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Collin County Community College 043500 HIRING PRACTICES |
DC (LOCAL) |
| INTERVIEWS |
Initial applicant screening is the responsibility of the human resources office. Internal applicants who do not meet minimum qualifications are notified by the human resources office. The files of all applicants who meet the minimum qualifications, as defined in the job description for each position, are forwarded from human resources to the hiring department or search committee for review. In addition to interviews with the division dean or director, vice-president, and a human resources representative, open sessions may be scheduled to provide an opportunity for all College staff to actively participate in the interview process. The President may also interview the finalist(s) for full-time positions.
When a search committee is not used, the division dean and/or director interviews selected applicants and refers selected finalists for further interviews. Interview evaluation sheets for each applicant interviewed should be completed by all those involved in the interview process and returned to the human resources office. |
| HIRING |
When all interviews have been completed and references and criminal history, as appropriate, have been checked successfully, the appropriate supervisor and human resources representative complete the recommendation for employment (RFE) portion of the request for personnel (RFP) form based on the approved salary structure and placement procedure.
This shall be presented to the dean/director, vice-president, and President for review and decision. When a hiring decision has been approved by the President, the RFE should be sent to the human resources office. Interview evaluations and related documentation must accompany the recommendation for employment if not previously on file in the human resources office. It is the policy of the College District that no final offer shall be made until a complete check has been made to see if the expenditures will coincide with the allowance provided in the annual budget. Under no circumstances is a definite commitment concerning the position or salary to be made at the time of the interview. A contract shall be issued from the human resources office to the prospective employee after approval by the board. An announcement of appointment is the sole right of the College District. |
| RECRUITING |
When a budgeted position becomes available, an approved request for personnel form must be submitted to the human resources office with a description of the position. The human resources office shall prepare a job vacancy notice and coordinate all advertising. Full-time support staff positions are normally advertised internally and in local newspapers unless otherwise requested. Faculty and administrative positions are generally advertised nationally in the Chronicle of Higher Education as well as in local metropolitan newspapers. All the College District openings (other than positions opened "For Internal Applicants Only") are listed with the Texas Workforce Commission, the College District Job Line, and the College District Web site.
Applicants' official files are kept only in the human resources office. The file may include an application, official transcripts of all applicable college work and degrees granted, references and/or recommendations, placement files when available, and resumes. Hiring supervisors may request to review these files. Inquiries concerning employment should be forwarded to human resources for appropriate response and follow-up. |
| DATE ISSUED: 06/24/1999 NEWLPM DC(LOCAL)-X |