Policies & Procedures Manual

312

3. The appropriate Vice President may concur or not concur with the recommendation of the Screening and Interview Committee. a. If the appropriate Vice President concurs with the recommendation of the Screening and Interview Committee, then he/she will sign the recommendation of the Screening and Interview Committee and forward to the President for consideration of approval. b. In the event of non-concurrence with both candidates recommended, the appropriate Vice President will return the recommendation to the Screening and Interview Committee with written reasons for the rejection. The Screening and Interview Committee will then reconsider the applicants interviewed. c. In the event of non-concurrence with the order of preference of the Screening and Interview Committee, the Vice President will inform the Chairperson of the Screening and Interview Committee and provide written documentation for the file to support his/her decision. The signed recommendation from the Vice President is will then be forwarded to the President for consideration of approval. 4. The President will review the preliminary recommendation of the two candidates and make the final decision. a. The President, at his/her discretion, may choose to interview one or both of the recommended candidates prior to selecting a candidate for the position. b. In the event of non-concurrence with both candidates recommended, the President will forward written reasons for the rejection to the Screening and Interview Committee via the appropriate Vice President. c. Otherwise, the President will select one of the two recommended candidates. (Please note that Board of Trustees approval is not required.) d. Once final approval from the President is received, the Director of Human Resources will work with the appropriate Vice President to calculate a salary recommendation for approval by the President. e. Once the salary recommendation is approved by the President, the President or his designee will discuss matters of salary, benefits, housing, etc., with the candidate selected. 5. Each month, the President of the College will inform the Board of Trustees regarding employment of individuals in non-teaching, professional staff positions during the time period since the previous Board meeting, to the extent practical.

6. Vacancy files for all newly filled positions will be established to include the following:

a. Position Opening Approval Form; b. Position Opening Announcement (POA); c. List of all applicants for the position with sex and race indicated (if known) and status of the applications; d. List of all applicants interviewed with the dates of the interviews and a list of each

interviewed applicant’s strengths and weaknesses; e. All application packets received for the position;

f. All documents listed in the “Steps to Hire Checklist” and used in the hiring process; and g. Copy of the recommendation of two candidates as signed bythe appropriate parties.

(Revised 9/14/10; Revised 4/09/13; Revised 6/14/16; Revised 5/14/19; Revised 6/08/21; Revised 08/10/21)