Transcript EEO Training

<<<<
Equal Employment
Opportunity In Hiring Training
SOCCCD
Office of Human Resources
Revised January 2008
<< Vision
The District and it’s colleges serve as a
cultural model for the community by
providing students and employees with an
academic and work environment that both
honors diversity and exists free of prejudice.
<< Diversity
California Community Colleges
Chancellor’s Office
A condition of broad inclusion in an employment
environment that offers equality and respect for all
persons. A diverse educational community
recognizes the educational benefits that flow from
employee populations that are varied by race,
gender, disability status, sexual orientation, belief,
age, national origin, cultural background, life
experience and other enriching characteristics.
<< Embracing Diversity in
Higher Education
It is the responsibility of higher
education to expose students to
faculty and staff who bring with them
differing intellectual ideas, viewpoints
and creative energies that serve to
challenge the minds of students and
stimulate the learning environment.
<< Ethnicity of Orange County:
2000 Census Data
 1.5% African American
 13.8 % Asian/Pacific Islander
 30.8% Latino
 0.3% American Indian/Alaska Native
 51.2% White
 0.2 % Other
 2.3% Two or more ethnic groups
<< California’s
Changing Demographics
 By 2013 Latinos will comprise the majority
of the student population in California
 By 2040 Latinos will become the majority
population in California
WHAT OTHER TRENDS ARE YOU SEEING THAT
IMPACT OUR COLLEGES, STAFF AND STUDENTS?
Source: California Community Colleges System Strategic Plan, 2006
<< What does our Future in
Orange County Look Like?
Projected Population by Ethnicity in Orange County and California
through 2040
African
American
Orange
County
California
American Indian/
Alaskan Native
Asian/
Pacific Islander
Hispanic
White
2000
43,717
8,714
397,988
880,754
1,477,117
2010
52,852
26,869
541,231
1,180,042
1,402,620
2020
55,581
33,606
648,587
1,460,289
1,263,850
2030
53,453
32,577
641,740
1,659,771
1,205,860
2040
48,927
29,405
594,923
1,822,070
1,133,000
2000
2,222,816
192,753
3,857,492
11,082,985
16,047,989
2010
2,628,971
398,048
4,865,058
15,181,594
15,377,948
2020
2,935,929
615,393
5,750,108
18,877,590
14,757,146
2030
3,192,662
815,054
6,369,365
22,520,629
14,182,100
2040
3,363,142
982,073
6,690,626
25,959,527
13,435,378
Source: State of California, Department of Finance.
<< What does our Future in
Orange County Look Like?
Projected Population Percent by Ethnicity in Orange County
and California through 2040
African
American
Orange
County
California
American Indian/
Alaskan Native
Asian/
Pacific Islander
Hispanic
White
2000
1.6%
0.3%
14.2%
31.4%
52.6%
2010
1.6%
0.8%
16.9%
36.8%
43.7%
2020
1.6%
1.0%
18.7%
42.2%
36.5%
2030
1.5%
0.9%
17.9%
46.2%
33.6%
2040
1.3%
0.8%
16.4%
50.2%
31.2%
2000
6.7%
0.6%
11.5%
33.2%
48.0%
2010
6.8%
1.0%
12.7%
39.5%
40.0%
2020
6.8%
1.4%
13.4%
44.0%
34.4%
2030
6.8%
1.7%
13.5%
47.9%
30.1%
2040
6.7%
1.9%
13.3%
51.5%
26.6%
Source: State of California, Department of Finance.
<< EEO Laws:
Federal Laws

Title VII of the Civil Rights Act of 1964 prohibits
discrimination on the basis of race, color, religion, sex,
pregnancy or national origin.

Americans with Disabilities Act of 1990 prohibits
discrimination against the disabled in employment and
public services.

Age Discrimination Act of 1975 prohibits discrimination
on the basis of age in programs or activities receiving
Federal financial assistance (Age 40+)
<< EEO Laws:
State Laws


California Government Code Sec. 11135 through
11139.5 prohibits discrimination against any
person or denial of benefits on the basis of ethnic
group identification, religion, age, sex, color or
physical handicap or mental disability under any
program that is funded directly by the State or
receives any financial assistance.
California Fair Employment and Housing Act, Calif.
Government Code 12900, et seq., prohibits
discrimination in employment on the basis of race,
gender, religious creed, color, national origin,
ancestry, physical handicap, medical condition,
marital status, sex, age (40+) and pregnancy.

