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LOS ANGELES COMMUNITY COLLEGE DISTRICT

Office of Diversity Programs

Faculty Hiring Selection

EEO REPRESENTATIVE CHECKLIST

Position Title:

Meeting to Select Candidates:

Interview Date(s):

H7! , ^ C°mmittee comP°sed per HR R-120, III, D. (at least three (3) members, a majority of whomshall be faculty members in the discipline of the position to be filled (or, as determined by the collegepresident, a closely related discipline); at least one (1) academic dean, and a non-voting EEO Rep.)

Q Advised hiring committee members that all applicant information and proceedings must be kept confidentialguidelines of nondiscrimination; conflicts of interests; and, EEO obligations (rating applications and evaluatingC3nci iQdi&s)

□ Each member use standard rating system and signed paper screening document for each application.

□ Reviewed and approved interview questions before interviews were conducted to ensure they were based onposition announcement, job-related, and not discriminatory.

□ AFT Faculty Agreement relating to adjunct (2, if qualified) and transfer applicant interviews followed.

□ Selection of applicants to interview conducted in open and fair manner with adequate discussion relating tothose not invited to interview. (Minimum of 5 interviewees selected, less requires President approval.)

□ All interviewees provided with notice, including date, time, and place and other information related to interviewsuch as teaching demonstration topics, portfolios, etc. (Chair or Administrator to arrange.)

□ Each candidate asked the same job-related questions and follow-up questions limited to clarification orexpans.on of something she/he said. No leading or improper questions asked (if so, explain below.)

□ All/same interview committee members present for selection meeting and all interviews. Standard rating systemestablished to evaluate the candidates following the interviews with discussion ofstrengths and weaknesses of each candidate.

Selection of finalist(s)/candidate(s) conducted in fair manner; all committee members participating- advisedcommittee of reference check procedure; committee forwarded three finalists to President in alphabetical/notrBnKGd order.order.

Comments/Exceptions:

EEO Representative: (Please Print Name/Title and Signature and insert contact information)

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LOS ANGELES COMMUNITY COLLEGE DISTRICT HUMAN RESOURCES

ACADEMIC SELECTION CHECKLIST

Faculty

Location: Status: ___ Prob* ___ LTD ___ LTS

Discipline:

Candidate:

The following documentation must be submitted to Human Resources to begin the evaluation process: (Any incomplete recommendation packets will delay the process.)

(Please use this checklist as a guide that all the required forms are completed and submitted)

___Campus Interview Committee Report (C193) - signed by College President

___Intent to Fill (copy--not original--of approved/signed form)

___Evidence of Effort (signed by Compliance Officer and College President)

___Campus Review Committee Members’ Agreement (C589)

___Campus Interview Committee Members’ Agreement (C306)

___*Interview of Candidates Holding Hourly Assignments (C336)—only for probationary positions

___Campus Interview Committee Evaluation Form (C594)—(sorted by candidate; must be completed and signed by evaluator)—for all candidates interviewed as listed on form C193 only. Incomplete forms will be returned for completion and/or signature.

___*Copy of interview questions—required for probationary faculty

___Complete application packet for the 2 finalists—including application form, letter of interest, resume, official transcripts, **verification of experience, approval letter for equivalency (if applicable)

___*Writing samples and any search materials required of the applicant as part of the process—required for probationary faculty

___List of names and addresses provided by the Selection, Evaluation, and Salary Unit to contact person listed on NOI (return the list that includes names, addresses, and phone numbers only)

___Copy of the announcement or letter sent to applicants

**Vocational and Administrative positions require experience verification on letterhead stationery; must show inclusive dates of assignments, state if full-time or part-time and indicate duties. If part-time, the number of paid hours worked per week, semester or year must be included.

NOTE: All selections must include a social security number or employee number for the selected candidate to clearly identify the individual chosen. If a candidate declines or is ineligible for an assignment and another candidate is being recommended, please indicate on the Campus Interview Report that the new candidate is replacing the original selected candidate and the reason, i.e., declined, limited eligible, etc.

All application documents sent by applicants considered for interview (as listed on form C193) should be stored at the campus for 10 years.

