinner with faculty last month. Trustees Upton and Lashbrook have been invited to dinner this month.

c. From Classified Senate No one present to report.

d. From CSEA Leonel Villareal said the new Executive Board and negotiations team have had meetings. There will be a vote at the next chapter meeting to join central labor council. They look forward to a good semester.

e. From Management Team Veronica Oforlea reported the Management Team is involved in working on SLOs and program review.

f. From Board Members Trustee McCabe thanked Jim Andersen for his report. He stated he has asked the Board President to appoint a member of the Board to serve as the Board Clerk. This item will be on the agenda in March for the Board to take action. Student Trustee Johnson is excited about this semester. She thanked everyone who supported the 100 gifts for 100 children in December and made it a great success. She shared the students are having a difficult time with the increased heath permit fee the county imposed when they have events on campus where food is sold. Trustee Hicks thanked the Vice Presidents and their staff for the binders provided at the Board orientation in January. He also acknowledged Dean Andersen for his hard work in the Agriculture department. Trustee Hicks was an employee in that area and saw first-hand what students experience. Trustee Lashbrook is happy about the direction of the District. She has attended the Foundation meeting and they are working on an event for April 26. Trustee Arzamendi thanked the faculty for inviting him to dinner last month. He thanked everyone who has supported him in transitioning into his role as Trustee. He stated how impressed he is with the Student Trustee. The conference he attended in Sacramento was an excellent experience and hopes to continue learning by attending more conferences. He will attend the VIPJPA meeting on February 14 as the representative of the Board. Trustee Upton said she learned so much from the conference in Sacramento. She has attended two basketball games and encouraged everyone to attend and she is extremely impressed with the girls’ team. Trustee Jordan also attended the conference in Sacramento as well as the Board Chair workshop and gained much knowledge. He found many colleges are facing worse times than Merced College. He gave appreciation to everyone who has put in so much work on our accreditation. This Board is very interested in being involved in the District and looks forward to moving in

a positive direction. He appreciates the Campus Digest and is thankful for its information.

g. Superintendent’s Report Dr. Taylor attended the conference in Sacramento with the new Trustees and Trustee Jordan. He brought attention to the rebate check received from MID for over $85,000 from the energy conservation program we started a couple years ago. He gave kudos to the payroll department for their dedication in response to the change in the payroll tax and getting W-2s out on time. He congratulated the spring sports teams for their successes. Chancellor Brice Harris has started a new monthly communication to inform colleges on happenings which Dr. Taylor shared. Dr. Taylor received a memo from the Accreditation Commission regarding US Department of Education requirements regarding student achievement which may outline quantitative standards. He discussed what the Legislature will be focusing on this spring. We are in the middle of responding to the state regarding CTE funds and we have put in a letter of intent to be fiscal agent for the central valley region.

14. Future Discussion Items from Board Members Trustee Arzamendi would like to form a sub-committee of the Board to review the Board’s travel policy set in 2007. This item will be on the agenda in March.

15. Second Closed Session

A second closed session was not needed.

The meeting was adjourned at 7:49 p.m. Approved

Secretary to the Board of Trustees

Merced CollegeContract Summary

Board Meeting of March 05, 2013Schedule 13-38

Contract Number

Description

MC2104A M. Tortorici (categorical)

Amendment #2 of grant agreement with California Community Colleges Chancellor's Office and WPLRC Contract Ed. (11-7-11 to 12-30-12) Responsive Training Fund; grant #11-332-073; RTF Make it Happen Project. Income to District $349,600.

MC2254 R. Taylor

A maintenance agreement between Stanislaus Audio Video, Inc. and MCCD for audio and video equipment located in the District Board Room (01-01-2013 to 12-31-2013). Cost to District is $3,600.

MC2255 M. Tortorici

Agreement with ACT, Inc. (01-29-2013) for access to the WorkKeys Internet-Based Assessment System. Cost to District is $105.00

MC2256 M. Tortorici

Affiliation agreement between Emanuel Medical Center and MCCD Allied Health (08-01-13 to 06-31-2014) for sonography program clinical experience . No Cost to the District.

MC2257 M. Tortorici

Agreement with Turlock Unified School District and MCCD WPLRC/Contract Ed. (02-01-2013 to 06-30-2013) for Customer Service Training (fee-based/not-for-credit). Income to District $2,456.50.

MC2258 M. Tortorici

Agreement with Laird Manufacturing, LLC and MCCD WPLRC/Contract Ed. (02-01-2013 to 06-30-2013) to provide Sexual Harassment training (fee-based/not-for-credit). Income to District $480.00.

MC2259 M. Tortorici

Agreement with United Way of Merced County and MCCD WPLRC/Contract Ed. (03-11-13 to 06-30-13) for Curriculum Development Planning, Consultation Services, Social Media Strategist Training and Planning (fee based/not-for-credit). Income to District $11,770.

MC2260 J. Schultz

An agreement between Disability Access Consultant, Inc. (DAC) and Merced Community College District (District) for a field survey in accordance with the accessibility standards and regulations for the ADA Standards and title 24 of the California Building Code of all college owned sites including the satellite campuses and locations (02-05-13 to 05-31-13) Cost to District not to exceed $78,000.(Board approved on 02-05-13)

MC2261 M. Tortorici

Affiliation agreement with Merced Vein and Vascular Center and Career Advancement Academy Medical Assistant program (02-06-13 to 03-08-15) for student laboratory experience. No cost to District.

MC2262 J. Schultz

Merced Community College lease agreement to lease ninety (90) acres of real property in known as Los Banos Farm property at Los Banos Campus to Kenneth Sadler for a period of five (5) years minus one (1) day (01-09-13 to 01-08-18). Income to the District is $18,000 per year. (Board approved on 02-05-2013)

Merced CollegeContract Summary

Board Meeting of March 05, 2013Schedule 13-38

MC2263 M. Tortorici

Agreement between First 5 Merced County and the Merced Child Care Development Center (CDC) (01-01-2013 to 06-30-2013) to enhance and improve early childhood development for children 0-5 years and their families in Merced County . Income to District $52,042.40.

MC2146B M. Tortorici (categorical)

Addendum to Memorandum of Understanding with the Trade Adjustment Assistance Community Grants Program "TAACCT" (03-24-11 to 09-30-14) to design and implement innovative education and training programs that will accelerate education and training of the target population to meet specific industry needs using a comprehensive research-based strategy including cohort enrollment, block schedules, embedded remediation, transformative technology and compressing classroom instruction resulting in sustainable systemic change, improved student support services, increased accountability and greater labor market. Income to District $500,000.

MC2265 M. Tortorici

Agreement with Hilmar Cheese Company and MCCD WPLRC/Contract Ed. (03-01-13 to 06-30-13) to provide Pivot Table and Intermediate Excel Training (fee based/not-for-credit). Income to District $1,600.00

MC2266 J. Schultz

Higher Education Center (formally known as Tri-College Center) use agreement with UC Merced and MCCD for a period of five (5) years minus one (1) day (03-15-13 to 03-14-18). Direct expenses paid by UC Merced; Cost reimbursement to District

MERCED COLLEGE OFFICE OF BUSINESS SERVICES

WARRANT REGISTERSchedule 13-39March 5, 2013

A. Warrant RegisterWARRANT #

FUND DATE BEGINNING ENDING AMOUNT

General 1/3/2013 3094989 3095033 187,991.66 General 1/7/2013 3096247 3096293 984,106.17 General 1/14/2013 3098424 3098495 108,452.66 General 1/22/2013 3101810 3101863 195,362.37 General 1/28/2013 3107053 3107102 87,751.82

Categorical 1 1/3/2013 3095034 3095042 2,435.96 Categorical 1 1/7/2013 3096294 3096295 481.83 Categorical 1 1/14/2013 3098496 3098506 20,401.17 Categorical 1 1/22/2013 3101864 3101871 15,806.33 Categorical 1 1/28/2013 3107103 3107107 10,780.92

Categorical 2 1/3/2013 3095043 3095046 3,383.48 Categorical 2 1/7/2013 3096296 3096301 30,749.28 Categorical 2 1/14/2013 3098507 3098517 42,610.99 Categorical 2 1/22/2013 3101872 3101881 41,951.28 Categorical 2 1/28/2013 3107108 3107118 55,971.17

Child Development 1/3/2013 3095047 3095048 111.59 Child Development 1/7/2013 3096302 3096302 2.11 Child Development 1/14/2013 3098518 3098520 2,613.01 Child Development 1/22/2013 3101882 3101883 1,751.13 Child Development 1/28/2013 3107119 3107122 3,117.97

MC Farm 1/3/2013 3095049 3095051 93.16 MC Farm 1/7/2013 3096303 3096303 189.35 MC Farm 1/14/2013 3098521 3098526 1,601.30 MC Farm 1/22/2013 3101884 3101886 2,933.91 MC Farm 1/28/2013 3107123 3107125 221.86

Capital Projects 1/3/2013 3095052 3095052 5,266.44 Capital Projects 1/7/2013 3096304 3096307 11,922.61 Capital Projects 1/14/2013 3098527 3098532 11,399.67 Capital Projects 1/22/2013 3101887 3101888 20,227.69 Capital Projects 1/28/2013 3107126 3107127 5,704.81

Bond Construction SFID1B 1/3/2013 3095053 3095054 1,794.07 Bond Construction SFID1B 1/14/2013 3098533 3098536 127,617.91 Bond Construction SFID1B 1/28/2013 3107128 3107129 4,929.00

Bond Construction SFID2B 1/7/2013 3096308 3096308 288.96

ASMC 1/28/2013 3107130 3107130 97.42

1,990,121.06

B. Payroll Registers:

General 1/10/2013 397,797.27 Work Study 1/10/2013 87,422.16 General 1/31/2013 2,447,933.18 Total 2,933,152.61

Annual totalsJul 2012 1,409,112.26

Aug 2012 2,732,513.01 Sep 2012 3,002,323.65 Oct 2012 3,029,069.21 Nov 2012 3,041,643.21 Dec 2012 3,020,556.32 Jan 2013 2,933,152.61 Feb 2013Mar 2013Apr 2013May 2013Jun 2013

Total: 19,168,370.27

C. Trip Requests:General Fund 12,855.00 Categorical I Fund 6,490.00 Categorical II Fund 6,619.00 Child Development Fund - MC Farm Fund - ASMC Fund - Total: 25,964.00

MERCED COMMUNITY COLLEGE DISTRICT 3600 M Street

Merced, CA 95348-2898

Resolution 13-66

REQUEST FOR INTRABUDGET TRANSFER February 25, 2013 In accordance with the provisions of the California Code of Regulations (Title V) Section 58308, the following resolution was adopted at a meeting held by the Merced College Board of Trustees. NOW THEREFORE BE IT RESOLVED, that the following intrabudget transfers be made in the GENERAL FUND. To: Appropriation Amount From: Appropriation Amount

PASSED AND ADOPTED, this 5th day of March, 2013, by the Governing Board of MERCED COMMUNITY COLLEGE DISTRICT by the following vote:

AYES_______NOES________ABSENT_________

Signed________________________ Secretary of the Board

Date__________________________

1000 11,640 6000 24,329

TOTAL 35,969

2000 10,690 4000 24,914 5000 365

TOTAL 35,969

GENERAL FUND INTRABUDGET TRANSFER

FEBRUARY 25, 2013

4400 Repair Parts – Audio Visual 20,918 – 6400 Equipment – Audio Visual 20,918 +

To purchase (8) Flip Top Boxes, (7) Projector Lamps, and (8) Computers (Walsh/Peterson) 4400 Supplies – Information Technology Systems (ITS) 149 – 5600 Contract Services – ITS 149 + To provide for contract services (Walsh/Peterson) 2300 Classified – Vice President, Student Personnel 1,200 – 5200 Conference Travel – Vice President, Student Personnel 1,200 + To provide for conference travel (Newins) 2300 Classified – International Students 900 – 5200 Conference Travel – International Students 900 + To provide for conference travel (Newins) 4300 Supplies – Men’s Aquatics 736 – 5000 Meals/Lodging – Men’s Aquatics 736 + To provide meals/lodging (Taylor) 5600 Equipment Repair – Biology 1,451 – 6400 Equipment – Math 1,451 + To provide for printer (Tortorici) 2300 Classified – Library 11,640 – 1400 Certificated – Library 11,640 + To provide for salaries (Walsh/Peterson) 4300 Supplies – Women’s Aquatics 889 – 5200 Meals/Lodging – Women’s Aquatics 889 + To provide for meals/lodging (Taylor) 4300 Supplies – Women’s Basketball 29 – 5200 Meals/Lodging – Baseball 29 + To provide for meals/lodging (Taylor) 5600 Contract Service – Vice President, Administrative Services 950 – 6400 Equipment – Vice President, Administrative Services 950 + To provide for computer (Schultz)

