Common use of Committee Chair Clause in Contracts

Committee Chair.  The Search Committee will select a faculty member from its membership to chair the committee;  Implement all procedures under “Search Committee Responsibilities”;  Notify the EEO/Recruitment Coordinator, or designee, Academic Senate President, and the appropriate Discipline Administrator of the composition of the Search Committee;  Ensure application, screening, and interview materials are returned to the college Human Resources office;  Represent the Search Committee as a member of the Selection Committee. EEO/Recruitment Coordinator or Designee  Review the role of the Search Committee.  Provide the Search Committee with screening and selection instructions as described in these procedures.  Ensure the Search Committee reviews and complies with the guidelines established in the District EEO Policy and Plan (BP 3420).  Contact the District Office of Human Resources for the name of any District full-time faculty member who has requested a transfer according to the Agreement between CFE and CCCD.  Coordinate and arrange for candidate interviews;  Make arrangements for all Search Committee meetings and schedule meeting times convenient for the majority of committee members with particular sensitivity to faculty teaching schedules; Search Committee  The Search Committee shall elect its chair at the first meeting.  Search Committee members shall: o Commit to the time required to complete the entire process. o Attend all meetings and interviews. If a Search Committee member is unable to attend a scheduled meeting, he/she shall not have any further involvement with the search process. o Review, understand, and comply with the District EEO Policy and Plan (BP 3420). o Familiarize himself/herself with the search process. o Meet with the EEO/Recruitment Coordinator, or designee, before the screening of applicants to review the EEO procedures that are outlined in the District EEO Policy and Plan (BP 3420). o Review and approve the job announcement previously developed in the program review process. o Develop application screening criteria that will be reviewed by the EEO/Recruitment Coordinator, or designee. The EEO/Recruitment Coordinator, or designee, and the Search Committee Chair will discuss and agree upon any changes to the application screening criteria. o From the job announcement, develop interview questions that will be reviewed by the EEO/Recruitment Coordinator, or designee. The Search Committee is encouraged to also consider demonstrations, a writing sample, or alternative forms of evaluation. o Interview current full-time District faculty members who have requested a transfer according to the Agreement between the CFE and CCCD. Search Process Orientation and EEO Training The Search Committee will meet with the District’s EEO/Recruitment Coordinator or designee before the screening of applicants to review the EEO procedures, which are outlined in the District EEO Plan. The Search Committee will review, understand, and comply with the District EEO Policy and Plan. Each Search Committee member will sign a Conflict of Interest and Confidentiality Statement. Screening Criteria and Applicant Screening The committee will develop application screening criteria and rubrics, which will be reviewed by the EEO/Recruitment Coordinator, or designee, and complete screening forms. The Search Committee will conduct a review of Minimum Qualifications. Applications for Equivalency will be processed in accordance with adopted Equivalency Procedures to determine whether or not applicants meet the Minimum Qualifications. The Search Committee will evaluate candidates who meet the Minimum Qualifications and perform an independent evaluation of any desirable qualifications and/or additional required qualifications. Candidates will be ranked on the basis of established screening criteria and rubrics. The Search Committee shall meet to discuss candidates, resolve any discrepancies, and determine candidates to be interviewed. Candidate Evaluation Committee members will not discuss ratings, rankings, or recommendations of candidates until all evaluations have been completed by each committee member. Following the independent evaluation, the committee will discuss the ratings and evaluate the merits of the candidates to determine if there is an adequate pool of qualified candidates with which to proceed to the interview phase. If yes, the committee will determine which candidates to invite for interview. Initial Interview Process  All approved questions will be asked of each candidate.  Each approved question will be posed by a member of the Search Committee.  The same amount of time will be scheduled for each candidate.  Consistency will be maintained during the interview process for valid comparison.  All Search Committee members will make written comments for each response on the interview form.  All Search Committee members will evaluate candidates according to the approved interview criteria.  The Search Committee will select a minimum of three preferred candidates. At the conclusion of the initial interviews, all interview materials, along with the names of three preferred candidates, will be forwarded to the District's EEO/Recruitment Coordinator, or designee. In the event there are not a minimum of three preferred candidates, the Committee Chair and Discipline Administrator will meet with the Search Committee to discuss and explore alternatives. Alternatives would include (a) an agreement between the Discipline Administrator and Search Committee, based on additional or clarifying information from the Discipline Administrator, that the committee will re-evaluate the current pool for possible continuation of the process; (b) a determination of the need for a new search; or (c) a determination to discontinue the process and defer reopening for a period of time. If the committee and the Discipline Administrator do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources will be consulted and assist in making the final determination. At the conclusion of each step of the search process, the EEO/Recruitment Coordinator, or designee, will review the recommendations of the Search Committee to ensure there is no adverse impact to monitored groups. A disparity identified in a given screening or selection process will not constitute adverse impact if the numbers involved are too small to permit a meaningful comparison. If an adverse impact exists, the committee will meet to discuss and explore alternatives. Alternatives would include (a) an agreement, based on additional or clarifying information from the EEO/Recruitment Coordinator, that the committee will re-evaluate the current pool for possible continuation of the process in a manner that removes the adverse impact; (b) a determination of the need for a new search with additional advertising efforts; or (c) a determination to discontinue the process and defer reopening for a period of time. If the committee, the Discipline Administrator, and the EEO/Recruitment Coordinator do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources will be consulted and assist in making the final determination. Selection