LACCD Form C327 – 8/07

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Los Angeles Community College District Academic Selection Unit

CAMPUS INTERVIEW COMMITTEE REPORT

Position or Subject ________________________________________Interview Date(s) Type of Instructional Assignment: [ ] Probationary [ ] Limited Status [ ] Long-Term Substitute TRANSFER REQUESTS: Employees who have approved transfer requests on file must be offered an interview each time interviews are scheduled. Include the names of employees who refused an interview along with candidates interviewed. CANDIDATES INTERVIEWED: List all candidates interviewed including those on the eligible list and transfer list. At least three candidates are to be interviewed. 1. 6. 2. 7. 3. 8. 4. 9. 5. 10. CANDIDATES RECOMMENDED TO COLLEGE PRESIDENT: Two required. List in alphabetical order. Explain any exceptions below or on another sheet. The committee may submit additional information orally or in writing concerning the candidates. 1. 2. CANDIDATE RECOMMENDED FOR APPOINTMENT: ____________________________________Effective date requested Candidate’s Social Security Number In Place of (if applicable) Signed: Date College COMMENTS: APPROVED FOR EMPLOYMENT PROCESSING: Effective date approved Date Vice Chancellor, Division of Operations INSTRUCTIONS: Return original along with other selection materials to the Office of Personnel Operations. LACCD Form C193-10 2/98

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Los Angeles Community College District Office of Diversity Programs

EVIDENCE OF EFFORT

EEO-6 FACULTY

1. College/Division: Department/Office with opening

2. Position Title

3. Status: Probationary___ Transfer ___ Reclassification___ Full-time___ Ltd Contract___ Long-Term Substitute

4. EEO-6 Job Category: Faculty Instructional Group:______________________________

5. Please indicate below the number of persons in your department, departmental grouping, or EEO-6 employment category as they existed BEFORE this recommendation for new appointment, transfer, or reclassification:

Alaskan Native/

American Indian Asian/ Pacific

Islander Black Chicano/

Hispanic White Disabled

Female

Male

6. Give total number of applicants interviewed for this position ____________________________________________

7. Indicate by number the ethnicity and sex of this group of applicants:

Alaskan Native/

American Indian Asian/ Pacific

Islander Black Chicano/

Hispanic White Disabled

Female

Male

8. Recommended candidates by the Selection Committee:

Name Sex Race/Ethnicity Disabled (Yes/No)

9. Name of interview Committee Chairperson: (Print) (Signature) (Date) 10. Equal Employment Opportunity Representative: (Print) (Signature) (Date)

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11. What special efforts were made to ensure that a diverse group of candidates were interviewed? (Please attach an additional

sheet if necessary). 12. If less than three (3) candidates were considered, please explain: 13. Name of candidate recommended for assignment: 14. Recommended by:__________________________ (Print) (Signature) (Date) 15. District Diversity Director:______________________________________Date:______________________ (Signature) 16. Approved by the Chancellor or Designee:__________________________________Date:______________________ INSTRUCTION: This form is to be submitted with the interview report when it is submitted to the Division of Human Resources. Distribution of this form: original: Office of personnel Operations(w/entire selection package) Personnel Operations shall forward the original after the appointment is made and all signatures are in place to the Office of Diversity Programs. EOEFm-Fac.doc/Revised April 2002

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LACCD Form C336-3 5/2013

INTER-OFFICE CORRESPONDENCE LOS ANGELES COMMUNITY COLLEGES

DATE: TO: Selection Committees for Probationary Positions FROM: Carlos Covarrubias Jr., Academic Personnel Specialist, Personnel Operations SUBJECT: INTERVIEWS OF CANDIDATES HOLDING HOURLY ASSIGNMENTS The LACCD & AFT Agreement 2011-2014, Article 16, Section H, provides that: “In filling contract monthly rate vacancies in the Faculty Unit, in which there is a selection process, at least two (2), temporary adjunct rate faculty members who apply, are on a seniority list in that discipline in the LACCD, and who also meets any local additional requirements adopted for the position and other criteria established by the committee, must be invited to the selection interview.” In order to assist your committee in fulfilling this contractual responsibility, the Selection, Evaluation, and Salary (SES) Unit has provided a mailing list of interested individuals for your subject area. This mailing list may include individuals with hourly status. We recommend that you use your college hourly seniority list to verify that you have considered at least two (2) hourly employees in your selection process. Please include at least two (2) such persons to be invited to interview. If there are no such persons or none of those considered meet the requirements adopted for the position as stated above, you need not invite hourly candidates to interview. After the selection of candidates, please sign indicating your compliance with Article 16, Section H. IN THIS SELECTION OF CANDIDATES FROM THE POOL IN THE SUBJECT AREA OF ______________________________________, WE (ALL COMMITTEE MEMBERS) HAVE COMPLIED WITH ARTICLE 16 OF THE AGREEMENT. ATTESTED BY OUR SIGNATURES: Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date Print and Sign Name Date