GENERAL FUND FEBRUARY 25, 2013 PAGE 2 5200 Local Travel – Transportation 1,000 – 4000 Supplies – Transportation 1,000 + To provide for supplies (Schultz) 5600 Contract Services – Grounds 1,000 – 6400 Equipment – Grounds 1,000 + To provide for hedge trimmers (Schultz) 4000 Supplies – Non Credit 350 – 5200 Conference Travel – Non Credit 350 + To provide for conference travel (Tortorici) 4300 Supplies – Biology 88 – 6400 Equipment – Biology/Math 88 + To provide additional funds for cabinets (Tortorici) 4400 Supplies – Vice President, Student Personnel 600 – 2000 Classified – Vice President, Student Personnel 200 + 5000 Contract Service – Vice President, Student Personnel 400 + To provide for salaries and contract services (Newins) 4000 Diploma – Admissions & Records (A&R) 1,850 – 5300 Duplicating – A&R 1,000 – 2100 Classified – A&R 2,850 + To provide for salaries (Newins) 4400 Supplies – Dean Area 5 49 – 5200 Local Travel – Dean Area 5 49 + To provide for local travel (Tortorici) 5600 Equipment Repair – Computer Science 411 – 6400 Equipment – Computer Science 78 – 4300 Supplies – Computer Science 489 + To provide for supplies (Tortorici) 4300 Supplies – Drama 34 – 5000 Local Travel – Drama Productions 34 + To provide for local travel (Tortorici) 4300 Supplies – Biology 911 – 5200 Conference Travel – Biology 911 + To provide for conference travel (Tortorici)

GENERAL FUND FEBRUARY 25, 2013 PAGE 3 5200 Local Travel – General Study, Mariposa 200 – 4300 Supplies – General Study, Mariposa 200 + To provide for supplies (Tortorici)

SUMMARY

To: From:

1000 Certificated 11,640 6000 Equipment 24,329

TOTAL 35,969

2000 Classified 10,690 4000 Supplies 24,914 5000 Services 365

TOTAL 35,969


Merced, CA 95348-2898

Resolution 13-67

REQUEST FOR INTRABUDGET TRANSFER February 25, 2013 In accordance with the provisions of the California Code of Regulations (Title V) Section 58308, the following resolution was adopted at a meeting held by the Merced College Board of Trustees. NOW THEREFORE BE IT RESOLVED, that the following intrabudget transfers be made in the CATEGORICAL I FUND. To: Appropriation Amount From: Appropriation Amount

PASSED AND ADOPTED, this 5th day of March, 2013, by the Governing Board of MERCED COMMUNITY COLLEGE DISTRICT by the following vote: AYES________NOES________ABSENT________ Signed_________________________ Secretary of the Board Date___________________________

1000 1,943 2000 1,319 3000 282

TOTAL 3,544

4000 1,252 5000 92 7900 2,200

TOTAL 3,544

CATEGORICAL I FUND INTRABUDGET TRANSFER

FEBRUARY 25, 2013

2000 Classified – Basic Skills 433 – 5800 Unallocated – Basic Skills 939 – 1400 Certificated – Basic Skills 1,276 + 3000 Benefits – Basic Skills 96 + To provide for salaries & benefits (Tortorici) 5800 Unallocated – Workforce Investment Act (WIA), Advanced Welding 693 – 1400 Certificated – WIA, Advanced Welding 667 + 3000 Benefits – WIA, Advanced Welding 26 + To provide for salaries and benefits (Tortorici) 4000 Supplies – Extended Opportunities Programs & Services (EOPS) 1,252 – 5000 Postage – EOPS 660 – 2300 Classified – EOPS 1,752 + 3000 Benefits – EOPS 160 + To provide for salaries & benefits (Newins) 7900 Contingency – Contract Education 2,200 – 5600 Equipment Repair – Contract Education 2,200 + To provide for equipment repair (Tortorici) SUMMARY

To: From:

1000 Certificated 1,943 2000 Classified 1,319 3000 Benefits 282

TOTAL 3,544

4000 Supplies 1,252 5000 Services 92 7900 Contingency 2,200

TOTAL 3,544


Merced, CA 95348-2898

Resolution 13-68

REQUEST FOR INTRABUDGET TRANSFER February 25, 2013 In accordance with the provisions of the California Code of Regulations (Title V) Section 58308, the following resolution was adopted at a meeting held by the Merced College Board of Trustees. NOW THEREFORE BE IT RESOLVED, that following intrabudget transfers be made in the CATEGORICAL II FUND. To: Appropriation Amount From: Appropriation Amount PASSED AND ADOPTED, this 5th day of March, 2013, by the Governing Board of MERCED COMMUNITY COLLEGE DISTRICT by the following vote:

AYES________NOES________ABSENT_________ Signed__________________________

Secretary of the Board Date____________________________

2000 3,396 6000 80,416

TOTAL 83,812

1000 13,142 3000 1,203 4000 65,506 5000 3,330 7900 631

TOTAL 83,812

CATEGORICAL II FUND INTRABUDGET TRANSFER

FEBRUARY 25, 2013

4400 Test Materials – Registered Nurse (RN) Enrollment Growth 8,946 – 6400 Equipment – RN Enrollment Growth 8,946 + To purchase (20) notebook computers (Tortorici) 5000 Local Travel – RN Enrollment Growth 737 – 4300 Supplies – RN Enrollment Growth 737 + To provide for supplies & close program (Tortorici) 4300 Supplies – Across Career Technical Education (CTE), VTEA 19 – 6400 Equipment – Across CTE, VTEA 19 + To provide for food processor (Tortorici) 5800 Unallocated – State, Disabled Student Services (DSS) 621 – 2300 Classified – State, DSS 564 + 3000 Benefits – State, DSS 57 + To provide for salaries & benefits (Newins) 2300 Classified – Student Health 572 – 3000 Benefits – Student Health 59 – 7900 Contingency – Student Health 631 + Reallocation due to salary & benefits savings (Newins) 5800 Unallocated – Campus Parking 151 – 4400 Supplies – Campus Parking 151 + To provide for supplies (Schultz) 4000 Supplies – HSI STEM 2,034 – 6000 Equipment – HSI STEM 89,381 – 1000 Certificated – HSI STEM 63,655 + 2000 Classified – HSI STEM 4,151 + 3000 Benefits – HSI STEM 18,354 + 5000 Conference Travel – HSI STEM 5,255 + To provide for salaries, benefits, & conference travel (Tortorici) 1000 Certificated – HSI STEM 50,913 – 2300 Classified – HSI STEM 7,539 – 3000 Benefits – HSI STEM 17,165 – 4000 Supplies – HSI STEM 75,617 + To provide for supplies (Tortorici)

CATEGORICAL II FEBRUARY 25, 2013 PAGE 2 5200 Conference Travel – Valley Sierra 416 – 1400 Certificated – Valley Sierra 400 + 3000 Benefits – Valley Sierra 16 + To provide for salaries & benefits (Tortorici)

To: From:

1000 Certificated 13,142 3000 Benefits 1,203 4000 Supplies 65,506 5000 Services 3,330 7900 Contingency 631

TOTAL 83,812

2000 Certificated 3,396 6000 Equipment 80,416

TOTAL 83,812


Merced, CA 95348-2898

Resolution 13-69

REQUEST FOR INTRABUDGET TRANSFER February 25, 2013 In accordance with the provisions of the California Code of Regulations (Title V) Section 58308, the following resolution was adopted at a meeting held by the Merced College Board of Trustees. NOW THEREFORE BE IT RESOLVED, that following intrabudget transfers be made in the CHILD DEVELOPMENT FUND. To: Appropriation Amount From: Appropriation Amount

PASSED AND ADOPTED, this 5th day of March, 2013, by the Governing Board of MERCED COMMUNITY COLLEGE DISTRICT by the following vote: AYES________NOES________ABSENT_________ Signed__________________________ Secretary of the Board Date____________________________

2000 111 5000 59,065

TOTAL 59,176

3000 111 7000 59,065

TOTAL 59,176

CHILD DEVELOPMENT FUND INTRABUDGET TRANSFER

FEBRUARY 25, 2013

3000 Benefits - PITC Demonstration Program 111 – 2000 Classified – PITC Demonstration Program 111 + To provide for salaries (Tortorici) 7300 Intra Fund – Child Development Department (CDC), MAA 59,065 – 5800 Unallocated – CDC, MAA 59,065 + Reallocation due to budget savings (Tortorici)

SUMMARY To: From:

2000 Classified 111 5000 Services 59,065

TOTAL 59,176

3000 Benefits 111 7000 Other Outgo 59,065

TOTAL 59,176


Merced, CA 95348-2898

Resolution 13-70

REQUEST FOR INTRABUDGET TRANSFER February 25, 2012 In accordance with the provisions of the California Code of Regulations (Title V) Section 58308, the following resolution was adopted at a meeting held by the Merced College Board of Trustees. NOW THEREFORE BE IT RESOLVED, that following intrabudget transfers be made in the MC FARM FUND. To: Appropriation Amount From: Appropriation Amount

PASSED AND ADOPTED, this 5th day of March, 2013, by the Governing Board of MERCED COMMUNITY COLLEGE DISTRICT by the following vote: AYES________NOES________ABSENT_________ Signed__________________________ Secretary of the Board Date____________________________

6000 8,875

TOTAL 8,875

7900 8,875

TOTAL 8,875

MC FARM FUND INTRABUDGET TRANSFER

FEBRUARY 25, 2012

7900 Contingency 8,875 – 6400 Capital Outlay – MC Farm 8,875 + To provide for (2) chemical storage sheds (Tortorici)

SUMMARY To: From:

6400 Equipment 8,875 TOTAL 8,875

7900 Contingency 8,875 TOTAL 8,875


Merced, CA 95348-2898

RESOLUTION 13-71 FOR USE OF UNBUDGETED FUNDS

February 25, 2013 Whereas, the Governing Board of the Merced Community College District, pursuant to the provisions of the California Code of Regulations (Title V) Section 58307, may by a majority vote of its membership, budget and use any unbudgeted income provided during the fiscal year (1) from a private tax-exempt foundation, or (2) from the federal, state or local government or any department or agency thereof for a particular purpose though distributed by the state: NOW THEREFORE BE IT RESOLVED, that the GENERAL FUND be increased by $8,089 listed below.

