equal employment opportunity plan · with government code section 12926. o. screening or selection...

EQUAL EMPLOYMENT OPPORTUNITY PLANThe Los Angeles Community College District’s Equal Employment Opportunity Plan reflects the District’s commitment to equal, fair, and accessible employment opportunity.

Board Approved: September 12, 2018

CONTENTS

3 LEGAL AUTHORITY

4 PLAN COMPONENT 1: INTRODUCTION

5 PLAN COMPONENT 2: DEFINITIONS

7 PLAN COMPONENT 3: POLICY STATEMENT

8 PLAN COMPONENT 4: DELEGATION OF RESPONSIBILITY, AUTHORITY AND COMPLIANCE

9 PLAN COMPONENT 5: ADVISORY COMMITTEE

10 PLAN COMPONENT 6: COMPLAINTS

11 PLAN COMPONENT 7: NOTIFICATION TO DISTRICT EMPLOYEES

12 PLAN COMPONENT 8: TRAINING FOR SCREENING/SELECTION COMMITTEES

13 PLAN COMPONENT 9: ANNUAL WRITTEN NOTICE TO COMMUNITY ORGANIZATIONS

14 PLAN COMPONENT 10: INSTITUTIONAL COMMITMENT TO DIVERSITY

15 PLAN COMPONENT 11: WORKFORCE ANALYSIS & APPLICANT POOLS

32 PLAN COMPONENT 12: FACULTY AND ADMINISTRATOR SELECTION POLICIES

42 PLAN COMPONENT 13: CLASSIFIED EMPLOYEE HIRING

44 PLAN COMPONENT 14: REASONABLE ACCOMMODATIONS FOR PERSONS WITH DISABILITIES

45 PLAN COMPONENT 15: ANNUAL CERTIFICATION TO CHANCELLOR’S OFFICE

3LACCD Equal Employment Opportunity Plan

LEGAL AUTHORITYCalifornia community colleges are mandated by the California Code of Regulations Title 5, section 53003(a); and the California Education Code, section 87100 to develop and implement an Equal Employment Opportunity Plan.

CALIFORNIA CODE OF REGULATIONS TITLE 5, SECTION 53003(A) – DISTRICT PLANThe governing board of each community college district shall develop and adopt a district-wide written equal employment opportunity plan to implement its equal employment opportunity program. Such plans shall be submitted to the State Chancellor’s Office. The Chancellor’s Office retains the authority to review district plans on a case-by-case basis.

CALIFORNIA EDUCATION CODE, SECTION 87100 LEGISLATIVE FINDS & DECLARATIONS(a) The Legislature finds and declares all of the following:

(1) In fulfilling its mission within California’s system of public higher education, the California community colleges are committed to academic excellence and to providing all students with the opportunity to succeed in their chosen educational pursuits.

(2) Academic excellence can best be sustained in a climate of acceptance and with the inclusion of persons from a wide variety of backgrounds and preparations to provide service to an increasingly diverse student population.

(3) A workforce that is continually responsive to the needs of a diverse student population may be achieved by ensuring that all persons receive an equal opportunity to compete for employment and promotion within the community college districts and by eliminating barriers to equal employment opportunity.

(b) It is the intent of the Legislature to establish and maintain within the California community college districts a policy of equal opportunity in employment for all persons, and to prohibit discrimination or preferential treatment based on ethnic group identification, or on any basis listed in subdivision (a) of section 12940 of the Government Code, as those bases are defined in sections 12926 and 12936.1 of the Government Code, except as otherwise provided in section 12940 of the Government Code. Every aspect of personnel policy and practice of the community college districts should advance the realization of inclusion through a continuing program of equal employment opportunity.

(c) The Legislature recognizes that it is not enough to proclaim that community college districts must not discriminate and must not grant preferential treatment on impermissible bases. The Legislature declares that efforts must also be made to build a community in which nondiscrimination and equal opportunity are realized. It is the intent of the Legislature to require community college districts to adopt and implement programs and plans for ensuring equal employment opportunity in their employment practices.

TITLE 5, SECTION 53026 COMPLAINTS – VIOLATION OF EQUAL EMPLOYMENT OPPORTUNITY REGULATIONSEach community college district shall establish a process permitting any person to file a complaint alleging that the requirements of this subchapter have been violated. A copy of the complaint shall immediately be forwarded to the Chancellor, who may require the district provide a written investigative report within ninety (90) days. Complaints that also allege discrimination prohibited by Government Code sections 11135 et seq. shall be processed according to the procedures set forth in subchapter 5 (commencing with section 59300) of Chapter 10 of this division.


PLAN COMPONENT 1: INTRODUCTION

The Los Angeles Community College District Equal Employment Opportunity Plan was adopted by the Board of Trustees on September 12, 2018. The Equal Employment Opportunity Plan reflects the District’s commitment to equal employment opportunity and creation of a working and academic environment which is welcoming to all. Through an educational experience in an inclusive environment, our students will be better prepared to work and live in our present global society.

The Equal Employment Opportunity Plan contains procedures for the hiring of academic and classified staff; the requirements for a complaint process for noncompliance with the Title 5 provisions relating to equal employment opportunity programs; complaint procedures relating to unlawful discrimination; establishment of an Equal Employment Opportunity Advisory Committee; methods to support equal employment opportunity and an environment that is welcoming to all; and procedures for dissemination of the Equal Employment Opportunity Plan.

To properly serve a growing diverse population, the District endeavors to hire, promote, and retain faculty and staff who are sensitive to, and knowledgeable of, the needs of a continually changing student body it services.

Dr. Francisco C. Rodriguez Chancellor Los Angeles Community College District


PLAN COMPONENT 2: DEFINITIONSA. ADVERSE IMPACT: A statistical measure (such as those outlined in the Equal Opportunity

Commission’s Uniform Guidelines on Employee Selection Procedures) applied to the effects of a selection procedure that demonstrates a disproportionate negative impact on any group protected from discrimination pursuant to Government Code section 12940.

B. DIRECTOR, OFFICE FOR DIVERSITY, EQUITY AND INCLUSION (DIRECTOR): The person who is responsible for the day-to-day implementation of the Plan.

C. DIVERSITY: A condition of broad inclusion in an employment environment that offers equality and respect for all persons.

D. EQUAL EMPLOYMENT OPPORTUNITY (EEO): All qualified individuals have a full and fair opportunity to complete for hiring and promotion and to enjoy the benefits of employment with the District.

E. EQUAL EMPLOYMENT OPPORTUNITY ADVISORY COMMITTEE (EEO ADVISORY COMMITTEE): Acts as an advisory body to the Director and the District to promote understanding and support of EEO policies and procedures.

F. EQUAL EMPLOYMENT OPPORTUNITY PLAN (Plan): A written document in which the District’s workforce is analyzed, and which specifies plans and procedures for ensuring equal employment opportunity.

G. EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT (EEO Policy Statement): Statement by the Board confirming its commitment to EEO.

H. EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS: All the various methods by which EEO is ensured. Such methods include, but are not limited to, using nondiscriminatory employment practices, actively recruiting, monitoring, and taking additional steps consistent with the requirements of Title 5, section 53006.

I. ETHNIC GROUP IDENTIFICATION: Group identity is obtained through voluntary self-identification by employees and applicants for employment as follows, based on the definitions from the Equal Employment Opportunity Commission.

American Indian or Alaskan Native: A person having origins in any of the original peoples of North and South America (including Central America), and who maintains Tribal affiliation or community attachment.

Asian: A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

Biracial or Multiracial: A person who identifies with two or more racial groups.

Black or African-American: A person having origins in any of the original peoples of the Black racial groups of Africa.

Latino1: A person having origins in any of the original peoples of Cuba, Mexico, Puerto Rico, South or Central America, or other Spanish cultures or origins, regardless of race.

1 For purposes of EEO-6 reporting, the federally established demographic category is “Hispanic or Latino” or “Hispanic/Latino.” LACCD

refers to this group as “Latino” for purposes of internal reporting. The “Latino” category also includes employees who identify

predominantly as Chicano/a.