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LACCD Form C594-5 10/04

LOS ANGELES COMMUNITY COLLEGE DISTRICT

OFFICE OF PERSONNEL OPERATIONS

CAMPUS INTERVIEW COMMITTEE EVALUATION FORM Candidate Last Name First Name Middle Name Subject Field of Instruction or Position INSTRUCTIONS: Indicate for each item a check in the appropriate column the evaluation which in your best judgment describes the candidate.

PERSONAL COMPETENCE

1. Knowledge in area of instruction or position ............................

2. Knowledge of educational (learning) process (for positions related to instruction)..........................................

3. Ability to communicate ........................................................... 4. Enthusiasm............................................................................. 5. Poise during interview ............................................................ 6. Voice (accent, tone, diction, enunciation)............................... 7. Grooming and appropriate dress............................................ 8. Quality and amount of appropriate experience ......................

1.

2. 3. 4. 5. 6. 7.

BELO

W A

VERA

GE

__________

__________

__________

__________

__________

AVER

AGE

__________

__________

_________

__________

___________

ABOV

E AV

ERAG

E

__________

__________

__________

__________

___________

FAR

ABOV

E AG

ERAG

E

__________

__________

__________

__________

__________

8.

9. Indicate strengths observed: 10. Indicate weaknesses observed: 11. Over-all evaluation (this is your final judgment of this candidate’s qualifications for this position, not an average of the items

evaluated).

________Outstanding—endorsed with enthusiasm for this assignment.

________Strong—endorsed with confidence for this assignment.

________Average—meets basic qualifications but not as well qualified as other candidates for this assignment.

________Marginal—should be employed only if no one more qualified is available for this assignment. ________Not recommended for this assignment. Explain your reasons for this evaluation: Rater’s Signature _________________________________________________________________Date____________________

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Los Angeles Community College District Office of Personnel Operations

INSTRUCTOR INTERVIEW PROCEDURES

INSTRUCTIONS FOR CAMPUS ADMINISTRATOR-IN-CHARGE

1. Required Forms Available on the website.

2. Use of Campus Review Committee Members’ Agreement (Form C589) All selections must include Form C589. The review committee is in charge of reviewing all applications received at the college

for minimum qualifications. All Campus Review Committee members are required to sign Agreement (Form C589).

3. Use of Campus Interview Committee Members’ Agreement (Form C306) All information obtained on candidates who are considered for employment MUST BE KEPT CONFIDENTIAL. Information

about candidates may be used only by authorized Campus Interview Committee members. Any written notations made about candidates or their qualifications are exclusively for use by the Campus Interview Committee. All notes are to be destroyed when the interviews have been completed. All Campus Interview Committee members are required to sign Agreement (Form C306/goldenrod).

4. Use of Candidates’ Application Material Candidates’ application material is to provide Campus Interview Committee members information about the candidates to be

interviewed. Additional information or clarification may be obtained directly from the candidates during the interview. No marks or notes are to be made on the application forms.

5. Use of Campus Interview Committee Evaluation (Form C594) Campus Interview Committee members must complete and sign an evaluation form for each candidate interviewed. If a

candidate is a “no show,” do not complete an evaluation form; write or type “no show” next to their name on the Campus Interview Committee Report. Rate the candidate’s personal competence in each of the eight individual evaluation areas, complete the overall evaluation and include appropriate comments and sign the form. Please note that overall ratings of “marginal” or “not recommended” MUST include a supporting comment.

6. Use of Campus Interview Committee Report (Form C193) Complete and return Report (Form C193) according to instructions on form. Include the names of any current employees who

were interviewed and who have transfer requests on file for this position at this college.