8899 Other Student Fees – Office of Instruction 8,089 + To provide for toner/paper supplies (Tortorici)


AYES_____NOES______ABSENT_______ Signed___________________

Secretary of the Board Date____________________


Merced, CA 95348-2898

RESOLUTION 13-72 FOR USE OF UNBUDGETED FUNDS February 25, 2013 Whereas, the Governing Board of the Merced Community College District, pursuant to the provisions of the California Code of Regulations (Title V) Section 58307, may by a majority vote of its membership, budget and use any unbudgeted income provided during the fiscal year (1) from a private tax-exempt foundation, or (2) from the federal, state or local government or any department or agency thereof for a particular purpose though distributed by the state: NOW THEREFORE BE IT RESOLVED, that the CATEGORICAL I FUND be increased by $51,532 as listed below.

a) 8890 Other Local Revenue – Trade Center 1,750 + b) 8899 Other Local Revenue – Merced Irrigation District 20,276 + c) 8990 Intra Fund – Contract Education 29,506 +

a) To provide for contract services (Tortorici) b) To establish for new contract agreement (Tortorici) c) To provide for contract education fees (Tortorici)


AYES_______NOES________ABSENT_________

Signed_____________________

Secretary of the Board Date_______________________


Merced, CA 95348-2898

RESOLUTION 13-73 FOR USE OF UNBUDGETED FUNDS

February 25, 2013 Whereas, the Governing Board of the Merced Community College District, pursuant to the provisions of the California Code of Regulations (Title V) Section 58307, may by a majority vote of its membership, budget and use any unbudgeted income provided during the fiscal year (1) from a private tax-exempt foundation, or (2) from the federal, state or local government or any department or agency thereof for a particular purpose though distributed by the state: NOW THEREFORE BE IT RESOLVED, that the CDC FUND be decreased by $7,023 as listed below.

a) 8650 Categorical – CDC First 5 52,042 + b) 8990 Intra Fund – MAA CDC Program 59,065 – a) To establish new award (Tortorici) b) To provide for reallocation due to budget savings (Tortorici)


AYES________NOES_________ABSENT_________

Signed_________________________

Secretary of the Board Date___________________________

PERSONNEL SCHEDULE 13-40 March 5, 2013

Following are personnel actions which have occurred since the previous meeting of the Board of Trustees: Faculty/Administrative Employment

A. Regular None

B. Adjunct/Overload Note: Hourly instructional assignments are contingent upon adequate enrollment per class.

Employee Assignment Salary Hire Date * Arguelles, Marcus Anth 02 53.45 Spring 13 Barboza, Aurora Span 01 49.81 Spring 13 Barney, Edward Allh 50 46.13 Spring 13 Bhaskar, Hansa Math c sub 48.88 Spring 13 Blackmore, Cynthia Edu 112a, Edu 112 sub 46.06 Spring 13 Brantley-Gutierrez, Kathleen Add’l hrs LRC 51.63 Spring 13 Brooke, Bob Edu 112b, Edu 112b sub 54.38 Spring 13 Camp, Karen Engl 85 53.45 Spring 13 Caredio, Sharon Art 17a 47.99 Spring 13

Casey, Robert

Mgmt 32, Hlth 10, Phed 12c, Bus 10

52.56

Spring 13

Caudle, Nancy

Servsafe workshop

450 stip 400 stip

Spring 13

* Cazares, Kitty Regn 25 56.20 Spring 13 Cisneros, Elizabeth Span 01 51.59 Spring 13

Cisneros, Manuel

Study Central, Edu 112b, Edu 112b sub

47.06

Spring 13

Clamp, Richard Math 91 49.81 Spring 13 Clark, Kella Guid 30 53.41 Spring 13 Clark, Steve His Stem Counseling 54.34 Spring 13 *

Constantinescu, Eugen

Basic PLC, Intermediate PLC

1,200 stip 1,200 stip

Spring 13

Cowell, Derek

Hist 17b sub, Psyc 05 sub

48.88

Fall 12

Cowell, Derek Hist 17a, 23 48.88 Spring 13 Cruz, Ofelia Phed 10d, c 47.99 Spring 13 Dahman, Nathaniel Mus 36a, 38 47.95 Spring 13 Flanagan, James Engl 01a, 85 49.81 Spring 13

Employee Assignment Salary Hire Date * Flatt, Susan Study Central Wkshop 50 stip Spring 13 * Golz, Nancy LRC, LRC sub 55.27 Spring 13 Goodfellow, Kimber Biol 01 48.94 Spring 13 Gwartney, Jeff Phot 10a, 11a 48.92 Spring 13 Halpin, William Phed 13d 55.27 Spring 13 Hardcastle, Cindy Guid 54 49.77 Spring 13 Hausmann, Gregory Crim 42d 49.81 Spring 13

Helfgott, Susan

TAACCCT Hlthcare Counseling

50.74

Spring 13

Helfgott, Susan

Study Central Wkshop

50 stip 50 stip

Spring 13

Heng, Larry Math 91 53.45 Spring 13 Hoffart, Ronald Psyc 01a 48.88 Spring 13 Joseph, Sammy Crim 42d 49.81 Spring 13 Kelly, Patrick Allh 50 47.99 Spring 13 Kingsley, James Agbs 18, Agbs 18 sub 50.74 Fall 12 Kreide, Caroline Study Central Wkshop 50 stip Spring 13 Lacey, Edgar Mgmt 50i,51g,50f,51f,52d 47.06 Spring 13 Lacey, Edgar Time Management 900 stip Summr 13

Lacey, Edgar

Decision making & Problem Solving, Conflict Resolution

900 stip 900 stip

Spring 13

Maples Williams, Inga


50 stip 50 stip 50 stip

Spring 13

Mason, Carol Tut 106, Tut 106 sub 50.74 Spring 13 * Meidinger, Stephan Math 81 55.27 Spring 13 Moua, Pos Engl 85 54.38 Spring 13

Mulvaney-Trask, Vickie


50 stip 50 stip

Spring 13

Newins, Jack Psyc 25, Study Central 49.81 Spring 13

Newins, Jack


50 stip 50 stip

Spring 13

O’Brien, John Phed 10c,d,b 49.77 Spring 13 *

Ortiz, Keri



Spring 13

* Pecchenino, Michelle Nutr 44 53.45 Spring 13 * Pecchenino, Michelle Study Central Wkshop 50 stip Spring 13 * Perlin, Alana Study Central Wkshop 50 stip Spring 13 * Pimentel, Myshellee Co-op Ed Prog Review 1,000 stip Spring 13 *

Piro, Vincent



Spring 13

Power, Don Edu 112b, Edu 112b sub 56.20 Spring 13

Employee Assignment Salary Hire Date Randol, Joshua Allh 50 47.06 Spring 13 Rentfrow, Richard Edu 508 47.99 Spring 13 * Retemeyer, Jim Study Central Wkshop 50 stip Spring 13 Rigby, Kristin Comm 01, 05 47.95 Spring 13 Rivero, John Tut 106, Tut 106 sub 47.99 Spring 13 Ryan, Adair Study Central Wkshop 50 stip Spring 13 Santos, Gabriel Allh 50 48.92 Spring 13 Sharma, Praneet Radt 43b 47.99 Spring 13 Shelton, Delray Crim 42d 46.13 Spring 13 * Smith, Daniel Regn 27 55.27 Spring 13 Smith, Wayne Asst Basketball Coach 750 stip Spring 13 Snipes, Ronnie Actg 31, Aom 50b 50.74 Spring 13 * Sobalvarro, Natalie Span 01 54.34 Spring 13 * Soto, Gregory HIS Stem 51.63 Spring 13 * Sparks, Rox Ann Co-op Ed 51.63 Fall 12 * Stapleton, Ian Actg 51 55.27 Spring 13 Stavytska Barba, Marina Chem 02al, a 53.41 Spring 13 * Steeley, Jodette Study Central Wkshop 50 stip Spring 13 Stocking, Sandra Mus 14 51.63 Spring 13 Supinger, Spencer Math 81, Edu 112b 47.06 Spring 13 * Taber, Jory Engl 85 52.52 Spring 13 Toconis, Michelle Mceli 52.56 Spring 13 Toscano, Donald Phed 10d 47.06 Spring 13 Vitato, Jan Edu 112a, Edu 112a sub 47.99 Spring 13 Walker, Linda Regn 25 48.92 Spring 13 Walsh, Lorraine Mus 43a, Mus 12 50.74 Spring 13 R Whalen, James Biol 18 55.27 Spring 13 R

Whited, Brenda

Biol 01, Tut 106, Study Central

48.88

Spring 13

Williamson, Linda Study Central Wkshop 50 stip Spring 13 *

Yanagi, Cary


50 stip 50 stip

Spring 13

Zdanowski, Michael Cpsc 30, Mgmt 34 50.74 Spring 13 I InitialHire R Revised * Full-time faculty e equivalency C. Separations Employee Assignment Action Dates Brush, Edwin Professor Retirement 6/30/13 Calitri, Robin Professor Retirement 5/31/13 Constantinescu, Eugen Professor Retirement 6/1/13

Davis, Glenn Professor Retirement 6/2913 Mayer, Jill Professor Retirement 6/1/13 Navares, Desmond Professor Retirement 6/30/13 Newins, Anne VP Student Svcs Retirement 6/30/13 Penny, Barbara Professor Retirement 6/30/13 Tortorici, Marianne VP Instruction Retirement 6/30/13 Wilson, Lenice Professor Retirement 6/30/13 D. Miscellaneous

None Classified/Management Employment

A. Regular

Employee Assignment Salary Hire Date Davidson, Tana Training Asst $1,131/mo 3/6/13 Pompa, Yolanda Sign Language

Interpreter I $1,445/mo 3/6/13

B. Hourly/Short-term

Employee Assignment Salary Hire Date

Dunham, Kristine

CS Instr Girls Water Polo

$100 stip

1/3/13-1/31/13

Lobao, Christy Crazy for Cupcake $148.00 stip 2/6/13 Nandino, Veronica Instr Aide $9.73/hr 1/8/13-5/31/13 Thompson, Melissa Instr Aide $9.73/hr 1/8/13-5/31/13 I InitialHire R Revised

C. Separations Employee Assignment Action Dates Bega, Jenny Acct Tech III Retirement 6/30/13 Cordova, Lois Prog Asst Retirement 6/30/13 Davis, Norman Switchboard Operator Retirement 5/28/13 Ford, Darlene Stu Svcs Asst Retirement 6/30/13 Galan, David Auto Mech Lead Retirement 6/30/13 Guth, Barbara Lib/Media Tech II Retirement 6/30/13 Ingram, Laura Access Specialist Retirement 2/15/13 Iniguez, Juan Groundskeeper Retirement 6/30/13 Mislang, Gloria Stu Svcs Asst Retirement 7/31/13 Muscutt, Bonita Senior Analyst Retirement 3/60/13

D. Miscellaneous

Employee Assignment Action Dates

Aguirre-Gutierrez, Ruby

Child Dev Center

Volunteer

1/31/13-5/24/13

Bland, Donna

Lib Tech I

Increase in assign from 11 to 12 mos

7/1/13-6/30/14

Costa, Michelle

Lib Tech I


7/1/13-6/30/14

Delacruz, Elena WEX Volunteer 2/4/13-6/30/13

Farias-Figueroa, Eusbaldo Francisco

Biology Lab

Volunteer

2/12/13-5/22/13

Ford, Darlene

Student Svcs Asst


2/1/13-6/30/13

Jorgenson, Stacey Help Desk Lead Temp reclass 1/30/13-4/1/13

Lingerfelt, Daryl Instr Supp Tech III Reclass 3/6/13

Mayfield, Linda

Maint & Ops Coord

Promotion

3/6/13

Nava, Liliana Child Dev Center Volunteer 2/22/13-5/24/13

Ortega, Melody

Lib Tech I


4/1/13-6/30/14

Rico, Laura Stu Svcs Asst Reclass 3/6/13 Snider, Brandi Instr Supp Tech I LOA Extend to 2/22/13 Wise, Chrysta Child Dev Center Volunteer 1/28/13-5/24/13

Wood, Mayumi

Int’l Stu Clerk


2/4/13-6/30/13


BOARD AGENDA BACKUP


MERCED COMMUNITY COLLEGE DISTRICT AT MARCH 5, 2013, MEETING OF THE BOARD

Schedule 13-41

Item: Purchase Order Review Presented By: Joanne Schultz For: Information Action X Background Information Purchase orders in accounts and funds indicated were issued during this reporting period.

Fund Purchase

Orders Dollar Amount General Fund (110) 48

$55,871.47

Board Designated Fund (121) 0

$0.00

Categorical Fund I (123) 7

$4,384.78

Categorical Fund II (124) 19

$69,746.98

Child Development Fund (330) 0

$0.00

Merced College Farm Fund (340) 2

$200.02

Capital Projects Fund (410) 1

$2,125.00

Merced Bond Construction Fund (420) 1

$2,920.68

Los Banos Bond Construction Fund (421) 0

$0.00

Total 78

$135,248.93

Note: All vouchers, including payments for the above Purchase Orders, are reflected on the Accounts Payable Warrant Report. Purchase Orders dated January 24, 2013, through February 19, 2013, are reflected above. For this period a total of 78 Purchase Orders were processed. Recommendation/Requested Action It is recommended that the Board approve all active Purchase Orders listed above.


BOARD AGENDA BACKUP



Schedule 13-42

Item: Authorization To Declare Unusable Furniture and Equipment

Surplus Property Presented By: Joanne Schultz For: Information Action X

Background Information

The District Warehouse has miscellaneous equipment listed below that is in unusable condition. Each item is no longer needed by the District and has an estimated value of less than $5,000. Quantity Unit Description Department 2 Ea Scanners Various 8 Ea Dictation Machines BRC 2 Ea Wireless Intercoms BRC 4 Ea Cassette Players BRC 2 Ea Simulated Arm Injectors BRC 2 Ea Network Servers ITS

The Board of Trustees has the authority under section 81450-81452 of the Education Code to sell, auction, donate, or otherwise dispose of District equipment or materials that are unusable, obsolete, or no longer needed for District use.

Recommendation/Requested Action Board approval is requested to declare these items surplus property and authorize disposal of the property in accordance with the Education Code directive.