DEFINITIONS (CONTINUED) Pacific Islander: A person having origins in any of the original peoples of Hawai’i, Guam, Samoa, or other Pacific Islands.

White: A person having origins in any of the original peoples of Europe, The Middle East, or North America.

J. IN-HOUSE OR PROMOTIONAL ONLY RECRUITMENT/HIRING: Only existing District employees are allowed to apply for a position. Pursuant to Title 5, section 53021(b)(1), in-house or promotional only recruitment shall not be used to fill any vacancy for any position except when the position is being filled on an interim basis for the minimum time necessary to allow for full and open recruitment; provided however, that no interim appointment or services of interim appointments exceeds two years in duration. Pursuant to Title 5, section 53021(b)(2), where in-house or promotion only recruitment is utilized, all District employees shall be afforded the opportunity to apply.

K. JOB CATEGORY: The job categories used for the purpose of this Plan and reported to the Chancellor pursuant to Title 5, section 53004(a) are (1) Classified Clerical, (2) Classified Manager, (3) Classified Service and Maintenance, (4) Classified Skills Crafts, (5) Classified Technical, (6) Educational Administrator, (7) Fulltime Faculty, and (8) Adjunct Faculty.

L. MONITORED GROUPS: A group identified in Title 5, section 53004(b) for which monitoring and reporting is required pursuant to section 53004(a). For the purpose of this Plan, Monitored Groups are: Men, Women, Alaskan/American Indians, Asians, Pacific Islanders, African-Americans, Hispanics, Caucasian, persons with disabilities2.

M. PERSON WITH A DISABILITY: Any person who (1) has a physical or mental impairment as defined in Government Code, Section 12926 which limits one or more of such person’s major life activities, (2) has a record of such an impairment, or (3) is regarded as having such an impairment. A person with a “disability” is “limited” if the condition makes the achievement of the major life activity difficult.

N. REASONABLE ACCOMMODATION: The efforts made on the part of the District in compliance with Government Code Section 12926.

O. SCREENING OR SELECTION PROCEDURES: Any measure, combination of measures, or procedures used as a basis for any employment decision. Selection procedures include the full range of assessment techniques, including but not limited to traditional paper and pencil tests, performance tests, and physicals, educational, and work experience requirements, interviews, and review of application forms.

Reference: Title 5, sections 53001 and 53021

2 At the time this report was prepared, data regarding applicants and employees self-designated as disabled was not available; therefore,

that category is not recorded herein.


PLAN COMPONENT 3: POLICY STATEMENTIt is the Los Angeles Community College District’s policy to ensure that all qualified applicants for employment and employees have full and equal access to employment opportunity and are not subjected to discrimination in any program or activity of the District on the basis of actual or perceived ethnic group identification, race, color, naturalization, ancestry, religion, creed, sex (including gender-based sexual harassment), pregnancy, marital status, cancer-related medical condition of an employee, sexual orientation, age, physical or mental disability, or veteran status.

The Board commits the District to vigorous EEO in all aspects of its academic and classified employment programs, including recruitment, selection, assignment, retention, promotion, and transfer. The District will strive to achieve a workforce that reflects the diversity of the state’s adult population and is welcoming to all persons from all other groups protected from discrimination to ensure the District provides an inclusive educational environment. Such an environment fosters cooperation, acceptance, democracy and free expression of ideas.

The Board delegates to the LACCD Chancellor the responsibility for implementing this Plan consistent with all applicable provisions of the Education Code and Title 5. The Equal Employment Opportunity Plan will be maintained to ensure principles that conform to federal and state laws.

Reference: Education Code 87100, et seq.; Title 5, section 53002; LACCD Board Rules, Chapter XIII, 101301

The Culinary Arts Institute – Los Angeles Mission College


PLAN COMPONENT 4: DELEGATION OF RESPONSIBILITY, AUTHORITY & COMPLIANCEIt is the goal of the Los Angeles Community College District that all employees promote and support EEO. The general responsibilities for the prompt and effective implementation of this Plan are set forth as follows:

BOARD OF TRUSTEES: The Board of Trustees (Board) is ultimately responsible for proper implementation of the Plan at all levels of District and college operation, and for ensuring EEO as described in the Plan.

CHANCELLOR: The Board assigns to the LACCD Chancellor the responsibility for ongoing implementation of the Plan and for providing leadership in supporting the District’s EEO Plan and Programs. The LACCD Chancellor shall advise the Board concerning statewide policy emanating from the Board of Governors of the California Community Colleges, and direct the publication of an annual report on Plan implementation. The LACCD Chancellor or designee shall evaluate the performance of all managerial staff members who report directly to him/her on their ability to follow and implement the Plan.

DIRECTOR, OFFICE FOR DIVERSITY, EQUITY & INCLUSION: The District has designated the Director as the person who is responsible for the day-to-day implementation of the Plan. The LACCD Chancellor will give notice if the designation of the Director changes. The Director is responsible for administering, implementing and monitoring the Plan and for assuring compliance with the requirements of Title 5, sections 53000 et seq. The Director is also responsible for receiving complaints described in Plan Component 6, and for ensuring that applicant pools and selection procedures are properly monitored.

Juniper Hall – Los Angeles Trade-Tech College

EQUAL EMPLOYMENT OPPORTUNITY ADVISORY COMMITTEE: The District will maintain an EEO Advisory Committee to act as an advisory body to the Director and the District as a whole to promote understanding and support of EEO policies and procedures. The EEO Advisory Committee shall assist in the implementation of the Plan in conformance with state and federal regulations and guidelines, monitor EEO progress, and provide suggestions for Plan revisions as appropriate.

AGENTS OF THE DISTRICT: Any organization or individual, whether or not an employee of the District who acts on behalf of the governing board with regard to the recruitment and screening of personnel, including but not limited to the building program, is an agent of the District and is subject to all the requirements of this Plan.

GOOD FAITH EFFORT: The District shall make a continuous good faith effort to comply with all the requirements of its Plan.

Reference: Title 5, section 53020


PLAN COMPONENT 5: ADVISORY COMMITTEEThe Director or designee will maintain and chair an EEO Advisory Committee to assist in the implementation of the Plan. The EEO Advisory Committee shall include a diverse membership. The committee will be composed of one faculty member appointed by the District Academic Senate; one faculty member appointed by the faculty AFT union; one classified member appointed by each of the classified unions; one administrator appointed by the Teamsters; one Compliance Officer appointed by the Director; one at-large employee appointed by the Chair of the Committee; one Human Resources employee appointed by the Vice Chancellor of Human Resources; one student appointed by the District Student Affairs Committee; and one other unrepresented employee appointed by the LACCD Chancellor. When necessary or for appropriate committee business, the EEO Advisory Committee may obtain information from resources such as the Vice Chancellor of Human Resources, the Director of the Personnel Commission, and the ADA Compliance Administrator.

The EEO Advisory Committee shall hold a minimum of two (2) meetings per fiscal year, with additional meetings if needed to review EEO and diversity efforts, programs, policies, and progress. The term of office for the members shall be three years. When appropriate the EEO Advisory Committee shall make recommendations to the LACCD Chancellor.

In order to support and promote equal opportunity, nondiscrimination, retention and diversity, the EEO Advisory Committee may sponsor events, training, or other activities. The Director, or his/her designee, shall train the EEO Advisory Committee on equal employment compliance, including Title 5 regulations regarding equal employment opportunity and state and federal non-discrimination laws; the educational benefits of a diverse workplace; and, the role of the EEO Advisory Committee in carrying out the Plan.


