City College of San Francisco - California Competes

STANDARD III.A
III. Strengths & Areas for Improvement
1. City College maintains a highly qualified
faculty and staff to support its diverse
programs and services. The College has
well-articulated procedures for hiring faculty
that emphasize the application of clearly
articulated criteria and a rigorous review of
all applicants. Faculty have the primary role
in recommending candidates for faculty
positions to the Board of Trustees. The hiring
of classified staff is subject to the rules of civil
service for the City and County of San
Francisco and the College has clearly
established procedures for hiring classified
staff that also emphasize equity and use jobrelated
criteria. The procedures for the creation
of new positions and the priorities for the
filling of existing positions in both the
certificated and classified staff are integrated
into the College’s Shared Governance
procedures. The Human Resources Department
(with support from the Affirmative Action
Office) provides training and oversight of
hiring procedures and is committed to
streamlining the hiring procedures in response
to concerns expressed in the 2004 staff survey.
Recent budgetary restrictions have challenged
the College’s ability to maintain adequate
staffing levels. However, the College has not
only maintained almost all of its programs
and services for students, it has also accommodated
increased enrollments during
this period.
The College is committed to having a diverse
faculty and staff reflective of the communities
the College serves. The Human Resources
Department has worked to implement the
recommendations made through the Diversity
Committee to review and assess the faculty
hiring procedures to ensure responsiveness
to diversity hiring. The College should
continue to focus on strategies for
increasing diversity and work toward
resolving internal issues and departmental
differences that are deterring improvement.
2. Personnel policies and procedures are available
to all employees through a variety of sources
(e.g., handbooks, policy manuals, etc.).
Personnel records are maintained with
appropriate levels of confidentiality based on
District policies and collective bargaining
agreements. The evaluation of each category
of staff is systematic and conducted at regular
intervals based on District policies and
collective bargaining agreements. Based on a
recommendation by the 2000 WASC visiting
team, classified evaluation procedures have
been extensively reviewed and revised. A new
administrative evaluation policy has been
adopted providing for an annual review with a
more direct interaction between the supervisor
and administrator being evaluated. Faculty
and others directly responsible for student
progress toward achieving stated student
learning outcomes do have, as a component
of their evaluation, effectiveness in producing
those learning outcomes. However, the
faculty evaluation form should be reviewed
through the Shared Governance process
and in negotiations in the collective
bargaining processes to ensure inclusion
of effectiveness in producing student
learning outcomes.
CITY COLLEGE OF SAN FRANCISCO
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