7. Materials to be Returned to the Office of Personnel Operations (see Form C327) a. Campus Interview Committee Report (Form C193)—signed by the College President b. Intent to Fill (copy—not original—of approved/signed form) c. Evidence of Effort (signed by Compliance Officer and College President) d. Campus Review Committee Members’ Agreement (Form C589) e. Campus Interview Committee Members’ Agreement (Form C306) f. Interview of Candidates Holding Hourly Assignments (Form C336)—only for probationary positions g. Campus Interview Committee Evaluation (Form C594)—(sorted by candidate)

h. Copy of interview questions—required for probationary faculty i. Complete application packet for the 2 finalists (including application form, letter of interest, resume, official

transcripts, **verification of experience, approval letter for equivalency (if applicable) j. Writing samples and any search materials required of the applicant as part of the process)--required for probationary

faculty k. List of names and addresses provided by the SES Unit to contact person listed on NOI (return the list that includes

names, addresses, and phone numbers only) l. Copy of the announcement or letter sent to the applicants **Vocational and Administrative positions require experience verification on letterhead stationery; must show inclusive dates of assignments and state if full-time or part-time. If part-time, the number of paid hours worked per week, semester or year must be included.

LACCD Form C596-12 8/07

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NOTE: All selections must include a social security number or employee number for the selected candidate to clearly identify the individual chosen. If a candidate declines or is ineligible for an assignment and other candidate is being recommended, please indicated on the Campus Interview Committee Report that the new candidate is replacing the original selected candidate and the reason, i.e. declined, limited eligible, etc. All application documents sent by all applicants considered for interview (as listed on form C193) should be stored at the campus for 10 years.

LACCD Form C596-12 8/07

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Los Angeles Community College District Office of Personnel Operations

Instructions for Campus Interview Committee

1. Function of Campus Interview Committee

The campus representatives on this committee are to interview and evaluate applicants’ documents submitted for the subject or position to be filled. The committee is to recommend candidates to the college president for his/her consideration. Each candidate selected is to be offered an interview (unless the college is unable to contact the candidate using the information provided).

2. Security of Confidential Information All information and materials provided on candidates considered for employment must be kept confidential. Each committee member is to sign a statement in which he/she agrees that he/she will not reveal to anyone any information concerning candidates, committee members, or evaluation results.

3. Bases for Evaluation a. The committee has the following sources of information: (1) Candidate’s Application. These forms provide information about the candidate’s

academic preparation, employment record, field of specialization and supplemen- tary information regarding his/her qualifications. Such information may suggest

questions to ask the candidate during the interview. (2) The candidate appears before the committee in person.

Each committee member is to evaluate the relative qualifications of each candidate on the basis of the information available for review and the interview.

b. Questions to consider in evaluating candidates: (1) Do the specialties and strengths of the candidate match the needs for the

vacant position? (2) Does the candidate possess directly related appropriate experience for the

vacant position? (3) Does the employment record of the candidate show success consistent with

age and educational background? (4) Does the candidate’s educational and employment history demonstrate stability

in maintaining goals and interests? (5) Does the candidate demonstrate that his/her personality and character are

consistently above average? 4. Interview Techniques

a. It is important for both the candidate and committee members to be at ease. The interview should be opened in a natural, friendly manner.

b. The candidate should do most of the talking. Committee members should limit their remarks chiefly to asking questions. It must be remembered that the interview is a fact-finding procedure, and the candidate is the one who has the facts.

c. Questions should be phrased so that they are easily understood. d. Questions should be phrased so that they cannot be answered by a simple “yes”

or “no”. In nearly every case, the interviewer’s questions must begin with “why,” “who,” “when,” “where,” or “how.” In this way the candidate is encouraged to elaborate his/her answer and thereby provide the valuable information desired.

e. Candidates should have the opportunity to answer at least one problem question involving reasoning and judgment.

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f. No questions are to be asked concerning the candidate’s race, religion, politics, color, national origin, ancestry, or marital status. Such questions are prohibited by Labor Code 1420 and Education Code 87427.

g. Committee members should refrain from giving evidence of approval or disapproval in the presence of the candidate.

h. Committee members should be careful that their general impression of the candidate does not distort their evaluation of specific traits and their final recommendation.

i. In closing the interview, each candidate should be given the opportunity to make a brief concluding statement on his/her qualifications for the position.

j. DO NOT provide the candidate with any promise of the level of salary he/she will earn. Salary chart(s) may be provided but the candidate must understand that faculty salary is set by Personnel Operations after the rating-in evaluation of the new employee’s preparation and experience.