Center for the Sciences – Los Angeles Pierce College


PLAN COMPONENT 6: COMPLAINTS

6.1 COMPLAINTS ALLEGING VIOLATIONS OF THE EQUAL EMPLOYMENT OPPORTUNITY REGULATIONS (SECTION 53026).The District has established the following process permitting any person to file a complaint alleging that the requirements of the equal employment opportunity regulations have been violated2:

1. All complaints shall be signed and dated by the complainant and shall contain, the names of the individual(s) involved, the dates(s) of the event(s) at issue, and a detailed description of the actions constituting the alleged violation;

2. Complaints involving the current hiring processes must be filed as soon as possible after the occurrence of an alleged violation and not later than sixty (60) days after such occurrence unless the complainant can verify a compelling reason for the District to waive the sixty (60) day limitation;

3. Complaints alleging violations of the equal employment opportunity regulation that do not involve current hiring processes must be filed as soon as possible after the occurrence of the alleged violation and no later than ninety (90) days after such occurrence unless the viola-tion is ongoing;

4. The District may return without any action any inadequate complaints that do not state a clear violation of the EEO regulations. All returned complaints must include a statement of the reason(s) for returning the complaint without action;

5. All complaints shall be filed with the Director. If the complaint involves the Director, the complaint may be filed directly with the LACCD Chancellor. The Director will review the complaint, perform an investigation, and prepare an investigative report, and make a final determination.

6. To the extent practicable, a written determination on all accepted written complaints will be issued to the complainant within 90 days of the filing of the complaint.

7. A complainant may not appeal the District’s determination pursuant to section 53026 to the State Chancellor, however, under some circumstances, violations of equal employment regulations in Title 5 may constitute a violation of a minimum condition for receipt of state aid. In such a case, a complaint can be filed with the State Chancellor’s Office, but the complainant will be required to demonstrate that he or she made previous reasonable, but unsuccessful, efforts to resolve the alleged violation at the District level using the process provided by section 530263.

6.2 COMPLAINTS ALLEGING UNLAWFUL DISCRIMINATION (TITLE 5, SECTION 59300)Complaints filed under section 53026 alleging unlawful discrimination may be filed pursuant to the District’s Prohibited Discrimination and Harassment Policy and shall be processed according to the requirements of Title 5, section 59300 et. seq. at: http://www.laccd.edu/Departments/DistrictResources/OfficeOfDiversity/Pages/Discrimination.aspx

3 See California Community Colleges Chancellor’s Office Guidelines for Minimum Conditions Complaints.

http://www.laccd.edu/Departments/DistrictResources/OfficeOfDiversity/Pages/Discrimination.aspx

http://www.laccd.edu/Departments/DistrictResources/OfficeOfDiversity/Pages/Discrimination.aspx


PLAN COMPONENT 7: NOTIFICATION TO DISTRICT EMPLOYEESThe commitment of the LACCD to EEO is emphasized through the broad dissemination of its EEO Policy Statement and the Plan. The policy statement shall be posted in the Office for Diversity, Equity & Inclusion, the Personnel Commission, and Human Resources’ websites and shall be in all employment announcements and recruitment materials. The Plan and subsequent revisions will be distributed to the District’s Board of Trustees, LACCD Chancellor, College Presidents, administrators, the academic senate presidents, union representatives and members of the EEO Advisory Committee. When appropriate, the Plan may be distributed by campus bulletins or e-mail.

The notice will contain the following provisions:1. The importance of the employee’s participation and responsibility in ensuring the Plan’s implementation.

2. The availability of the Plan on the District website, at the Office of the Chancellor and College Presidents, and the Office for Diversity, Equity & Inclusion and Human Resources Department.


Administration Building – Los Angeles Harbor College


PLAN COMPONENT 8: TRAINING FOR SCREENING/SELECTION COMMITTEESAny organization or individual, whether or not an employee of the District, who is involved in the recruitment and screening/selection of personnel shall receive appropriate training on the requirements of the Title 5 regulations on EEO (section 53000 et. seq.); the requirements of state and federal nondiscrimination laws; the educational benefits of workforce diversity; the elimination of bias in hiring decisions; and best practices in serving on a selection screening committee.

Each committee member serving in the above capacities will be required to participate in a selection training session or sessions every three years. This training is mandatory; individuals who have not received this training will not be allowed to serve on any screening/selection committee. Other periodic training may be offered for those who might serve on a selection committee. Training for Equal Employment Opportunity Representatives (EEO Reps) who are charged with monitoring all selections to ensure compliance with State, Federal, and District equal employment opportunity laws and policy shall receive training and be certified as EEO Reps every three years.

The Director or designee is responsible for organization and verification of the required training. Any individual, whether or not he or she is an employee of the District, acting on behalf of the District with regard to recruitment and screening of employees is subject to the EEO requirements of Title 5 and the Plan.

Reference: Title 5, section 53003(c)(4)

Administration Building – Los Angeles Southwest College


PLAN COMPONENT 9: ANNUAL WRITTEN NOTICE TO COMMUNITY ORGANIZATIONSThe Director will provide annual written notice to appropriate community-based and professional organizations concerning the Plan. The notice will inform these organizations how they can access or obtain a copy of the Plan and shall solicit their assistance in identifying qualified candidates. The notice will include the EEO Policy Statement and an Internet link to the Plan. The notice will also include the Internet address where the District advertises its job openings and contact information to obtain employment information. The District will actively seek to reach those institutions, organizations, and agencies that may be recruitment sources. The Director will maintain a list of organizations which will receive this notice. Written notice may include mailings and electronic communications.

Reference: Title 5, section 53003(c)(5)

Math and Science Building – West Los Angeles College


PLAN COMPONENT 10: INSTITUTIONAL COMMITMENT TO DIVERSITYThe District acknowledges that various approaches are required to fulfill its mission of ensuring EEO and the creation of a diverse workforce. EEO means all qualified individuals have a fair opportunity to compete for hiring and promotion and to enjoy the benefits of employment with the District. EEO should exist at all levels and in all job categories. This also requires creating an environment that fosters cooperation, democracy, and free expression of ideas welcoming to all people.

The District will promote learning opportunities and personal growth in the area of diversity and establish and maintain the desired academic and working environment. The District’s diversity programs may include, but are not limited to, the following activities:

1. Conducting campus climate surveys of faculty, staff, administrators, and students.

2. Presenting guest speakers on diversity topics and issues relevant to District employees.

3. Highlighting the District’s EEO and diversity policies in job announcements and in recruitment, marketing and other publications.

4. Maintaining the Office for Diversity, Equity & Inclusion website, promoting diversity events and informing faculty and staff about diversity and EEO programs, policies, and practices.

5. Providing continuous diversity/equity and EEO training opportunities for faculty, staff, and administrators.

6. Encourage, develop and support mentor programs for faculty and staff that serve to develop leadership potential in faculty, staff and students from underrepresented and diverse groups.

7. Conducting outreach to student, professional, community and other organizations that represent the diverse community the District serves.

Reference: Title 5, sections 53003(c)(9) and 53024.1

Recital Hall – Los Angeles City College


PLAN COMPONENT 11: WORKFORCE ANALYSIS AND APPLICANT POOLSLACCD Human Resources and the Personnel Commission collect the District’s employee demographic data and, in collaboration with the Office for Diversity, Equity & Inclusion (ODEI) monitor applicant pools for employment on an ongoing basis to evaluate the District’s progress in implementing its current Plan, and to provide data needed for the analysis and responsive goal-setting or adjustments to District hiring practices as appropriate.

For purposes of the workforce analysis, individuals are afforded the opportunity to voluntarily identify their gender (or biological sex), ethnic group identification and, if applicable, their disabilities and whether they are a veteran of the military at the time of their submission of an application for employment. Persons may self-designate as many ethnicities as they deem appropriate. Those persons identifying as having a disability are not required to disclose the nature of the disability for purposes of statistical analysis. This demographic information is kept confidential and is separated from the applications that are forwarded to the screening/interview committee and hiring administrator(s).

Historically, demographic data has not been collected for current employees after initial hire in a systematic way. For Fiscal Year 2018-19, Human Resources will work with the Director of Diversity, Equity & Inclusion to establish protocols and capacity to give employees an opportunity to amend their previous responses on an annual basis. This is particularly critical for individuals who may elect at the time of application and/or their hire not to share demographic information with the District, but wish to do so once they have established their employment at LACCD.

