4.320 Search Committee Process
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.