SEARCH SELECTION PROCEDURES FOR ADMINISTRATIVE/PROFESSIONAL POSITIONS

In accordance with College Policy 210, the following procedures shall be used for the selection of Administrative/Professional staff.

1. The general responsibility for the search lies with the Vice President in whose area the administrative/professional position is assigned.  The Vice President shall consult with the Director of Human Resources or designee to determine if the search will be conducted by regular recruitment or internal recruitment.
2. The administrative hiring supervisor shall work with the Director of Human Resources or designee to develop a search plan which is tailored to the needs of the particular position, detailing the composition and size of the Search Committee, the recruitment period, the anticipated date of hire, etc.
3. An announcement of Administrative/Professional Staff Opening shall be prepared.  This announcement will include a position description, basic qualifications, salary and application procedures and deadline.  The announcement shall specify required and desirable qualifications.  Required qualifications shall include the basic qualifications necessary to perform the duties of the position in a satisfactory manner.
4. The announcement shall be shared with the College's Equal Employment Opportunity Officer or designee.  The Equal Employment Opportunity Officer or designee shall thereafter monitor the entire search process to insure compliance with all Affirmative Action/Equal Opportunity Guidelines.  "The College of Lake County acknowledges its obligation to adhere to the letter and the spirit of applicable statues and regulation prohibiting discrimination in employment". (College Policy 210)
5. Recruitment
   1. Internal Recruitment:  The Human Resources Office shall insure the announcement is posted on designated College bulletin boards prior to the established deadline date, for a minimum of five (5) days.  The announcement shall be clearly identified as "internal recruitment."  All recruitment and promotion procedures as outlined in the College Internal Recruitment and promotion procedures shall be followed.
   2. Regular Recruitment:  The announcement shall be distributed by the Human Resources Office to appropriate media and college placement offices as well as the appropriate Human Resources bulletin boards or throughout the College.  Persons seeking to apply from within the College shall follow the same application procedures as external applicants.  No bias shall be extended in either way.
6. All regular recruitment shall take into consideration the following channels to encourage the application of minority candidates:
   1. The use of minority agencies (e.g., Lake County Urban League)
   2. The notification of colleges and universities with strong minority contacts and/or minority enrollments.
   3. The placement of advertisements in minority newspapers and other publications
   4. The notification of community clubs and organizations whose membership or purposes facilitates minority recruitment.
7. Applications, resumes, official transcripts, CLC applications and credentials shall be collected and maintained by the Human Resources Office until the established application date.
8. Immediately following the search's advertised deadline, a representative of the Human Resources Office shall provide information to the hiring Vice President relative to the overall applicant response and diversity of the applicant pool.  The search deadline may be extended if there is insufficient applicant response or if the pool lacks a sufficient number of applicants from under represented groups.
9. Applications shall consist of a minimum of a resume to be eligible for review by the Search Committee.  Applicants must submit a completed application, as defined by the announcement of the Administrative/Professional Staff Opening, to be eligible for interview.  An offer of employment shall not be made to any applicant unless the candidate has provided official transcripts conferring degree.
10. Applications shall be reviewed by the administrative hiring supervisor or designee and a Search Committee of at least three (3) staff members.  The administrator of the area may participate on the committee.  In addition, an Equal Employment Opportunity representative shall serve on the search committee.  This committee normally shall include representation of colleagues supervised by the administrator to be hired and other administrators/professionals with whom he/she will work.  In the case of a search involving an administrator who directly supervises faculty (such as division deans, director of counseling, director of nursing education, director of adult education, etc.), if possible, 50% or more of the committee will be comprised of full-time faculty. All search committee members are required to attend a Human Resources Office search committee training program to be eligible to serve.  Prior to determining the candidates to interview, the search committee will meet with the supervisor to discuss preferred numbers of interviewees and to clarify any expectations that the supervisor may have about the position.
11. The Search Committee for an administrative position under regular recruitment at the Director, Dean or Vice President level shall include a student member, when available.  The Student Senate shall identify a pool of student search committee members at the beginning of each semester.  All student search committee members are required to attend a Human Resources Office search committee training program to be eligible to serve.  The Assistant Director of Human Resources shall notify the Director of Student Activities of the formation of an administrative search committee.  The recommended student search committee member shall be provided to the Human Resources Office by an agreed upon date.
12. All search committee members shall review the Administrative/Professional Search Procedures.  The functions of the Search Committee are to:
    1. Review all applications on the basis of criteria outlined by the Position announcement
    2. Select candidates to interview.  If, after reviewing the applications, there are concerns about too many or too few candidates to interview, the search committee and supervisor will meet to discuss the number of persons to be interviewed
    3. Conduct the interview process, using interview forms for the recording of individual evaluations.
    4. Evaluate all interviewed candidates in terms of strengths and weaknesses and submit written summaries to the appropriate Vice President.  The committee will provide a written summary for the appropriate vice president in terms of strengths and weaknesses for all candidates interviewed.  The written summary will designate which candidates are acceptable to the committee.  Committee members will have the opportunity to review and sign the summary.
13. During the interview, arrangements may be made (e.g., coffee hour) to allow candidates to meet with other staff members who are directly concerned with the administrative/professional position.
14. The Vice President shall review application files of the interviewed candidates and the search committee evaluation files before making a recommendation to the President.  In addition, the Vice President shall review the reference information which has been collected by the Director of Human Resources or designee with respect to identified finalists.  If the Vice President is unable to make a recommendation from the list of candidates acceptable to the search committee, he or she will meet with the search committee to expand the list of acceptable candidates to reopen the search. The Vice President shall insure that credentials of the recommended candidates are verified.
15. The President shall review the candidates for appointment prior to presenting a recommendation to the Board of Trustees.
16. The Director of Human Resources or designee shall extend and/or confirm offers of employment in writing with prospective employees.
17. Remaining candidates shall be notified by the Human Resources Office of the final selection.