1. Classified Staff Hiring Process 11 November 2010 Overview of systems and processes used to hire classified staff.

2. Classified Staffing Levels (less Child Development Center) 1 July 2010—30 Sep 2010

3. Classified Hiring 1 July 2010—30 Sep 2010

4. PeopleAdmin Process ‘Getting Started’ VPA office is focal point for all hiring actions related to Classified Staff – College vs. district actions Division/Unit initiates hiring process for open, budgeted classified positions – Request to Employ Classified Personnel (P102B) – Close review on categorical positions due to budget concerns Advertised for a Minimum of 2 Weeks

5. Forming the Hiring Committee Governed by LRCCD Regulation R-6122 – Appointed by College President or Administrative Officer – Can/should be done while district position is being advertised Minimum Requirements: manager/supervisor, one classified member, one Equity Officer – Equity Representative assigned by Julia Jolly’s office (x2407) based on overall composition of committee. – Achieve balance given minimum requirements – If interface with academic staff, faculty member can be included ALL transactions/communications are CONFIDENTIAL – All members share this responsibility Multiple tasks including: establishing selection criteria, screening, interviews, evaluating candidates, resolving selection outcomes

6. Initiating Campus Actions Hiring Committee develops interview format, questions and associated tasks PRIOR to reviewing applicant information – A copy of the interview questions, classified employment procedures (blue form), and screening sheets (signed) sent to the VPA office Once position is closed from PeopleAdmin, HR screens applications for minimum qualifications (MQs) HR releases the position to the campus within five days of the closing date (all via PeopleAdmin) VPA Office: – generates a cover memo detailing procedures to be followed – Transmits candidate pool and PA access information to the manager/supervisor

7. Screening Function of the Hiring Committee but can be a subset of the overall group – NOT a required step at the college level – The screening committee MUST consist of the equity representative and the chair of the committee – Other members of the committee are optional to screen A screening committee,if used, will establish the basic criteria and rating system to be used for the selection of the candidates to be interviewed Candidates to be interviewed, forwarded to VPA office – VPA Office coordinates with DO/HR to set up interview schedule and format (minimum of 7 days to set up interviews) – HR sends official interview schedule to VPA office by email; then forwarded to hiring committee chair

8. Interview and Selection The hiring committee chair is responsible for providing a memo stating the recommendation and the recommended date for the candidate to start – Second interviews are an option (subjective criteria) – Inform the VPA office if you have done reference checks or if you want DO/HR to accomplish VPA Office needs: – reference check documents (if applicable) – P-130 (Equity Officer Checklist) – All applications (if printed), and all rating sheets (signed) After VPA approval, College will forward the name of selected candidate to Director of HR for final review and approval DO/HR will notify us if the person has accepted/declined and when they will start VPA Office will let the area/division know if the candidate accepted/declined the position and the tentative start date – ALL timing is subject to background and medical checks as required

9. Other Considerations Internal candidates – General pool NON-selection and re-advertisement Multiple selections from one hiring panel Failed or delayed background checks – Medical checks – Required training Orientation: DO vs College Brief posted on INSIDE SCC>Admin Services>