January 2017
Today’s Agenda
 Federal and state EEO laws, including Title 5
 Educational benefits of workforce diversity
 Elimination of bias in hiring decisions
 Best practices in serving on a screening/interview
committee
 Discuss logistics of recruiting process
 Review committee decisions and next steps
Non-Whites* Percentages by Student and Employee Types
Fall Terms 2005 – 2014
80%
70%
60%
50%
Students
40%
Classified
Administrator
30%
Tenured/Tenure Track
Academic, Temporary
20%
10%
0%
Fall 2005Fall 2006Fall 2007Fall 2008Fall 2009Fall 2010Fall 2011Fall 2012Fall 2013Fall 2014
* Non-White: Asian, Black, Hispanic, Native American, and Pacific Islander & multiple ethnicities
White: White and unreported
MiraCosta’s Non-Whites* Percentages
by Student and Employee Types
Fall Terms 2009 – 2016
60%
54%
50%
41%
39%
40%
34%
30%
29%
20%
10%
0%
Fall 2009
Fall 2010
Administrators
Fall 2011
Fall 2012
Full-Time Faculty
Fall 2013
Classified
Fall 2014
Associate Faculty
Fall 2015
Students
Fall 2016
Equal Opportunity
Employment Laws
Two Sides of the Same Coin
Nondiscrimination
Laws Prohibit
Discrimination
EEO Laws
Promote
Inclusion
Federal Nondiscrimination Laws
A sample of Federal nondiscrimination laws:
o The Civil Rights Act of 1964 (Title VII)
o The Age Discrimination in Employment Act
of 1967 (ADEA)
o Americans with Disabilities Act of 1990
(ADA)
The Civil Rights Act of 1964 (Title VII)
 Title VII prohibits not only intentional discrimination,
but also practices that have the effect of
discriminating against individuals because of their
race, color, national origin, religion, or sex.
 It is illegal to discriminate in any aspect of
employment, including decisions based on
stereotypes or assumptions about the abilities, traits,
or performance of individuals of a certain sex, race,
age, religion, or ethnic group, or individuals with
disabilities.
The Age Discrimination in
Employment Act of 1967 (ADEA)
 Age discrimination involves treating someone (an applicant or
employee) less favorably because of his or her age.
 The Age Discrimination in Employment Act (ADEA) forbids age
discrimination against people who are age 40 or older.
 The law forbids discrimination when it comes to any aspect of
employment, including hiring, firing, pay, job assignments,
promotions, layoff, training, fringe benefits, and any other
term or condition of employment.
Americans with Disabilities Act of
1990 (ADA)
 The ADA prohibits discrimination on the basis of
disability in all employment practices.
 Employer may not ask applicants about the existence,
nature, or severity of a disability, but may ask about an
applicant’s ability to perform job functions.
 “Reasonable accommodation” includes modification or
adjustments that enable disabled employees to
perform essential job functions.
State Laws & Regulations
Caliornia’s Fair Employment and Housing
Act (FEHA)
FEHA bans employment discrimination based on
age (40 and over), ancestry, color, religious
creed, disability (mental and physical) including
HIV and AIDS, marital status, medical condition,
national origin, race, sex, and sexual orientation.
Nondiscrimination: Title 5 § 59300
"... no person in the State of California shall, on the
basis of ethnic group identification, national origin,
religion, age, sex, race, color, ancestry, sexual
orientation, or physical or mental disability, or on the
basis of these perceived characteristics or based on
association with a person or group with one or more
of these actual or perceived characteristics, be
unlawfully denied full and equal access to the
benefits of, or be unlawfully subjected to
discrimination under any program or activity that is
administered by, funded directly by, or that receives
any financial assistance from, the Chancellor or Board
of Governors of the California Community Colleges."
Laws Promoting Inclusion
Education Code § 87100:
“a work force that is continually responsive to
the needs of a diverse student population
[which] may be achieved by ensuring that all
persons receive an equal opportunity to compete
for employment and promotion within the
community college districts and by eliminating
barriers to equal employment opportunity.”
California Title 5 § 53024.1:
Establishing and maintaining a richly diverse
workforce is an on-going process that requires
continued institutionalized effort.
Educational Benefits of
Diverse Workforce
Studies prove the educational benefits
of a diverse faculty.
