Role of the Search Committee
The role of the search committee is to screen applicants using the rubric, conduct interviews, provide feedback on candidates, and identify approximately 2-4 candidates to send forward to the next round of interviews with the hiring authority (immediate supervisor). Ultimately, it will be the President’s decision who to recommend for hire after taking into account feedback from the search committee, the hiring authority (immediate supervisor), and the Vice President.
Positions the Search Committee Oversees
Faculty, Administrative/Professional, and Executive Positions
- Require an extended Cabinet level representative to serve and/or chair the committee.
- The hiring authority may not chair or serve on the search committee.
- Deans may not chair or serve on the search committee, unless the faculty reports to a program director.
- The chair should be an exempt employee.
- The makeup of the committee should include five or more members.
- A minimum of one committee member should be from another department or academic division.
- A minimum of one committee member should be from another grand division.
- For faculty searches, a faculty member from the same discipline may not serve as chair but may serve as a member.
- Together committee members should reflect the diversity of the College’s employees and students. A diverse search committee may include persons from differing races, ethnic or national origins, sexes, etc., and encompass a range of persons that is representative of the College’s population as a whole.
Clerical/Support Positions
- The hiring authority may not chair or serve on the search committee.
- The chair should be an exempt employee.
- The makeup of the committee should include three or more members.
- A minimum of one committee member should be from another department or academic division.
- Together committee members should reflect the diversity of the College’s employees and students. A diverse search committee may include persons from differing races, ethnic or national origins, sexes, etc., and encompass a range of persons that is representative of the College’s population as a whole.
Full-time Regular and Part-time Regular Budgeted Positions
- In determining whether an applicant meets the required qualifications and clarification is needed, the hiring authority/search chair will involve Human Resources after the committee’s initial review of candidates.
- For faculty, credentialing questions should be directed to the Dean or VPAA.
- Members of Human Resources only participate in interviews if selected to serve on a search committee.
- The search committee should interview multiple applicants and identify their top candidate(s) (a minimum of two unless there was only one candidate in the pool who met the required qualifications). Then the search chair or designee will notify the hiring manager of the recommended candidate(s) for them to interview. Then the hiring manager will work with the search chair to forward the final candidates to Karen Waller, Executive Administrative Associate to schedule the interviews with the President.
- The candidate’s resume should be attached to the meeting request when the interview is scheduled.
- Zoom interviews are acceptable if an in-person interview is not feasible.
- Once interviews are complete, the President will notify Nilani Burnett, Human Resources Analyst, and the hiring authority which of the candidates has been recommended for hire.
- The background check will be submitted once the approval of the President has been received.
- This process will allow the President to meet with the recommended candidate(s) prior to hire and will replace the prior process of meeting with the President during orientation.
Temporary Part-time Positions
- The President does not plan to interview this classification of candidates.
- VSCC’s standard process will be followed as outlined in the Employment and Search Procedure Manual.
Adjunct Positions
Note: Adjunct pools are posted November 1 – October 31 each year to align with the Affirmative Action plan. Multiple candidates may be hired from these pools throughout the year depending on the needs of the department.
- The President does not plan to interview this classification of candidates.
- VSCC’s standard process will be followed as outlined in the Employment and Search Procedure Manual.
- Credentialing questions should be directed to the Dean or VPAA.
