Community College of Southern Nevada

Community College Of Southern Nevada

SEARCH COMMITTEE ORIENTATION PACKAGE

For Search Committee Member

______

Employment Position For Which Search Is Being Conducted

______

Search Committee Orientation Package TABLE OF CONTENTS

A. Letter From Associate Vice President Of Human Resources

B. Overview

C. CCSN Hiring Procedure

D. Timeline For Accomplishment Of Search Committee Work

E. Scoring Methodologies

F. Standardized Questionnaire To Job Applicants

G. Standardized Interview Questions

H. Guidelines For Interviewing Job Applicants

I. Job Description

J. Job Announcement

Search Committee Orientation Package Dear Search Committee Member:

Congratulations upon the President selecting you to serve as a member of the Search Committee for the following position of employment:

The other members of the Search Committee, and their telephone numbers are:

This orientation package is provided in order to assist you in timely performing your Search Committee Member duties consistent with the CCSN Hiring Procedure (a copy of which appears as Part “C” to below). This package contains a collection of materials designed to inform you about the procedure by which the job search is to be conducted, and answer a number of questions which frequently arise during a search.

Please note that the Search Committee=s work must be performed expeditiously and in accordance with the various timelines and criteria presented in the CCSN Hiring Procedure.

Also, your appointment to the Search Committee is predicated upon your having completed a CCSN workshop on fair and nondiscriminatory hiring practices. If you have not already attended such a workshop, then please contact CCSN’s Special Assistant to the President,

Finally, please do not hesitate to contact me or my office if we may be of any assistance to you as you serve in this important search committee member role. The name and telephone number of the “Monitor” assigned to this search is

Sincerely yours,

Thomas Peacock, Ed.D. Associate Vice President of Human Resources Telephone

Search Committee Orientation Package B. OVERVIEW

This Search Committee Orientation Package includes the following components:

A. Form letter From Associate Vice President Of Human Resources. This is an introductory letter from the Human Resources Office to you and the Search

Committee members.

B. Overview. This overview of the CCSN Orientation Package.

C. CCSN Hiring Procedure. This document is the official CCSN Hiring

Procedure. It explains, in substantial detail, when action is to occur and whom is responsible to take the action.

D. Time Line For Accomplishment Of Search Committee Work. This document, prepared by the Human Resources Office and subject to revision by the

President, informs the Search Committee of the various dates by which their tasks are to be completed. Significant deviations from the stated deadlines must be submitted in writing to the Human Resources Office, for recommendation, and if recommended, to the President for approval.

E. Scoring Methodologies. This part discusses methods to score applicants.

It also provides examples of forms by which to evaluate applicants and compile members’ scores overall scores.

F. Standardized Questionnaire To Job Applicants. This document will appear in one of two forms. That is, the document may be a questionnaire already tailored for the particular position of employment for which the search is being

Search Committee Orientation Package conducted. Alternatively, the document may be a general, standardized questionnaire, which the Search Committee may refine by adding additional questions and/or modifying the standard questions to be more specific to the relevant employment position. Any additions or other modifications to the Standardized Questionnaire To

Job Applicants requested (via Form HP26) must be approved (via Form HP27), in advance and in writing, by the Human Resources Office. The Standardized

Questionnaire To Job Applicants is designed especially for use in situations where there is a large number of applicants for the position.

G. Standardized Interview Questions. This document will also appear in one of two forms. The document may be a set of interview questions already tailored for the particular position of employment for which the search is being conducted.

Alternatively, the document may be a general, standardized set of interview questions, which the Search Committee may refine by adding additional questions more specific to the relevant employment position. Any such requested additions (via Form HP 28) must be approved, in advance and in writing (via Form HP29), by the Monitor. The

Standardized Interview Questions are designed for use in all interviews.

H. Guidelines For Interviewing Job Applicants. This document provides to the Search Committee members guidance as to how to avoid improper interview questions - that is, natural Afollow up@ questions made after a job applicant answers a standardized interview question - which are or may be considered discriminatory in nature (that is, based upon an applicant=s race, color, sex, age, religion, national origin, disability, sexual orientation or marital status).

Search Committee Orientation Package I. Job Description. This portion of the Search Committee Orientation Package includes a copy of the job description for the relevant employment position.

J. Job Announcement. This portion of the Search Committee Orientation

Package includes a copy of the announcement for the relevant employment position.

Search Committee Orientation Package C. CCSN HIRING PROCEDURE

Search Committee Orientation Package D. TIMELINE FOR ACCOMPLISHMENT OF WORK

A summary of the search procedure’s model timeline, which lists what action must be taken by when, appears beginning on the next page. As the search process begins the College will consider what, if any, unique circumstances exist, and will establish a timeline for this particular search. Hence the timeline for this search may vary somewhat from the “model” timeline. Even so, the model timeline will give you an idea about how quickly the search will need to proceed.