The report highlights a total of nine categories—two gender or sex-identified, six ethnic-identified, and one unreported or unknown category—amongst 8007 active employees. As shown, in the report, the Grand Total row tallies the number of employees within the monitored groups of the District as a whole and also at each College or other location within the District by the EEO-6 job category. The descriptors of the ethnicity categories themselves are derived from federal and state reporting requirements, which require the District to categorize the data in accordance to the identities established for purposes of assessing demographic data and EEO compliance by entities who receive state or federal funds and/or which are considered contracting entities with the government. As such, the descriptors of the racial and ethnic identities used by the District for purposes of completing the statistical analysis in order to comply with federal requirements are broad. See Part 2 of this plan for more information on the definitions of the categories under which this analysis is created. In order to address the lack of specificity in the ethnic representation of the District’s workforce in this Plan, during Fiscal Year 2018-19, the District will create an additional reporting mechanism to more accurately reflect the ethnic diversity of the District’s workforce, while maintaining the ability to provide the data based on the federal and state established categories, as required.


At least every three years the District’s Plan will be reviewed and, if necessary, revised based on an analysis of the ethnic group identification and gender (or sex) composition of existing employees and of those who have applied for employment in each of the following identified EEO-6 job categories:

1. Executive/Administrative/Managerial

2. Full-Time Faculty

3. Part-Time Faculty

4. Professional Non-faculty

5. Secretarial/Clerical

6. Technical and Paraprofessional

7. Skilled Crafts

8. Service and Maintenance

During this Fiscal Year of 2018-19, the District will initiate statistical report analysis for individuals with disabilities and veterans in addition to the current analysis done across gender (or sex) and race or ethnicity.

Further, the District’s EEO Advisory Committee will review the format of the Plan itself and make structural revisions as necessary in order to more effectively benchmark current metrics and relevant strategies in hiring processes. By making this data more readily available, relevant stakeholders will be able to more easily evaluate possible changes in recruitment strategies to improve hiring processes, employee retention and service to the diverse population of students the District serves.

DISTRICT WORKFORCE DOCUMENTS

Employee DataThe District’s Workforce Analysis for Fiscal Year 2016-17 was created using the SAP Business Warehouse System software & database. The most current available report for this plan’s analysis was generated for Fiscal Year 2016-17.

During fall 2018, data for the most recent past Fiscal Year of 2017-18 will be produced for the EEO Advisory Committee for purposes of assessing current recruitment and retention practices and creating the next plan for Fiscal Years 2019-2020 through 2021-22. The data will also be made available as an addendum to this plan to be submitted to the Board of Trustees and posted on the District’s website.

The District’s workforce composition for Fiscal Years’ 2014-2017 can be found below:


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Applicant DataOver the past year, both Human Resources and the Personnel Commission have migrated to new software systems housing relevant applicant demographic data. As such, the finalization of current applicant data reports remains pending and will be made available and provided as an addendum as soon as the information becomes available. Available applicant data to be included in the plan’s addendum will span from Fiscal Years 2016-17 through 2017-18. This applicant data will further inform additional longitudinal analysis for the District to be completed by the EEO Advisory Committee during Fiscal Year 2018-2019 for the plan effective Fiscal Years 2019-20 through 2021-22.

1. DISTRICT WORKFORCE COMPOSITION AND ANALYSIS

The following is a summary analysis of the combined workforce data for Fiscal Year 2016-17:

The gender (or sex) balance across the District is fairly equal. Females represent about 2.52% more of our workforce than do males at 51.26% and 48.74%, respectively. This said, there are still significant discrepancies in jobs that have been considered as traditionally held by either females or males. For example, females hold 72.71% of the Clerical/Secretarial positions across the District with Los Angeles Mission College containing the largest percentage at 82.26%; whereas males made up 100% of our Skilled Crafts employees Districtwide.

Employees identifying as White based on the federally established racial and/or ethnic demographic categories comprised 33.08% of all incumbents in LACCD, the majority of the District’s workforce, followed by employees who identify under the broad category of Latino (including those who identify as Chicano/a)4 at 19.85%, employees who identify as Black, including African American, at 11.14%, employees who identify as either Asian or Pacific Islander at 10.15%, and finally, employees who identify as American Indian or Alaskan Natives at 0.24%. Employees identifying with 2 or more races made up 0.54% of our workforce population and those unreported or unknown made up 25.00%.

Within the District, employees identifying as White are most heavily represented in the faculty ranks, both full and part-time. Making up 44.06% of all full-time faculty and 38.42% of part-time or adjunct faculty, White identifying faculty in both groups make up the two largest racial or ethnic demographic groups across all job categories in LACCD. Amongst the full-time faculty, no other demographic group maintains a percentage greater than 18.04% (Latino), with Black or African-American full-time faculty comprising only 10.17% of the workforce, Asians and Pacific Islanders comprising 10.53%, those identifying as being of two or more races comprising 0.71%, and American Indians or Alaska Natives comprising 0.41% of the total full-time faculty ranks. Part-time faculty appear to have an even further imbalanced representation, where Latinos make up only 13.17% of the group, Black or African American identifying employees make up only 8.07%, Asian and Pacific islanders make up 8.64%, American Indian or Alaska Natives make up 0.41% and part-time faculty identifying as being of 2 or more races are 0.71%. However, this employee group also includes a higher percentage of employees who are either “unknown” or “unreported” for racial or ethnic data at a total of 31.27%.

4 For purposes of EEO-6 reporting, the federally established demographic category is “Hispanic or Latino” or “Hispanic/Latino.” LACCD

refers to this group as “Latino” for purposes of internal reporting. The “Latino” category also includes employees who identify

predominantly as Chicano/a.


Aside from the faculty positions, the other job categories reporting the biggest discrepancies amongst racial or ethnic representation are in the Skilled Crafts group, where Whites and Latinos make up 67.96% of the entire demographic, and in the Service/Maintenance group where 52.94% of employees identify as either Black or Latino, despite 33.27% of the entire group being unreported or listed as unknown.

Based on the disparities in representation described above, the EEO Advisory Committee shall prioritize its efforts in Fiscal Year 2019 to review the labor pool availability and outreach plans for these positions to determine where systemic barriers to employment may exist for currently underrepresented groups.

2. LONGITUDINAL DISTRICT WORKFORCE ANALYSIS

In Fiscal Year 2016-17, 222 more employees were added to the workforce compared to 2016, which is 468 more than in 2015, based on an unduplicated count of employees (employees who have personnel assignments at multiple campuses are only included in this report based on their most substantial FTE assignment). Gender (or sex) diversity remained fairly steady, with total male identifying employees Districtwide decreasing by less than 2% over the last three (3) reported fiscal years.

Overall, the collective workforce diversity across all underrepresented ethnic groups may have increased throughout the District between Fiscal Years 2014-15 and 2016-17, based on each College location also individually reporting decreases in percentages of the employment of individuals who report identifying as White. This may be supported by the observation that the overall change in the District for the past three fiscal years in total employees identifying as White is a decrease of more than 4%. However, at the same time, the District has also seen a significant increase in employees who are identified as “unreported” or “unknown,” with the numbers growing by more than 5% between Fiscal Years 2014-15 and 2016-17 in this category. Additionally, none of the other ethnic or racial groups evaluated saw statistical changes of at least 1.5% overall across the same timeframe. The demographic groups comprising Asian and Pacific Islanders and Black or African-American identifying employees decreased by 0.9% and 1.42% respectively during this period. As a result, we find the available data demonstrates only that the District has faced a reduction in overall available statistics that supports its sound analysis across ethnicity based on state or federally established categories, not necessarily that the population has further diversified across all job categories within LACCD.

