Accreditation - Hartnell College!!

Institutional Self Evaluation – 12-05-12
weekly meetings of the Executive Cabinet. The discussion may be initiated by area vice
presidents by requesting that a position be modified, left vacant, or filled, or the discussion
may be initiated by the associate vice president of HR, who may have discussed the needs in
regular meetings she holds with the classified staff leadership. The cabinet then considers the
requests in the context of the budget, the college‘s mission and goals, and the college‘s
resources.
If the position is in a bargaining unit, the District will notify the union soon after a decision is
made to leave a position vacant or to fill it. The District follows all requirements of labor law
with regard to negotiating the effects of staffing decisions. In fact, these decisions are rarely a
surprise to the union, as the conversations about staffing with the bargaining units are
ongoing.
For custodial and maintenance staff, the college has applied a standard square footage
formula to determine work load ration and staffing needs. Over the period of study, the
college opened a significant new technology center with three joined buildings on its Alisal
Campus. The college added a utility custodian position to accommodate this additional work.
The work load was mitigated by the closure of the technology building on Main Campus.
SUFFIENCY OF ADMINISTRATORS
The management staff took the largest cut to its numbers in 2008, and with slight fluctuations
to its numbers since then, remains at 79% of its former size. During that time, the college has
increased, rather than decreased, the work that it does, and this has been accomplished
mainly by administrators taking on additional responsibilities. These reductions have forced
the college to carefully attend to priorities and the need for more efficient systems and
processes.
The administrators are an extremely competent, experienced group. Although there has been
quite a bit of turnover among the senior administrators, the group as a whole has been stable
and represents many years of experience at the college. More than a quarter of administrators
have extremely long longevity at the college with more than 20 years each. Among the
cabinet members, though, only two have been at the college for more than six years (one of
those for 29 years) and only one has held a vice president position for longer than four.
Nevertheless, that group represents excellent broad-based experience and high-level technical
expertise.
When the new superintendent/president began his job in July 2012, he was immediately
faced with carrying out a few key staffing decisions that were not popular, but were
necessitated by budget concerns, the 50% law, and the faculty obligation number. He
committed to stabilize the administrative structure within his first year, and within his first
four months had developed a plan for doing so.
The current process to fill a management position follows that described above for classified
staff, except at the point where the cabinet determines to fill a position, that decision is then
taken to the Resource Allocation Committee as a recommendation to approve the position.
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