CURRICULUM REVISIONS FROM December 6, 2012 (Changes effective Summer 2013 unless stated otherwise)

Schedule 13-43

COURSE CHANGES/TITLE 5 REVIEW BUSN-749 Microcomputers and Business CPSC-06 Programming Concepts and Methodology I CPSC-39 Programming Concepts and Methodology II ELCT-31 Foundation of Electronics – DC and AC Circuits ENGR-14 C++ Programming FREN-03 Intermediate French I GUID-48 Life and Career Planning HMNG-01 Elementary Hmong I MATH-14 C++ Programming PHYS-02A General Physics I PHYS-02B General Physics II PHYS-04A Physics I PHYS-04B Physics II PHYS-04C Physics III NEW COURSE PROPOSALS CPSC-07 Discrete Structures CPSC-42 Computer Architecture and Organization IGETC/CSU GE/AA BREADTH FIRST READING CPSC-07 Discrete Structures IGETC-Area2; CSU-GE-AreaB4; MCCD-AreaA2 PHYS-02B General Physics II MCCD-AreaB1 PHYS-04B Physics II MCCD-AreaB1 PHYS-04C Physics III MCCD-AreaB1 COMPUTER AND INFORMATION LITERACY COMPETENCY FIRST READING CPSC-42 Computer Architecture and Organization CILC Area A; CILC Area B COURSE INACTIVATION FPRO-12 Vineyard Production and Management PROGRAM CHANGES A.S. Computer Science to AS-T Computer Science A.S. Physics to AS-T Physics NEW PROGRAM AS-T Early Childhood Education

CURRICULUM REVISIONS FROM January 17, 2013 (Changes effective Summer 2013 unless stated otherwise)

COMPUTER AND INFORMATION LITERACY COMPETENCY SECOND READING CPSC-42 Computer Architecture and Organization CILC Area A; CILC Area B IGETC/CSU GE/AA BREADTH SECOND READING CPSC-07 Discrete Structures IGETC-Area2; CSU-GE-AreaB4; MCCD-AreaA2 PHYS-02B General Physics II MCCD-AreaB1 PHYS-04B Physics II MCCD-AreaB1 PHYS-04C Physics III MCCD-AreaB1 COURSE INACTIVATION GUID-49A-ZZ Special Topics in Guidance GUID-80 College Survival REGN-49A-ZZ Special Topics in Nursing COURSE CHANGES/TITLE 5 REVIEW ALLH-67 Medical Terminology AUTO-32 Wheel Alignment and Suspension AUTO-36 Automotive Manual Transmissions and Drive Trains AUTO-44 Automotive Air Conditioning, Heating System, Cooling Systems AUTO-46 Automatic Transmissions DRAM-02L Rehearsal and Performance Lab ELCT-34 Digital Logic, Circuits, and Systems (Foundations of Electronics) ELCT-44 Electronic Project Design, Fabrication and Repair HIST-09B Introduction to East Asian Civilization: Japan NUTR-36 Nutrition and Food Service Supervised Field Experience NUTR-45 Introduction to Therapeutic Diets PSYC-01A Introduction to Psychology PSYC-01AH Honors Introduction to Psychology SOC-01 Introduction to Sociology VOCN-46 Applied Mathematics for Pharmacology DISTANCE EDUCATION PERMANENCY ALLH-67 Medical Terminology REMOVE REPEATABILITY AGBS-30 Agricultural Leadership AGBS-31 Agricultural Ambassadors ANSC-15 Livestock Selection ANSC-22 Applied Livestock Practices ANSC-30 Fitting, Showing and Merchandising Livestock AOM-52A Keyboarding Speed and Accuracy AOM-52B Keyboarding Speed and Accuracy ARCH-01L Field Archeology AUTO-48F Special Problems Auto Body Repair And Painting CRIM-42C Reserve Officer Module Level 3 CRIM-42D Reserve Officer Module Level 2 DRAM-04 Actor's Workshop

DRAM-04L Actor's Workshop Lab ELCT-31SL DC/AC Electronic Circuits Software Lab ELCT-34SL Semiconductor and Integrated Circuits Software Lab (Foundations of

Electronics) ELCT-36 Networking Topologies and Cabling (Foundations of Electronics) FIRE-67B Auto Extrication FIRE-69B First Responder Re-Certification INDT-36 Networking Topologies and Cabling (Foundations of Electronics) JOUR-08 Introduction to Newswriting and Reporting JOUR-32 Newspaper Staff MGMT-50A The Challenge of Supervision MGMT-50J Thrive and Survive in the Workplace MGMT-51B Motivation and Morale MGMT-51C Leadership MGMT-52B Writing Skills for Managers MGMT-52C Successful Business Speaking MGMT-52E Employee Recruiting, Interviewing and Hiring PHED-10A Aerobics PHED-10B Aerobic Circuit Training PHED-10C Circuit Weight Training PHED-10D Weight Training PHED-10E Fitness Through Activity PHED-10F Flexibility and Cardiovascular Fitness PHED-10H Walking for Cardiovascular Conditioning and Flexibility PHED-11A Badminton PHED-11B Racquetball PHED-11C Tennis PHED-11D Golf PHED-11E Bowling PHED-12A Baseball PHED-12B Basketball PHED-12C Football PHED-12E Volleyball PHED-12H Softball PHED-13A Beginning Swimming PHED-13B Lifeguard Training PHED-13C Water Calisthenics PHED-13D Fitness Through Aquatics PHED-13F Water Polo PHED-13H Swimming PHED-14A Dance Choreography PHED-15 Adapted Physical Education PHED-36A Theory & Analysis of Football PHED-70L5 Special Topics in Water Exercise PHED-70L6 Special Topics in Physical Education Lab PHED-90 Adaptive Physical Education RADT-50 Career Exploration in Medical Imaging

CURRICULUM REVISIONS FROM February 7, 2013 (Changes effective Summer 2013 unless stated otherwise)

DISTANCE EDUCATION PERMANENCY BIOL-06 Environmental Science IGETC/CSU GE/AA BREADTH SECOND READING MUS-43A Voice I Second Reading MCCD-AreaC MUS-44 Chorale Second Reading MCCD-AreaC MUS-45 Chamber Singers Second Reading MCCD-AreaC DRAM-12 Acting I First Reading IGETC-Area3A; CSU-GE-AreaCA; MCCD-AreaC COURSE INACTIVATION AOM-52B Keyboarding Speed and Accuracy BUS-34 Investments and Securities CORR-04 Concepts of Criminal Law For Corrections DRAM-09 Voice Production for the Performer FIRE-64 Basic Firefighter II GUID-52 College Success Strategies for Student Athletes MECH-07 Fundamentals of Tig and Mig Welding MECH-19A Welding Design and Construction MECH-19B Welding Design and Construction MECH-45 Advanced Arc Welding Procedures COURSE CHANGES/TITLE 5 REVIEW AUTO-04 Automotive Mechanics AUTO-33 Automotive Brake Systems AUTO-41 Automotive Engines AUTO-43 Automotive Fuel Systems AUTO-47 Engine Performance AUTO-48B Special Problems in Engine Performance AUTO-48C Special Problems in Automotive Engines AUTO-48F Special Problems Auto Body Repair and Painting AUTO-50 Auto Body Repair and Painting AUTO-62 (Basic Auto Electronics for Technicians AUTO-65 Automotive Parts and Service Advising BIOL-06 Environmental Science DRAM-10 Beginning Acting DRAM-11 Intermediate Acting ELCT-32 Semiconductors and Integrated Circuits (Foundations of Electronics)

ELCT-35 Microcontrollers, Programming, and Interfacing with Robotics Applications (Foundations of Electronics)

ELCT-42A Principles and Applications of Programmable Logic Controllers (Applications of Electronics)

FIRE-65G First Responder Operations -- Decontamination (DECON FRO) FIRE-66A Volunteer Firefighter Basic Skills FIRE-66D Equipment Operator for Volunteer Firefighters FIRE-67B Auto Extrication FIRE-68B Basic Incident Command System (I-200) FIRE-68D Advanced Incident Command System (I-400) FIRE-70 Fire Department Administration

FIRE-71A Fire Instructor I - Module A FREN-04 Intermediate French HIST-22 History of Minorities - Black Emphasis MECH-06 Fundamentals of Oxy-Fuel Welding and Shielded Metal Arc Welding MECH-22B Diesel Engines MECH-40 Equipment Repair MECH-51 Truck Brake and Chassis PHYS-04A Physics I RADT-67D Fluoroscopy STGV-33A Student Government STGV-33B Student Government STGV-33C Student Government STGV-33D Student Government WELD-06 Fundamentals of Oxy-Fuel Welding and Shielded Metal Arc Welding WELD-07 Fundamentals of TIG and MIG Welding WELD-40A Welding Design and Construction WELD-40B Welding Design and Construction WELD-45 Advanced Arc Welding Procedures NEW COURSE PROPOSALS ELCT-56 Introduction to Mechatronics EMER-10 Paramedic I EMER-11 Paramedic I Lab EMER-20 Advanced Paramedic EMER-21 Advanced Paramedic Lab EMER-30 Paramedic, Acute Clinical Lab EMER-31 Paramedic Field Experience


BOARD AGENDA BACKUP



Item: Final Draft of the March 2013 Accreditation Follow Up Report Presented by: Anne Newins For Information X For Action Background Information The second Follow Up Report required by the Accrediting Commission for Community and Junior Colleges has been completed in response to our continued “warning” status. It addresses each of the five recommendations stipulated in the Commission letter received on July 2, 2012. A draft of the Follow Up Report was reviewed by the Board of Trustees at the February 5, 2013 meeting. At the time, Trustees were informed that a final draft would be completed that incorporate a few remaining pieces of evidence and grammatical corrections. Following the meeting, there was discussion about whether the report should have been officially approved by the Board as an action item. Historically, this has not been done for this type of document. The Accrediting Commission for Community and Junior Colleges has only asked for verification that the document has been reviewed by the Board. However, it was determined that it would be best if the Follow Up Report was brought back as an action item at the March 5, 2013 meeting. The report must be submitted to the Commission by March 15, 2013. Recommended Action The Board of Trustees is requested to approved the March 15, 2013 Follow Up Report to be submitted to the Accrediting Commission for Community and Junior Colleges. Attachment The Follow Up Report may be viewed online at: http://www.mccd.edu/about_us/merced_college/accreditation/.

http://www.mccd.edu/about_us/merced_college/accreditation/

1

Memorandum

To: Board of Trustees Cc: College Community From: Ron Taylor, Superintendent/President Date: March 5, 2013 Subject: Administrative Reorganization: Phase I Recommendation The following recommendation only addresses the earliest phase of reorganization for the college administration.

Since sharing my plan for reorganization with the college community, I have received a great deal of thoughtful, helpful input. While the initial plan was shared with the college community for the purpose of getting input and critique prior to moving forward with a reorganization, it is clear from much of the response that more time is needed. We need to take the time to clarify the impacts of any reorganization on the college, and to flesh out the details of alternative courses of action. The impacts on support staff need to be clarified, for example. These impacts and others will need to be spelled out in the work to come.

Our discussions also indicate that the college community needs greater familiarity with our fiscal challenges. We will provide additional opportunity to learn about the fiscal situation shortly.

Phase I (Immediate—Spring 2013) • Eliminate the Vice President of Technology and Institutional Research position, reassigning

reporting relationships for TIR as described below. o Initiate discussion of changes to TRMPC and any other governance committees

implicated by the elimination of the TIR division. o Formulate a plan for clerical support for both ITS and Learning Resources, based on

program review information, within available resources. • Initiate an internal recruitment for Interim Vice Presidents for Instruction and for Student

Personnel Services, with assignments to be approved at a subsequent Board meeting. o Continue discussion on alternative structures, including the possibility of a Vice

President of Student Learning. o In the event that internal candidates are not available for one or both of the Interim

Vice President assignments, arrange for an external interim with the assistance of a search consultant. Hiring an external interim is likely to reduce savings for 2013-14, but

2

it has the benefit of providing adequate time for more thorough consideration of the long-term options. Include as an option (if needed) an external interim as Vice President of Student Learning for 2013-14.

o Continue current support staff assignments for Instruction and Student Services during 2013-14.

o Bring forward for Board approval any other necessary, interim changes to supervisorial, dean or director-level assignments needed to support the Interim structure for 2013-14.

o As an interim adjustment for 2013-14, assign accreditation liaison duties to the Director of the Learning Resources Center.