That part of the search which will involve you and your fellow search committee members includes:

Stage 5 – Search Committee Certification “Action” items 34 through

Stage 6 – Search Committee Applicant Screening “Action” items 37 through

Stage 7 – Finalist Selection “Action” items 58 and 60

Search Committee Orientation Package SUMMARY OF STANDARD PROCEDURE WITH MODEL TARGET DATES

No. Days Allowed Day Action To Number Number Description Of Action To Be Taken Complete Stage 1 – Search Approval Anytime -- 1. Originator (Dean) submits job search request (Form HP1) with job description input form (HP2) to Vice President (VP). Anytime -- 2. Dean considers HP1 and HP2; meets with appropriate parties about job description content and tries to resolve differences about content; if approves search, then forwards HP1 and HP2 to VP. Anytime 1 3. VP reviews HP1 and HP2; if approves, then forwards same to the Vice President of Finance and Administration, who then forwards it to the Associate Vice President of Human Resources (HR). 5 from 6 4. HR forwards HP1 and HP2, together with his/her action 3 recommendation (on HP3) for or against, to President. 5 from 11 5. President grants preliminary approval to conduct search on action 4 form HP3, and returns HP3 to HR. 2 from 13 6. HR sends preliminary approval for search notice (HP4) to VP. action 5 and Affirmative Action Officer (AAO). HP4 also proposes date to meet about job description and job announcement content (and hopefully also advertisement plan). Before 7. HR and/or AAO send(s) vacancy announcement input form action 11; (HP5) to VP and each other, to state views, suggestions, not comments concerning draft job announcement. required Before 8. VP and/or AAO sends advertisement plan input (HP8) to HR action 11 and each other, to state with whom advertisements should be placed. 3 after 16 9. VP and/or AAO call HR if cannot meet on date proposed on action 6 HP4 (in action 6). 4 after 17 10. HR again notifies (reminds) VP and AAO of meeting date, action 6 using HP6. 7 after 18 11. VP, HR, and AAO meet to discuss and finalize job description action 5 and job announcement (and advertisement plan). If necessary, second meeting held to discuss and finalize advertisement plan. 9 after 20 12. HR sends to President request for final approval of job search action 5 being conducted (HP10), and attaches completed forms HP7 (re finalized job description and announcement) and HP9 (re finalized advertisement plan). 5 after 25 13. President approves or denies request for final approval of action 12 search. If request granted, then returns HP10 to HR. Proceed Search Committee Orientation Package No. Days Allowed Day Action To Number Number Description Of Action To Be Taken Complete to action 14 if approval granted. 2 after 27 14. HR notifies VP that approval granted (HP11). Also sends copy action 13 of HP11 to all persons entitled to submit nominations for search committee members.

Stage 2 – Recruitment of Applicants 2 after 27 15. HR proposes search timetable to the President (HP12), using action 13 model timetable as guide. 5 after 30 16. Proposed search is approved or approved with modifications action 15 via return of HP12 to HR. 4 after 34 17. HR places on web site job announcement, application action 16 instructions, application, declaration form, and initial data re number of applications for job received thus far. 4 after 34 18. HR orders advertisements (of job announcement) in action 16 newspapers, journals, magazines, etc. 4 after 34 19. HR sends job announcement to designated organizations, action 16 colleges and universities, associations, etc.

Stage 3 – Search Committee Formation Before 20. For teaching faculty job, the President asks campus / center action 23; directors to submit joint nomination(s) for search committee not members. required 4 after 34 21. HR requests from CCSN Training Certification Officer the most action 16 recent roster of persons trained to be search committee members (HP13), or verifies that HR already has such. HR sends most recent roster to the President. 10 after 35 22. Personnel entitled to submit nominations for search committee action 13 members do so via search committee nomination form HP14. 10 after 35 23. If asked to do so, campus / center directors submit joint action 13 nomination(s). 5 after 40 24. President or designee selects search committee members and action 23 chairperson, and informs HR of selections via form HP15, 2after 42 25. HR informs persons of their selection as search committee action 24 chairperson or member (HP16); also informs VP via HP16. 3 after 45 26. HR sends orientation package to search committee members. action 25

Stage 4 – Receipt of Applications 2 after 27. HR sends to each applicant an acknowledgement of application application receipt (HP17), indicating requisite application received materials that have not yet been received. Periodically 28. HR periodically, as time permits, sends to each applicant form letter HP18, stating what necessary application materials have Search Committee Orientation Package No. Days Allowed Day Action To Number Number Description Of Action To Be Taken Complete not yet been received (if any). Bi-weekly / 29. HR periodically sends to search committee members interim periodically reports listing the names of all persons who have thus far applied for the relevant job (HP19). Immediate 30. Search committee member identifying relative’s name on HP19 notifies the President of such (via HP22). 2 after 1 31. HR sends to search committee members final report of application applicant names (HP20), that lists all timely applicants. deadline Immediate 1 32. Search committee member identifying relative’s name on HP20 notifies the President of such (via HP22). 2 after 3 33. Search committee member not identifying relative’s name on action 31 HP20 sends completed form HP22 to committee chairperson.

Stage 5 – Search Committee Certification 2 after 3 34. HR reminds search committee members of obligation to action 31 complete form HP22, and asks that if member has not already done so, to please do so and send the form to the proper person. 3 after 4 35. Search committee members who have not already done so, action 31 submit certification form HP22. 4 after 5 36. Search committee chairperson (“Chairperson”) sends to HR action 31 certification (HP23) that all members are properly certified (as evidenced by attached form HP22s).