Therefore, it is critical the data collection strategies are reviewed by the EEO Advisory Committee in this current year with the aim to decrease the number of employees who may possibly be declining to state their identity either with respect to ethnicity, sex or gender, whether they have a disability or their veteran status. Mechanisms will also need to be created to more effectively distinguish individuals who identify with an “other” category based on state and federal standards apart from individuals did not to participate in the survey questionnaire itself, the latter circumstance being that which may on some occasions be more accurately described as an individual declining to state this information on the voluntary self-identification survey, which is a valuable data point to be collected.


In order to complete a sound and more effective longitudinal analysis that can be more readily studied and accessed by those in the District involved in hiring and retention processes for employees moving forward, the District will need to reassess its current structure for both collecting and reviewing demographic data of applicants and employees. As such, this Plan establishes the following goals to be completed no later than June 30, 2019, in order to amend its longitudinal analysis as needed for future years based on completion of the following actions by Human Resources, the Personnel Commission, ODEI and the EEO Advisory Committee, as appropriate:

• Establish a data collection schedule that provides for more regular assessment of applicant and employee data by ODEI and the EEO Advisory Committee. In so doing, assess and identify additional District resources that may be needed in order to support this ongoing effort.

• Establish statistical reports for demographic data on veterans and individuals with disabilities that align with the methods used to assess gender (or sex) and race or ethnicity data.

• Review all recruitment outreach plans currently in existence for each employment classification and identify where tailored outreach plans need to be created responsive to workforce analysis data.

• Once a new baseline of how data will be collected across the District’s locations is established, assess how to best create placement goals in future years based on either the EEO-6 or other appropriate categories using comparative demographic data from the Los Angeles County-wide labor pool or other relevant sources.

• Assess technological capabilities to capture data and better address issue of non-self-reporting.

• The District will determine how to best organize, aggregate and de-aggregate its workforce demographic data for all future reports in order to enhance both the data’s accessibility and its usability to all involved in the hiring and selection process, including applicants themselves.


PLAN COMPONENT 12: FACULTY & ADMINISTRATOR SELECTION POLICIES

BOARD RULES, CHAPTER X, ARTICLE III:

10301. SELECTION AND ASSIGNMENT OF FACULTY. It is the policy of the District to employ faculty members who are expert in their subject

areas, who are skilled in teaching and serving a diverse student population, and who can foster overall educational effectiveness. Those individuals must have demonstrated sensitivity to and understanding of the diverse academic, socioeconomic, cultural and ethnic backgrounds, as well as the disabilities of the populations the colleges serve, and they should generally reflect that diversity themselves. In addition, they must be well prepared to respond to the educational needs of all the special populations served by the District’s colleges.

Selection and assignment of faculty shall be based on job-related factors which include qualifications and capabilities. The use of any degree of personal, political, or social influence to secure selection or assignment to a faculty position, or the urging of any consideration other than fitness for the work as a ground for selection or assignment is unprofessional conduct and is strictly forbidden

10302. EVALUATION OF ELIGIBILITY FOR EMPLOYMENT OF FACULTY. Faculty shall be employed on the basis of competitive evaluation conducted under the general

oversight of the Division of Human Resources and the president where the position to be filled exists. The process of evaluating individuals for eligibility for employment as faculty members shall be in accordance with hiring procedures that meet the standards and requirements set forth in Board Rule 10304, applicable provisions of the Education Code, Title 5 of the California Administrative Code, and relevant Human Resources Guides adopted under these Board Rules.

10303. FACULTY RECRUITMENT PROCEDURES. The Division of Human Resources shall develop and maintain District recruitment procedures

for soliciting a diverse group of applicants for all faculty positions as a resource for faculty searches. The Division shall also assist the colleges in making effective use of the recruitment procedures whenever the colleges seek to fill a faculty position.

10304. FACULTY HIRING. The Board and the faculty, represented by the Academic Senate, share the responsibility for

developing and implementing policies and procedures governing the hiring process. This policy, developed and agreed to jointly by representatives of the Board of Trustees and the District Academic Senate, shall govern the selection of faculty at the colleges within the District. For the purposes of this policy, the term “President” means the President of a college or his or her designees, and the term “Academic Senate” means the college Academic Senate.


The Board has the primary legal and public responsibility for ensuring an effective hiring process. As reflected in State law, faculty have an inherent professional responsibility in the development and maintenance of the quality of the District’s and colleges’ educational programs and services. For that reason, significant and meaningful faculty participation in the hiring process is essential, and it is the Board’s expectation that faculty recommendations regarding the qualifications, experience, and desirability of candidates for faculty positions will normally be accepted. Nevertheless, the President shall exercise formal decision-making authority in the hiring process, and all recommendations regarding faculty hiring shall be advisory to the President. No one may be hired as a probationary, long-term substitute, limited status, or hourly rate faculty member unless he or she possesses:

A. the minimum qualifications for that assignment specified by the Board of Governors of the California Community Colleges (the State Minimum Qualifications); or

B. qualifications that are at least equivalent to the relevant State Minimum Qualifications;

C. qualifications set by statute or regulation; and

D. in addition to other minimum qualifications specified in sections A, B and C, the minimum qualifications for a faculty member teaching any credit or noncredit course shall include a current valid certificate to work or a license to practice in California. Such requirements shall be adopted whenever the instructor’s possession of such a certificate or license is required for program or course approval by the Chancellor’s Office of the California Community Colleges or an external approving/accrediting agency or when current occupational certification is essential for effective instruction, as determined by mutual agreement between the Board of Trustees and District Academic Senate.

The colleges shall conduct faculty hiring in a way that takes into account the District’s equal employment opportunity obligations, its goal to employ a diverse faculty, and its commitment to affirmatively recruit individuals from groups that are historically under-represented among the faculty at a college or within a discipline. Search committee participants shall complete appropriate training in diversity and equal employment opportunity principles pursuant to LACCD’s Equal Employment Opportunity (EEO) Plan.

10304.1 Probationary (Contract) Faculty Hiring.

1.0 Position Identification and Prioritization The need to consider filling a faculty position can arise under many circumstances as

determined by the college. To provide a means by which those needs will be addressed at a college, the President working in collaboration with the Academic Senate shall develop college procedures specifying how proposals to fill contract faculty positions at the college will be prepared, the criteria that will be used to evaluate the proposals, and the process by which proposals will be reviewed and approved. The procedures adopted by each college should be designed and implemented in a way that will permit a thorough and deliberate search to be completed, and a hiring decision to be made, well before the beginning of the academic term during which the new contract faculty member will begin work.


2.0 College Procedures for Hiring Probationary (Contract) Faculty The President and Academic Senate at each college shall develop mutually acceptable

written procedures governing the search and selection process for contract faculty that comply with the following minimum requirements and any relevant Human Resources Guides adopted under this Board Rule:

2.1 The procedures shall incorporate provisions that ensure that the responsibility for recruiting and selecting well-qualified faculty is a joint responsibility of the faculty and the administration. The procedures shall also require all those involved in the hiring process to adhere to the following fundamental criteria when reviewing application materials, conducting interviews, or otherwise evaluating candidates:A. the extent to which the candidate has command of, or brings expertise in, the

discipline or subject area in which he or she will be employed;

B. the candidate’s demonstrated ability as, or potential to become, a skilled teacher, counselor, librarian or other support professional; and

C. the degree to which the candidate will contribute, directly and indirectly, to the diversity of the college, division, and discipline in which he or she will be employed.

2.2 Under the college procedures, the first step in initiating a search shall be the formation of a search committee composed of at least three members, a majority of whom shall be faculty members in the discipline (or, if the Academic Senate deems it appropriate, closely related disciplines) of the position to be filled, and a non-voting equal employment opportunity representative.