5. Use of Evaluation Form Each committee member is to complete and sign evaluation Form C594 for each candidate

interviewed. Rate the candidate’s personal competence in each of the eight individual evaluation areas, complete the overall evaluation and include appropriate comments and sign the form. Please note that overall ratings of “marginal” or “not recommended” MUST include a supporting comment.

Since the evaluation by each committee member is based on identical information, any wide difference of opinion by committee members should be reviewed to determine what factual evidence there is to substantiate a valid evaluation. No two candidates are identical but rather possess a variety of strengths and weaknesses. Evaluation forms must reflect these individual differences. LACCD Form C685-2 4/05

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HR R-120 LOS ANGELES COMMUNITY COLLEGES HUMAN RESOURCES GUIDE FACULTY SELECTION, TENURE-TRACK

ISSUE DATE: October 12, 2010 SERVICE: ACADEMIC CLASSIFIED UNCLASSIFIED

REPLACES: HR Guide dated March 9, 2010

CHANGES: Updates to Sections III(A) , III(D), III(G), and III(H)

I. POLICY

It is the policy of the District to employ faculty members who are expert in their subject areas, who are skilled in teaching and serving a diverse student population, and who can foster overall educational effectiveness. Those individuals must be sympathetic and sensitive to the racial and cultural diversity of the populations the colleges serve, and they should generally reflect that diversity themselves. In addition, they must be well prepared to respond to the educational needs of all the special populations served by the District’s colleges.

II. DEFINITIONS

Academic employee refers to a person employed by a community college district in an academic position. The term "certificated employee" or any similar term used in reference to community college employees shall be deemed a reference to academic employees of the community colleges.

Academic position includes every type of service, excluding paraprofessional service, for which

minimum qualifications have been established by the board of governors pursuant to Section 87356.

Applicant is a person who has expressed an interest in employment with the District. Candidate is an applicant who has been identified as a result of a recruitment process as eligible to

be appointed to a particular position.

Employee is a person assigned to a specific position for a certain period of time.

Minimum Qualifications are the education and experiential requirements that a candidate must meet, as prescribed by the Board of Governors of the California Community Colleges, to serve as an academic administrator.

New Hire is the procedure used to employ persons who have never worked at any location in the

Los Angeles Community College District. Prospective new employees are those who have been offered and have accepted a position but have not completed employment processing.

Position is a unique set of duties, responsibilities, tasks, and work schedule. Each position has

several attributes such as department, job and cost center.

Page 1 of 6

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HR R-120 LOS ANGELES COMMUNITY COLLEGES HUMAN RESOURCES GUIDE FACULTY, TENURE-TRACK, SELECTION

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Recruitment is the act of seeking prospective new employees.

Selection is the process of choosing a candidate in preference to others to fill a particular position.

III. REQUIREMENTS

A. It is the duty of each College and Division to implement these written procedures governing the selection of academic employees that ensure that candidates for faculty positions meet Academic Service minimum qualifications hiring requirements, that any offer of employment is made prior to a proposed candidate beginning the assignment, and that all assignments are processed according to District requirements and timelines. Selection and assignment of faculty shall be based on job-related factors which include qualifications and capabilities. The use of any degree of personal, political, or social influence to secure selection or assignment to a faculty position, or the urging of any consideration other than fitness for the work as a ground for selection or assignment is unprofessional conduct and is strictly forbidden.

It is the responsibility of each College/Division to establish, follow, and monitor internal written procedures to ensure recruitment and selection procedures are in keeping with compliance reviews, recruitment activities and selection processes as defined in LACCD policies and procedures. The college president at the location where the vacancy exists is responsible for the selection process leading to the recommendation of a candidate to District Office Human Resources.

B. Non-Discrimination: The LACCD seeks to implement affirmatively, equal opportunity to all qualified employees and applicants for employment without regard to race, color, national origin, ancestry, religion, creed, sex, pregnancy, age, handicap, marital status, medical condition (cancer related), sexual orientation, or veteran status. Positive action will be taken to ensure that this policy is followed in all personnel practices, including recruitment, hiring, placement, upgrading, transfer, demotion, treatment during employment, rate of pay or other forms of compensation, selection for training, layoff, or termination (Board Rule 101301).