• Initiate a comprehensive discussion of college administration, including a permanent Vice President structure, dean assignments, and discussion of the appropriateness of faculty cohorts and areas based on the experience of the last five years. Also review impacts on classified staff assignments, as well as any needed adjustments to college governance committees that would be triggered by a particular administrative structure. In this comprehensive review, there should be no assumption that eliminating any number of dean positions is a desired outcome. Rather, this discussion should constitute a thorough review of the effectiveness of college structures prior to the adopting of any further reorganization. Include a survey of institutions with structures comparable to any alternatives being considered. o Negotiate impacts of administrative reorganization with CSEA.

• Assign oversight of Public Information Officer to Superintendent/President. • Assign oversight of the Office of Grants and Institutional Research to the

Superintendent/President. • Assign oversight of Information Technology Services (ITS) to the Vice President of Administrative

Services, and require the Vice President to develop a project management system for technology-related projects, including effective communications protocols, working with the Director of ITS and the appropriate oversight/coordinating/planning committee(s).

• Assign supervision of Distance Education, including supporting staff, to the Director of the Learning Resources Center, with oversight by the Interim Vice President of Instruction. o Provide necessary clarification regarding liaison with Distance Education Committee or

any other oversight/coordinating/planning committee(s), as needed. • Assign administrative support for professional development to the Director of Human Resources.

The Director should coordinate with existing committee structures in providing this support.

Phase II: Defer all further actions until additional discussion has taken place, and alternatives have been fleshed out with impacts on support staff, student success, and institutional goals.

3

Summary of Savings (Estimates Based on Optimal Interim Structure) Phase I 2013-14 Savings Interim Vice President of Instruction $117,840** Interim Vice President of Student Personnel Services $94,673 Eliminate VP of TIR $48,000* Assign oversight of Public Information Officer to Supt/President 0 Assign oversight of Grants & Institutional Research to Supt/President 0 Assign oversight of Learning Resources to Interim VP of Instruction 0 Assign oversight of ITS to VP of Administrative Services 0 Assign Distance Education & ALO to Director of LRC 0 TOTAL, Phase I $260,513

Approximate Timeline for Next Steps March 5, 2013 Superintendent/President recommendation; Board approval of Phase I actions March 6-15, 2013 Develop draft job descriptions for interim assignments, vet with constituencies as

needed; confirm ad hoc selection committee structure and membership March 15-30, 2013 Internal recruitment period

March, 2013, date TBD Presentation to ASMC regarding reorganization options and discussions to date

March-April, 2013 Organization of task force for consideration of reorganization options

April 2, 2013 Internal candidates recommended to Board

April, 2013 If internal recruitment fails, pursue alternative strategy

April, 2013 College Council discussion of proposed changes to TRMPC and other committees as needed based on Phase I actions

July 1, 2013 Target start date for interim assignments and other changes in Phase I

August – December, 2013 Task force work on long-term reorganization options, development of recommendation

January, 2014 Superintendent/President recommendation to Board for further action

February-May, 2014 Recruitment(s), as needed

Action Sought from Board: Approve authority to develop interim administrative assignments to cover Vice President duties in 2013-14, with the aim of maximizing savings (individual promotions and/or hiring to come to Board at conclusion of selection process). Approve other Phase I assignments and reporting relationships as described above. Attachments: Simplified Organization Charts for Status Quo Organization and for Recommended 2013-14 Structure ** Savings estimates for Interim Vice Presidents assume backfill of deans, faculty, or staff who might be assigned as Interim Vice Presidents; figures may change when actual salary levels are established. *This is year-to-year savings, from 2012-13 actual expenses going into the 2013-14 budget year per the recommendation. Over a three-year span, savings of not going forward with the recruitment of a Vice President of TIR are at least $200,000 per year.

Superintendent/President

Athletic DirectorFoundation Executive Director

Vice President of Instruction

Vice President of Student Personnel

Services

Vice President of Admin. Svcs.

Vice President of Tech. & Inst’l Res.

Director, ITS

Online Education Systems Manager

Grants & Institutional Research

Director, Learning Resources Center

STATUS QUO ORGANIZATION(SUPER-SIMPLIFIED)

Public Information Officer

Director of Human Resources

Student Services Departments

Superintendent/President

Athletic Director Vice President of Admin. Svcs.

Director, ITS

Online Education Systems Manager

Director, Learning Resources Center

(ALO, Interim)

RECOMMENDED ORGANIZATION—Phase I AdjustmentsPending Board Action, to be implemented in July 2013

Public Information Officer (& Foundation

Executive Director)

Vice President, Student Personnel Services (Interim)

Director of Human Resources

(Prof’l Dev.)

Vice President,Instruction (Interim)

Director,Grants & Institutional

Research

1

Memorandum

To: Board of Trustees From: Ron Taylor, Superintendent/President Date: March 5, 2013 Subject: Plan for Replacement/Deferral of SERP Retiree Positions

SERP retirements are divided into classified/management positions and faculty positions, for ease of calculating compliance with the 50% Law as we determine which vacancies to replace immediately for 2013-14, and which to defer. Also, our process for recommending replacements differ between classified/management and faculty. Recommendations for replacement of classified/management vacancies come to the Superintendent/President from Cabinet after a review of proposals with justifications and background information. Recommendations for replacement of faculty vacancies come to the Superintendent/President from the Academic Senate, after a similar review and ranking. The process of developing and reviewing proposals is thorough and based on appropriate data and agreed-upon criteria.

It is assumed that eventually, as resources become available through new revenues, we would plan to replace all retirements, although when this will be possible remains to be seen. The actual positions to be filled in any given year should always be determined by the strategic needs and goals of the college at the time, reflected in program reviews and the college’s strategic plan and educational master plan.

At the time this agenda item was prepared, SERP vacancies within classified/management had all been reviewed according to the established process, and recommendations provided to the Superintendent/President. The Academic Senate needed to meet a second time to rank proposals on Friday, March 1, due to the fact that a few vacancies were not known in time for the Senate’s first review. By the time of the Board meeting, it is expected that specific position recommendations for filling or deferring faculty vacancies will be forthcoming, based on the Academic Senate’s March 1 meeting, as well as other factors.

At present, I recommend the following:

Classified Staff/Management SERP Retirements Division/Area Position Action Impact Administrative Services/Fiscal Services

Account Technician III Defer, or identify grant funds to support.

Grants include administrative cost allocations; these funds should support this position, as it is needed to support grant reporting. Without the

2

position, increased workload for other staff in the area.

Student Services/EOPS Program Assistant Categorical: replace or reconfigure.

Student Services Switchboard Operator Defer until at least 7/2014.

Other staff in area will need to train and monitor student assistants.

Student Services/Veterans Services

Student Services Assistant

Replace.

Administrative Services/Transportation

Lead Automotive Mechanic

Defer until 12/2013, reassess.

Possible increased workload on remaining staff, or difficulty servicing fleet. Area needs reassessment.

TIR/Information Technology Services

User Analyst Replace.

TIR/Learning Resources Center/Library

Library/Media Technician II/Circulation Supervisor

Replace with reconfigured positions in area.

(Spreading of work to other current positions, with reconfiguring, enables maintenance of library service & hours, plus some savings.)

Student Services/Disabled Students Programs & Services

Access Specialist Categorical: replace or reconfigure.

Administrative Services/Maintenance

Groundskeeper I Defer until at least 7/2014.

Work can be redistributed.

Los Banos Campus Student Services Assistant

Categorical: replace or reconfigure.

TIR/Information Technology Services

ITS/Senior Analyst Replace.

Student Services Vice President, Student Personnel Services

Replace with Interim for 2013-14.

May involve temporary redistribution of some work, such as ALO.

Instruction Vice President, Instruction

Replace with Interim for 2013-14.

May involve temporary re-assignment of staff/faculty to administrative roles, and backfill of faculty with adjunct faculty assignments.

3

Faculty SERP Retirements Associate Librarian Professor, Art Professor, English Professor, Industrial Technology Counselor Professor, English Professor, Health Professor, Economics Professor, Public Safety Professor, Mathematics Professor, Child Development Counselor, Disabled Student Services Professor, Mathematics Professor, English Action recommended, until final Academic Senate ranking is known: immediately authorize replacement of the Counselor, Disabled Student Services as a categorically funded and necessary position, and immediately authorize five other faculty positions, with one of them being supported for the 2013-14 year by grant funds. Defer all other proposed faculty positions for further consideration after additional resources are available. Assign adjunct faculty to cover classes for deferred positions wherever possible. Note: replacements may not be in the same academic disciplines as the SERP retirements, depending on the priorities established by the Academic Senate and the Superintendent/President. Savings achieved based on this recommendation: approximately $1.3 million in the 2013-14 fiscal year, with savings in classified/management/non-instruction of approximately $800,000 and savings in instructional faculty of approximately $500,000 (detailed numbers will be available at the meeting). While this certainly won’t address our entire budget gap, it will be a great help in that direction.


BOARD AGENDA BACKUP


MERCED COMMUNITY COLLEGE DISTRICT AT THE MARCH 5, 2013, MEETING OF THE BOARD

Item: Purchase of Used Toyota Vehicles Presented By: Joanne Schultz For: Information Action X Background Information : The District needs to purchase fourteen (14) used Toyota vehicles specifically designed for the Technicians Education Network (T-Ten) program’s automotive classroom training. These vehicles are necessary to meet the standards of the National Automotive Technicians Education Foundation (NATEF). Purchasing staff solicited quotes from six (6) auto dealers and only one bid was received from Razzari Auto Center in the amount of $100,000.

Funding Source: 60% Perkins Grant 40% Valley Sierra Collaborative Grant Career Technical Education (CTE) Recommendation: Staff recommends that the Board approve the purchase of fourteen (14) used Toyota vehicles in the amount of $100,000 from Razzari Auto Center located at 1300 Auto Center Dr., Merced ,CA.


BOARD AGENDA BACKUP

PRESENTED TO THE BOARD OF TRUSTEES OF THE MERCED COMMUNITY COLLEGE DISTRICT

AT THE MARCH 5, 2013, MEETING OF THE BOARD

Item: Quarterly Financial Status Report, 2012-13 Fiscal Year; Quarter Ended December 31, 2012 Presented By: Joanne Schultz For: Information X Action Background Information As required by Title 5 of the California Code of Regulations (CCR), Section 58310 requires districts to prepare and submit a quarterly report on forms provided by the Chancellor’s Office. The information on this report is for the events known as of December 31, 2012. The following is a brief summary of the highlights of the report. The highlights include the following: The projected 2012-13 expenditures (Line B.1) is the expenditure budget for the

Unrestricted General Fund and does not reflect any possible budget savings that will occur.

The District’s unrestricted reserves (Line F.1) are currently in excess of the

Board’s designated six-percent reserve. The annualized attendance for credit and noncredit FTES (Line G.1) is currently

being projected at 8,281.

The District’s cash (Line H.1) has been sufficient as to not interfere with its ability to conduct the business of the District.

In Section IV. Unrestricted General Fund Revenue, Expenditure and Fund Balance, the actual total revenue (Line I.3) and expenditures (line J.3) are both less than expected.

In Section V, the District is reporting that it did not settle any employee contracts

during this quarter.

In Section VI, the District is reporting that it did not have significant events for the quarter, such as settlement of lawsuits, borrowing of funds or issuing certificates of participation (COPs).

In Section VII, Does the District have significant fiscal problems that must be addressed? This year? No, the District is not reporting any significant fiscal problems that must be addressed. Next year? The District is reporting that due to the passage of propositions 30 and 39, it is expected that the Governor’s 2013-14 proposed budget will reflect noticeable improvements in the state’s revenue projections. Community colleges are hopeful this

QUARTERLY FINANCIAL STATUS REPORT March 5, 2013 Page two

will result in additional program funding as well as a reduction in payment deferrals. It is further reported that the District still has a structural budget gap that must be addressed. In addition, several hundred budget reduction and revenue generating proposals are currently being reviewed and prioritized. As these proposals are vetted through the appropriate shared governance committees, final recommendations will be submitted to the Board of Trustees.

As the budget development process continues both at the state and District, Administration will provide the Board with budget updates. These updates will be available on the college web site for review by the college community. Recommendation/Requested Action This is an information item; therefore, no action by the Board of Trustees is required. Attachments Quarterly Financial Status Report, 2012-13 for the Quarter Ended December 31, 2012.