2.3 Working with the members of the discipline, the search committee shall prepare a job announcement to be used in announcing the job opening for approval by the President. The job announcement shall describe minimum and desirable requirements:A. the duties and responsibilities the contract faculty member will be expected

to assume;

B. the minimum qualifications for the position established by the Board of Governors of the California Community Colleges (the “State Minimum Qualifications”);

C. The CCR Title 5 requirement of demonstrated sensitivity to and understanding of the diverse academic, socioeconomic, cultural, and ethnic backgrounds, as well as the disabilities of the special populations the college serves;

D. the knowledge, skill and ability a successful candidate should possess;

E. The committee may suggest desirable qualifications; however, the desirable qualifications should never include the MQ’s from another discipline.

2.4 The procedures in each location’s policy shall identify decision points at-which the overall size and diversity of the applicant pool will be reviewed to determine if they are satisfactory. Following such a review, if the President, or their designee determines that the size or diversity of the applicant pool of candidates who responded to the college’s job announcement is not satisfactory, the procedures shall require an extension of the recruitment period. In that event, the procedures shall also require the search committee to initiate additional recruitment efforts.


2.5 To be considered as a candidate for a faculty position, all applicants must submit a cover letter summarizing the candidate’s qualifications for the position along with a completed application for employment on a form specified by the District; unofficial transcript(s) from an accredited institution; verification of employment; the names, addresses, and telephone numbers (or other appropriate contact information) of at least three references; and any other relevant information as specified in the job announcement.

2.6 The procedures shall identify the manner in which the search committee will review application materials and invite candidates to meet with the committee for an interview. The interview process may include other skills/teaching demonstrations.

The invited candidates will be those who, as determined by the search committee, best meet the qualifications for the position; possess the highest degree of knowledge, skill and ability relevant to the position; and most closely match the desirable characteristics specified in the announcement for the position. Meeting the State Minimum Qualifications will not guarantee an interview.

2.7 Under the college’s procedures, the search committee shall be charged with recommending finalists to the President. The minimum number of candidates the search committee is expected to recommend as finalists and the manner in which those finalists will be reviewed and considered shall be set forth in the procedures. The procedures shall include reference checks before a finalist is selected for hire.

2.8 The Communication with candidates should occur in a timely and professional manner. This responsibility rests primarily with the President, or his or her designee.

2.9 An offer of employment cannot be extended to a candidate until the candidate has been deemed to meet the State Minimum Qualifications by the Vice Chancellor of Human Resources, or their designee, and the request to appoint the recommended candidate is approved by the Chancellor or, their designee, or, if appropriate, by the Board.

10304.2 Temporary Faculty Hiring: Long Term Substitutes and Limited Status Faculty.

The President and Academic Senate at each college shall develop written procedures governing the search and selection process for long term substitutes and limited status faculty that comply with the minimum standards set forth in Section 2.0 of Board Rule 10304 regarding Faculty Hiring (and any relevant Human Resources Guides adopted under those sections), with the exception that the recruitment period for long term substitute and limited status faculty positions may be fewer than six weeks, but no fewer than three weeks.

10304.3 Temporary Faculty Hiring: Hourly Rate Faculty.

The President and Academic Senate at each college shall develop written procedures governing the search and selection process for hourly rate faculty. The procedures should be designed and implemented in a way that will permit a thorough and deliberate search to be completed, and a hiring decision to be made, well in advance of the starting date of the hourly rate assignment for which the faculty member is being employed. However, that early recruitment and selection of hourly rate faculty is occasionally impractical because of


such unforeseen circumstances including but may not be limited to the need to meet the unanticipated demand for a discipline or a specific course or the inability of the faculty to teach his or her course(s) due to illness. To account for these situations, the procedures need to provide appropriate flexibility to those involved in the hiring process so that they are able to identify and hire hourly rate faculty in a timely manner.

10304.4 Acknowledgements.

Nothing in this rule shall be construed as impinging upon the due process rights of faculty, or as detracting from any negotiated agreement between the faculty’s collective bargaining representative and the Board of Trustees.

10304.5 Amendments and Revisions.

1.0 The Board shall consult with the District Academic Senate before adopting any amendment to or revision of this Board Rule, and in acting on any proposed amendment or revision, the Board shall rely primarily on the advice of the Academic Senate.

2.0 The Chancellor or their designee shall work with the Academic Senate in developing any Human Resources Guides or similar administrative regulations implementing this Board Rule. The Chancellor or his or her designee shall also consult with representatives of the District Academic Senate before amending or revising any such Human Resources Guide or administrative regulation.

10305. THE EQUIVALENCE POLICY FOR FACULTY QUALIFICATIONS.

No one may be hired as a probationary, long-term substitute, limited status, or hourly rate faculty member unless he or she possesses:

A. The State Minimum qualifications for that assignment specified by the Board of Governors of the California Community Colleges; or

B. Qualifications which the Academic Senate has determined are equivalent to the relevant State Minimum Qualifications (MQ’s); and

C. Individuals who have completed college or university course work at an institution in a country other than the United States. A complete evaluation of foreign transcripts and degrees is required.

It is the expectation of the Board that faculty members will establish their qualifications by demonstrating possession of the exact degree or experience specified in State MQ’s, and that only rarely will candidates need to establish their qualifications through the equivalence process.

The Chancellor, in consultation with the District Academic Senate, will establish procedures under which current and prospective faculty members may seek a determination that they possess qualifications that are equivalent to the relevant State MQ’s. A determination reached through the procedures shall be deemed to be a determination of the Board unless, on appeal, the Board itself chooses to review the decision and, after receiving written recommendations from the District Academic Senate (DAS) and the Chancellor, render a decision on the matter itself. If, for compelling reasons, the Board’s decision is contrary to the DAS recommendation, the Board will provide a written explanation to the DAS.


10306. FILLING VACANCIES WITH EXISTING EMPLOYEES.

The District may fill any vacant position by the transfer of existing faculty, consistent with the Education Code and any negotiated agreement between the collective bargaining representative and the Board of Trustees, at any point in the hiring process prior to the issuance of a job offer to the candidate.

10307. SELECTION OF ACADEMIC ADMINISTRATORS.

Each College and the Educational Services Center shall develop written procedures in accordance with the applicable provisions of the Education Code, Title 5 of the California Administrative Code, the relevant Human Resources Guides and under these Board Rules governing the selection of academic administrators. Search committee participants shall complete appropriate training in diversity and equal employment opportunity and affirmative action principles pursuant to LACCD’s EEO Plan. Selection of employees to fill academic administrative positions at a college or the Educational Services Center shall be made in accordance with those procedures once they have been reviewed by the Division of Human Resources and certified as meeting the State Minimum requirements.

10308. SELECTION OF COLLEGE PRESIDENT.

Each College President shall be selected by procedures in accordance with the applicable provisions of the Education Code, Title 5 of the California Administrative Code, the relevant Human Resources Guides as indicated in this Rule. Search committee participants shall complete appropriate training in diversity and equal employment opportunity and affirmative action principles pursuant to LACCD’s EEO Plan. The Board of Trustees may modify these procedures for a particular presidential selection by Action of the Board.A. Initiating Action

1. In order to initiate a presidential selection, the Board of Trustees shall pass an action directing the Chancellor to begin the selection process pursuant to this Rule and any modifications as approved by the Board. The action shall indicate when the committee shall be formed and when the process is expected to be completed.

2. The Chancellor, or their designee, will promptly initiate, and supervise through its conclusion, a nationwide search for the College President.

3. In instances where an Interim President was appointed, the person who served in that capacity shall be eligible to apply for the regular appointment, absent any written announcement that the interim appointee would be ineligible to apply for the regular position.

B. Recruitment

1. The Chancellor or their designee, in consultation with the Board, who may seek input from the Presidential Search Committee of the applicable college (“the College”), community representatives, and other parties as deemed appropriate, will develop an announcement that, at a minimum, describes the position and the criteria to be used in selecting a successful candidate (including minimum qualifications as well as desirable skills, attributes and other personal and professional characteristics).


2. With the goal of creating a strong and diverse pool of candidates, the Board of Trustees and the Chancellor will develop a recruitment and advertising plan, which may include the retention of search consultants to assist with recruitment efforts and other appropriate aspects of the selection process. If a search consultant is to be retained, one recommendation will be forwarded to the Board for its final approval.

