SOCCCD Office of Human Resources Revised January 2008

1. SOCCCD Office of Human Resources Revised January 2008 <<<<Equal Employment Opportunity In Hiring Training

2. << Vision The District and it’s colleges serve as a cultural model for the community by providing students and employees with an academic and work environment that both honors diversity and exists free of prejudice.

3. <<Diversity California Community Colleges Chancellor’s Office A condition of broad inclusion in an employment environment that offers equality and respect for all persons. A diverse educational community recognizes the educational benefits that flow from employee populations that are varied by race, gender, disability status, sexual orientation, belief, age, national origin, cultural background, life experience and other enriching characteristics.

4. <<Embracing Diversity in Higher Education It is the responsibility of higher education to expose students to faculty and staff who bring with them differing intellectual ideas, viewpoints and creative energies that serve to challenge the minds of students and stimulate the learning environment.

5. <<Ethnicity of Orange County: 2000 Census Data • 1.5% African American • 13.8 % Asian/Pacific Islander • 30.8% Latino • 0.3% American Indian/Alaska Native • 51.2% White • 0.2 % Other • 2.3% Two or more ethnic groups

6. By 2013 Latinos will comprise the majority of the student population in California • By 2040 Latinos will become the majority population in California << California’s Changing Demographics What other trends are you seeing that impact our colleges, staff and students? Source: California Community Colleges System Strategic Plan, 2006

7. <<What does our Future in Orange County Look Like? Source: State of California, Department of Finance.

8. <<What does our Future in Orange County Look Like? Source: State of California, Department of Finance.

9. <<EEO Laws:Federal Laws • Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, pregnancy or national origin. • Americans with Disabilities Act of 1990 prohibits discrimination against the disabled in employment and public services. • Age Discrimination Act of 1975 prohibits discrimination on the basis of age in programs or activities receiving Federal financial assistance (Age 40+)

10. <<EEO Laws:State Laws • California Government Code Sec. 11135 through 11139.5 prohibits discrimination against any person or denial of benefits on the basis of ethnic group identification, religion, age, sex, color or physical handicap or mental disability under any program that is funded directly by the State or receives any financial assistance. • California Fair Employment and Housing Act, Calif. Government Code 12900, et seq., prohibits discrimination in employment on the basis of race, gender, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, age (40+) and pregnancy. • California Labor Code 1102.1 prohibits discrimination or different treatment in any aspect of employment or opportunity for employment based on actual or perceived sexual orientation.

11. <<State Laws (Con’t) • Title 5 (Education Code) • Inclusive Outreach • Specific Data Collection • Adverse Impact Monitoring • Enforced by the State Chancellor’s Office

12. <<Confidentiality The hiring process is highly sensitive and confidential. It is therefore critical that all those involved in the process maintain the highest, uncompromising degree of confidentiality in order to preserve the integrity of the process.

13. Monitor the hiring process to ensure that no candidate is unlawfully discriminated against Serve as committee liaison to the Chair of the hiring committee Maintain confidentiality within the committee Report allegations of non-compliance to Human Resources Management << EEO Representative’s Role and Responsibilities

14. << Conflicts of InterestThe EEO Representative . . .. Recognizes potential biases or conflicts of interest Is on alert for those who are unable to be fair or impartial Understands potential ramifications of conflicts of interest Resolves issues that arise that could lead to conflicts of interest Notifies HR Management of any potential conflicts of interest The EEO Representative is critical to the integrity of the hiring process!

15. << Helping Hiring Committees Succeed The EEO Representative/Committee Member relationship is a shared dynamic one which creates an environment in which fair and consistent hiring practices are possible and imparts guidance, knowledge and insight. SUCCESS

16. <<The Hiring Process The hiring committee must be able to distinguish an applicant’s ability to do the job from his or her ability to get the job. • Shift the focus from experience to results: job performance in a former position, accomplishments and productivity. • Be less concerned with years of experience and more concerned with what they have done. • Past performance is the best predictor of future performance.

17. <<Screening Applications The Committee should review the following elements of the job announcement: • Educational qualifications • Work experience • Desirable qualifications • Job duties and responsibilities • Unusual physical requirements • Hours required for the position

18. <<Screening Applications Each committee member is responsible for thoroughly reviewing the application and corresponding materials submitted by each applicant who meets minimum qualifications.The screening of applicants shall be conducted without reference or consideration of perceived or actual: • Race • Ethnicity • Religion • Disability • Sexual Orientation • Other protected characteristics

19. How do you shift the focus from experience to results? << Effective Hiring through the Interview Process Develop interview questions that direct the candidate to focus on specific work experience and professional accomplishments.

20. Remember to address any conditions in the work environment that may create challenges Identify traits that would result in superior performance in the position Candidates should relay specific examples from past experience in their answers <<Developing Interview Questions Knowledge Skills & Abilities Ability to effectively handle challenges Past Experience

21. <<Before the interviews . . . • Review the job announcement • Assign questions to committee members • Discuss general framework for successful responses to individual questions • Briefly review the candidate’s application and supporting materials

22. <<Follow-up Questions Follow-up interview questions allow committees to probe for specificity, help minimize exaggerations and limit generalizations. SOCCCD Hiring Board Policies allow for follow-up interview questions, provided they meet one of the following criteria: • The follow-up question must be directly related to the original question. For example – Can you expand on your specific role in the project? • The follow-up question must be directly related to something contained in the answer provided by the applicant. For example – You mentioned you won an award, can you tell us more about that?

23. <<When Conducting the Interview, Remember . . . • Committee members should provide each candidate with the same high level of interest, courtesy, care and attention. • Candidates should leave feeling that the process was handled professionally and that they were treated respectfully. • Committee members must be fair, consistent and impartial in their assessments and scoring. • Committee members should document in writing as much specific information as possible about each candidate on the rating sheet provided.

24. <<How to Ensure Fairness Committee Members should . . . . • Understand their roles and responsibilities • Be fair and consistent in every aspect of the process • Document information that contributes to numerical and written ratings or assessments • Maintain confidentiality before, during, and after the process has been completed

25. <<Why do all this? The Purpose of the Hiring Process Hiring Committee Purpose: To hire the candidate who will stimulate the learning and working environment and provide the greatest asset to our diverse student and employee population, as well as the greater community.

26. ? ? <<<<QUESTIONS? Contact: Office of Human Resources South Orange County Community College District www.socccd.edu (949) 582-4850 ? ?