Stage 6 – Search Committee Applicant Screening 2 after 1 37. HR sends to Chairperson form HP24, containing a list of all application timely applicants by name and applicant number. deadline 5 after 6 38. Chairperson reviews applications and, using HP24, records action 31 his/her opinions as to whether or not each applicant is “clearly qualified,” “clearly not qualified,” or “not clearly qualified.” 1 after 6 39. Chairperson schedules first committee meeting. action 36 5 after 10 40. During first search committee meeting, committee members action 36 review Chairperson’s HP24, and using HP25 verify their agreement or disagreement as to which applicants are and are not minimally qualified for the job. HP24 is then submitted to HR. 5 after 10 41. During first meeting, search committee adopts pre-approved action 36 scoring instrument(s) or refines scoring instrument(s) in consultation with Monitor. 42. HR notifies applicants listed on HP24 as “clearly not qualified” that they will no longer be considered further for the vacancy. Search Committee Orientation Package No. Days Allowed Day Action To Number Number Description Of Action To Be Taken Complete 9 after 14 43. If search committee desires to use new or revised written action 36 questionnaire to applicants, then approval requested by submitting HP26 to HR, with copies to AAO and Monitor. 3 after 17 44. Approval to use proposed questionnaire granted via HP27. action 43 15 45. Search committee requests approval to use new or different interview questions, by submitting HP28 to AAO and Monitor. 18 46. Monitor approves new or different interview questions (HP29). On or 11-20 47. During second and subsequent meetings (and possibly also before first meeting), search committee conducts secondary screening action 50 of applicants. Upon the conclusion of each meeting during which applicants were eliminated from further consideration, the Chairperson shall submit to HR form HP30, listing those applicants who have been “cut” from the field under consideration. Within 5 48. HR notifies the applicants listed on HP30 that they have been days eliminated from further consideration for the vacancy. Within 5 49. HR updates its web site data to indicate the search committee’s days / bi- progress and to re-state the number of applicants still under weekly consideration. 19 after 20 50. Search committee decides which applicants will be invited for action 37 interview, and informs HR of such through form HP31. 3 after 23 51. Interviews are scheduled; persons are invited for interview by action 50 phone, and written confirmation of the interview time, place, etc., together with other helpful materials, are mailed to applicants. HR notifies Final Search Committee members of the date and times that the search committee will be interviewing. 34 after 35 52. Search committee interviews are conducted. action 31 34 after 35 53. Search committee decides upon finalists, and states their action 31 names, strengths, and weaknesses, on form HP32. The Chairperson signs HP32 and delivers it to the Final Search Committee, with a copy to HR.

Stage 7 – Finalist Selection Same day 35 54. Final Search Committee interviews finalists. or next day after action 53 2 after 37 55. VP recommends finalist to President. action 54 4 days 39 56. President secures additional insight from other Final Search after action Committee members, to extent he/she deems appropriate. Search Committee Orientation Package No. Days Allowed Day Action To Number Number Description Of Action To Be Taken Complete 54 5 days 44 57. President selects finalist and conveys his selection to HR via after action HP33. 56 9 days 44 58. Search committee chairperson and Final Search Committee after action return all search records to HR, for proper filing. 53 2 days 46 59. HR makes offer of employment. after action 57 3 days ASAP, 60. HR informs, via HP34, search committee members which after action usually 49 finalist(s) was/were offered employment and which finalist 59 accepted the offer of employment. HR also states anticipated date when finalist will begin work at CCSN. 4 days ASAP, 61. HR updates web site data regarding search data and progress. after action usually 50 59 4 days ASAP, 62. HR submits to the President a report (HP35) showing how well after action normally 50 CCSN did, or did not, complete the search on time, consistent 59 with the previously approved search timetable.

Search Committee Orientation Package E. SCORING METHODOLOGIES

Scoring methodologies are useful in evaluating the relative qualifications of numerous applicants, and particularly so when the applicant qualifications being scored are fairly well defined, and therefore subject to reasonable comparison any scoring by various search committee members.

The most important aspect of any scoring sheet or points system is that the applicant qualifications being evaluated are truly job-related.

Sample evaluation instruments appear on the following pages.

Search Committee Orientation Package Search Committee Orientation Package Search Committee Orientation Package Search Committee Orientation Package F. STANDARDIZED QUESTIONNARE TO JOB APPLICANTS

Presented on the next page(s) is a standardized questionnaire which may, at the

Search Committee=s option, be mailed to the minimally qualified applications (or, time permitting, all applicants surviving a secondary cut) all applicants. This document will appear in one of two forms.

That is, the document may be a questionnaire already tailored for the particular position of employment for which the search is being conducted. Alternatively, the document may be a general, standardized questionnaire, which the Search Committee may refine by adding additional questions and/or modifying the standard questions to be more specific to the relevant employment position.

Any additions or other modifications to the Standardized Questionnaire To Job

Applicants must be requested (via Form HP26) and approved (via Form HP27), in advance and in writing, by the Human Resources Office. (The Standardized

Questionnaire To Job Applicants is designed for use in situations where there is a large number of applicants for the position.)

