Accreditation - Hartnell College!!

Institutional Self Evaluation – 12-05-12
openings are advertised on the District website, on an exterior job announcement display case
accessible to the public 24 hours per day, on department bulletin boards throughout campus,
the state registry, the Higher Education Recruitment Consortium, in publications serving
minority populations, in professional publications, and in the Chronicle of Higher Education
and similar higher education websites. Job announcements are also mailed to job-specific
recruitment sources and posted on the websites of local newspapers. Applicant pools are
routinely screened to ensure that a sufficient number of qualified candidates are involved,
and that the pool represents a diverse mix of applicants. In the rare event that either is not
true, the recruitment is extended, reopened, or canceled.
All Board policies and administrative procedures relating to recruitment, selection, and equal
employment opportunity are available on the District website and through the Human
Resources Office. (III.A.1)
Job descriptions for classified, management, and supervisory personnel accurately reflect the
position description, areas of responsibility and job duties, working conditions, minimum
education and experience qualifications for the classification, reporting relationships, salary
range, and benefits of the position. The hiring process ensures that the college employs
classified staff with the knowledge, skills, and experience required for their jobs.
Although the college does not maintain job descriptions for faculty positions, all faculty
recruitments are begun with a job announcement that clearly contains the teaching duties,
knowledge and expertise expected, and the minimum qualifications for the discipline,
adopted by the Board of Governors and published in Minimum Qualifications for Faculty &
Administrators in California Community Colleges. (Job Announcements III.A.10) Applicants
who do not meet these minimum qualifications are instructed to request that their application
be evaluated for equivalency, a process developed by the Academic Senate, in consultation
with the HR staff, and approved by the Hartnell Board of Trustees. (III.A.6) (III.A.7)
Hartnell‘s Academic Senate recently rewrote its equivalency process and received Board
approval in the spring of 2011.
Over the last few years, both the Academic Senate and the Human Resources staff expressed
concern that the equivalency process had been unevenly interpreted, depending, it seemed,
on how urgent the college‘s need for adjunct faculty was. Thus, the new process gives more
guidance on how to evaluate equivalency; requires the applicant to identify whether the
equivalency is sought for the degree requirement, the education requirement, or the
experience requirement; requires that the committee clearly document its reasons for
approving or denying equivalency status; requires a faculty subject area expert on the
committee; and works with the HR staff as a resource. Part of the new process was an
agreement to re-evaluate all current adjunct faculty who were teaching under equivalency.
Several adjuncts were denied equivalency under the clearer standards.
For all hires, a screening committee is established early on in the process to ensure members‘
participation in all aspects of the hiring process. The make-up of the screening committee
differs depending on the type of hire, but normally consists of a department administrator,
faculty members, classified staff members, and a student representative. The faculty
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