California Labor Code 1102.1 prohibits
discrimination or different treatment in any aspect
of employment or opportunity for employment
based on actual or perceived sexual orientation.
<< State Laws (Con’t)
Title 5 (Education Code)
 Inclusive Outreach
 Specific Data Collection
 Adverse Impact Monitoring
 Enforced by the State Chancellor’s Office
<< Confidentiality
The hiring process is highly
sensitive and confidential. It is
therefore critical that all those
involved in the process maintain
the highest, uncompromising
degree of confidentiality in order
to preserve the integrity of the
process.
<< EEO Representative’s Role
and Responsibilities
 Monitor the hiring process to ensure that no
candidate is unlawfully discriminated against
 Serve as committee liaison to the Chair of the
hiring committee
 Maintain confidentiality within the committee
 Report allegations of non-compliance to Human
Resources Management
<< Conflicts of Interest
The EEO Representative . . ..
Recognizes potential biases or conflicts of interest
Is on alert for those who are unable to be fair or impartial
Understands potential ramifications of conflicts of interest
Resolves issues that arise that could lead to conflicts of interest
Notifies HR Management of any potential conflicts of interest
The EEO Representative is critical to the integrity of the hiring process!
<< Helping Hiring
Committees Succeed
The EEO Representative/Committee
Member relationship is a shared
dynamic one which creates an
environment in which fair and
consistent hiring practices are possible
and imparts guidance, knowledge and
insight.
<< The Hiring Process
The hiring committee must be able to
distinguish an applicant’s ability to do the
job from his or her ability to get the job.
 Shift the focus from experience to results: job
performance in a former position, accomplishments
and productivity.
 Be less concerned with years of experience and more
concerned with what they have done.
 Past performance is the best predictor of future
performance.
<< Screening Applications
The Committee should review the
following elements of the job
announcement:






Educational qualifications
Work experience
Desirable qualifications
Job duties and responsibilities
Unusual physical requirements
Hours required for the position
<< Screening Applications
Each committee member is responsible for
thoroughly reviewing the application and
corresponding materials submitted by each
applicant who meets minimum qualifications.
The screening of applicants shall be
conducted without reference or
consideration of perceived or actual:
 Race
 Ethnicity
 Religion
 Disability
 Sexual Orientation
 Other protected characteristics
<< Effective Hiring through
the Interview Process

How do you shift the focus from experience
to results?
Develop interview questions that
direct the candidate to focus on
specific work experience and
professional accomplishments.
<< Developing Interview
Questions
Identify traits
that would
result in superior
performance in
the position
Candidates
should relay
specific
examples from
past experience
in their answers
Knowledge
Skills &
Abilities
Past
Experience
Ability to
effectively
handle
challenges
Remember to
address any
conditions in the
work environment
that may create
challenges
<< Before the interviews . . .
 Review the job announcement
 Assign questions to committee members
 Discuss general framework for successful
responses to individual questions
 Briefly review the candidate’s application
and supporting materials
<< Follow-up Questions
Follow-up interview questions allow committees to probe for
specificity, help minimize exaggerations and limit
generalizations.
SOCCCD Hiring Board Policies allow for follow-up interview
questions, provided they meet one of the following criteria:
 The follow-up question must be directly related to the
original question. For example – Can you expand on
your specific role in the project?
 The follow-up question must be directly related to
something contained in the answer provided by the
applicant. For example – You mentioned you won an
award, can you tell us more about that?
<< When Conducting the
Interview, Remember . . .
 Committee members should provide each
candidate with the same high level of interest,
courtesy, care and attention.
 Candidates should leave feeling that the
process was handled professionally and that
they were treated respectfully.
 Committee members must be fair, consistent
and impartial in their assessments and scoring.
 Committee members should document in
writing as much specific information as possible
about each candidate on the rating sheet
provided.
<< How to Ensure Fairness
Committee Members should . . . .
 Understand their roles and responsibilities
 Be fair and consistent in every aspect of the
process
 Document information that contributes to
numerical and written ratings or assessments
 Maintain confidentiality before, during, and after
the process has been completed
<< Why do all this?
Hiring Committee Purpose:
To hire the candidate who will
stimulate the learning and working
environment and provide the greatest
asset to our diverse student and
employee population, as well as the
greater community.
<<<<
QUESTIONS?
Contact:
Office of Human Resources
South Orange County Community College District
www.socccd.edu
(949) 582-4850