Diversity, Equity & Inclusion

 


Procedure

Required Search Documentation

The four documents listed below are required to be utilized during each search. Documenting these four steps allows for consistency in the search process and assists a department in providing equal opportunity to all applicants throughout each phase/step of the search process.

Upon completion of the search, each of these documents must be submitted to the CDEIO.

  1. Applicant Screening Tool – The applicant-screening tool explains the method used to determine which candidates of those meeting the minimum qualifications are invited for an interview. Screening criteria must be job related. The screening process can begin as soon as applications are received.
  2. Interview Questions – All interviewees should be asked the same core questions, keeping in mind that in-depth questioning may vary slightly depending on the interviewee's background. All interview questions must be job-related and must pertain to the position being recruited. Federal and State laws prohibit certain questions that are used to find out personal information. The CDEIO will provide guidance on interview questions at the initial meeting of the search committee.
  3. Interview Evaluation Tool – It is best to evaluate a candidate right after the interview while the results of the interview are fresh in one's mind. An interview rating tool assists a hiring manager in determining which candidates had the best experience and qualifications related to the requirements for the position.
  4. Justification – An explanation of why the selected candidate is being recommended for hire over other qualified candidates must be supplied. This explanation should indicate any specific skills and/or experiences that the recommended candidate possesses that other candidates do not.

V. Approval: Board or President
VI. Responsibility: Chief Diversity, Equity & Inclusion Officer (CDEIO) & Executive Director, Human Resources



Bucks County Community College Search Committee Guidelines

Role of the Search Chair
  • Schedule committee meetings
  • Preside over search committee meetings
  • Receive initial applications/resumes from candidates
  • Communicate directly to candidates
Role of the Search Committee
  • Has access to all documents related to the search process.
  • Ensures that a broad range of qualified applicants apply for the position and are considered for it.
  • Screens the applicants to assess their ability to carry out the duties and responsibilities of the position.
  • Ranks the applicants.
  • Recommends to the hiring officer/department those candidates to be invited for campus interviews.
  • Organizes and participates in the interviews of the finalists.
  • Conveys to the hiring officer how finalists were ranked.
Search Committee Demographics
  • Must have a minimum of five (5) members.
  • At least one member must be from outside the hiring unit.
  • List the members’ gender, race, ethnicity, and professional area/department.

Interview Guide: Appropriate & Inappropriate questions

SubjectMay AskMay Not Ask
Name Current Legal Name

Whether person worked under a different name; questions that would divulge ancestry

Sex Nothing

May not comment on person’s sex unless it is a bona fide occupational qualification. This is highly unlikely in our academic environment, so please check with the Affirmative Action Officer first.

Age Nothing  
Address Place and length of current address

How long have you lived in the United States? What foreign addresses have you had?

Birthplace Nothing

Any inquiry into place of birth, or that of parents, spouse, grandparents, or other relatives.

Citizenship If not a U.S. citizen, do you have the right to permanently remain in the U.S.? Are you legally authorized to work in the U.S.? If yes, please explain the basis of your employment authorization.

Whether applicant, parents, or spouse are naturalized or native born U.S. citizens; of what country applicant is a citizen.

Marital Status Nothing Whether applicant is married, single, divorced, engaged, widowed, or living with someone.
Sexual Preference Nothing Whether applicant is homosexual, heterosexual, bisexual, or any other question pertaining to sexual tendencies or preferences.
Lifestyle Nothing Anything involving the applicant’s natural and preferred way of living.
Family Nothing

Any questions concerning family size, family planning, children’s ages, plans for childcare, spouse’s employment.

Religion Nothing About religious denomination/ affiliation
Disability

Whether the individual has a mental or physical disability that would relate to his/her ability to perform the job.

Questions about physical or mental limitations that are not job related.
Physical Data Whether the applicant is physically able to perform job responsibilities. Applicant’s height or weight.
Pregnancy Nothing About the applicant’s plans for having children; about medical history concerning pregnancy and health related matters.
Military Status About job-related experience gained in the military. About branch or service; type of discharge.
Housing How applicant can be reached if there is no telephone at home.

Whether applicant owns or rents an apartment or house.

Education

About educational institutions attended; training.

About religious or racial affiliations of schools attended.

Organization About professional organizations

Organizations that indicate race, color, religion, gender, status.

Financial Position Nothing

About credit ratings, garnishments, debts, to whom debts are owed.

Arrest Records Nothing About arrests, or time spent in jail. Arrests without convictions do not indicate guilt.
Convictions

About convictions, but only if job related
(e.g. inquiries about embezzlement convictions if position requires financial responsibilities) and only if asked of all applicants.

General questions about whether applicant has ever been convicted.