Local Leadership: Do You Know How to Hire Effectively

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Local Leadership Do You Know How to Hire
Effectively?
Academic Senate for California Community
Colleges Leadership Institute
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The Hiring of New Faculty
According to the Education Code, the local
academic senate works jointly with the local
governing board to establish policies and
practices for hiring faculty.  Thus, it is
imperative that local senates understand the
laws, regulations, and Academic
Senate-recommended practices to ensure they meet
their consultative obligationsand hire
effectively.
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Faculty

• Those employees of a district who are employed in
  academic positions that are not designated as
  supervisory or management for purposes of Article
  5. Faculty include, but are not limited to,
  instructors, librarians, counselors, community
  college health service professionals, disabled
  student programs and services professionals,
  extended opportunity programs and services
  professionals, and individuals employed to
  perform a service that, before July 1, 1990,
  required nonsupervisorial, nonmanagement
  community college certification qualifications.
• (Authority cited Sections 66700, 70901, 87001,
  and 87002, Education Code)

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. Definitions

• Experience The requirement is for the stated
  number of years of full-time experience or the
  equivalent in part-time experience. (Ed Code
  53404).
• Certificated Employees Persons employed by
  districts pursuant to minimum qualifications (Ed
  Code 53405).

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Requirement for Accredited Degrees and Units

• All degrees and units used to satisfy minimum
  qualifications shall be from accredited
  institutions.

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RESOURCES

• In the fall of 1989, the Academic Senate adopted
  two papers on faculty hiring
• Contract Faculty Hiring Procedures A Model Based
  on Assembly Bill 1725 and Part-time Faculty
  Hiring Procedures A Model Based on Assembly Bill
  1725.
• Faculty are encouraged to review both papers and,
  with them, the legislative intent language of AB
  1725 4, upon which the papers draw heavily. The
  models posited in those papers are still valid
  today.

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A Re-examination of Faculty Hiring Processes and
Procedures (ASCCC, Adopted Fall 2000)

• The California Education Code is unequivocal in
  its assignment of authority to faculty in the
  realm of hiring. Section 87360 (b) reads
• Hiring criteria, policies, and procedures for
  new faculty members shall be developed and agreed
  upon jointly by representatives of the governing
  board, and the academic senate, and approved by
  the governing board.

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Two things are significant here. First,

• this mandate appears in Education Code, rather
  than in Title 5 Regulations, and whereas both
  Education Code and Title 5 Regulations have the
  force of law, this mandate is clearly the express
  intent of the Legislature.

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Second,

• there is no qualification of the mandate, no
  specification of circumstances wherein it would
  be permissible for boards to circumvent the
  requirement to reach joint agreement with the
  academic senates.

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These two points

• combine to make the authority of faculty in
  hiring even stronger than in the ten-plus-one
  academic and professional areas specified in
  Title 5 53200.
• That faculty have the discipline expertise and
  the motivation to set the highest possible
  standards in selecting those who will be their
  colleagues for the next twenty to thirty years is
  simply unarguable.

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When Hiring Superintendents and Presidents

• The Chair of a search committee for this
  administrative position is most frequently a
  senior administrator with academic or student
  services experience it is also not uncommon to
  have a faculty member co-chair this
  responsibility.  Such an arrangement builds
  district-wide trust in the entire selection
  process. 

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Conducting a Successful CEO Search(Excerpted
from the Community College League of California)

• Because the outcome of the selection process is
  so important, it should never be taken lightly or
  conducted in haste. The entire districtand
  particularly the boardwill benefit from a
  comprehensive and thoughtful process that
  involves the appropriate constituencies of the
  institution and community and clarifies goals and
  priorities. Such a process allows the board to
  select a person it can support fully and
  establishes a foundation that enables the new
  leader to be effective.

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Conclusion

• Faculty have a vested interest in who will be
  their colleagues, in who will teach and advise
  their students, in who will work with them to
  develop and safeguard the curriculum and uphold
  the sort of instruction that is maximally
  productive of humane values and which contributes
  toward students becoming informed, compassionate
  and productive members of their communities.
• (The Future of the Community College A Faculty
  Perspective (adopted Fall 1998) .