Search Committee Orientation Package NOTE:

HERE PLACE THAT CCSN-USED QUESTIONNAIRE THAT IS BEST RELATED TO THE JOB BEING SEARCHED

(SAMPLE QUESTIONNAIRES APPEAR BELOW)

Search Committee Orientation Package FACULTY APPLICANT MAIL QUESTIONNAIRE

Please describe your style of teaching.

How would you define the term Acommunity college@?

What do you consider to be the primary mission of a public community college?

What do you consider to be other important missions and purposes of a public community college?

Do you believe that state community college students should be held to the same standards of performance as state university students? If so, why? If not, why not?

Other than class instruction, what college services do you think should be available to students at the Community College of Southern Nevada?

Do you believe that it is appropriate for a state community college to offer remedial education to its students? If so, why? If not, why not?

What is your understanding as to the difference between an Associate of Science (or Art) Degree and an Associate of Applied Science Degree?

What is your understanding of the term Aequal opportunity@ as applied to students of a state community college?

Search Committee Orientation Package What is your understanding of the term Acultural diversity@ as applied to employees and students of a community college, and do you believe that it is appropriate for a public community college to strive for cultural diversity? If so, why? If not, why not?

What would you consider to be the most appropriate size for a community college class offering a core course to a freshman or sophomore? If you think it is different for different types of courses, please explain why.

If you were charged with drafting an attendance policy for Community College of Southern Nevada students, what would that policy be?

What do you consider the term Aacademic freedom@ to mean in the context of a state community college?

What experience do you have in teaching through distance learning?

Search Committee Orientation Package GENERAL ADMINISTRATIVE APPLICANT MAIL QUESTIONNAIRE

What is your understanding of the term Acultural diversity@ as applied to employees and Search Committee Orientation Package students of a community college, and do you believe that it is appropriate for a public community college to strive for cultural diversity? If so, why? If not, why not?

Please list any professional licensure or certification which you believe would directly relate to your ability to carry out duties and responsibilities of the position for which you have applied:

Please list any and all computer-related training which you have received:

Please list any and all word-processing, database, accounting, or other office-related or instruction related software programs with which you have experience, and state which of those you believe would be useful in relation to the position for which you have applied:

Please list any and all other skills, knowledge, and experience (both work and non- work) which you believe would directly relate to your ability the carry out the duties of the position for which you have applied:

Search Committee Orientation Package INSTRUCTIONAL ADMINISTRATOR APPLICANT MAIL QUESTIONNAIRE

What types of non-instructional duties do you believe are appropriate for a community college instructor?

Search Committee Orientation Package What is your understanding of the term Acultural diversity@ as applied to employees and students of a community college, and do you believe that it is appropriate for a public community college to strive for cultural diversity? If so, why? If not, why not?

What would you consider to be the most appropriate size for a community college class offering a core course to a freshman or sophomore? If you think it is different for different types of courses, please explain why.

What do you consider to be the most appropriate instructional load (in semester hours) for a community college instructor? If you think it is different for different areas of instruction, please explain why.

If you were charged with drafting an attendance policy for Community College of Southern Nevada students, what would that policy include?

What do you consider the term Aacademic freedom@ to mean in the context of a state community college?

Describe any experience you have had with distance learning. What is your opinion about the effectiveness and importance of delivering instruction through distance learning?

Search Committee Orientation Package NON-CLERICAL SUPPORT POSITION MAIL QUESTIONNAIRE

Do you have any professional license or certification which directly relates to your ability to perform the job for which you have applied? If so, please state the type of license or certificate:

Please list any and all other skills, knowledge, and experience (both work and non- work) which you have acquired which you believe would directly relate to your ability to perform the job for which you have applied:

Search Committee Orientation Package G. STANDARDIZED INTERVIEW QUESTIONS

A draft, standardized set of interview questions is presented on the following page(s). The set of interview questions will appear in one of two forms. The document may be a set of interview questions already tailored for the particular position of employment for which the search is being conducted. Alternatively, the document may be a general, standardized set of interview questions, which the Search Committee may refine by adding additional questions more specific to the relevant employment position.

Any such additions must be requested (via Form HP28), and be approved (via Form

HP29), in advance and in writing, by Monitor. The Standardized Interview Questions are designed for use in all interviews.

Please note that all interviews are to be conducted by posing only the questions contained with the approved set of standardized interview questions and reasonable, job-related follow-up questions.

Search Committee Orientation Package NOTE:

HERE PLACE THAT CCSN-USED INTERVIEW QUESTIONS THAT ARE BEST RELATED TO THE JOB BEING SEARCHED

(SAMPLE QUESTIONNAIRES APPEAR BELOW)

Search Committee Orientation Package GENERAL QUESTIONS ABOUT APPLICANT (GENERAL ADMINISTRATIVE APPLICANT)

What management or supervisory position(s) have you held in an educational setting? (Please also state when and where you held these positions.)

Whom do you consider to be an example of a good college administrator? What is it about that person which makes him/her a good administrator?

What do you consider to be your strengths as a college administrator?

