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

 Strengthen committee members’ “best practices” in the interview and selection process so as to eliminate bias from the selection process; and

 Find time to do it all without bringing hiring to a halt!

To assist districts in developing and delivering training in these areas, below we have included a separate section on lawful hiring and best practices in hiring. (See Section 5(B)(1-8).) This section—together with “The Legal Backdrop” (Section 1 above), provides most of the content for the required screening and selection committee training. What this workbook cannot provide, however, is training material covering the substance of each district’s unique EEO Plan. This information must be incorporated by each district.

i. Plan Component 9: Annual Written Notice to Community Organizations

i. Legal Requirements Section 53003 subdivision (c)(5) requires that districts describe in their EEO Plans a process for providing annual written notice to appropriate community-based and professional organizations regarding the EEO Plan and the need for assistance from the community in identifying qualified applicants. This notice may be delivered electronically. ii. Implementation As the overview of the law (Section 1 above) makes clear, district recruitment strategies may include reaching out to professional organizations and media outlets that target specific populations— as long as it is part of an inclusive recruitment strategy . There is no requirement that the outside groups, themselves, must be broad-based. They may target whom they choose. It is the district that must ensure that the collective scope of its recruitments is broad-based.

j. Plan Component 10: Analysis of District Workforce and Applicant Pool

i. Legal Requirements

NOTE: The time extension on developing EEO Plan components that rely on availability data does not apply to Component 10.

Title 5 requires that district EEO Plans provide 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 in each of the listed job categories to determine whether additional measures are required and to implement and evaluate the effectiveness of those measures. 222 Each district, based on its size, demographics and other unique factors shall determine the appropriate time frame for periodic review, and reflect this in its EEO Plan; The categories listed are: (1) Executive/Administrative/Managerial; (2) Faculty and other Instructional Staff; (3) Professional Non-faculty; (4) Secretarial/Clerical; (5) Technical and Paraprofessional; (6) Skilled Crafts; and (7) Service and Maintenance. 223 The Model Plan also indicates that the survey should distinguish between full-time and part-time faculty.

Name that Section: Frequently Used Education Code and Title 5 Sections for Community College Districts ©2020 (c) Liebert Cassidy Whitmore 73