shared-governance groups that have college-wide representation—the College Council, and the Laney College President’s Advisory Council. These reviews inform the president’s decision and subsequent request to the Chancellor (IIIA1a-1). The Peralta Community College District develops and maintains policies for ensuring that all personnel are qualified by appropriate education, training, and experience to provide and support all programs and services. The policies are in the Board Policy Manual: B.P. 1.18 and 1.18b for administrative hires; B.P. 1.20 for selection of a chancellor; B.P. 3.18 for certificated and classified hiring; and B.P. 3.26 for faculty hiring. These policies are accessible to all via the Peralta web site. Further, the governing board ratifies union contracts that also address hiring (IIIA1a-2, IIIA1a-3). Recruitment In order to attract qualified applicants, the Human Resources staff routinely advertises classified, faculty, and administrative positions through the District Human Resources web site, the California Community Colleges Registry, and through flyers to local colleges. Depending on the position, additional outreach may include resources such as the Chronicle of Higher Education; Women in Higher Education; Diverse Issues in Higher Education; discipline, industry, and trade publications; as well as many Internet sites, such as craigslist, for vocational and select classified positions. Listservs are an added tool for recruitment, as well as the utilization of the California Community Colleges Registry database, primarily for administrative and faculty positions. Hiring Policies Hiring policies include, but are not limited to, providing full, objective, and equal access for all applicants; actively seeking applicants who demonstrate the required technical expertise, competency, and sensitivity that will enable them to work effectively in a multicultural educational environment; complying with all federal, state, and local laws; ensuring participation by faculty, classified staff, and administrators in their respective roles throughout the process; ensuring diversity on all screening committees; ensuring that members
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have knowledge in the position area; reviewing all components of the process to ensuring the integrity of the process; and maintaining confidentiality throughout the process. The guidelines for the selection of employee groups—classified staff, faculty, and administrators—cover the development of the job announcement, selection of the screening committee, development of screening criteria and interview questions with desired responses, the screening of application materials, the screening of candidates, the recommendation of finalists, final interviews, reference checks, and the candidate-approval process (IIIA1a-4). The District Human Resources department works closely with college and district-wide constituencies, starting with the job announcement. All job announcements provide a description of the college or district. All job announcements emphasize the importance of an applicant’s being able to demonstrate sensitivity in working within a multicultural, multilingual educational environment. Specific duties and responsibilities of each position are clearly outlined in all job announcements. Job announcements for contract faculty positions are written by college faculty, relying on discipline experts and clearly state minimum qualifications, as determined and published by the state academic senate. These announcements, signed off by the Faculty Senate president and Peralta Federation of Teachers representatives, emphasize the importance of discipline knowledge, current pedagogy, and commitment to student learning. The process for classified staff and managers are created based on the needs of the college, in direct consultation with appropriate stakeholders of the college, and edited by the Human Resources department so that the job announcement states the necessary knowledge, skills, and abilities needed to carry out the duties and responsibilities of the position in an effective manner. These and other steps are taken to ensure that the qualifications for positions reflect appropriate programmatic and institutional needs. District procedures ensure that the faculty plays a significant role in the selection of new faculty.