Please list and briefly describe any experiences which you have had in planning and/or budgeting in a business or educational setting:

Please describe one or more situations in which you had to deal with an employee who failed to meet the work standards for his/her job. Tell what you did to resolve, or attempt to resolve, the problem.

Please list and briefly describe any experiences which you had have in assessing institutional effectiveness in an educational setting:

Please list and briefly describe any experiences which you have had in preparing a college or university for an accreditation site review:

Please list and briefly describe any experiences which you have had in developing and/or drafting policies, rules, or regulations for a college or university:

Search Committee Orientation Package Please briefly describe one or more instances in which you had to ensure, as an administrator, that and institution, or a college program or activity, did not improperly discriminate against persons of a particular sex, race, religion, age group, national origin, or other protected category. Be sure to state what particular measures you took to prevent discrimination.

Briefly describe experience which you have had in recruitment and/or hiring of college personnel:

Briefly describe any situation(s) in which you have been called upon, as an education administrator, to handle a formal grievance by a student against an employee and/or by one employee against another employee.

Briefly describe any situation(s) in which you, as a representative of an educational institution, have given a presentation, lecture, or workshop to a professional group or civic organization.

Briefly describe any situation(s) in which you have developed, or have assisted in the development of, an advertising or public relations campaign for a college or university.

Please list all college or university committees on which you have served and, for each, state any office held.

Search Committee Orientation Package GENERAL QUESTIONS ABOUT APPLICANT (FACULTY)

How long have you been teaching full-time? How much of that experience was at a community college? How much was at a public community college?

What subjects (or courses) have you taught? In what subjects are you most experienced as a college or high school instructor?

With what areas or aspects of teaching (subject) are you the most comfortable?

What do you consider to be your strengths as a (subject) instructor?

Are there any areas of your teaching skills which you believe can be improved. If so, what are the areas in which you would like to improve, and what are you doing (or what do you intend to do) to make these improvements?

What types of non-instructional duties do you think are appropriate for a community college instructor?

Have you ever served as a faculty sponsor of any college club or activity? If so, what was the club or activity, and what did you do?

Do you think that students should have the right to appeal the grade of an exam, work project, or course? If so, what do you think the process should be. If not, why not?

Search Committee Orientation Package Have you ever had a student appeal a grade you gave? If so, what were the circumstances and the outcome?

Describe at least one situation in which you believed a student to have been cheating on an exam or engaged in some other form of academic dishonesty, and tell the committee how you handled it.

What is your understanding as to the duty of an instructor to provide reasonable accommodations to a student with a disability?

Have you ever had a situation where you were called upon to provide a reasonable accommodation to a student with a disability?

What is your understanding of what constitutes sexual harassment?

What contributions do you believe you will be able to make to the Community College of Southern Nevada?

Search Committee Orientation Package GENERAL QUESTIONS ABOUT APPLICANT (INSTRUCTIONAL ADMINISTRATOR APPLICANT)

How much full-time teaching or education counseling experience do you have? How much of that experience was at a community college? How much was at a public community college?

What subjects (or courses) have you taught? In what subjects are you most experienced as a college instructor?

With what areas or aspects of teaching are/were you the most comfortable?

What do/did you consider to be your strengths as an instructor?

What do you consider to be your strengths as a college administrator?

Whom do you consider to be an example of a good college administrator. What is it about that person which makes him/her a good administrator?

What types of non-instructional duties do you think are appropriate for a community college instructor?

Have you ever served as a sponsor of any college club or activity? If so, what was the club or activity, and what did you do?

Do you think that students should have the right to appeal the grade of an exam, work

Search Committee Orientation Package project, or course? If so, what do you think the process should be. If not, why not?

Have you ever had a student appeal a grade you gave? If so, what were the circumstances and the outcome?

Describe at least one situation as an instructor or college administrator in which you believed a student to have been cheating on an exam or engaged in some other form of academic dishonesty, and briefly describe how you handled it.

What is your understanding as to the duty of a college to provide reasonable accommodations to a student with a disability?

Have you ever had a situation where you were called upon as an instructor or administrator to provide a reasonable accommodation to a student with a disability? If so, how did you handle it?

Please list any experience (what, when, where) you have had with student financial aid, including scholarships:

What is your understanding of what constitutes sexual harassment?

How do you believe sexual harassment complaints should be handled on a college campus?

What management or supervisory position(s) have you held in an educational setting? (Please also state when and where you held these positions.)

Search Committee Orientation Package Please list and briefly describe any experiences which you have had in planning and/or budgeting in a business or educational setting:

Please describe one or more situations in which you had to deal with an employee who failed to meet the work standards for his/her job. Tell what you did to resolve, or attempt to resolve, the problem.

Please list and briefly describe any experiences which you had have in assessing institutional effectiveness in an educational setting:

Please list and briefly describe any experiences which you have had in preparing a college or university for an accreditation site review:

Briefly describe any experiences which you have had in recruitment and hiring of college personnel:

Briefly describe any situation(s) in which you have been called upon, as an education administrator, to handle a formal grievance by a student against a faculty member.

Please list all college or university committees on which you have served and, for each, state any office held.

What contributions do you believe you will be able to make to the future success of the Community College of Southern Nevada?

