3.003 Faculty Selection

    1. The faculty selection process is a joint effort between faculty and administrative staff that will be consistent with Senate Policy 1.025 V.C. Policy Statement on Government at Delta College, 1.005 Mission, 1.007 Guiding Principles, 1.010 Values, and 2.005 Equal Opportunity.
    2. The process will ensure that the individuals hired by Delta College will meet the high academic standards of Delta College. (See Senate Policies 1.005 Mission, 1.010 Values, 1.025 Policy Statement on Government at Delta College, 2.005 Equal Opportunity, Commission report on diversity.)
      1. Once a new full-time position has been approved, the academic Associate Dean will write a position vacancy notice with input from the discipline/division, the Dean of Teaching and Learning, and the Office of Human Resources. The academic Associate Dean chair will appoint a search/selection committee in consultation with the Dean of Teaching and Learning and the Office of Human Resources. The academic Associate Dean will inform the search committee of the approved position vacancy notice.
      2. The pool of applicants will be reviewed by the Equity Office and Office of Human Resources. Both offices will notify the Dean of Teaching and Learning and the appropriate academic Associate Dean when the pool of candidates is acceptable.
      3. The academic Associate Dean will notify the search committee. The search committee will review and interview applicants and will obtain input from the discipline/division. The committee, in conjunction with the academic Associate Dean, will choose to recommend one to three names, or not to fill the position at this time. The committee will detail their findings and conclusions in a written report to the academic Associate Dean. This report should include rationale for the decision based on the position vacancy notice.
      4. The academic Associate Dean will submit to the Dean of Teaching and Learning a recommendation that conveys the results of the search/selection process (one to three names or not to fill the position at this time). If the position is not filled at this time, the process will halt at this point or will revert to the search committee for identification and further review of additional candidates.
      5. If the search committee selects a candidate, the Dean of Teaching and Learning will submit to the Chief Academic Officer a recommendation for the candidate to be appointed. (*see G)
      6. The Chief Academic Officer will submit to the College President a recommendation for the candidate to be appointed. (*see G)
      7. If there are any concerns or reservations from the Dean of Teaching and Learning, the Chief Academic Officer, or the College President regarding the division selection, these concerns and/or reservations will be communicated to the search committee and the discipline/division faculty at the appropriate step before proceeding further. Following such communications the faculty will be afforded the opportunity for further consideration and exchange of views, with the intent to reach consensus. Consideration will be given to the intent of Policy 1.025 V.C.
      8. The College President will make the final appointment decision. The appointment will be conveyed to the Board of Trustees for informational purposes.
    3. The Academic Services Office, with the assistance of the Office of Human Resources, is responsible for ensuring that this policy is followed. Individuals who believe this policy has been violated should report such violation to the Academic Services Office and the Office of Human Resources.

This policy must be reviewed in September 2020.

Board Action 5262 – December 11, 2018
Board Action 4964 – November 13, 2012
Board Action 4644 – Equity Language Changes – December 11, 2008
Board Action 4264 – November 13, 2001
Board Action 3521 – June 14, 1994