Common use of Screening Process Clause in Contracts

Screening Process. A. Prescreening 1. Every attempt will be made by the EEO and Human Resources to obtain a diverse applicant pool. 2. Human Resources will screen for all required materials, which include the application form, the applicable degree transcripts and the resume. The office will also prescreen the applications for all minimum qualifications, contingent upon funding and staffing. Human Resources will notify the chair that the completed when the applications have been screened and are ready for committee review. packets on individual applicants who meet the minimum qualifications are available for screening. 3. EEO or designee will analyze the composition of the applicant pool to ensure that any failure to obtain projected representation for any monitored group is not due to discriminatory recruitment procedures. If the EEO identifies problems with the recruitment process that result in an adverse impact, the EEO will meet with the screening committee and the Vice President of Human Resources and shall take effective steps to address them. B. Timelines for Review of Applications 1. Human Resources will normally forward applicant pools to the EEO or designee within 7 working days of the end of the advertising period. 2. The EEO will have 5 working days to review the diversity of the applicant pool and, if approved, forward the applications to the screening committee. In the absence of the EEO, the Vice President of Human Resources will make the determination. 3. All committee members must review the applications before the meeting to select the interviewees. 4. The committee will agree as to which candidates to interview and schedule interviews (according to the job announcement) in a timely manner, not to exceed 1 month after the applications become available for review. 5. The chair or representative will contact the candidates to be interviewed. Inquiry shall be made to determine Iif the candidate requires accommodation,s then the candidate should fill out the online accommodations request form and a representative from Human Resources will contact the candidate to make arrangements. related to a disability. If necessary, consultation regarding accommodation arrangements may be made with the Special Resource Center. Examples of accommodations may include wheelchair access, American Sign Language interpreter, access technology or materials in an alternate print format. C. Evaluation of Candidates 1. Screening committee members must be present for all interviews to participate in the committee decision. 2. Committee members will document the screening/interview/evaluation process as specified by Human Resources. 3. Evaluation of the candidates may be based on: a. knowledge of subject area b. communication ability (written and verbal as applicable) c. ability to stimulate interest in the discipline among community college students d. teaching ability e. ability to work with students of widely diverse backgrounds and abilities f. experience g. ability and willingness to contribute to the college community D. Selection of Final Candidate(s) 1. After an open and collaborative assessment of each candidate, the committee will select the candidate(s) to be recommended to the Board of Trustees by the Superintendent/President. 2. The ▇▇▇▇ or designee will check the references of the top candidates(s) prior to recommendation to the Board of Trustees.

Screening Process. A. Prescreening 1. Every attempt will be made by the EEO and Human Resources to obtain a diverse applicant pool. 2. Human Resources will screen for all required materials, which include the application form, the applicable degree transcripts and the resume. The office will also prescreen the applications for all minimum qualifications, contingent upon funding and staffing. Human Resources will notify the chair that the completed when the applications have been screened and are ready for committee review. packets on individual applicants who meet the minimum qualifications are available for screening. 3. EEO or designee will analyze the composition of the applicant pool to ensure that any failure to obtain projected representation for any monitored group is not due to discriminatory recruitment procedures. If the EEO identifies problems with the recruitment process that result in an adverse impact, the EEO will meet with the screening committee and the Vice President of Human Resources and shall take effective steps to address them. B. Timelines for Review of Applications 1. Human Resources will normally forward applicant pools to the EEO or designee within 7 working days of the end of the advertising period. 2. The EEO will have 5 working days to review the diversity of the applicant pool and, if approved, forward the applications to the screening committee. In the absence of the EEO, the Vice President of Human Resources will make the determination. 3. All committee members must review the applications before the meeting to select the interviewees. 4. The committee will agree as to which candidates to interview and schedule interviews (according to the job announcement) in a timely manner, not to exceed 1 month after the applications become available for review. 5. The chair or representative will contact the candidates to be interviewed. Inquiry shall be made to determine Iif If the candidate requires accommodation,s , then the candidate should fill out the online accommodations request form and a representative from Human Resources will contact the candidate to make arrangements. related to a disability. If necessary, consultation regarding accommodation arrangements may be made with the Special Resource Center. Examples of accommodations may include wheelchair access, American Sign Language interpreter, access technology or materials in an alternate print format. C. Evaluation of Candidates 1. Screening committee members must be present for all interviews to participate in the committee decision. 2. Committee members will document the screening/interview/evaluation process as specified by Human Resources. 3. Evaluation of the candidates may be based on: a. knowledge of subject area b. communication ability (written and verbal as applicable) c. ability to stimulate interest in the discipline among community college students d. teaching ability e. ability to work with students of widely diverse backgrounds and abilities f. experience g. ability and willingness to contribute to the college community D. Selection of Final Candidate(s) 1. After an open and collaborative assessment of each candidate, the committee will select the candidate(s) to be recommended to the Board of Trustees by the Superintendent/President. 2. The ▇▇▇▇ or designee will check the references of the top candidates(s) prior to recommendation to the Board of Trustees. 3. Applicants, who are interviewed and deemed qualified by the committee but are not offered a position due to lack of available jobs at the time, are noted in the hiring database as “Interviewed placed in pool.” Applicants in the pool are sent a letter stating that there is no offer of employment at this time but they will remain in the hiring database for three (3) consecutive academic semesters (fall and spring semesters; intersessions do not count.) Applicants in the pool may be offered job opportunities within the time frame of the three (3) consecutive academic semesters as the need to hire more part-time faculty arises. Applicants in the pool who are not hired within the three (3) consecutive academic semesters after their interview will be removed from the part- time pool.