C. Authorization to Fill Faculty Position

1. The position must be authorized to be filled in accordance with location specific shared governance and/or management approvals in place within the District.

2. Procedure to Request Authorization to Fill Position.

a. LACCD Form 902 Notice of Intent to Fill Academic Position (NOI) must be completed by the location where the vacancy exists and submitted to the District Office Human Resources.

b. District Office Human Resources will review the NOI to ensure that the position has

sufficient funding and FTE for the duration of the assignment. After review, District Office Human Resources will return the original NOI to the initiating location, indicating on the form whether or not the request to fill the position has been approved.

c. No selection process to fill an academic employee position can begin until authorization

to fill the position has been received from the District Office Human Resources.

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HR R-120 LOS ANGELES COMMUNITY COLLEGES HUMAN RESOURCES GUIDE FACULTY, TENURE-TRACK, SELECTION

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d. If the NOI is to fill a Consulting Instructor or Instruction Special Assignment (ISA) position, the job description must accompany the NOI.

D. Selection Committee 1. Upon receipt of authorization to fill the academic position, a selection committee composed of

at least three (3) members, a majority of whom shall be faculty members in the discipline of the position to be filled (or, as determined by the college president , a closely related discipline), at least one (1) academic supervisor, and a non-voting EEO representative. The faculty members on the committee must be tenured or tenure-track. EEO representation shall be provided by the Compliance Officer or his or her designated representative to ensure uniformity in the selection process and an equal opportunity to all applicants for employment. All committee members shall be voting members, except the EEO representative, who is a non-voting member of the committee. No member of the committee may be related to any of the applicants; if that is the case, that committee member must be excused from the committee and a replacement committee member must be appointed.

2. The selection committee shall conduct all phases of the selection, including but not limited to

the evaluation of applications, interview of selected candidates, and recommendation of the three best qualified candidates for the vacancy to the college president.

E. Recruitment of Candidates

1. Job Announcement: Recruitment begins with the development and distribution and/or posting of employment opportunity announcements through the most cost effective marketing techniques appropriate for the job class. Working with the members of the discipline, the search/selection committee shall prepare a job announcement to be used in announcing the job opening for approval by the President. The announcement shall fully describe the desirable academic preparation, experience and other characteristics sought in a candidate, and the duties and responsibilities the contract faculty member will be expected to assume. The minimum qualifications specified in the announcement shall be the same as the State Qualifications. The committee may, however, add to the State Qualifications any appropriate language requiring evidence of:

a. the ability to communicate and work effectively with people of diverse cultures and

language groups; and,

b. sensitivity to individuals who come from diverse academic, socioeconomic, cultural and ethnic backgrounds, including those who have disabilities.

2. Announcement Distribution: The announcement shall be forwarded to District Office

Human Resources ([email protected]) for posting on the District Job Opportunities website and to the State Registry ([email protected]) for posting on the California Community Colleges job opportunities website. Additionally, District Office Human Resources will forward to the hiring campus a mailing list of potential applicants who have filed a Notice of Interest with the District for the position discipline. The hiring location will forward the announcement to all addressees on the interest mailing list.

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HR R-120 LOS ANGELES COMMUNITY COLLEGES HUMAN RESOURCES GUIDE FACULTY, TENURE-TRACK, SELECTION

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3. Duration of Recruitment: The recruitment period for each search should be several months long (preferably beginning in the early spring for positions that are anticipated to be filled for the subsequent fall term, or at least a full semester in advance of the start of the assignment for other positions). The specific recruitment period for tenure-track academic positions shall be no fewer than six (6) weeks.

The recruitment process shall include decision points at which the overall size and diversity of the applicant pool will be reviewed to determine if the pool is satisfactory based on availability data, diversity goals, and other relevant factors. Following such a review, if the President determines that the size or diversity of the pool of candidates who responded to the college’s job announcement is not satisfactory, an extension of the recruitment period shall be required. In that event, the search/selection committee shall be required to initiate additional recruitment efforts.

F. Application Evaluation 1. To be considered as a candidate for a faculty position, all applicants must submit to the hiring

location a cover letter summarizing the candidate’s qualifications for the position along with a completed application for employment on a form specified by the District; transcript(s) from an accredited institution; the names, addresses, and telephone numbers (or other appropriate contact information) of at least three references; and any other relevant information specified in the job announcement.