CHANGE THE PERIOD Fiscal Year: 2012-2013

District: (530) MERCED Quarter Ended: (Q2) Dec 31, 2012

Line DescriptionAs of June 30 for the fiscal year specified

Actual

2009-10Actual

2010-11Actual

2011-12Projected 2012-2013

I. Unrestricted General Fund Revenue, Expenditure and Fund Balance:

A. Revenues:

A.1 Unrestricted General Fund Revenues (Objects 8100, 8600, 8800) 52,555,704 53,097,819 48,123,203 48,082,493

A.2 Other Financing Sources (Object 8900) 127,499 208,986 163,974 165,822

A.3 Total Unrestricted Revenue (A.1 + A.2) 52,683,203 53,306,805 48,287,177 48,248,315

B. Expenditures:

B.1 Unrestricted General Fund Expenditures (Objects 1000-6000) 47,190,758 50,046,519 49,254,481 49,852,829

B.2 Other Outgo (Objects 7100, 7200, 7300, 7400, 7500, 7600) 2,673,641 3,169,745 2,157,179 2,602,408

B.3 Total Unrestricted Expenditures (B.1 + B.2) 49,864,399 53,216,264 51,411,660 52,455,237

C. Revenues Over(Under) Expenditures (A.3 - B.3) 2,818,804 90,541 -3,124,483 -4,206,922

D. Fund Balance, Beginning 7,540,525 10,869,438 10,959,979 7,835,494

D.1 Prior Year Adjustments + (-) 510,109 0 0 0

D.2 Adjusted Fund Balance, Beginning (D + D.1) 8,050,634 10,869,438 10,959,979 7,835,494

E. Fund Balance, Ending (C. + D.2) 10,869,438 10,959,979 7,835,496 3,628,572

F.1 Percentage of GF Fund Balance to GF Expenditures (E. / B.3) 21.8% 20.6% 15.2% 6.9% II. Annualized Attendance FTES:

G.1 Annualized FTES (excluding apprentice and non-resident) 10,196 10,470 9,599 8,281

III. Total General Fund Cash Balance (Unrestricted and Restricted)As of the specified quarter ended for each fiscal year

2009-10 2010-11 2011-12 2012-2013

H.1 Cash, excluding borrowed funds 9,332,680 8,130,796 3,087,272

H.2 Cash, borrowed funds only 4,936,182 6,568,426 3,007,679

H.3 Total Cash (H.1+ H.2) 11,209,832 14,268,862 14,699,222 6,094,951

IV. Unrestricted General Fund Revenue, Expenditure and Fund Balance:

Line Description

AdoptedBudget (Col. 1)

AnnualCurrent Budget (Col. 2)

Year-to-DateActuals (Col. 3)

Percentage

(Col. 3/Col. 2)

I. Revenues:

I.1 Unrestricted General Fund Revenues (Objects 8100, 8600, 8800) 48,009,479 48,082,493 20,391,668 42.4%

I.2 Other Financing Sources (Object 8900) 160,000 165,822 88,425 53.3%

I.3 Total Unrestricted Revenue (I.1 + I.2) 48,169,479 48,248,315 20,480,093 42.4%

J. Expenditures:

J.1 Unrestricted General Fund Expenditures (Objects 1000-6000) 49,724,827 49,852,829 24,869,343 49.9%

J.2 Other Outgo (Objects 7100, 7200, 7300, 7400, 7500, 7600) 2,587,758 2,602,408 711,915 27.4%

J.3 Total Unrestricted Expenditures (J.1 + J.2) 52,312,585 52,455,237 25,581,258 48.8%

K. Revenues Over(Under) Expenditures (I.3 - J.3) -4,143,106 -4,206,922 -5,101,165

L Adjusted Fund Balance, Beginning 7,835,494 7,835,494 7,835,494

L.1 Fund Balance, Ending (C. + L.2) 3,692,388 3,628,572 2,734,329

M Percentage of GF Fund Balance to GF Expenditures (L.1 / J.3) 7.1% 6.9% V. Has the district settled any employee contracts during this quarter? NO If yes, complete the following: (If multi-year settlement, provide information for all years covered.)

Contract Period Settled Management Academic Classified(Specify) Permanent Temporary

Page 1 of 2View Quarterly Data - CCFS-311Q (Quarterly Financial Status Report)

2/25/2013https://misweb.cccco.edu/cc311Q/view.aspx

YYYY-YY Total Cost Increase

Total Cost Increase

Total Cost Increase

Total Cost Increase % * % * % * % *

a. SALARIES:

Year 1:

Year 2:

Year 3:

b. BENEFITS:

Year 1:

Year 2:

Year 3:

* As specified in Collective Bargaining Agreement or other Employment Contract

c. Provide an explanation on how the district intends to fund the salary and benefit increases, and also identify the revenue source/object code.

VI. Did the district have significant events for the quarter (include incurrence of long-term debt, settlement of

audit findings or legal suits, significant differences in budgeted revenues or expenditures, borrowing of funds (TRANs), issuance of COPs, etc.)?

NO

If yes, list events and their financial ramifications. (Enter explanation below, include additional pages if needed.)

VII.Does the district have significant fiscal problems that must be addressed? This year? NO Next year? YES

If yes, what are the problems and what actions will be taken? (Enter explanation below, include additional pages if needed.) With the recent passage of propositions 30 and 39, it is expected that the Governor's 2013-14 proposed budget will reflect significant improvement in the state's finances. As a result, community colleges are anticipating the possibility of additional funding as well as some level of reduction in payment deferrals. The potential for additional funding is welcome news for the community college system, including Merced College. However, this news is tempered by the reality that the District is still facing a structural budget gap. The District is currently in the process of revieiwing and prioritizing several hundred budget reduction and revenue generating proposals. Once this process is vetted through the appropriate shared governance committees, final recommendations will be submitted to the Superintendent and Board of Trustees.

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2/25/2013https://misweb.cccco.edu/cc311Q/view.aspx

BOARD POLICY 7120 RECRUITMENT AND SELECTION Reference: Education Code Section 70902(d); Education Code Section 87100 et seq.

The Superintendent/President or designee shall establish procedures for the recruitment and selection of employees including, but not limited to, the following criteria. A Faculty and Staff Diversity plan shall be implemented according to Title 5 and Board Policy 3420. Academic employees shall possess the minimum qualifications prescribed for their positions by the Board of Governors. The criteria and procedures for hiring academic employees shall be established and implemented in accordance with board policies and procedures regarding the Academic Senate’s role in local decision making. The criteria and procedures for hiring classified employees shall be established and the recognized bargaining unit afforded an opportunity to participate in the decisions under the Board’s policies regarding local decision making. The screening process for regular positions will involve the following components: 1. A review of application materials by the Office of Human Resources; A review of application materials by a committee appointed by the Office of Human

Resources and monitored by the Office of Human Resources; Interviews of finalists by a committee appointed by the Office of Human Resources and

monitored by the Office of Human Resources; Referral by the interview committee of the top-ranked candidates to the responsible

administrator for decision; A review by the Superintendent/President of the responsible administrator’s employment

decision (employment decisions pertaining to the selection of administrators and Education Directors will be made by the Superintendent/ President and will involve an interview by the Superintendent/President); and

A recommendation by the Superintendent/President to the Board of Trustees. Adopted 5/6/03

ADMINISTRATIVE PROCEDURE 7120 – Recruitment and Selection EMPLOYMENT PROCEDURES FOR ADMINISTRATORS AND MANAGERS INCLUDING VICE PRESIDENTS, ASSOCIATE VICE PRESIDENTS, DEANS, ASSOCIATE DEANS, DIRECTORS, MANAGERS, AND SUPERVISORS (EXCLUDING THE SUPERINTENDENT/PRESIDENT). Administrative Policy for the Hiring of Management Merced Community College District seeks a qualified, diverse administration, faculty and staff dedicated to student success. The District is committed to an open and inclusive hiring process that supports the goals of diversity and equal opportunity providing equal consideration and opportunities for all qualified candidates. The goal of every hiring process is to select the qualified candidate who best meets the needs of our students. The faculty, staff and administration recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring outstanding administrators who will enhance the learning experience for all students and fulfill the mission and goals of the District. Hiring faculty, classified staff and administrators is accomplished through search and screening committees which produce a recommendation from the President or other appropriate administrator to the Board for employment. 1. Job Analysis and Validation Merced Community College District will develop procedures that allow for the evaluation of data that support the need for each management position. These procedures will be used as a basis in determining the need for replacing or adding management positions prior to any hiring recommendations being considered. 2. Development of the Job Announcement A job announcement is developed from the job description. It defines the position and outlines the minimum requirements with regard to education/training/experience. In order to meet compliance with the Americans with Disabilities Act (ADA), the supervisor of the recruited position must determine what the essential functions are of the job. Furthermore, minimum qualifications are to be designated as "required" or "preferred". Any skill testing or required license or certificate should also be included in the announcement. The appropriate sections of the job announcement (a general statement, duties and responsibilities, requirements, and desirable skills and abilities [knowledge, skills, and abilities = KSAs]) will be developed by the Office of Human Resources to assure compliance with any applicable laws. The announcement will contain a statement reflective of the District’s commitment to EEO. The announcement will be reviewed by the Vice President and/or President before being finalized by the Office of Human Resources. 3. Hiring Qualification Merced Community College District has established the following hiring criteria for all administrative positions: Demonstrated sensitivity to, understanding of and respect for the

diverse academic, socioeconomic, cultural, disability, religious, sexual orientation and ethnic backgrounds of community college students. Minimum qualifications in accordance with Education Code Section 87002. All minimum and preferred qualifications are reviewed by the Director of Human Resources and Equal Employment Opportunity Officer or designee for job relatedness and potential adverse impact on the applicant pool. 4. Advertising and Recruitment When employment openings have been identified, announcements are disseminated by the Office of Human Resources to job link, in the Human Resources office, appropriate agencies, newspapers, and other publications, as well as appropriate electronic media. Jobs may be advertised locally, statewide or nationwide, as deemed appropriate to the respective requirements and responsibility level of each opening. The recruitment period varies depending on the type of position and the need to fill the vacancy by a prescribed time. The length of the recruitment period allows candidates, whether local or distant, to receive the announcement and to prepare the required application materials, and to reply to the announcement within a reasonable time frame. 5. Close of the Recruitment Process The Office of Human Resources will review the applicant’s statistical data and perform analysis to ensure fairness and non-discriminatory practices. A. The Demographic Survey that is included with the application for employment shall

afford each applicant an opportunity to voluntarily identify his or her gender, ethnic group identification, and, if applicable, his or her disability. This information shall be kept confidential and shall be used only in research, validation, monitoring, and evaluating the effectiveness of the District’s equal employment opportunity program, or any other purpose specifically authorized in Title 5, or by any applicable statute or regulation.

B. All recruitment efforts will offer an opportunity for participation to a wide diversity of

potential applicants to the extent that further recruitment efforts would be futile. All recruitments will be advertised at the minimum requirements to ensure the most inclusive possible applicant pool. The application period for each recruitment shall be long enough to ensure inclusive outreach efforts to members of monitored groups.

C. The Office of Human Resources shall monitor and analyze the composition of all

recruitment pools. 6. Application Procedure Definition of Applicant Applicants are defined as individuals who have fully completed and submitted the district application and any other required material(s) by deadline in response to an advertised vacant position.

Required Materials All applicants must provide the Merced Community College District Application, letter of interest, resume, three letters of recommendation, college transcripts, certifications (if requested) and/or portfolios or other job related exhibits. It may be determined by the Vice President/President with approval from the Office of Human Resources, that additional materials may be required. Other unsolicited additional materials submitted by the applicant will be forwarded to the screening committee. 7. Screening Committee – Selection, Size, and Membership To effectively implement EEO, the Office of Human Resources shall oversee the appointment of a screening committee, and such appointment will be subject to review by the Director of Human Resources. The intent of the Office of Human Resources is to have adequate representation of protected groups. The screening committee shall participate in the review of applications, may include input from committee, interview of candidates, and recommendation of finalists to the appropriate administrator. The Screening committee shall serve in an advisory capacity to the President or designee. The committee’s role in the selection process shall be to review application materials submitted by candidates, to recommend candidates for the first interview, to conduct the first interview, and to recommend candidates for further consideration to the President or designee. Agents who appoint committee members shall observe the necessity of providing racial/ethnic and gender diversity; the EEO Officer or designee shall determine the sufficiency of the committee composition. The selection of the screening committee members is a collaborative process. The President recommends the Administrator/Manager and Management. Human Resources will contact MCFA, CSEA, Academic Senate and Classified Senate for one selection from each organization but may provide alternative or additional recommendations if necessary to have adequate representation from all groups. The screening committee for management positions will consist of at least 8 members (permanent, non-probationary employees) as listed below. If the Administrator/Manager requests a designee, the designee must be approved by the President. The committee size may be expanded to include more members if deemed appropriate by the Office of Human Resources. Members of Educational Management committee:

• Administrator or manager • Management representative • MCFA representative • Faculty member from area chosen by Academic Senate • Academic Senate representative • Classified Senate representative • CSEA representative • EEO Monitor (non-voting member)

Members of Classified Management committee: • Administrator or manager • Management representative • MCFA representative • Academic Senate representative • Classified Senate representative • Classified staff from department chosen by CSEA President • CSEA representative • EEO Monitor (non-voting member)

A. The following are not committee members, but serve specific functions in the selection process:

• The Director of Human Resources or designee • An Equal Employment Opportunity monitor appointed by the Director of Human

Resources. B. The following are not committee members, but serve specific functions in the selection process:

• The President or Director of Human Resources may opt to appoint an outside subject matter expert to participate at the orientation stage of the selection process when no existing expertise exists within the screening committee. At the committee’s request, the individual may also be invited to participate in the interview stage.

