SOCCCDOffice of Human Resources

Revised January 2008

<<<<Equal Employment

Opportunity In Hiring Training

<< 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.

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.

<< Diversity

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.

California Community Colleges Chancellor’s Office

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.

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.

<< Embracing Diversity in Higher

Education

<< Ethnicity of Orange County: 2000 Census Data

<< 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

WHAT OTHER TRENDS ARE YOU SEEING THAT IMPACT OUR COLLEGES, STAFF AND

STUDENTS?

<< California’s Changing Demographics

Source: California Community Colleges System Strategic Plan, 2006

By 2013 Latinos will comprise the majority of the student population in California

By 2040 Latinos will become the majority population in California

<< What does our Future in Orange County Look

Like?Projected Population by Ethnicity in Orange County and California through 2040

AfricanAmerican

American Indian/Alaskan Native

Asian/Pacific Islander

Hispanic White

Orange County 2000 43,717 8,714 397,988 880,754 1,477,117

2010 52,852 26,869 541,231 1,180,042 1,402,620

2020 55,581 33,606 648,587 1,460,289 1,263,850

2030 53,453 32,577 641,740 1,659,771 1,205,860

2040 48,927 29,405 594,923 1,822,070 1,133,000

California

2000 2,222,816 192,753 3,857,492 11,082,98516,047,98

9

2010 2,628,971 398,048 4,865,058 15,181,59415,377,94

8

2020 2,935,929 615,393 5,750,108 18,877,59014,757,14

6

2030 3,192,662 815,054 6,369,365 22,520,62914,182,10

0

2040 3,363,142 982,073 6,690,626 25,959,52713,435,37

8Source: State of California, Department of Finance.

<< What does our Future in Orange County Look

Like?Projected Population Percent by Ethnicity in Orange County and California through 2040

AfricanAmerican

American Indian/Alaskan Native

Asian/Pacific Islander

Hispanic

White

Orange County

2000

1.6% 0.3% 14.2% 31.4% 52.6%

2010

1.6% 0.8% 16.9% 36.8% 43.7%

2020

1.6% 1.0% 18.7% 42.2% 36.5%

2030

1.5% 0.9% 17.9% 46.2% 33.6%

2040

1.3% 0.8% 16.4% 50.2% 31.2%

California 2000

6.7% 0.6% 11.5% 33.2% 48.0%

2010

6.8% 1.0% 12.7% 39.5% 40.0%

2020

6.8% 1.4% 13.4% 44.0% 34.4%

2030

6.8% 1.7% 13.5% 47.9% 30.1%

2040

6.7% 1.9% 13.3% 51.5% 26.6%

Source: State of California, Department of Finance.

<< EEO Laws:Federal Laws

<< 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+)

<< EEO Laws:State Laws

<< 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.

<< State Laws (Con’t)

Title 5 (Education Code)

Inclusive Outreach Specific Data Collection Adverse Impact Monitoring Enforced by the State Chancellor’s

Office

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.

<< Confidentiality

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

<< Conflicts of Interest

The EEO Representative . . ..

Recognizes

Is on alert for

Understands

Resolves

Notifies

The EEO Representative is critical to the integrity of the hiring process!

HR Management of any potential conflicts of interest

issues that arise that could lead to conflicts of interest

potential ramifications of conflicts of interest

those who are unable to be fair or impartial

potential biases or conflicts of interest

SUCCESS

<< 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.

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.

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.

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.

<< 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.

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.

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

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

<< Screening Applications

<< Screening ApplicationsEach 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:

Disability Sexual Orientation Other protected

characteristics

Disability Sexual Orientation Other protected

characteristics

Race Ethnicity Religion

Race Ethnicity Religion

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.

Develop interview questions that direct the candidate to

focus on specific work experience and professional

accomplishments.

<< Developing Interview Questions

Candidates should relay

specific examples from past experience in their answers

Identify traitsthat would

result in superiorperformance in

the position

Remember to address any

conditions in the work

environment that may create challenges

KnowledgeSkills & Abilities

PastExperienc

e

Ability to effectively handle challenge

s

<< 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

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?

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?

<< Follow-up Questions

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.

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.

<< When Conducting the Interview,

Remember . . .

<< 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

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

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.

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.

<< Why do all this?

??

<<<<QUESTIONS?

Contact:Office of Human Resources

South Orange County Community College Districtwww.socccd.edu(949) 582-4850