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Board Policies Home

4.000 Administration

4.100 President

4.110 Special Committees

4.200 Classified Personnel

4.220 Support Staff

4.230 Contractual Personnel

4.240 Extra Help and Student Employees

4.300 Personnel Information

4.310 Staff and Faculty Evaluation

4.320 Search Committee Process

4.330 Employment and Termination

4.340 Employee Grievance Procedures

4.350 Staff Governance and Organization

4.400 Health and Disability Insurance and Retirement

4.410 Voluntary Early Retirement Plan

4.420 Definition of Retirement

4.430 Credit Union

4.440 Employee Tuition Waiver

4.450 Faculty/Staff Discount for Community and Corporate Training

4.500 Catastrophic Leave Policy

4.510 Purchase of Unused Sick Leave

4.520 Attendance and Punctuality

4.530 Work Schedules and Office Hours

4.540 Transfer of Leave Between State Agencies

4.550 Time Sheets

4.560 Overtime

4.570 Participation in Fall Workshop and Graduation

4.580 Travel Reimbursement

4.320 Search Committee Process

Policy Number: 4.320 

Subject: Search Committee Process

Date Adopted: January 1, 1991, Revised July 24, 1996, Revised August 25, 2005

In order to insure that the college fulfills the requirements of an Affirmative Action and Equal Opportunity Employer and to assure the Board of Trustees that objective, professional and uniform standards are observed in screening and recommending new employees, search committees will be utilized to evaluate applicants for full-time positions, and all recommendations to the Board of Trustees by the President will be the result of that process. Exceptions to the use of the Search Process are allowed for re-classifications or reassignments as recommended by the President and approved by the Board of Trustees, and in keeping with the Office of Personnel Management guidelines.

Each search committee is formed on request of the appropriate Vice President by memorandum to the President. This assures that the position is officially declared open, and that proper advertising and publicizing is done. The President, by return memorandum, also approves the individual members of the committee, and any unusual considerations which may be necessary in a particular set of circumstances. The President will attend the organizational meeting to personally charge the members with their responsibilities. The vice president may ask for as many as three top unranked candidates from which the recommendation to the President may be selected. All correspondence becomes a part of the committee file.

Generally, the composition of the committee will assure reasonable balance of faculty and staff, and provide for minority representation, if possible. The records of committee activities must reflect that these issues have received adequate consideration.

Because of the serious responsibility and the legal implications, both for the institution and for members of the committee, all committee work is done with complete confidentiality and the understanding that any breach, except in case of an official inquiry specifically supervised by the President, could result in the member being removed from the committee and an official administrative reprimand being placed in their personnel file or dismissal from the College.

Historical records of all meetings will be kept, along with all appropriate documents, and both will become a part of the historical file. Any rating sheets, records of voting, and other documents related to the screening and evaluation process will also be preserved.

It is the responsibility of the Vice President to make assurance in the memorandum recommending the new employee to the President that professional and objective judgment has prevailed and is documented. It is also that person's responsibility to insure that the completed file is sealed and securely kept for five years. The file can only be opened at the direction of the President or the Board of Trustees.

Any willful violation of any portion of this policy constitutes grounds for dismissal.