C. The President or designee shall designate one of the committee members to serve as committee chair. D. Screening Committee Orientation – prior to any paper screening or other selection activities, the screening committee members shall participate in an orientation for the particular position being filled. The orientation will include a detailed review of the job announcement and the position’s job description. The President or designee will be available to answer questions about the position, to define its role in the institution, and to provide information on specific needs or emphases of which the committee should be aware. The orientation shall also include review of the policy and importance of maintaining strict confidentiality during all phases of the interview process until all candidates have been notified of the outcome of the selection process. The purpose is for the committee members to have a common understanding of the position as they paper screen and interview. The orientation will include the methods to be used in rating and evaluating candidates, the procedures for arriving at committee decisions, and training in Equal Employment Opportunity principles. The purpose is for committee members to understand and apply these methods, procedures, and principles throughout the selection process. 8. Responsibilities of the Screening Committee All search and screening committee members, including committee chairs, shall be informed in search and screening procedures before the committee begins its screening

process or at the first committee meeting. Including information regarding the District’s EEO/diversity values and each member will sign a confidentiality agreement. Information will include:

1. Review of Confidentiality Agreement which highlights: • The importance of confidentiality throughout the process. • The District commitment to equal employment opportunity, including

procedures and techniques to assure fairness and objectivity, avoidance of adverse impact, and the inclusion of qualified candidates regardless of race, ethnicity, language group, color, national origin, age, gender, sexual orientation, religion, and/or marital status.

• The respective roles, contribution and responsibilities of each Screening Committee member in assuring fair, objective, and equal treatment of all candidates.

2. Review of the screening process, its steps, projected timelines.

3. Technical aspects of the process, review of rating criteria and appropriate forms.

4. The procedures related to the screening of candidates as finalists.

5. Committee members have an ethical obligation to remove themselves from the

committee when there is possible bias or the appearance of bias. No individual with a close personal relationship with any applicant shall serve on the screening committee. Guidelines for evaluating bias shall be reviewed at the first committee meeting.

A. Role of the Chair - The Chair will be responsible for the following:

• Coordinates with HR to produce appropriate interview questions. • Facilitate the process to identify candidates recommended for further

consideration. • Reinforce the importance of confidentiality and EEO policies throughout the

process so as not to jeopardize the screening process. B. Role of the Committee Member – Each member of the screening committee will be responsible for the following:

• Attendance at ALL committee meetings and ALL interviews. • Review applications prior to scheduled interviews. • Interview all selected candidates. • Assist the chair of the committee in summarizing the scores of each candidate. • Adhere to equal employment opportunity principles throughout the process. • Maintain the confidentiality of the screening process. • Inbox assessments and interview questions. • Additionally, the committee member is responsible for bringing to the timely

attention of the Chair and the Human Resources Officer any concerns about the process, fairness, committee member conduct, or any other matter that may adversely affect the committee’s task.

C. Role of the Director of Human Resources (or HR designee) - The Human Resources Officer or designee will be responsible for the following:

• Prepare screening packets for the committee, which shall include guidelines addressing member responsibilities, confidentiality statements, and screening forms.

• Is present at the first meeting of the Committee to facilitate the orientation and training, and to develop timelines and a meeting schedule.

• Provide expertise and advice on screening, evaluating, interviewing, and selecting. • Provide the orientation to the committee. • In consultation with the chair, develop drafts of assessments and appropriate

questions to bring to the Committee for its consideration and discussion. • Ensure the security of all documents after each meeting. • Ensure that documentation is accurate and complete. • Ensure the legality of the process. • Reinforce the importance of confidentiality and EEO policies throughout the

process so as not to jeopardize the screening process. D. Role of the Equal Employment Opportunity Monitor

• The EEO Officer or designee will be responsible for providing guidelines and instructions on equal employment opportunity and staff diversity; and sitting in and monitoring each meeting of the whole Committee to ensure that equal employment opportunity principles are applied in each process and decision.

9. Paper Screening of Applications Only applicants who meet minimum qualifications will be referred to the screening committee. The Office of Human Resources shall screen for minimum qualifications and this shall be known as preliminary screening. The committee shall be informed of its overall role in the screening process. Included in this orientation will be a review of EEO guidelines and district hiring goals. The procedure used in “paper screening” will be reviewed with the screening committee. Using the pre-determined rating criteria, form, and rating methodology, all members of the screening committee shall review all completed application materials and shall then select for interview those applicants who most closely meet the stated requirements and desirable skills and attributes as listed on the job announcement. A. All applicants for each position shall be treated equally, regardless of internal or outside applicant status. B. Screening criteria shall be job-related, based on the job announcement, and required application materials. C. The screening committee shall screen, either individually or as a group, only the application materials submitted by each candidate. Ratings and decisions shall be based on evidence, or lack of evidence, found in the application materials. Under no

circumstances shall a committee member introduce information that is not contained in the application materials, and which would substantially influence a decision on the candidate. D. All applicants selected for interview must show sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students. Areas of focus will be as follows: demonstrated commitment to collaboration and teamwork in the delivery of services to students and community; providing quality educational and student services to a diverse student population and community; fostering equity and diversity among individuals, programs and services; creating a positive, safe and pleasant educational environment that respects differences of opinions, beliefs and lifestyles; involvement in the communities similar to those serviced by Merced College. Following the screening of application materials and the selection of interviewees, the Office of Human Resources shall be responsible for notifying applicants who were not selected. Such notification will be made (via US mail or e-mail) after interviewees have been identified. 10. The Interview Process Interviews of applicants are conducted following the Hiring Committee’s review of each applicant’s initial qualifications for the position in question. The interview process refines the applicant pool, while guaranteeing access, equal opportunity and fairness to all applicants. All interview questions are vetted through the Human Resources Department by the Equal Employment Opportunity (EEO) Officer. The interview committee rates each interviewee on a form applying equal criteria for all applicants, and thereby recommends a select number of applicants for a final interview with the President or designee. When a final decision is made, the name of the applicant to fill the open position will be forwarded to the Human Resources Department for processing. A briefing held shortly before the interviews shall outline the overall interview process, including the forms to be completed by each member. Questions will be reviewed and assigned, along with rules on asking appropriate questions. This same set of pre-determined interview questions shall be used to screen each candidate. The interview questions must be asked verbatim and cannot be expanded upon or clarified in any way, so as to be completely fair to ALL interviewees. All members of the Screening Committee must be present during all of the interviews. If a Committee member is unavoidably absent and subsequent interviews cannot be rescheduled, the remaining Committee members may proceed without that member for the remainder of the process. Whenever that absence disrupts the balance of the Screening Committee membership, the Human Resource Director or HR designee will decide on a course of action. The committee members may not discuss the candidates prior to making their individual ratings.

Each member will independently complete the overall rating for the candidate. The individual members will add up their scores and score calculations will be double-checked by HR designee. The total scores for all the applicants will be tallied and the applicants will be rank ordered. It shall be the intent of the committee to recommend the most suitable candidates for the job. The chair shall lead the committee discussion regarding strengths and weaknesses of the candidates and summarize committee rankings. The committee may include ranking and/or written comments for each candidate as a further means of communicating its recommendations. The committee shall submit an unranked list of candidates to the appropriate administrator. After the panel has made its recommendations, the President and/or President approved designee will conduct final interviews. The decision for selection will be that of the President or designee. The Office of Human Resources will conduct reference checks as needed. An offer of employment is made contingent upon clearance of fingerprinting, negative TB and physical examination (if required). Finally, the Board of Trustees gives its approval and the employment offer is made official. A. The Director of Human Resources, or designee, shall certify that the pool of candidates is acceptably diverse or, if not, then document that defensible recruitment efforts were made to try to achieve diversity. If such certification cannot be made, recruitment shall be reopened. B. The Chair and the Director of Human Resources or designee shall coordinate the schedules of the Screening committee for all necessary meetings and interviews. C. The Office of Human Resources will notify and schedule the applicants for interviews. D. Interviews shall be scheduled on succeeding days. To the extent reasonable, the Committee should be flexible to accommodate needs of interviewees. E. The Screening committee shall make a conscientious effort to reach consensus in deciding on candidates to recommend to the President and/or designee for further consideration. Consensus shall be reached when the committee, as a whole, can support the slate of candidates to be recommended for further consideration. Consensus means that every committee member “can live with” the decision and will support it as the committee’s unanimous decision. It is imperative that every committee member has the opportunity to voice their views and to speak in support of candidates they think should be recommended. It is also required that every candidate be given fair consideration. It will be a key responsibility of the Chair to facilitate this process. Once it has been determined that a conscientious effort has been made by the committee and the committee is unable to reach consensus, the Chair in consultation with the Human Resources designee shall make the determination via the forced choice rankings which candidates to recommend as finalists. F. The intent of this decision-making process is to encourage open, candid discussion of all perspectives on the candidates and to allow the Committee to work its way to a

common conclusion. It is also intended to make committee members responsible for the integrity of the process, aware of the need to protect the institution from liability, and accountable for the decisions made. A desired outcome is that every committee member will believe that the selection process was fair, that they had the opportunity to voice their opinions, and that candidates were given due consideration. G. The Screening committee shall complete their task by recommending the best qualified candidates for further consideration. A selection process will produce a minimum of two qualified candidates. The candidates sent forward are to be unranked and considered qualified candidates for the position. H. The Office of Human Resources shall mail notifications to all applicants who were not hired or forwarded for a second level interview. 11. Recommended Finalists Interviews A. The Office of Human Resources shall notify and arrange interviews for the finalists recommended by the Screening committee for further consideration. B. The President and/or President approved designee shall interview the finalists recommended by the committee. The President may select cabinet members to participate in these interviews and to provide comments regarding strengths and weaknesses of each candidate to the President. The chair of the screening committee, or designee, may sit in on the interviews as an observer or active participant and, at their conclusion, shall relate the strengths and/or weaknesses of the candidates as viewed by the Committee. C. After the President or Vice President has interviewed the recommended finalists, the President or Vice President in collaboration with the Director of Human Resources shall decide when and how reference checks shall be made and for which candidates. The President shall determine if site visits will be scheduled for any of the finalist(s). The President shall make the final evaluation and recommendation to employ to the Board of Trustees. D. The President reserves the right to recommend none of the candidates to the Board of Trustees. E. The President, or designee, shall notify both the successful and unsuccessful candidates. F. The Office of Human Resources shall contact the successful candidate concerning salary, benefits, and the process for completing the employment process. 12. Interrupting the Recruitment Procedure Recruitment may be stopped, postponed or extended by the President and the position may be reopened at any step of this process.

13. Evaluation of Screening and Selection Process For every vacancy advertised, the Office of Human Resources will evaluate the entire screening and selection process and monitor for adverse impact. Employment patterns shall be surveyed and EEO goals will be evaluated. 14. Documentation / Recordkeeping All written materials related to the employment process shall be maintained by the Office of Human Resources for a minimum of three years. These include documents gathered from each phase of the screening and selection process, including recruitment, preliminary screening, paper screening, interviewing, testing, and recommendations.

