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Faculty Hiring Process

HROG Section:
Employment
Document Title:
DCCCD Faculty Hiring Process
Initial Date Posted:
December 1996
Board Approval:
Applies To:
DCCCD Full-time Faculty
Source:
District Human Resources
Related TASB Policy:
Last Date Revised:
See Visio 1997 document, Spring 2009

Purpose

This policy specifically relates to full-time faculty positions.

Background

Definitions

Eligibility

Procedures

1. All open positions will list the contact point and telephone number for the receipt of applications as the location Human Resources office.
           
2. All faculty positions will have search committees and the committees will be diverse based on gender and ethnicity.

  • Search Committees may be appointed as soon as faculty positions are identified.

  • Cabinet members are accountable for the appointment and diversity of search committees including the appointment of the committee chair.

  • The process for search committee appointments will include collaboration with the  location faculty cabinet president.

  • Staff from other location units and/or other locations may be asked to serve on a search committee to achieve diversity. 

  • Each search team member will be required to sign a Search Process Acknowledgement Form (PDF - 65KB) outlining confidentiality documentation and deliberation requirements. 

  • Cabinet members may also choose to appoint non-employees to search committees for specific instructional programs.

  • Search committees will be trained at each location. The training will focus on all components of the hiring process, interview protocol, and interview questions, with continuing emphasis on the DCCCD's commitment to equal opportunity.

3.  Supervisor(s) are responsible for development of the Notice of Vacancy using the generic faculty job description and specific location/job-related requirements. 
           
4. Minimum Credential Guidelines were developed to address Southern Association of Colleges and Schools Commission on Colleges Section 3.7 Faculty, Principles of Accreditation--Foundations for Quality Enhancement and the Texas Higher Education Coordinating Board Guidelines for Instruction Programs in Workforce Education: 

            
a. Faculty teaching general education courses at the undergraduate level:  

       
i. doctor’s or master’s degree in the teaching discipline or  
ii. master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate semester hours in the teaching discipline).

b. Faculty teaching associate degree courses designed for transfer to a baccalaureate degree:  


i. doctor’s or master’s degree in the teaching discipline or       
ii. master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate semester hours in the teaching discipline). 

     
c. Faculty teaching associate degree courses not designed for transfer to the baccalaureate degree: 

        
i. bachelor’s degree in the teaching discipline, or  
ii. associate’s degree and demonstrated competencies in the teaching discipline.

     
d. Faculty member teaching courses in workforce educations programs that are components of associate degree programs designed for college transfer, or from which a substantial number of students transfer to senior institutions: 

         
i. master’s degree in the teaching discipline, or 
ii. master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate hours in the teaching discipline) 

        
e. Faculty teaching workforce education degree or certificate courses: 


i. have a combination of academic preparation and work experience including three years of direct or related work experience other than teaching. 


f. Faculty teaching in applied associate degree programs:

       
i. no less than an associate degree, should hold a baccalaureate degree or higher 


g. Faculty who teach workforce education degree or certificate courses: 

    
i. have a combination of academic preparation and work experience including three years of direct or related work experience other than teaching. 


h. Faculty teaching in certificate programs: 


i. must hold at least a higher education certificate or have specialized training in their teaching field. 

            
i. Faculty teaching in developmental programs: 

    
i. must hold a baccalaureate degree in a discipline related to their teaching assignment and have either teaching experience in a discipline related to their assignment or graduate training in developmental education. 


j. In exceptional cases, the location Cabinet member may consider: 

     
i. Outstanding professional experience and demonstrated contributions to the teaching discipline that may be presented in lieu of formal academic preparation for faculty members. 
            
ii. Strengthening the minimums when dictated by educational program priorities. 

  
These exceptions must be justified by the institution on an individual basis and kept on file. 
            
Specific detail in the Notice of Vacancy may vary by position and will be approved by the President. Such variance must be defensible against the applicable SACSCOC Comprehensive Standards.  Full-time faculty vacancy notices will always include the text "a minimum of one-year of teaching experience is required" and will contain the phrase "demonstrated skills in successfully working with diverse populations through experiences such as formal training, past work experiences, etc."
            
5. Each location search committee, in collaboration with the location Director of Human Resources, may develop a letter/packet for applicants to address the requirements/required materials for each vacancy notice, and outline the steps of the hiring process. A completed application and college transcripts are required at time of application (photocopies of transcripts are acceptable with application, but official transcripts are required prior to interview date). For full-time faculty searches, travel expenses for finalist interviews may be paid by the colleges.
           
6. The guidelines and timelines for internal faculty transfer are documented in a separate Human Resource Operational Guideline. Current full-time faculty in continuing positions are eligible to apply for transfer into open faculty positions.

Interested faculty should submit a DCCCD application, transcript(s) and other required materials to the location Human Resources Director at the hiring college within the posted time line.

Discipline committees will interview faculty interested in transfer. 


a. The recommendation of the committee will be based on a majority vote.   

b. The recommendation will be given to the president. If the recommendation is to transfer someone and the president concurs, the individual is notified by the president of the hiring location.       
    
c. If the recommendation is to deny the transfer, the individual is notified and asked if he/she would like the application forwarded to the applicant pool for the now open position.


7. In addition to the usual print media advertising of positions, advertising will include minority, discipline publications and networks. 
               
8. The applicant pool of the individuals meeting minimum qualifications will be reviewed by the location Human Resources Director or designee who will certify the pool.  In the event that the pool is inadequate, the location Director of HR will communicate this to the hiring supervisor and the location CEO and a decision will be made to cease the search or to extend it with expanded advertising and outreach and advise District Human Resources.         

Employee Responsibility

HR Responsibility

The location Human Resources office is responsible for the receipt, maintenance and storage of all applicant materials. This includes communicating with candidates at regular intervals as to their status in the search. 

Exceptions To Policy

Other Notes

Related Links

1997 Faculty Hiring Process -- Visio Flowchart (PDF - 23KB)
Search Process Acknowledgement Form (PDF - 65KB)