2. Requirements of Screening Process: All applications for the specific academic position

shall be reviewed by all members of the selection committee prior to any interview. The diversity survey form must be removed prior to review by the selection committee, and no marks or note are to be made on the application materials. The committee chair is responsible for ensuring that only those applicants judged to meet minimum qualifications are invited to interview. All applicants for Academic Service must meet the minimum qualifications for the academic field as specified in Minimum Qualifications published by the Board of Governors of the California Community Colleges. Applicable rules include the following:

Degrees and credits generally must be from a postsecondary institution accredited by the

American Council of Education Postsecondary foreign transcripts must be evaluated by any of the agencies approved by

the California Commission of Teaching Credentialing. An occupational certificate or license may be required to meet certain qualifications.

3. The selection committee is responsible for reviewing all applications received at the hiring

location for minimum qualifications. All campus selection committee members are required to sign Form C589 Campus Review Committee Members’ Agreement, and all selections must include Form C589.

G. Interviews 1. The selection committee shall endeavor to interview a minimum of five applicants for the

academic position. A fewer number of candidates can be interviewed upon approval of the college president. The chairperson or designated administrator of the selection committee shall be responsible for contacting candidates invited for an interview and for making all necessary

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arrangements for scheduling and interviews. Application materials are provided to the selection committee members to provide information about the candidates to be interviewed. Additional information or clarification about candidates may be obtained directly from the candidates during the interview.

2. All information obtained on candidates who are considered for employment must be kept

confidential, and information about candidates may be used only by authorized Campus Interview Committee members. Any written notations made about candidates or their qualifications are exclusively for use by the Campus Interview Committee members.

3. Each selection committee member is to complete and sign an evaluation form for each

candidate interviewed using Form C594 Campus Interview Committee Evaluation. All C594 forms shall be signed and kept in the selection file in District Office Human Resources. All supplemental notes made by selection committee members are to be destroyed when the interview process has been completed. All selection committee members are required to sign Form C306 Campus Interview Committee Members’ Agreement.

4. At the conclusion of candidate interviews, the selection committee shall recommend to the

college president, in alphabetical (not rank) order, up to three (3) candidates for further consideration. The number of candidates recommended by the committee shall exceed three (3) at the direction of the college president. The committee chairperson is responsible for completing Form C193 Campus Interview Committee Report.

5. At the conclusion of candidate interviews, reference checks may be performed for all

candidates recommended to the college president. Any reference checks will be performed by the administrator-in-charge.

H. Recommendation

1. The college president shall recommend to District Office Human Resources the candidate

he/she believes is best qualified for the assignment. The original application materials, official transcripts, and verification of professional experience letters for the recommended candidate should be submitted to District Office Human Resources, along with the following documents:

a. Administrative Interview Report (Form C193); original form b. Copy of approved and signed Notice of Intent to Fill Academic (Certificated) Position

(LACCD Form 902)

c. Evidence of Effort form, signed by selection committee chair, compliance officer and college president; original form

d. Campus Review Committee Members’ Agreement (Form C589); original form

e. Campus Interview Committee Members’ Agreement (Form C306); original form

f. Campus Interview Committee Evaluation (Form C594), all forms for each candidate

interviewed; original form

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g. Copies of interview questions, writing sample questions

h. Writing samples for the recommended candidate

2. District Office Human Resources shall review the selection packet materials for completeness

and a determination of whether the recommended candidate meets specified minimum qualifications.

3. The Office of Diversity Programs shall review the selection package materials to ensure EEO

principles have been followed.

4. Upon completion of the minimum qualifications and EEO compliance reviews, District Office Human Resources shall provide written notification of approval to hire the recommended candidate. If the recommended candidate does not meet the minimum qualifications review, or the selection process does not meet the EEO compliance review, District Office Human Resources may request an additional candidate recommendation. If no other candidate is available for recommendation, then District Office Human Resources can direct the college president to form a new selection committee and repeat the selection process.

5. Upon completion of the final qualification review/audit, the hiring location is given

authorization to hire and an offer of employment can be made to the candidate. When the selected candidate accepts the offer of employment, the candidate is then hired. No offer of employment shall be made to any candidate until authorization to hire is received from District Office Human Resources.