Closing achievement gaps by
20-50%
Fairlie, R. W., Hoffman, F., Oreopoulos, P. (2014). A
Community College Instructor Like Me: Race and Ethnicity
Interactions in the Classroom.
American Economic Review, 104(8): 2567-2591.
Full article available at: http://people.ucsc.edu/~rfairlie/papers/
For Team Effectiveness
http://www.mckinsey.com/insights/organization/why_
diversity_matters
Elimination of bias in hiring
decisions
Implicit bias tests
 Project Implicit is a non-profit organization and
international collaboration between researchers who
are interested in implicit social cognition - thoughts
and feelings outside of conscious awareness and
control. The goal of the organization is to educate the
public about hidden biases and to provide a “virtual
laboratory” for collecting data on the Internet.
https://implicit.harvard.edu/implicit/takeatest.html
Best Practices in Serving on a
Screening/Interview
Committee
MiraCosta’s Equal
Opportunity
Employment Plan
Our goal
 The District’s goal is a working and academic
environment that is:
 welcoming to all
 fosters diversity and
 promotes excellence.
 An educational experience in an inclusive
environment, best prepares our students to work and
live in a global society.
Definition of diversity
A condition of broad inclusion in an
employment environment that offers
equality and respect for all persons. A
diverse educational community recognizes
the educational benefits that flow from
employee populations that are varied by….
Definition cont’d
Age
Ancestry
Color
Disability
Ethnic group
identification
Gender (gender
identity/expression)
Marital status
Medical condition
Military status
National origin
Parental status
Race
Religion
Sexual orientation
MiraCosta’s Divesity, Equity & Inclusion Statement
MiraCosta College is committed to providing a strong,
supportive, and authentic environment where difference is valued,
respected, encouraged, and honored; where all faculty, staff, and students
experience a sense of belonging and the freedom to express themselves;
and where their experiences are recognized and valued.
MiraCosta College strives to be a model for equity and inclusion.
The college is committed to providing opportunities for engagement both
across the campus and within the communities the college serves. The
college seeks to remove barriers to learning, participation, and success,
with a focus on changing procedures and practices that
disproportionately affect certain groups.
Anchored in a culture of evidence, MiraCosta College promotes
increased awareness and appreciation of individual, collective, and
intersecting identities within our diverse society and acknowledges that
different students learn in different and unique ways.
Evaluation of candidates
 Do they understand the demographics of our student
population and the unique challenges they bring to
us?
 Can they respond effectively to issues such as
academic preparation, culture, gender, race, ethnicity,
sexual orientation, socioeconomic circumstances, and
disability?
 Do they demonstrate evidence of cultural
competency?
Ethnicity of full time faculty compared to credit students
Fall 2016
 Am. Ind./Alaskan Nat.
 Asian/Pacific Islander
 African American
 Hispanic
 White
 Multiple ethnicities
 Other/unknown
Faculty
Students
.5%
6.8%
4.2%
17.9%
65.3%
4.2%
1.1%
0.3%
7.6%
3.4%
35.8%
43.7%
7.3%
2.0%
Develop a diversity question
 Samples (purple handout)
 Customize it to the specific work to be performed for
each job.
 Attend flex workshop put on by Luke Lara et. al.:
“How to Write and Evaluate Interview Questions”
 Wednesday, January 18th from 2-4 pm
Logistics & Next Steps
Phase I of recruitment
 HR “advertises” the openings
 Chronicle of Higher Education
 Local newspapers
 Discipline-specific publications, websites and
organizations
 Committee and department members “recruit”
 Make contact with graduate programs and tap into
specific networks, especialy equity-focused like Puente
Phase II of recruitment
 Your help getting the word out is vital!
 Where are the best graduate schools in your field?
Contact them!

See list of top 10 schools with diverse degree recipients
 Email announcements to your alma mater and
classmates from graduate school.
 Don’t be shy – ask!
Guide to Faculty Employment Policy and Hiring
Procedures
 Role of chair, committee members and Equal
Employment Opportunity (EEO) Representative
 Confidentiality of process is paramount!