Search Committee Orientation Package GENERAL QUESTIONS ABOUT APPLICANT (NON-CLERICAL SUPPORT)

Please briefly describe any prior job which you have held that particularly suited your skills and training.

Please describe how your skills and experience will match up with the needs of the Community College of Southern Nevada. In other words, what can you do well that will help make the Community College of Southern Nevada a better place?

Have you ever had a job where you had to deal with confidential records or information? If so, please describe the job.

Are you taking, or planning to take in the near future, any additional training that will give you even more to offer the Community College of Southern Nevada?

Search Committee Orientation Package H. GUIDELINES FOR INTERVIEWING JOB APPLICANTS

In preparing for and conducting interviews of job applicants, there are numerous factors which the person or persons conducting such interviews should take into account. Among these considerations are such matters as: (1) the objectives of the interview process; (2) the relationship of interview questions to the objectives; (3) any potential communication problems (such as a hearing or speech impairment on the part of the interviewee, or a possible language barrier if English is not the interviewee=s first language); (4) the ability to provide reasonable accommodations for a disability of the interviewee or a committee member; and (5) how the results of the interviews will be recorded and/or reported. The following guidelines are designed to assist persons responsible for pre-employment interviews.

1. Preparing For And Scheduling The Interview

a. General Parameters. The interview questions should be prepared in advance and be based on the job=s essential qualifications and functions. Where appropriate, there can also be skills tests or the submission of work samples so long as the assessment of such is directly related to the essential functions of the job. As a general rule, no questions about mental or physical health should be asked or discussed, nor should medical records be requested, unless directly related to the applicant=s qualifications for the job. Even then, medical information should not be requested except from persons who are in line to be offered employment, and only after the

Search Committee Orientation Package College=s legal counsel is consulted.

b. Records. A copy of the questions used in an interview should be maintained.

It is advisable to record all interviews on video tape (or if video tape is unavailable, audio tape) and preserve the tapes in a secure area for which the Human Resources

Office is responsible. It is also advisable for the interviewer(s) to retain notes taken during the interview.

c. Accommodation Requests. All requests for the accommodation of applicants with disabilities should be handled by CCSN’s ADA Coordinator, who should prepare a record of each request and what was done in response to the request. If the request is denied, in whole or in part, then it is imperative that the reason(s) for the denial be stated in a report to be retained in the appropriate office(s).

d. Getting Ready To Ask Questions. The following is a list which should be reviewed by each person who is going to conduct, either individually or as a committee member, an interview of a prospective employee.

27688. Be familiar with: the job description (particularly essential

functions), all required qualifications (including certification or licensure, if

these are required), the advertisement for the position, and all relevant

policies and procedures.

27689. Use approved questions relating to if and how the applicant will be

able to perform the essential functions of the job.

27690. Make a general outline of what needs to be covered during the

interview.

Search Committee Orientation Package 27691. Review the applicant=s resume and application form. Structure

follow-up questions so as to clarify or flesh out any information which is

unclear in the application materials.

27692. If appropriate, prepare skill tests based on the essential functions.

27693. If appropriate, ask for documentation, work samples, or other

evidence of the applicant=s ability to perform the essential functions of the

job. For example, a search committee may request writing samples, art

samples (for an art instructor), music samples (for a music instructor), etc.

27694. Ensure that reasonable interview accommodations are made for

any job applicant who has requested such accommodation.

27695. Be aware that body language, communication skills, and social

skills can be an inaccurate measure for many people with mental or

physical disabilities.

27696. Prepare to document, by video tape if possible, and if not by audio

tape or written minutes, each applicant=s responses to interview

questions. (This documentation is critical in responding to complaints by

applicants who were not selected.)

e. Ensuring Accessibility. Some applicants with visual or mobility impairments will phone in, prior to the appointment date, specifically for travel information. The scheduler should walk and measure the travel path in order to provide the applicant with detailed directions. In addition, the person(s) responsible for the interview should:

28204. Make sure the place where the interview is to be held is fully

Search Committee Orientation Package accessible by checking the following: a. Are there parking spaces for persons with disabilities available and nearby? b. Is there a ramp or step-free entrance? c. Are there accessible restrooms? d. If the interview is not on the first floor, does the building have an elevator? e. Are there water fountains and telephones at the proper height for a person in a wheelchair to use?

If an interview site is inaccessible (e.g., steps without a ramp, or a building

without an elevator), inform the applicant about the barrier prior to the

interview, and offer to make arrangements for an alternative interview site.

2. When scheduling interviews for persons with disabilities, consider their

needs ahead of time. a. When giving directions to a person in a wheelchair, consider distance, weather conditions, and physical obstacles such as stairs, narrow doorways, curbs, and steep hills. b. When giving directions to a person with a visual impairment, use specifics such as Aleft a hundred feet@ or Aright two yards.@ c. Be considerate of the additional travel time that may be required by a person with a disability.

3. Familiarize the applicant in advance with the names and positions of all

Search Committee Orientation Package persons whom he/she will be meeting during his/her visit.

4. Remember that persons with disabilities utilize a variety of transportation

services. When scheduling an interview, be aware that the person may be

required to make a reservation 24 hours in advance, plus travel time.