C. Committee

1. No later than the deadline indicated in the Board Action, the Chancellor will convene a Presidential Search Committee. The committee will be composed of the following voting members:

a. A college president recommended by the Chancellor and ratified by the Board, shall serve as the chairperson;

b. Four faculty members from the applicable College, two of whom are appointed by the College Academic Senate and two of whom are appointed by the AFT College Faculty Guild;

c. Two classified employees from the College, one of whom is appointed by the AFT College Staff Guild and one of whom is appointed by an election process by the non-AFT classified employees at the College;

d. One student from the College selected by the Associated Student Body Organization President;

e. Other representative(s) as may be required by collective bargaining agreement(s);

f. Up to two academic administrators from the College appointed by the exclusive representative of the Academic Administrators’ Unit;

g. At least one unrepresented administrator appointed by the Chancellor; and

h. Two community representatives recommended by the Chancellor and selected by the Board.

2. Appropriate staffing for the process will be provided, which shall include but not be limited to an EEO representative as a non-voting member of the committee.

3. Every member of the Presidential Search Committee shall maintain strict confidentiality throughout the presidential selection process.

4. Configuration of the Presidential Search Committee may be reexamined in the event changes occur pursuant to subsection C(1)(e), above.

D. Committee Process

1. At the first meeting of the Presidential Search Committee (or as soon thereafter as feasible) the Board President and the Chancellor, or their designees, will meet with the Committee to give the Committee its charge and review their expectations about the search process and its goals.

2. The Presidential Search Committee, as requested by the Chancellor, will review the application materials of all eligible candidates who apply or are nominated for the position. The Chancellor may recommend the extension of the search process to the


Board. From the candidate pool, the Committee will interview not less than six candidates who most closely meet the qualifications, desirable skills, attributes and other personal and professional characteristics described in the position announcement.

3. At the conclusion of all interviews, the Presidential Search Committee will recommend at least three unranked candidates as semifinalists to the Chancellor.

E. Semifinal Process

1. The Chancellor shall review the applications of the semifinalists to determine which semifinalists to interview.

2. The Chancellor may consider additional information from background and reference checks.

3. After conducting interviews and other reviews as the Chancellor deems necessary, the Chancellor shall forward the name(s) of a finalist or finalists for the position of College President to the Board of Trustees for consideration.

F. Final Process

1. The Chancellor shall provide information from background and reference checks to the Board of Trustees.

2. The Chancellor may designate a small group composed of persons deemed to be appropriate, to visit the institutions at which the finalists currently work for the purpose of inquiring further into their background and experience.

3. The Chancellor shall advise the Board of the names of the candidates recommended by the Presidential Search Committee as semifinalists, as well as the semifinalists interviewed by the Chancellor, and shall make his or her recommendation regarding which candidate is best suited for the position.

4. In conjunction with the Chancellor, the Board will interview the finalist(s) for the position of College President forwarded by the Chancellor.

5. The Board may conduct further background checks or interviews as it deems appropriate. The Board may terminate the process at any time. The Board may elect not to hire any candidate.

6. The Board of Trustees will vote on the employment contract for the finalist selected to be employed as College President.

10309. SELECTION OF THE DISTRICT CHANCELLOR.

The District Chancellor shall be selected by procedures in accordance with the applicable provisions of the Education Code, Title 5 of the California Administrative Code, the relevant Human Resources Guides and as indicated in this Rule. Search committee participants shall complete appropriate training in diversity and equal employment opportunity and affirmative action principles pursuant to LACCD’s EEO Plan. The Board of Trustees reserves the right to modify these procedures for a specific Chancellor selection by Action of the Board.


A. Initiating Action

1. When so directed by Board Action, the Chancellor/Interim Chancellor shall assign the Vice Chancellor of Human Resources, or their designee, to promptly initiate, and supervise through its conclusion, a nationwide search for a Chancellor. The action shall indicate when the committee shall be formed and when the process is expected to be completed.

2. In instances where an Interim Chancellor was appointed, the person who served in that capacity shall be eligible to apply for the regular appointment, absent any written announcement that the interim appointee would be ineligible to apply for the regular position.

B. Recruitment

1. The Vice Chancellor of Human Resources, or their designee, in consultation with the Board, who may seek input from the Chancellor Search Committee, community representatives, and other parties as deemed appropriate will develop an announcement that, at a minimum, describes the position and the criteria to be used in selecting a successful candidate (including minimum qualifications as well as desirable skills, attributes and other personal and professional characteristics).

2. With the goal of creating a strong and diverse pool of candidates, the Board of Trustees/Vice Chancellor of Human Resources, or their designee, will develop a recruitment and advertising plan, which may include the retention of search consultants to assist with recruitment efforts and other appropriate aspects of the selection process. If a search consultant is to be retained, one recommendation will be forwarded to the Board of Trustees, for its’ final approval.

C. Committee

1. No later than the deadline indicated in the Board Action, a Chancellor Search Committee will be convened. The committee will be composed of the following voting members:

a. A college president recommended by Vice Chancellor of Human Resources and ratified by the Board; shall serve as chairperson;

b. Four faculty members, two of whom are appointed by the College Academic Senate and two of whom are appointed by the AFT Faculty Guild;

c. Two classified employees, one of whom is appointed by the AFT Staff Guild and one of whom is appointed through an election process by the non-AFT classified employees;

d. The Student Trustee or designee;

e. Other representative(s) as may be required by collective bargaining agreement(s);

f. Up to two academic administrators appointed by the exclusive representative of the Academic Administrators’ Unit;

g. At least one unrepresented administrator appointed by the Vice Chancellor of Human Resources;

h. Two community representatives recommended by the Vice Chancellor of Human Resources and ratified by the Board;


2. Appropriate staffing for the process will be provided, which shall include but not be limited to an EEO representative as a non-voting member of the committee.

3. Every member of the Chancellor Search Committee shall maintain strict confidentiality throughout the selection process.

4. Configuration of the Chancellor Search Committee may be reexamined in the event changes occur pursuant to subsection C(1)(e), above.

D. Committee Process

1. At the first meeting of the Chancellor Search Committee (or as soon thereafter as feasible) the Board President, or their designee, and the Vice Chancellor of Human Resources, will meet with the Committee to give the Committee its charge and review their expectations about the search process and its goals.

2. The Chancellor Search Committee will review the application materials of all eligible candidates who apply or are nominated for the position. The College President appointed to the committee as its chairperson may recommend the extension of the search process to the Board. From the candidate pool, the Committee will interview not less than six candidates who most closely meet the qualifications, desirable skills, attributes and other personal and professional characteristics described in the position announcement.

3. At the conclusion of all interviews, the Chancellor Search Committee will recommend at least three unranked candidates as semifinalists to the Board of Trustees.

E. Semifinal Process

1. The Board of Trustees shall review the applications of the semifinalists to determine which semifinalists to interview.

2. The Board of Trustees may consider additional information from background and reference checks.

3. After conducting interviews and other reviews as deemed necessary, the Board of Trustees will determine which of the candidates will be interviewed as part of the final selection process or the Board of Trustees determine no additional interviews are required and skip to item F(3.) below.

F. Final Process

1. The Chancellor Search Consultant shall provide information from background and reference checks to the Board of Trustees.

2. The Board of Trustees may designate a small group composed of persons, deemed to be appropriate, to visit the institutions at which the finalists currently work for the purpose of inquiring further into their background and experience.

3. The Board may terminate the process at any time. The Board may elect not to hire any candidate.

4. The Board of Trustees will vote on the employment contract for the finalist selected to be employed as Chancellor.

[Amended 03-08-17]


PLAN COMPONENT 13: CLASSIFIED EMPLOYEE HIRING

STEP ACTION ACTIVITIES WHO LINKS

1 Assess the Position Prepare a statement of the specific duties to be assigned to the position.

Hiring Authority Position Description

Review the existing official class description for the position.

