Name that Section - Frequently Used Education Code and Title 5 Sections for Community College Districts

revised as determined necessary. Any revised EEO Plan shall be submitted to the Chancellor’s Office, which retains the authority to review such revisions on a case-by-case basis.

Section 53003 requires the following Plan elements:

 The designation of the district employee or employees who have been delegated responsibility and authority for implementing the Plan and assuring compliance; 165  Complaint procedure (which identifies persons who will field the complaints); 166

 Employee Plan notification process; 167

 Screening/Selection committee training, that must cover:

 the requirements of this subchapter and of state and federal nondiscrimination laws;

 the educational benefits of workforce diversity;

 the elimination of bias in hiring decisions; and

 best practices in serving on a selection or screening committee; 168

 Targeted recruitment process and community-based/professional organization notification;  A process for gathering information and periodic, longitudinal analysis of the district’s employees and applicants, broken down by number of persons from monitored group status; 169

 Methods for addressing any monitored groups’ underrepresentation; 170 and

 A process for developing and implementing strategies, necessary to demonstrate ongoing, institutional commitment to diversity and equal employment opportunity. 171

b. Hiring Regulations The Title 5 regulations require a proactive recruitment process. In particular, hiring procedures are required to contain the following core features: i. Job Related Screening and Selection Procedures A core principle of non-discriminatory hiring criteria is that they must be “job related.” Job requirements that lack a clear nexus to the knowledge or skills required for the position are suspect and subject to challenge if they have the effect of disproportionately excluding or creating an “adverse impact” on a group based on race, gender or other protected status. 172 Therefore, the regulations require that all screening and selection procedures be based solely on job-related criteria. In addition to articulating this requirement, the regulations require districts to review all local desired and preferred qualifications for any job category where they determine there is persistent underrepresentation of a monitored group.

Name that Section: Frequently Used Education Code and Title 5 Sections for Community College Districts ©2018 (c) Liebert Cassidy Whitmore 58