III. ADDITIONAL SOURCES

CALIFORNIA EDUCATIONAL CODE Section 87400 Employment for Academic Positions LACCD BOARD RULES Chapter X, Human Resources Article III, Selection Policies Article XIII, Affirmative Action LACCD HUMAN RESOURCE GUIDE HR R-000 Recruitment, Selection and Employment HR R-100 Academic Minimum Qualifications FORMS Faculty Hiring Forms C902 Notice of Intent to Fill C589 Campus Review Committee Members’ Agreement C596 Instructor Interview Procedures C685 Instructions for Campus Interview Committee C306 Campus Interview Committee Members’ Agreement C594 Selection Committee Evaluation Form C336 Interviews of Candidates Holding Hourly Assignments Evidence of Effort - Faculty C193 Campus Interview Committee Report C327 Academic Selection Checklist – Faculty

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Los Angeles Community College District Personnel Commission

Prohibited Employment Inquiries

Note: The following information is only a guide to areas of illegal inquiry and is not a comprehensive list of illegal questions. Name Inquiries about a candidate’s name which would indicate

an applicant’s marital status, ancestry or national origin are unacceptable. Inquires about other names under which the applicant has worked in order to check education or employment records and references are acceptable. Examples: Do you go by Miss, Ms., or Mrs.? That’s an interesting name, what nationality is that? What was your maiden name?

Age

It is unacceptable to ask an applicant his/her age or any inquire that would indicate the age of an applicant. Examples: When were you born? When did you graduate from high school? When do you plan to retire?

Sex and Gender It is unacceptable to make any inquiry regarding the sex,

sexual preferences or gender of a candidate. The only possible exception is if the District has identified a bona fide occupation qualification (BFOQ) related to the job such as Physical Education Facilities Attendant (Male). Examples: Are you homosexual?

Marital or Family Status

You may ask all candidates, male and female, if they are able to meet the requirements of a position. Examples: Unacceptable Do you intend to get married soon? Are you divorced? Does your spouse work? Do you have children? What day care provisions have you made?

Acceptable: Our regular work schedule is 7:00 a.m. to 4:30 p.m., Monday through Friday. Would you be able to meet this requirement?

Would you be able and willing to work overtime as necessary?

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Disability

Prior to the point of making a conditional offer of employment, questions about a candidate’s disability or about the nature or severity of disability are prohibited. This includes questions about a candidate’s workers’ compensation history or medical data.

Examples: Unacceptable Do you have any health problems? What prescription drugs are you taking? Have you ever filed for workers’ compensation? How many days were you out sick last year?

Acceptable:

A Stock Control Aide must lift incoming shipments up to 50 pounds and place them on storage shelves up to six feet in height. Can you perform these tasks?

Race or Color

No questions may be asked about an applicant’s race, color of skin, eyes, and hair, or other question directly or indirectly indicating race or color. Applicants may not be told that employees are required to work on religious holidays that are observed as days of complete prayer by members of specific faiths.

Religion

Inquiries into religion, religious beliefs or practices are prohibited. A candidate may be advised of normal working hours and days of work to avoid possible conflict with religious or other personal convictions. Examples: Is there a day of the week you’re not able to work? What religious holidays do you observe?

Citizenship, National Origin or Ancestry

Any inquiry that would indicate the applicant’s citizenship, national origin or ancestry is prohibited. A document that demonstrates an individual’s right to work in the United States will be required upon employment. Examples: Unacceptable Are you a U.S. citizen? Where were you born? What is the origin of your last name?

Acceptable

If job related only: What language(s) do you read, speak, or write fluently?

Arrests and Convictions

As part of the employment process, the selected candidate will be fingerprinted and an arrest and convictions report obtained from the State. Contact the Office of Employer-Employee Relations if you have questions.

Organizations

Inquiries related to membership in clubs, social fraternities, societies, lodges or other organizations which would indicate their race, creed, color, religion or

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national origin of its members and union membership are prohibited. Inquiry into organizational memberships or offices held in a professional, trade or service organizations related to the job are acceptable.

Financial Status Questions related to an applicant’s credit record (charge accounts, bankruptcy history, garnishments, failure to be bonded or outstanding loans), home ownership or care ownership are prohibited. Examples: Have you had any personal, domestic or financial problems that interfered with your work?

Have you ever been on welfare?

Military Service Although it is acceptable to make inquires regarding the type of work a candidate performed while in the service, it is unacceptable to inquire into the type of discharge.

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