EMPLOYMENT PROCEDURES FOR CLASSIFIED STAFF

Administrative Policy for the Hiring of Classified Staff

The Merced Community College District seeks a qualified, diverse administration, faculty and staff dedicated to student success. The District is committed to an open and inclusive hiring process that supports the goals of diversity and equal opportunity providing equal consideration and opportunities for all qualified candidates. The goal of every hiring process is to select the qualified candidate who best meets the needs of our students. The faculty, staff and administration recognize the importance of an effective hiring process that reflects mutual professional responsibility and interest in achieving the common goal of hiring outstanding Staff who will enhance the learning experience for all students and fulfill the mission and goals of the College and the District. Hiring faculty, classified staff and administrators is accomplished through search and screening committees which produce a recommendation from the President or other appropriate administrator to the Board for employment. The Merced Community College District shall employ persons in the classified service of the college in accordance with the provisions of the California Education Code found in Title 3, Division 7, Part 51, Chapter 4, and all of the appropriate sections thereof. It is the intent of this policy that all employment procedures and transactions are to meet legal compliance requirements of the California Education Code and all other federal and state regulatory laws, rules, and regulations. It is the policy of the Merced Community College District that all personnel procedures and practices be established in an appropriate set of administrative regulations, and that each supervisor, manager, and administrator with employment responsibilities adhere to such regulations in all personnel processes and transactions. 1. Job Analysis and Validation Job applicants must possess the required education/training experience to merit consideration for employment in a position. Knowledge, skills and abilities, will be reviewed to provide additional information. Should a license or certificate be required, it will also determine the eligibility of the candidate. All of these employment standards must first be determined and validated prior to announcing a vacancy. Class specifications will provide such validation. Class specifications are descriptive, not restrictive, and therefore do not include all duties. A listing of representative duties is contained in the specifications but does not include all duties, nor is it necessary to perform all the duties included. These examples are “typical” and reflect examples of the nature, difficulty, and responsibility of the work. 2. Identification of Vacant Positions Requests for classified personnel begin at the department or discipline level and are processed through a multilevel approval process. New positions are requested through at

least one of the following: action plans, program review, justification form and the resource allocation process. Vacancies in existing positions are identified and requested to fill using the “Request to Add or Replace Position” form and the position justification form. Final approval must be given from the Superintendent/President and the Board of Trustees for new positions. Final approval must be given from the Superintendent/President for replacements. Please see the “Request to Add or Replace Position” form (Appendix A) for details. 3. Development of the Job Announcement A job announcement is developed from the class specifications. It defines the position and outlines the minimum requirements with regard to education/training/experience. In order to meet compliance with the Americans with Disabilities Act (ADA), the supervisor of the recruited position must determine what the essential functions are of the job. Furthermore, minimum qualifications are to be designated as "required" or "preferred". Any skill testing or required license or certificate should also be included in the announcement. The announcement will contain a statement reflective of the District’s commitment to EEO. The appropriate sections of the job announcement (a general statement, duties and responsibilities, requirements, and desirable skills and abilities [knowledge, skills, and abilities = KSAs]) will be developed by the Office of Human Resources to assure compliance with any applicable laws. The announcement will be reviewed by the hiring manager and VP before being finalized by the Office of Human Resources. The job announcement is based on the class specification which has been approved by the Board of Trustees after negotiations with CSEA, if necessary. Staff in the Office of Human Resources will provide a range of technical services, training, and consultation, as appropriate, to assure that the job announcement, recruitment activities, and screening/selection process (criteria, forms, and documentation) comply with applicable current laws and regulations, as well as District policies and procedures. 4. Advertising and Recruitment After recognition of a vacancy and approval to fulfill the vacancy, recruitment will follow the steps below:

a. Laid-off persons are eligible for re-employment in the class from which laid off for thirty-nine (39) month period and shall be re-employed in the reverse order of layoff (Article 36 CSEA agreement - Effects of Layoff).

b. Transfer requests on file in the Office of Human Resources (Article 24 CSEA agreement - Transfers and Vacancies). Classified Employee Transfer Request (Exhibit B).

When employment openings have been identified, vacancies will be posted for a minimum of five work days (in accordance with Article 24 CSEA agreement - Transfers and Vacancies). Announcements are disseminated by the Office of Human Resources to job link, in the Human Resources office, appropriate agencies, newspapers, and other publications, as well as appropriate electronic media. The recruitment period varies depending on the type of position and the need to fill the vacancy by a prescribed time. Jobs may be advertised locally, statewide, or nationwide, as deemed appropriate to the respective requirements and responsibility level of each opening. The length of the recruitment period allows candidates, whether local or distant, to receive the announcement and to prepare the required application materials, and to reply to the announcement within a reasonable timeframe. 5. Close of the Recruitment Process Pursuant to Title 5, the Office of Human Resources will review the applicant’s statistical data and perform analysis to ensure fairness and non-discriminatory practices.

a. The Demographic Survey that is included with the application for employment shall afford each applicant an opportunity to voluntarily identify his or her gender, ethnic group identification, and, if applicable, his or her disability. This information shall be kept confidential and shall be used only in research, validation, monitoring and evaluating the effectiveness of the District’s equal employment opportunity program, or any other purpose specifically authorized in Title 5, or by any applicable statute or regulation.

b. All recruitment efforts will offer an opportunity for participation to a wide diversity of

potential applicants to the extent that further recruitment efforts would be futile. All recruitments will be advertised at the minimum requirements, to ensure the most inclusive possible applicant pool. The application period for each recruitment shall be long enough to ensure inclusive outreach efforts to members of monitored groups; minimally 5 work days.

c. The Office of Human Resources shall monitor and analyze the composition of all

recruitment pools. 6. Application Procedure Definition of Applicant Applicants are defined as individuals who have fully completed and submitted the district application and any other required material(s) by deadline in response to an advertised vacant position. Required Materials All applicants must complete the Merced Community College District Application, cover letter, resume, certifications (if requested) and/or portfolios or other job related exhibits. It may be determined by the Manager/Chair with approval from the Office of Human Resources, that additional materials may be required. Other unsolicited additional materials submitted by the applicant will be forwarded to the screening committee.

7. Screening Committee – Selection, Size, and Membership To effectively implement EEO, the Office of Human Resources shall oversee the appointment of a screening committee, and such appointment will be subject to review by the Human Resources Director. The intent of the Office of Human Resources is to have adequate representation of protected groups. The screening committee shall participate in the review of applications, may include input from committee, interview of candidates, and recommendation of finalists to the appropriate administrator. The selection of the screening committee members is a collaborative process. The hiring manager recommends a staff member and notifies the Human Resources Representative of their selection. Human Resources will contact CSEA and Classified Senate for one selection from each organization but may provide alternative or additional recommendations if necessary to have adequate representation from all groups. The screening committee for classified positions will consist of at least 4 members (permanent, non-probationary employees) including the hiring manager or designee to serve as Committee Chair, one staff member, one CSEA member and one Classified Senate. If the hiring manager requests a designee, the designee must be approved by the Human Resources Director. The committee size may be expanded to include more members if deemed appropriate by the Office of Human Resources. Members of the Committee:

• Administrator or manager (to serve as committee chair) • Staff or position related representative • Classified Senate representative • Classified union representative designated by CSEA • EEO Monitor (non-voting member)

8. Responsibilities of the Hiring Committee All search and screening committee members, including committee chairs, shall be informed in search and screening procedures before the committee begins its screening process or at the first committee meeting. Including information regarding the District’s diversity and EEO values and each member will sign a confidentiality agreement. Information will include: 1. Review of Confidentiality Agreement which highlights the importance of confidentiality throughout the process.

• The District commitment to equal employment opportunity, including procedures

and techniques to assure fairness and objectivity, avoidance of adverse impact, and the inclusion of qualified candidates regardless of race, ethnicity, language group, color, national origin, age, gender, sexual orientation, religion, and/or marital status.

• The respective roles, contribution and responsibilities of each Screening Committee member in assuring fair, objective, and equal treatment of all candidates.

2. Review of the screening process, its steps, projected timelines. 3. Technical aspects of the process, review of rating criteria and appropriate forms. 4. The procedures related to the screening of candidates as finalists.

5. Committee members have an ethical obligation to remove themselves from the committee when bias or the appearance of bias, no individual with a close personal relationship with any applicant shall serve on the screening committee. Guidelines for evaluating bias shall be reviewed at the first committee meeting.

Roles and Responsibilities: Committee Chair

• Coordinates with HR to produce appropriate interview questions. • Facilitate the process to identify candidates recommended for further

consideration. • Reinforce the importance of confidentiality and EEO policies throughout the

process so as not to jeopardize the screening process. • Before paper screening, chair may go over the job flyer or duties of the position.

Committee Member

• Attend ALL committee meetings and ALL interviews. • Review applications prior to scheduled interviews. • Interview all selected candidates. • Assist the chair of the committee in summarizing the scores of each candidate. • Adhere to equal employment opportunity principles throughout the process. • Maintain the confidentiality of the screening process.

Human Resources Director (or HR designee)

• Prepare screening packets for the committee, which shall include guidelines addressing member responsibilities, confidentiality statements, and screening forms.

• Is present at the first meeting of the Committee to facilitate the orientation and training, and to develop timelines and a meeting schedule.

• Provide expertise and advice on screening, evaluating, interviewing, and selecting. • Provide the orientation to the committee. • In consultation with the chair, develop appropriate questions for the interviews.

EEO Monitor

• Ensure the security of all documents after each meeting. • Ensure that documentation is accurate and complete. • Ensure the legality of the process.

• Reinforce the importance of confidentiality and EEO policies throughout the process so as not to jeopardize the screening process.

9. Screening process Only applicants who meet minimum qualifications will be referred to the screening committee. The Office of Human Resources shall screen for minimum qualifications and this shall be known as preliminary screening. The committee shall be informed of its overall role in the screening process. Included in this orientation will be a review of EEO guidelines and district hiring goals. The procedure used in “paper screening” will be reviewed with the screening committee. Using the pre-determined rating criteria, form, and rating methodology, all members of the screening committee shall review all completed application materials and shall then select for interview those applicants who most closely meet the stated requirements and desirable skills and attributes as listed on the job announcement. Following the screening of application materials and the selection of interviewees, the Office of Human Resources shall be responsible for notifying applicants who were not selected. Such notification will be made (via US mail or e-mail) after interviewees have been identified. Committee Chair will coordinate with HR to prepare appropriate interview questions. In an effort to increase minority hires, the Office of Human Resources is authorized to select up to fifty percent of the finalists to be interviewed. This is only necessary should the screening committee not select any ethnic minorities or women for final consideration. It is, however, the responsibility of the committee to determine the number of additional candidates to be interviewed. 10. Screening of Interviewees A briefing held shortly before the interviews shall outline the overall interview process, including the forms to be completed by each member. Questions will be reviewed and assigned, along with rules on asking appropriate questions. This same set of pre-determined interview questions shall be used to screen each candidate. The interview questions must be asked verbatim and cannot be expanded upon or clarified in any way, so as to be completely fair to ALL interviewees. All members of the Screening Committee must be present during all of the interviews. If a Committee member is unavoidably absent and subsequent interviews cannot be rescheduled, the remaining Committee members may proceed without that member for the remainder of the process. Whenever that absence disrupts the balance of the Screening Committee membership, the Human Resource Director or HR designee will decide on a course of action. The committee members may not discuss the candidates prior to making their individual

ratings. Each member will independently complete the overall rating for the candidate. The individual members will add up their scores and score calculations will be double-checked by HR designee. The total scores for all the applicants will be tallied and the applicants will be ranked. It shall be the intent of the committee to recommend the most suitable candidates for the job. The chair shall lead the committee discussion regarding strengths and weaknesses of the candidates and summarize committee rankings. The committee may include rankings and/or written comments for each candidate as a further means of communicating its recommendations. The committee shall submit an unranked list of candidates to the appropriate administrator. After the panel has made its recommendations, the area Vice President or President approved designee will conduct final interviews. The decision for selection will be that of the Vice President and/or President approved designee. The Office of Human Resources will conduct reference checks as needed. An offer of employment is made contingent upon clearance of fingerprinting, negative TB and physical examination (if required). Finally, the Board of Trustees gives its approval and the employment offer is made official. 11. Evaluation of Screening and Selection Process For every vacancy advertised, the Office of Human Resources will evaluate the entire screening and selection process and monitor for adverse impact. Employment patterns shall be surveyed and EEO goals will be evaluated. 12. Documentation/Recordkeeping All written materials related to the employment process shall be maintained by the Office of Human Resources for a minimum of three years. These include documents gathered from each phase of the screening and selection process, including recruitment, preliminary screening, paper screening, interviewing, testing, and recommendations. Adopted 2/26/13

MERCED COLLEGE Office of the President BOARD AGENDA … › about › board › 2013 › packets ›...

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