IV. Staff Recruitment and Selection

A. Faculty members:
Each Winter and/or Spring Term, whichever coincides with the budget request process, the division chair and discipline groups will project the faculty needs of the division for the following academic year. If a need for additional or replacement contracted faculty members is anticipated, this need will be taken to SAC for a recommendation to the chair regarding what positions should be requested from Instructional Services.

Any time a need for new part-time faculty arises or is anticipated for a particular discipline, the division chair will meet with that discipline to discuss the hiring process for these faculty. The requirement for this meeting can be waived when time or other circumstances so dictate.
1. Contracted faculty hiring
a. When the division receives approval to post a contracted position, the division chair will coordinate the assemblage of a hiring committee. This committee should be comprised predominately of contracted faculty within the hiring discipline and whenever possible should include one faculty member from a separate discipline along with one support staff member.
b. The hiring committee will:
1) develop a position description to be submitted to Personnel Services. This description should follow college guidelines and reflect the contracted faculty performance objectives (III.A., this document) and Federal Affirmative Action regulations.
2) develop screening criteria for the evaluations of the applications.
3) screen the applicants and select the candidates to be interviewed.
4) develop interview strategies and questions.
5) conduct the interviews and recommend candidate(s) to the division chair.
6) adhere to college hiring process.
7) conduct an evaluation of the entire hiring process.
c. Upon completion of the selection process, the division chair will submit the candidate recommendation to Instructional Services for final approval. Additionally, the division chair will notify all interviewed candidates of the status of the search process, pending administrative and Board approval.
2. Part-time faculty hiring
a. When new part-time faculty are needed and when time permits, the division chair will meet with the appropriate discipline group(s) and support staff and together they will determine the process to be used for the hiring(s).
b. When time or other circumstances do not permit either the meeting called for in (a) above or a process involving division faculty, the chair must report to the appropriate discipline(s) what actions were taken.
c. In making part-time faculty course assignments, the discipline may make recommendations to the division chair.
d. All part-time faculty will be informed that their employment is limited and is on a term by term basis with no guarantee of continued employment, except as guaranteed by the collective bargarining agreement and any seniority policy.

B. Support Staff employees:
1. Annually, to coincide with the budget request process, SAC shall evaluate the need for support staff within the division. If the SAC finds that a need exists for additional support staff, notification of this need shall be given, through the division chair, to the appropriate vice-president.
2. Notices of open support staff positions shall follow the college-specified format and shall be advertised and circulated by the LCC Personnel Office according to procedures specified in collective bargaining agreements and by college policy.
3. Division screening committee shall be composed of the division chair and representative staff members from the teaching areas affected by the support staff position. If the position affects the work of the entire division, a representative committee of staff shall be the screening committee. Minimally, division screening committees shall consist of at least three (3) faculty members, at least one (1) support staff member and the division chair. Recommendations from division screening committees shall be presented to the Administration.
4. The hiring committee will:
a. develop a position description to be submitted to Personnel Services. This description should follow college guidelines and reflect the support staff performance objectives (III.B., this document) and Federal Affirmative Action regulations.
b. develop screening criteria for the evaluations of the applications.
c. screen the applicants and select the candidates to be interviewed.
d. develop interview strategies and questions.
e. conduct the interviews and recommend candidate(s) to the division chair.
f. adhere to college hiring process.
g. conduct an evaluation of the entire hiring process

5. In the event that an emergency requires immediate hiring of a support staff employee without use of the foregoing process for a position that is anticipated to last for more than one quarter, the position shall be declared open, and applicants shall be screened and selected prior to the following quarter. Support staff hired on an emergency basis shall be informed in writing of the tenuous nature of their employment.

C. Division chair:
1. Eligibility: In addition to college-required qualifications, all persons applying for the position of Science Division chair must have science teaching experience at the college level, and exhibit a strong commitment to the community college.
2. SAC will be a committee, or will appoint a representative committee, responsible for cooperating with Instructional Services and Personnel Services to develop the job description, to coordinate the search and selection process and recommend a candidate. The job description and posting shall reflect the division chair performance objectives as outlined in III.C. of this document.
3. SAC will be actively involved in the selection of both interim and permanent division chair candidates.