Committee Chair.  The Search Committee will select a faculty member from its membership to chair the committee;  . Responsibilities include: • Implement all procedures under “Search Committee Responsibilities”;  • Notify the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, Academic Senate President, and the appropriate Discipline Administrator Hiring Manager of the composition of the Search Committee;  • Ensure application, screening, and interview materials are returned to the college campus Human Resources office;  and • Represent the Search Committee as a member of the Selection Committee. EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative or Designee  • Review the role of the Search Committee.  • Provide the Search Committee with screening and selection instructions as described in these procedures.  • Ensure the Search Committee reviews and complies with the guidelines established in the District EEO Policy and Plan (BP 3420).  Contact • Coordinate with the District Office of Human Resources for the name of regarding any District full-time faculty member who has requested a transfer according to the Agreement between CFE and CCCD.  • Coordinate and arrange for candidate interviews;  and • Make arrangements for all Search Committee meetings and schedule meeting times convenient for the majority of committee members with particular sensitivity to faculty teaching schedules; . Search Committee  • The Search Committee shall elect its chair at the first meeting.  • Search Committee members shall: o Commit to the time required to complete the entire process. o Attend all meetings and interviews. If a Search Committee member is unable to attend a scheduled meeting, he/she they shall not have any further involvement with the search process. o Review, understand, and comply with the District EEO Policy and Plan (BP 3420). o Familiarize himself/herself themselves with the search process. o Meet with the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, before the screening of applicants to review the EEO procedures that are outlined in the District EEO Policy and Plan (BP 3420). o Complete the EEO training within two years prior to the start of the recruitment. o Review and approve the job announcement previously developed in the program review processannouncement. o Develop application screening criteria that will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. The EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, and the Search Committee Chair will discuss and agree upon any changes to the application screening criteria. o From the job announcement, develop interview questions that will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. The Search Committee is encouraged to also consider demonstrations, a writing sample, or alternative forms of evaluation. o Interview current full-time District faculty members who have requested a transfer according to the Agreement between the CFE and CCCD. Search Process Orientation and EEO Training All Search Committee members are required to complete the District’s EEO training within two years before the start of the recruitment process. The Search Committee will meet with the District’s EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative, or designee before the screening of applicants to review the EEO procedures, which are outlined in the District EEO Plan. The Search Committee will review, understand, and comply with the District EEO Policy and Plan. Each Search Committee member will sign a Conflict of Interest and Confidentiality Statement. Screening Criteria and Applicant Screening The committee will develop application screening criteria and rubrics, which will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, and complete screening formsapplicant screening. The Search Committee will conduct a review of Minimum Qualifications. Applications for Equivalency will be processed in accordance with adopted Equivalency Procedures to determine whether or not applicants meet the Minimum QualificationsProcedures. The Search Committee will evaluate candidates who meet the Minimum Qualifications or have been granted Equivalency and perform an independent evaluation of any desirable qualifications and/or additional required qualifications. Candidates will be ranked on the basis of established screening criteria and rubrics. The Search Committee shall meet to discuss candidates, resolve any discrepancies, and determine candidates to be interviewed. Candidate Evaluation Committee members will not discuss ratings, rankings, or recommendations of candidates until all evaluations have been completed by each committee member. Following the independent evaluation, the committee will discuss the ratings and evaluate the merits of the candidates to determine if there is an adequate pool of qualified candidates with which to proceed to the interview phase. If yes, the committee will determine which candidates to invite for interview. Initial Interview Process  • All approved questions will be asked of each candidate.  • Each approved question will be posed by a member of the Search Committee.  • The same amount of time will be scheduled for each candidate.  • Consistency will be maintained during the interview process for valid comparison.  • All Search Committee members will make written comments for each response on the interview form.  • All Search Committee members will evaluate candidates according to the approved interview criteria.  • The Search Committee will select a minimum of three preferred candidates. If the Committee does not select three candidates to move forward in the recruitment process, they must consult with the College President or designee. At the conclusion of the initial interviews, all interview materials, along with the names of three preferred candidates, will be forwarded to the District's EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. In the event there are not a minimum of three preferred candidates, the Committee Chair and Discipline Administrator Hiring Manager will meet with the Search Committee to discuss and explore alternatives. Alternatives would may include (a) an agreement between the Discipline Administrator Hiring Manager and Search Committee, based on additional or clarifying information from the Discipline AdministratorHiring Manager, that the committee will re-evaluate the current pool for possible continuation of the processadditional candidates; (b) a determination of the need for a new search; or (c) a determination to discontinue the process and defer reopening for a period of time; or (d) an agreement to move only the selected candidates forward. If the committee and the Discipline Administrator Hiring Manager do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources College President or designee will be consulted and assist in making the final determination. At the conclusion of each step of the search process, the EEOHuman Resources Coordinator/Recruitment Coordinator, or EEO Representativeor designee, will review the recommendations of the Search Committee to ensure there is no adverse impact to monitored disproportionately impacted groups. A disparity identified in a given screening or selection process will not constitute adverse impact if the numbers involved are too small to permit a meaningful comparison. If When an adverse impact exists, the committee will meet to discuss and explore alternatives. Alternatives would include (a) an agreement, based on additional or clarifying information from the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, , that the committee will re-evaluate the current pool for possible continuation of the process in a manner that removes the adverse impact; (b) a determination of the need for a new search with additional advertising efforts; or (c) a determination to discontinue the process and defer reopening for a period of time. If the committee, the Discipline AdministratorHiring Manager, and the EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources or designee will be consulted and assist in making the final determination. Selection

Committee Chair.  The Search Committee will select a faculty member from its membership to chair the committee; , and to:  Implement all procedures under “Search Committee Responsibilities”;  Notify the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, Academic Senate President, and the appropriate Discipline Administrator Hiring Manager of the composition of the Search Committee;  Ensure application, screening, and interview materials are returned to the college College Human Resources office; and  Represent the Search Committee as a member of the Selection Committee. EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative or Designee shall:  Review the role of the Search Committee. ;  Provide the Search Committee with screening and selection instructions as described in these procedures. ;  Ensure that the Search Committee reviews and complies with the guidelines established in the District EEO Policy and Plan (BP 3420). ;  Contact Coordinate with the District Office of Human Resources for the name of regarding any District full-time faculty member who has requested a transfer according to the Agreement between CFE and CCCD. the District;  Coordinate and arrange for candidate interviews; and  Make arrangements for all Search Committee meetings and schedule meeting times convenient for the majority of committee members with particular sensitivity to faculty teaching schedules; . Search Committee  The Search Committee shall elect its chair at the first meeting.  Search Committee members shall: o Commit to the time required to complete the entire process. ; o Attend all meetings and interviews. If a Search Committee member is unable to attend a scheduled meeting, he/she they shall not have any further involvement with the search process. ; o Review, understand, and comply with the District EEO Policy and Plan (BP 3420). ; o Familiarize himself/herself themselves with the search process. ; o Meet with the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, before the screening of applicants to review the EEO procedures that are outlined in the District EEO Policy and Plan (BP 3420). ; o Complete the EEO training within two years prior to the start of the recruitment; o Review and approve the job announcement previously developed in the program review process. announcement; o Develop application screening criteria that will be reviewed by the EEOHuman Resources Coordinator/Recruitment Coordinator, EEO Representative or designee. The EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, and the Search Committee Chair will discuss and agree upon any changes to the application screening criteria. ; o From the job announcement, develop interview questions that will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. The Search Committee is encouraged to also consider demonstrations, a writing sample, or alternative forms of evaluation. ; o Interview current full-time District faculty members who have requested a transfer according to the Agreement between the CFE and CCCDthe District. Search Process Orientation and EEO Training All Search Committee members are required to complete the District’s EEO training within two years before the start of the recruitment process. The Search Committee will meet with the District’s EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative, or designee before the screening of applicants to review the EEO procedures, procedures which are outlined in the District EEO Plan. The Search Committee will review, understand, and comply with the District EEO Policy and Plan. Each Search Committee member will sign a Conflict of Interest and Confidentiality Statement. Screening Criteria and Applicant Screening The committee Search Committee will develop application screening criteria and rubrics, rubrics which will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, and complete