Provide the applicant with an estimated time to schedule his/her return trip

when arranging the interview appointment.

5. Provided that the above guidelines have been followed, expect the same

measure of punctuality and performance from people with disabilities as is

required from every other potential or actual employee.

2. Conducting The Interview

Listed below are suggestions for persons who will be involved in conducting interviews of job applicants.

a. Asking Good Questions And Job-Related Follow-up Questions. The task of asking only proper questions that are reasonably related to the job, through asking all of the applicants the same set of questions (or differing questions from the same set of questions) need not be a “robotic” exercise. Follow-up questions are appropriate if they are made in a manner that is reasonably calculated to keeps the interview “on subject” – that is, involves only inquiries that appear to be related to the performance of the job. In this regard, consider:

1. Conduct interviews in a manner which emphasizes the applicant=s abilities, achievements, and individual qualities.

Search Committee Orientation Package 2. Avoid questions which are overly broad, vague, or open-ended. Ask questions in such a way as to obtain specific answers.

3. Avoid asking questions in such a way as to cue the interviewee as to the answer you might want. (For example, don=t ask: AYou do believe in being a team player, don=t you?@ Instead, the interviewer might ask questions about how the applicant has worked before in group situations.)

4. If an answer is unclear or incomplete, ask follow-up questions designed to focus the answers on the needed information. (For example, if a faculty applicant says,

AI=ve taught a lot of different speech courses,@ the interviewer might ask for an estimate of how many different courses were taught; what they were; and where and how long ago they were taught. For another example, if an applicant says, AMy current position doesn’t=t challenge me enough,@ the interviewer might ask what is it about the job that is unchallenging and/or what kind of a challenge it is that the applicant is seeking.)

5. Use non-verbal cues to encourage the applicant to say more. (Such cues might include a slight nod of the head, or saying AI see,@ or just allowing for the

Apregnant pause@ by not saying anything following a response which may need elaboration. Often, when a response is not immediately followed by another question, the applicant will feel a need to add something to the response.)

3. Interviewing Disabled Persons

a. Interviewing Disabled Persons – In General. When interviewing disabled

Search Committee Orientation Package applicants consider:

1. Conduct an interview with a person with a disability or a communication

impairment in a manner as close as possible to that of an interview with

any other applicant. Be considerate without being patronizing.

2. When interviewing a person with a speech impediment, refrain from

completing a sentence for the applicant.

3. If it appears that a person=s level of ability might inhibit performance of a

job, ask a question of the nature of: AHow would you perform this job?@

For example, instead of saying:

AI notice that you are in a wheelchair, and I wonder how you will get around. Tell me about your disability,@

AThis position requires digging and using a wheelbarrow, as you can see from the job description. Do you foresee any difficulty in performing the required tasks? If so, do you have any suggestions as to how these tasks can be accomplished?@

b. Interviewing Applicants With Mobility Aids. When interviewing persons with mobility aids:

1. Enable people who use crutches, cane(s) or wheelchairs to keep

them within reach.

2. Be aware that some wheelchair users may choose to transfer

themselves out of their wheelchairs into an office chair, for the

duration of the interview.

3. When speaking to a person who uses a wheelchair or crutches for Search Committee Orientation Package more than a few minutes, sit in a chair. Place yourself at that

person=s eye level to facilitate conversation.

c. Interviewing Applicants With Visual Impairments. When interviewing persons having visual impairments:

1. When greeting a person with a vision impairment, always identify

yourself and introduce anyone else who might be present.

2. If the person does not extend his/her hand (to shake hands), orally

state a welcome.

3. When offering seating, place the person=s hand on the back or

arm of the seat. A verbal cue is helpful as well.

4. Let the person know if you move or need to end the conversation.

d. Interviewing Applicants With Speech Impairments. When interviewing persons with speech visual impairments:

1. Listen with your whole attention to the responses.

2. Ask short questions that require short answers or a nod of head.

3. Do not pretend to understand if you do not. Ask the person to

repeat what you do not understand.

4. Do not raise your voice. Most persons with speech impairments

can hear and understand normally.

e. Interviewing Applicants Who Are Deaf Of Hearing Impaired. When interviewing persons who are deaf or have a hearing impairment:

1. If you need to attract the attention of the interviewee, touch him/her

Search Committee Orientation Package lightly on the shoulder.

2. If the applicant lip-reads, look directly at him/her. Speak clearly at a

normal pace. Do not exaggerate your lip movements or shout.

Speak expressively because the person will rely on your facial

expressions, gestures and body movements to understand you. Maintain

eye contact. (Note: It is estimated that only four out of ten spoken

words are visible on the lips.)

3. Place yourself facing the light source and keep your hands,

cigarettes, or food away from your mouth when speaking.

4. Shouting does not help and can be detrimental. Only raise your

voice when requested. Using brief, concise written notes may be helpful.

5. In the United States, many deaf people use American Sign

Language (ASL). However, ASL is not a universal language. ASL is a

language with its own syntax and grammatical structure. When

scheduling a signer/interpreter for a non-English speaking person, be

certain to retain an interpreter who can speak and interpret in the

language of that person.

