SEARCH SELECTION PROCEDURES FOR FACULTY POSITIONS

In accordance with College Policy 301, the following procedures shall be used for the selection of Faculty.

1. The general responsibility for the search lies with the vice president of the area to which the faculty member will report.  The appropriate vice president shall consult with the Director of Human Resources and the Equal Employment Opportunity Officer to determine if the search will be conducted by regular recruitment or internal recruitment. The College's affirmative action hiring goals shall be a major factor in determining whether an internal search shall be conducted.
2. The administrative hiring supervisor shall work with the Director of Human Resources (or designee) and the Equal Employment Opportunity Officer 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 Faculty Opening shall be prepared.  This announcement will include a position description, qualifications, salary, and application 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.  The Equal Employment Opportunity Officer and the Director of Human Resources 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 statutes and regulations prohibiting discrimination in employment." (College Policy 301)
5. Recruitment
   1. Internal Recruitment:  The Human Resources Office shall insure that the announcement is posted on designated College bulletin boards.  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 except that part-time faculty shall be eligible to apply for vacancies posted as "internal search". "Internal recruitment" shall be defined as a search where the announcement of Faculty Opening is posted on the human resources bulletin board and on campus- wide bulletin boards.  For the purpose of faculty search and selection, part-time faculty shall be eligible to apply for vacancies posted as "internal searches".
   2. Regular Recruitment:  The announcement shall be distributed by the Human Resources Office to appropriate media and college placement offices as well as internally 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 identify 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 purpose facilitates minority recruitment.
7. Letters of interest, 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 underrepresented groups.
9. Applications must consist of a minimum of a completed application form and resume to be eligible for review by the Search Committee.  Applicants must submit a completed application, as defined by the announcement of Faculty 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(s).
10. Prior to each search, the appropriate vice president shall charge the appropriate dean or director with responsibility for ensuring that the College's diversity efforts are communicated to all search committee members.
11. Applications shall be reviewed by the administrative hiring supervisor and a Search Committee of at least three (3) members.  This committee normally shall include staff members who will be directly involved with the faculty member to be hired.  If possible, 50% or more of the committee will be comprised of full-time faculty.  The administrator of the area may participate on the committee.  In addition, an Equal Employment Opportunity representative shall serve on the search committee.  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 hiring supervisor to discuss preferred numbers of interviewees and to clarify any expectations that the supervisor may have about the position.
12. The search committee for a faculty position may include a student member.  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 a faculty search committee.  The recommended student search committee member shall be provided to the Human Resources Office by an agreed upon date.
13. All committee shall review a copy of the Faculty Search Procedures.  The functions of the search committee are as follows:
    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 in accordance with College Policy 350 and the administrative procedure for oral English language proficiency, using interview forms for the recording of individual evaluations.  Candidates may be required to make an educational or teaching presentation as a part of the screening process.
    4. Evaluate all interviewed candidates in terms of strengths and weaknesses and submit written summaries to the appropriate dean or director, who, in turn, submit the summaries and a recommendation to the appropriate vice president.  The committee will provide a 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.
14. The appropriate vice president shall review the application files of the interviewed candidates and the recommendation of the appropriate associate dean, dean or director before making his/her recommendation to the President.  In addition, the vice president shall review the reference information collected for identified finalists by the Director of Human Resources or designee.  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 or to reopen the search.  The vice president shall insure that credentials of the recommended candidates are appropriate and verified.
15. The President shall review the candidate for appointment prior to presenting a recommendation for employment 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.