Forms to assist you
 Interview Summary Form
 Interview Activities
Steps in the process
 How closing dates established
 HR processing
 Application screening
 Rotational reading takes extra week
 Committee interviews
 Final interviews
 Reference checking
 Offers/Rejections
Closing Dates
 Biology
 Biomanufacturing
 Business, Statistics
 Chemistry
 Counselor
 Counselor, SSSP (3)
 Counselor, Veterans
Feb 14
March 28
March 28
Feb 21
March 7
Feb 28
March 14
Closing Dates cont’d
 English, Transfer (2)
 English, Developmental
 Librarian
 Math
 Math, Basic Skills
 Mental Health Counselor
 Noncredit ESL
 Nursing
Feb 14
Feb 21
Feb 28
Feb 21
Feb 14
Feb 28
March 14
Feb 21
Job Fair:
 Who will attend job fairs?
 Los Angeles - January 28
 San Francisco – February 4
 Diversity budget #: 11-521100-851-00000-6761-1612
 If no committee member attends – HR will need
“talking points”
Committees need to decide:
 Screening criteria
 Interview questions
 Letters of reference
 Whether to allow from members of committee
 Out of state candidates
 Final interviews for true finalists only? all?
Committees need to decide:
 Writing sample
 Candidate identified or not?
 Length of time allowed?
 Before or after interviews?
 Teaching demonstration
 Exact wording of instructions?
 Length of time allowed?
 Any special equipment needed?
Next steps for committee
Screening criteria
2) Interview questions
1)
Screening Criteria
 Must be created directly from the job announcement.
 Must be directly related to the essential education,
ability or knowledge required
 Must be measurable by the contents of the application
materials
 Commitment to diversity
New Diversity Question
MiraCosta College is an Equal Opportunity Employer
with a commitment to diversity. We strive to be a model
for equity and inclusion, effectively supporting students
from diverse socioeconomic and cultural backgrounds
who possess a range of abilities, academic preparation,
and life experiences.
Please describe what qualifications and/or experiences
have prepared you to contribute to the fulfillment of the
College’s goals for equity and inclusion
Agree on what you’re looking for
 Committee should discuss the traits a successful
candidate should possess.
 Discuss the knowledge, skills and abilities that would
result in superior performance in that position.
Follow up questions
 Allowed if information is critical for committee to
make best hiring decision
 MUST be both:
 Job related
 Non-discriminatory
Prior knowledge
 Dealing with candidates known to committee
member(s)
 First hand information
 Job related
 Can be shared at any time in the process
 Decision about impact of that information is based on
consensus of entire committee, not just that individual
Other things to remember
Associate Faculty candidates
 If meet minimum qualifications and have a complete
application packet, MUST be granted an interview if
ranked in top 10
Equivalency Process
 Must give same consideration as all other applications
 Equivalency committee considers request and
forwards to ASC
 Senate Council confirms
 Interviews can take place
 Board of Trustees considers with hiring
recommendation
Letters of Recommendation
 We are once again using the process that allows for
letter writers to submit a letter which the candidate
cannot view.
 HR will not remove any extra letters submitted and
will only screen based on the minimum number of
letters requested
Screening Criteria Form
 Word document will be sent as an attachment by the
HR Tech
 Committee members may print and write notes on hard
copy of the form
 You may also type notes into the document and save a
file for each candidate
CONFIDENTIALITY IS PARAMOUNT
Can I work at home?
 PeopleAdmin is a web-based system so it is certainly
possible
 Keep in mind the confidentiality issue
 Ergonomic considerations at home
After screening is complete
 Committee meetings will take place as they do now
and the chair will notify HR of the candidates to be
invited for an interview
 HR will change the status of applicants
 Candidates can check their status in the system at any
time
Candidate Lists
 Will be produced out of PeopleAdmin
Documents
 You may see some personal information an applicant
has included (i.e. birthdates, photos) on documents
because HR no longer has the ability to black out
information before the materials go to the committee
Portal workspace for committee
 Some committees have asked AIS to set up a shared
workspace in the MiraCosta portal for their use. The
space was used for various purposes:
 Discussion forums (i.e. preliminary work on screening
criteria and/or interview questions)
 Viewing DVDs of previous performances
Conclusion
Thank you for focusing your time and energy on this
critical task – selection of superior candidates that will
enable MiraCosta to reach our strategic goals and aide in
efforts related to student success.