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n n n v | n v n n n 0y n # 0 S n 6 n n t v v n v v v v v v v v S v v v v v v v v v v v v v : Search committee guidelines for professional positions:
The chair of the search committee should have an intimate knowledge of the positions responsibilities and what specific qualifications the successful candidate must possess to meet the needs of the College.
With input from the appropriate Vice President, President or designee, if applicable, the chair will select the remaining members of the committee
The suggested committee size is 5 to 7 including the chair, and should be comprised of an odd number of people whenever possible. The committee should include at least one member of the Personnel Committee (who will assist in monitoring the process of the search), at least one person from the same department who will be working closely with the position, and at least one member who interacts with the person on a regular basis who may or may not be in the same department. If appropriate, depending upon the position, a member may be a classified staff and/or student. Search committees may also have ex-officio members who are unable to cast a vote to recommend a final candidate.
The chair should select search committee members that will not have potential conflicts with candidates. Some examples of conflicts would be relatives of candidates, supervisors of candidates who are GBC employees, etc. If a conflict occurs once the application process has closed, the chair may replace a committee member.
Recruitments for all professional positions are being processed through the Consensus applicant tracking system.
All committee members must complete the Search/Screening Committee Confidentiality/Non-Disclosure Statement. Confidentiality must be maintained throughout the process. This includes, but is not limited to, discussions with people outside of the committee regarding the number of applicants, names of applicants, committee discussions, personal opinions of the members or the candidate, recommendations of the committee, etc.
After committee members have completed the Search/Screening Committee Confidentiality/Non-Disclosure Statement, they will be given the appropriate access to the application packets in Consensus.
The secretary of the committee (a member of the HR staff) will review each application material for completeness including cover letter, resume, transcripts, etc. The secretary will notify applicant if required materials are not complete
If there are 15 or more applications, the Committee Chair will review the qualifications of each applicant. Any candidate who does not meet the minimum qualifications will not proceed to level 2. The secretary will then notify the unsuccessful candidates that they are no longer being considered for the position and thank them for their interest in Ĵý. The entire search committee will then review the qualifications of the remaining applicants that have been moved to level 2 and decide which candidates to interview.
If there are less than 15 completed applications, the entire committee will review the qualifications of all the applicants and decide which candidates to interview.
Once the committee decides on whom they will interview, the secretary will move those candidates to the next level. The secretary will notify all candidates not selected for an interview as to their status in the recruitment process.
The Committee Chair will then reserve a room, interactive if applicable, to conduct the interviews and contact the candidates to schedule the interviews.
The Committee Chair must submit all of the interview questions to Budget and Human Resource Officer or Vice President of Student Services no later than three working days prior to the first interview. No interview may be conducted without prior approval from Human Resources that all interview questions are acceptable. All candidates must be asked the same questions, in the same order, and by the same committee member during each interview. Members of the search committee should be at the interview 15 minutes prior to the interview start time
The Affirmative Action statement must be read at the beginning of each and every interview by the Search Committee Chair.
If a member of the committee is absent from any interview, they forfeit his/her vote and may not participate in the decision making process as to which candidate(s) the committee selects to recommended to the Vice President, President or designee.
An appointment with the Presidents office should be scheduled, as the President would like to meet with each candidate that is interviewed. If the President is unavailable, he/she should meet with Presidents designee.
The candidates should also meet with the appropriate Vice President(s).
If a teaching demonstration, etc. is applicable to the position, the time and location should be announced so that other people besides the interview committee can participate in this portion of the interview process. An evaluation of the teaching demonstration will be necessary for each candidate. See attached evaluation.
Once a hiring recommendation is made, the Committee Chair must submit a written recommendation of the committee to the appropriate Vice President, President or designee.
All unsuccessful candidates who were interviewed must be notified by the Committee Chair by phone once the successful candidate accepts the position. They should be thanked for their interest in Ĵý and encouraged to continue to apply for suitable positions.
The secretary will move the final candidate to the final level and work with the Committee Chair to complete any necessary paperwork to conclude the search process.
Candidates Teaching Evaluation
Name of Candidate:
Topic:
Date and Time of Demonstration:
1. The candidate was prepared and you were able to follow the major points during the presentation.
Yes No
Comments:
2. The Candidate had good rapport with the class.
Yes No
Comments:
3. The Candidate utilized a variety of teaching techniques and aids.
Overhead Transparencies Handouts
Technology
IAV Elmo,. White Board
Other
Comments:
4. The Candidate used terminology that was clearly defined and used appropriately.
Yes No
Comments:
5. Did the Candidate display any distracting mannerisms?
6. My overall rating of the candidate from 1 (lowest) to 10 (highest) is .
Please explain your score.
Search Committee Guidelines March 19, 2010 Page PAGE 1 of NUMPAGES 4
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