Accreditation - Hartnell College!!

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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 Page 190
Institutional Self Evaluation – 12-05-12 committee members are appointed by the Academic Senate and the student member is appointed by ASHC. For classified staff hires, the classified representatives are appointed by the appropriate union. The Associate Vice President of Human Resources may make additional appointments to create a more balanced committee. All members of the employment screening committee must be trained in equal employment principles and laws. Applications are initially screened by the HR Specialist for minimum qualifications, as written in the job announcements. Applications that are incomplete or that clearly do not meet minimum qualifications are screened out and not forwarded to the committee. Those excluded applications are reviewed by a member of the committee or the head of the HR Office for quality control purposes. HIRING OF FULL-TIME FACULTY The faculty selection process normally takes about five or six months. It relies heavily on the participation and expertise of Hartnell‘s faculty. Screening committees comprise a department administrator, three faculty members, one of whom is outside the department, and a student. The Academic Senate appoints the faculty members after consulting with the discipline faculty. If there is no area expert on faculty, an expert from outside the institution is invited to sit on the committee. A classified staff member may be appointed to the committee. Prior to participating in the screening, and after being trained in equal employment opportunity requirements, committee members decide on interview questions, what kind of teaching demonstration to request, and benchmark definitions and screening criteria (in accordance with the job announcement). Faculty applicants who do not meet minimum qualifications are instructed to request an equivalency determination, and directed to an additional application form for that purpose. Only those applicants whose qualifications are deemed equivalent are forwarded to the screening committee. Applicants must list all teaching and occupational experience during the last 15 years, must list four professional references, and must submit transcripts verifying required degrees and educational attainment. In accordance with Board Policy 5005, all U.S. degrees and/or coursework must be from institutions accredited by one of the six regional accrediting associations of the U.S. Department of Education. Foreign degrees and coursework must be evaluated by a member organization of the National Association of Credential Evaluation Services. The degrees earned by faculty and administrators are listed in the college Catalog. (III.A.8) Each candidate invited for an interview must present a teaching demonstration on a topic designated by the discipline faculty on the screening panel. The candidates selected for interview are informed of the subject and time allowed for the teaching demonstration. The screening panel judges the candidate‘s instructional technique, communication skills, and knowledge of the subject matter during the interview. Based on the applications and interviews, the committee selects up to three final candidates to forward to the superintendent/president for final interviews. Faculty are selected based on their subject Page 191
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BSI Improvement (%) Institutional S
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Approximately $9.7 million or 21% o
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The college meets this standard. Pl
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levels that support the college’s
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III.D.1.b Institutional planning re
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Assumptions are reviewed during the
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The institutional planning and asse
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The audit report includes a managem
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financial decision making process i
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III.D.3.a The institution has suffi
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and restricted funds; and to demons
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Planning Agenda None. III.D.3.d The
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III.D.3.g Contractual agreements wi
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III.D.4 Financial resource planning
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Standard III D: Evidence III.D.1 Ha
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Accreditation - Hartnell College!!

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