6. If an interpreter is present, it is commonplace for the interpreter to

be seated beside the interviewer across from the interviewee.

7. Interpreters facilitate communication. However, they should not be

consulted or regarded as a reference for the interviewee.

Search Committee Orientation Package 4. Do’s And Don’ts” Of Interviewing To Avoid Other Forms Of

Discrimination

Listed below are “do’s and don’ts” designed to ensure that job applicants

do not begin to feel that the person(s) conducting the interview is/are unlawfully

discriminating in employment because of the applicant’s race. color, national

origin, gender, marital status, religion, or age. It is also important to avoid certain

questions that, while not directly or obviously based upon one or more of these

impermissible criteria, nevertheless may be associated with impermissible criteria

due to societal or historical understandings.

a. Marital And/Or Family Status:

(1) Don=t ask:

* about marital status or children.

* about child care arrangements.

* about pregnancy or family planning.

(2) Okay to ask:

* whether applicant can meet specified work schedules or has

activities or obligations which might hinder meeting work

schedule or travel requirements.

b. Age:

(1) Don=t ask:

* how old applicant is or when applicant was born.

Search Committee Orientation Package * for proof of date of birth.

(2) Okay to ask:

* for age information, after employment offer, if for a business

reason such as insurance, retirement eligibility, license

requirement, etc.

c. National Origin:

(1) Don’t ask:

* about place of birth, Anative tongue,@ first language, or what

language is spoken at home.

* about origin of applicant=s surname.

* about parents= nationality.

(2) Okay to ask:

* about foreign language ability, if that is related to essential

functions of job, but not how language skills were acquired.

(NOTE: It is also okay to test for foreign language skills, if

job-related.)

* about legal eligibility to work in U.S. at time of potential

employment offer.

* about length of time at address(es) stated on application

d. Military Record:

(1) Don’t ask:

Search Committee Orientation Package * about type of discharge.

(2) Okay to ask:

* about military work experience which is related to position

being sought.

e. Religion:

(1) Don’t ask:

* any question which would potentially involve disclosure of

religious belief, affiliation, religious holidays observed, etc.

(2) Okay to ask:

* if there is any potential problem with meeting work schedules

for the job.

f. Arrest/Conviction:

(1) Don=t ask:

* about arrests.

(2) Okay to ask:

* about convictions which directly relate to job eligibility,

licensing, bondability, or essential job functions.

* at an appropriate time and through an authorized College

official, about convictions which are required by Nevada law

to be disclosed to the College by the applicant.

g. Organizational Affiliations:

(1) Don’t ask:

Search Committee Orientation Package * of what organizations is the applicant a member.

(2) Okay to ask:

* applicant to list organizations which the applicant believes

would demonstrate a direct relationship to the applicant=s

ability to qualify for or perform the job. (Advise the applicant

that he/she need not list any organization which indicates or

implies the applicant=s race, religion, sex, age, national

origin, mental or physical disability, or other membership in a

protected group.)

h. Height / Weight / Race:

(1) Don’t ask:

* about height, weight, race, eye color, complexion, hair, or

any other overt physical characteristic.

* where relatives live.

(2) Okay to ask:

* applicant to take physical fitness test upon a potential offer

of employment, if directly related to essential job functions,

so long as same requirement is applied to all applicants

offered employment.

i. References:

(1) Don’t ask:

* for any reference such as a pastor or priest (which might

Search Committee Orientation Package indicate religious preference).

(2) Okay to ask:

* for names, addresses, and phone numbers of persons who

can attest to the applicant=s professional suitability for job.

j. Education:

(1) Don’t ask:

* questions about a school=s or college=s nationality or

religious or racial affiliation or history.

(2) Okay to ask:

* about high schools or colleges attended, the applicant=s

academic performance, diplomas, degrees, or certificates.

* about applicant=s major or minor areas of concentration.

* about whether colleges or universities attended were

accredited by a regional or national accrediting organization.

k. Personal Finances:

(1) Don’t ask:

* about overdue bills, credit history, net worth, or credit rating

(unless directly related to job eligibility or required

bondworthiness).

* about pending judgments or bankruptcy (unless directly

related to job eligibility or required bondworthiness).

l. Health:

Search Committee Orientation Package (1) Don’t ask:

* about medical history; mental or physical problems,

handicaps, or disabilities; status of health, or medications of

applicant, family members, or associates.

(2) Okay to ask:

* about applicant=s ability (with or without reasonable

accommodation) to perform all essential physical or mental

functions of job.

* how college can best help applicant to do the job, if the

applicant has indicated that an accommodation would be

necessary.

* applicant who is otherwise qualified to take a physical,

mental, or psychological examination at time of potential

offer of employment, so long as the exam is directly related

to the essential functions of the job, and so long as the same

requirement is applied to all applicants being offered, or to

be offered, employment in the same position.

Search Committee Orientation Package I. JOB DESCRIPTION

The approved job description for the relevant position of employment is presented on the following page.

Search Committee Orientation Package J. JOB ANNOUNCEMENT

The approved job announcement for the relevant position of employment is presented on the following page.

Search Committee Orientation Package Search Committee Orientation Package