Methods used to assure qualifications for each position are closely matched to specific program- matic needs: • Faculty and Educational Administrators - Minimum Qualifications as established by the Board of Governors of the California Community Colleges. (Educational Administrators, full-time faculty, and part-time faculty positions). • All job announcements and performance measures are reviewed and approved by the Campus Personnel Office and the District Office of Human Resources. • Constituent review and input on position responsibilities, appropriate knowledge, skill, ability, and other desirable characteristics • Classified staff and classified management positions - Job specifications are periodically reviewed and updated to ensure classification and duties are appropriate for the position. III.A.1 Self Evaluation GWC meets the standard. The goal of the CCCD is to recruit, select and hire persons who are highly qualified (: Board Policy 7121, Employee Recruitment and Selection Policy). Position prioritization processes for faculty, classified, and short-term personnel are defined and incorporated into College planning processes through program review. This allows the college to evaluate both permanent and temporary staffing levels along with broader program assessment. The Faculty position prioritization process is conducted by the Academic Senate every two years, and provides Division faculty an opportunity to share program needs with one another and rank both new and replacement positions for full-time faculty by discipline. Classified and short-term personnel position prioritization process also encompass both new and replacement positions. These requests are presented through program review, and are ranked by planning teams in a two-year cycle. These rankings are presented as recommendations to the College President and Vice Presidents as funding becomes available for support staff positions. These rankings also provide the College an opportunity to assess program growth and/or decline to determine where staffing levels may need to be realigned to more fully support student ser- vices and instructional program integrity. Once position priorities and funding have been identified for hiring, District adopted recruitment and selection policies and procedures are followed for filling all vacancies at the College. These procedures ensure that a thorough review of qualifications for all personnel is done during each hiring process. The College also conducts extensive reference checking to verify experience and training. The District Office of Human Resources at the point of hire also does degree and experi- ential verification for all academic personnel. Additionally, the Academic Senate continues to fine-tune its faculty hiring request process. Currently, the faculty reads program reviews of departments requesting faculty and then asks questions of the department representative at a formal Q&A session. Senators rate each request,
Methods used to assure qualifications for each position are closely matched to specific program- matic needs: • Faculty and Educational Administrators - Minimum Qualifications as established by the Board of Governors of the California Community Colleges. (Educational Administrators, full-time faculty, and part-time faculty positions). • All job announcements and performance measures are reviewed and approved by the Campus Personnel Office and the District Office of Human Resources. • Constituent review and input on position responsibilities, appropriate knowledge, skill, ability, and other desirable characteristics • Classified staff and classified management positions - Job specifications are periodically reviewed and updated to ensure classification and duties are appropriate for the position. III.A.1 Self Evaluation GWC meets the standard. The goal of the CCCD is to recruit, select and hire persons who are highly qualified (: Board Policy 7121, Employee Recruitment and Selection Policy). Position prioritization processes for faculty, classified, and short-term personnel are defined and incorporated into College planning processes through program review. This allows the college to evaluate both permanent and temporary staffing levels along with broader program assessment. The Faculty position prioritization process is conducted by the Academic Senate every two years, and provides Division faculty an opportunity to share program needs with one another and rank both new and replacement positions for full-time faculty by discipline. Classified and short-term personnel position prioritization process also encompass both new and replacement positions. These requests are presented through program review, and are ranked by planning teams in a two-year cycle. These rankings are presented as recommendations to the College President and Vice Presidents as funding becomes available for support staff positions. These rankings also provide the College an opportunity to assess program growth and/or decline to determine where staffing levels may need to be realigned to more fully support student ser- vices and instructional program integrity. Once position priorities and funding have been identified for hiring, District adopted recruitment and selection policies and procedures are followed for filling all vacancies at the College. These procedures ensure that a thorough review of qualifications for all personnel is done during each hiring process. The College also conducts extensive reference checking to verify experience and training. The District Office of Human Resources at the point of hire also does degree and experi- ential verification for all academic personnel. Additionally, the Academic Senate continues to fine-tune its faculty hiring request process. Currently, the faculty reads program reviews of departments requesting faculty and then asks questions of the department representative at a formal Q&A session. Senators rate each request,
GWC_Self-Study_2011-12.docx