screening formsapplicant screening. The Search Committee will conduct a review of Minimum Qualifications. Applications for Equivalency will be processed in accordance with adopted Equivalency Procedures to determine whether or not applicants meet the Minimum QualificationsProcedures. The Search Committee will evaluate candidates who meet the Minimum Qualifications or have been granted Equivalency and perform an independent evaluation of any desirable qualifications and/or additional required qualifications. Candidates will be ranked on the basis of established screening criteria and rubrics. The Search Committee shall meet to discuss candidates, resolve any discrepancies, and determine candidates to be interviewed. Candidate Evaluation Search Committee members will not discuss ratings, rankings, or recommendations of candidates until all evaluations have been completed by each committee member. Following the independent evaluation, the committee Committee will discuss the ratings and evaluate the merits of the candidates to determine if there is an adequate pool of qualified candidates with which to proceed to the interview phase. If yes, the committee Committee will determine which candidates to invite for interview. Initial Interview Process  All approved questions will be asked of each candidate.  Each approved question will be posed by a member of the Search Committee.  The same amount of time will be scheduled for each candidate.  Consistency will be maintained during the interview process for valid comparison.  All Search Committee members will make written comments for each response on the interview form.  All Search Committee members will evaluate candidates according to the approved interview criteria.  The Search Committee will select a minimum of three preferred candidates. If the Committee is unable to select a minimum of three candidates to move forward in the recruitment process, they must consult with the College President or designee. At the conclusion of the initial interviews, all interview materials, along with the names of three preferred candidates, will be forwarded to the District's EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. In the event that there are is not a minimum of three preferred candidates, the Committee Chair and Discipline Administrator Hiring Manager will meet with the Search Committee to discuss and explore alternatives. Alternatives would may include (a) an agreement between the Discipline Administrator Hiring Manager and Search Committee, based on additional or clarifying information from the Discipline AdministratorHiring Manager, that the committee will re-evaluate the current pool for possible continuation of the processadditional candidates; (b) a determination of the need for a new search; or (c) a determination to discontinue the process and defer reopening for a period of time; or (d) an agreement to move only the selected candidates forward. If the committee and the Discipline Administrator Hiring Manager do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources College President or designee will be consulted and assist in making the final determination. At the conclusion of each step of the search process, the EEOHuman Resources Coordinator/Recruitment Coordinator, EEO Representative or designee, designee will review the recommendations of the Search Committee to ensure that there is no adverse impact to monitored disproportionately impacted groups. A disparity identified in a given screening or selection process will not constitute adverse impact if the numbers involved are too small to permit a meaningful comparison. If When an adverse impact exists, the committee Committee will meet to discuss and explore alternatives. Alternatives would include (a) an agreement, based on additional or clarifying information from the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, that the committee Committee will re-evaluate the current pool for possible continuation of the process in a manner that removes the adverse impact; (b) a determination of the need for a new search with additional advertising efforts; or (c) a determination to discontinue the process and defer reopening for a period of time. If the committeeCommittee, the Discipline AdministratorHiring Manager, and the EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources or designee will be consulted and assist in making the final determination. Selection

Committee Chair.  The Search Committee will select a faculty member from its membership to chair the committee;  . Responsibilities include: • Implement all procedures under “Search Committee Responsibilities”;  • Notify the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, Academic Senate President, and the appropriate Discipline Administrator Hiring Manager of the composition of the Search Committee;  • Ensure application, screening, and interview materials are returned to the college College Human Resources office;  and • Represent the Search Committee as a member of the Selection Committee. EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative or Designee  • Review the role of the Search Committee.  ; • Provide the Search Committee with screening and selection instructions as described in these procedures.  ; • Ensure the Search Committee reviews and complies with the guidelines established in the District EEO Policy and Plan (BP 3420).  Contact ; • Coordinate with the District Office of Human Resources for the name of regarding any District full-time faculty member who has requested a transfer according to the Agreement between CFE and CCCD.  ; • Coordinate and arrange for candidate interviews;  and • Make arrangements for all Search Committee meetings and schedule meeting times convenient for the majority of committee members with particular sensitivity to faculty teaching schedules; . Search Committee  • The Search Committee shall elect its chair at the first meeting.  • Search Committee members shall: o Commit to the time required to complete the entire process. ; o Attend all meetings and interviews. If a Search Committee member is unable to attend a scheduled meeting, he/she they shall not have any further involvement with the search process. ; o Review, understand, and comply with the District EEO Policy and Plan (BP 3420). ; o Familiarize himself/herself themselves with the search process. ; o Meet with the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, before the screening of applicants to review the EEO procedures that are outlined in the District EEO Policy and Plan (BP 3420). ; o Complete the EEO training within two years prior to the start of the recruitment; o Review and approve the job announcement previously developed in the program review process. announcement; o Develop application screening criteria that will be reviewed by the EEOHuman Resources Coordinator/Recruitment Coordinator, or EEO Representativeor designee. The EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, and the Search Committee Chair will discuss and agree upon any changes to the application screening criteria. ; o From the job announcement, develop interview questions that will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. The Search Committee is encouraged to also consider demonstrations, a writing sample, or alternative forms of evaluation. ; o Interview current full-time District faculty members who have requested a transfer according to the Agreement between the CFE and CCCD. Search Process Orientation and EEO Training All Search Committee members are required to complete the District’s EEO training within two years before the start of the recruitment process. The Search Committee will meet with the District’s EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative, or designee before the screening of applicants to review the EEO procedures, which are outlined in the District EEO Plan. The Search Committee will review, understand, and comply with the District EEO Policy and Plan. Each Search Committee member will sign a Conflict of Interest and Confidentiality Statement. Screening Criteria and Applicant Screening The committee will develop application screening criteria and rubrics, which will be reviewed by the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee, and complete screening formsapplicant screening. The Search Committee will conduct a review of Minimum Qualifications. Applications for Equivalency will be processed in accordance with adopted Equivalency Procedures to determine whether or not applicants meet the Minimum QualificationsProcedures. The Search Committee will evaluate candidates who meet the Minimum Qualifications or have been granted Equivalency and perform an independent evaluation of any desirable qualifications and/or additional required qualifications. Candidates will be ranked on the basis of established screening criteria and rubrics. The Search Committee shall meet to discuss candidates, resolve any discrepancies, and determine candidates to be interviewed. Candidate Evaluation Committee members will not discuss ratings, rankings, or recommendations of candidates until all evaluations have been completed by each committee member. Following the independent evaluation, the committee will discuss the ratings and evaluate the merits of the candidates to determine if there is an adequate pool of qualified candidates with which to proceed to the interview phase. If yes, the committee will determine which candidates to invite for interview. Initial Interview Process  • All approved questions will be asked of each candidate.  • Each approved question will be posed by a member of the Search Committee.  • The same amount of time will be scheduled for each candidate.  • Consistency will be maintained during the interview process for valid comparison.  • All Search Committee members will make written comments for each response on the interview form.  • All Search Committee members will evaluate candidates according to the approved interview criteria.  • The Search Committee will select a minimum of three preferred candidates. If the Committee does not select three candidates to move forward in the recruitment process, they must consult with the College President or designee. At the conclusion of the initial interviews, all interview materials, along with the names of three preferred candidates, will be forwarded to the District's EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, or designee. In the event there are not a minimum of three preferred candidates, the Committee Chair and Discipline Administrator Hiring Manager will meet with the Search Committee to discuss and explore alternatives. Alternatives would may include (a) an agreement between the Discipline Administrator Hiring Manager and Search Committee, based on additional or clarifying information from the Discipline AdministratorHiring Manager, that the committee will re-evaluate the current pool for possible continuation of the processadditional candidates; (b) a determination of the need for a new search; or (c) a determination to discontinue the process and defer reopening for a period of time; or (d) an agreement to move only the selected candidates forward. If the committee and the Discipline Administrator Hiring Manager do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources College President or designee will be consulted and assist in making the final determination. At the conclusion of each step of the search process, the EEOHuman Resources Coordinator/Recruitment Coordinator, or EEO Representativeor designee, will review the recommendations of the Search Committee to ensure there is no adverse impact to monitored disproportionately impacted groups. A disparity identified in a given screening or selection process will not constitute adverse impact if the numbers involved are too small to permit a meaningful comparison. If When an adverse impact exists, the committee will meet to discuss and explore alternatives. Alternatives would include (a) an agreement, based on additional or clarifying information from the EEOHuman Resources Coordinator/Recruitment CoordinatorEEO Representative, , that the committee will re-evaluate the current pool for possible continuation of the process in a manner that removes the adverse impact; (b) a determination of the need for a new search with additional advertising efforts; or (c) a determination to discontinue the process and defer reopening for a period of time. If the committee, the Discipline AdministratorHiring Manager, and the EEOHuman Resources Coordinator/Recruitment Coordinator EEO Representative do not reach an agreement on how best to proceed, the Vice Chancellor of Human Resources or designee will be consulted and assist in making the final determination. Selection