Hiring Authority PC Website: Job Descriptions

If the class description does not in general terms describe the position, consider changing the job classification of the position.

Hiring Authority/ Personnel Commission

PC Contacts

Assessing and/or Creating a Classified Position

Check SAP to insure that the characteristics of the position are correct and that the position is vacant.

Hiring Authority

If not, have corrections made now. SPOC SPOCS & SAP Help Desk

Submit hiring freeze form to the Deputy Chancellor Office for approval.

Hiring Authority Hiring Freeze Form

2 Request Certification of Eligibility List & Announce Transfer Opportunity

Ask Personnel Assistant to request certification of eligibility list.

Hiring Authority Location Personnel Assistants

Request list of eligibles from the Personnel Commission.

Personnel Assistant Request for Certification Contacts

Sample—Request for Certification

Provide location with the names of eligibles. Personnel Commission Sample Certification of Eligibility List

Post vacancy information to the Transfer Opportunities Website.

Personnel Commission PC Transfer Website

3 Pre Interview Preparation

Identify and contact potential interviewers and determine interview date(s).

Hiring Authority and/or Personnel Assistant

Selection Committee Composition

Make logistical arrangements for rooms, waiting area, computer use, etc.

Hiring Authority and/or Personnel Assistant

Contact eligibles by phone. If not reachable by phone, send 3-Day or 7-Day letters, whichever is applicable.

Personnel Assistant Offering Interviews

Phone & 3-Day or 7-Day Letter Contact

Send interview confirmation letter to candidates. Personnel Assistant Sample Confirmation Letter

Contact the Classified Examination Unit to obtain copies of job applications.

Personnel Assistant Contact & Request Information

Prepare potential questions to be asked of candidates. Hiring Authority Preparing Interview Questions & Samples

Prohibited Employment Inquires & Samples

4 Conduct Interviews Host interviews. Selection Committee Conducting the Interview

Complete required documents, if any. Selection Committee/Personnel Assistant

5 Reference Checks & Tentative Offer of Employment

Prepare questions and contact references. Hiring Authority Reference Checking Guide

Identify selected eligible. Hiring Authority Requesting Disqualification of an Eligible

Extend tentative offer of employment. Hiring Authority Extending an Offer of Employment

6 Assignment Audit Complete and submit report of vacancy to the Personnel Commission.

Hiring Authority/Personnel Assistant

Sample Report of Vacancy

Certify the process as meeting all legal and policy requirements.

Personnel Commission Assignment Audit Process

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SamplePositionDescription.PDF

http://www.laccd.edu/Departments/PersonnelCommission/job-descriptions/Pages/default.aspx

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/PersonnelCommissionContacts.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/AssessingandorCreatingaClassifiedPosition.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/AssessingandorCreatingaClassifiedPosition.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SPOCSandSAPHelp.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/Forms1/RestrictedHiringForm.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/LocationPersonnelAssistants.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/RequestforCertification.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SampleRequestforCertificationEmail.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SampleCertificationofEligibilityList.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SampleCertificationofEligibilityList.PDF

http://albacore.laccd.edu/PersComm/classified_employees/internal_opportunities.asp

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SelectionCommitteeComposition11.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/OfferingInterviews.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/3DayLetterDosandDonts.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/3DayLetterDosandDonts.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SampleLetterInterviewConfirmation.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/DocumentsfortheInterviewProcess.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/PreparingInterviewQuestions.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/PreparingInterviewQuestions.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/ProhibitedEmploymentInquiries.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/ProhibitedEmploymentInquiries.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/ConductingtheInterview.PDF

http://www.laccd.edu/Departments/PersonnelCommission/resource-info/Documents/ReferenceChecking.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/RequestingRemovalfromEligibilityList.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/RequestingRemovalfromEligibilityList.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/ExtendingTentativeOfferofEmployment.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/ReportofVacancySample.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/AssignmentAuditProcess.PDF


STEP ACTION ACTIVITIES WHO LINKS

7 Extend Final Offer of Employment

Contact eligible to extend final verbal offer of employment.

Hiring Authority

Follow up with written offer of employment in which details are confirmed.

Hiring Authority Sample Letter

8 Prepare and/or Submit Assignment

Prepare location documentation to request assignment.

Personnel Assistant

Submit assignment into PCR. Personnel Assistant

9 Wrap Up Prepare and send a letter to those candidates who interviewed and not selected.

Hiring Authority Sample Letter

Return job applications and other documentation to the Personnel Commission.

Personnel Assistant

For additional information see District Human Resources Guides:HR R-112: http://www.laccd.edu/Departments/HumanResources/Documents/HRGuides/HRGuide-R-112-SelectionParticipationAFT1521A.pdf

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SampleLetterFinalConfirmingLetter.PDF

http://www.laccd.edu/Departments/PersonnelCommission/Documents/ProcessInfo/SampleLetterCandidateNotSelected.PDF

http://www.laccd.edu/Departments/HumanResources/Documents/HRGuides/HRGuide-R-112-SelectionParticipationAFT1521A.pdf

http://www.laccd.edu/Departments/HumanResources/Documents/HRGuides/HRGuide-R-112-SelectionParticipationAFT1521A.pdf


PLAN COMPONENT 14: REASONABLE ACCOMMODATIONS FOR PERSONS WITH DISABILITIES Applicants and employees with disabilities5 shall receive reasonable accommodations consistent with the requirements of Government Code sections 11135 et seq. and 12940(m), section 504 of the Rehabilitation Act of 1973, and the Americans with Disabilities Act (ADA). Such accommodations may include, but are not limited to, job site modifications, job restructuring, part-time work schedules, flexible scheduling, reassignment to a reasonably equivalent vacant position, adaptive equipment, and auxiliary aides such as readers, interpreters, and note takers.The ADA Compliance Administrator is responsible for handling requests for accommodations from current employees as well as for applicants seeking such accommodations during the application/selection process. Requests can be made on the “Request for Reasonable Accommodation” form. See Administrative Regulations B-31 and B-32 at:

http://www.laccd.edu/about/documents/administrativeregulations/B-31.pdfhttp://www.laccd.edu/about/documents/ad ministrativeregulations/B-32.pdf

Reference: Title 5, sections 53025

5 See the definition of “person with a disability” in the definitions section of the Plan. A more detailed definition of physical and mental disability is found in Government Code, Section 12826. California has a broader definition of disability than the ADA. California also requires accommodations to be made under circumstances where accommodations might not be necessary under federal law.

Guadalupe S. Ramirez Classroom Building – Los Angeles Valley College

http://www.laccd.edu/about/documents/administrativeregulations/B-32.pdf


PLAN COMPONENT 15: ANNUAL CERTIFICATION TO CHANCELLOR’S OFFICE

Annually the District shall certify to the State Chancellor’s Office that it has timely complied with each of the following requirements of Title 5:

1. Recorded, reviewed and reported the data required regarding qualified applicants pools;

2. Reviewed and updated, as needed, the strategies component of the District’s EEO plan;

3. Investigated and appropriately responded to formal harassment and discrimination com-plaints filed pursuant to Title 5 (commencing with Section 59300).


NOTES


The Los Angeles Community College District does not discriminate on the basis of disability in the admissions or access to, or treatment of or employment in, its programs or activities.

½ 1 2 30Scale In Miles

N

W E

S

5

LOS ANGELES UNIFIED

BEVERLY HILLS UNIFIED

BURBANK UNIFIED

CULVER CITYUNIFIED

LAS VIRGENES UNIFIED

LAX

PALOS VERDES PENINSULA UNIFIED

MONTEBELLO UNIFIED

ALHAMBRA UNIFIED

PASADENA AREACCD

GLENDALECCD

LOS ANGELES

LOS ANGELES

SANTA MONICACCD

VENTURACCD

SANTA CLARITACCD

ANTELOPE VALLEYCCD

SANTAMONICA

CCD

ALHAMBRA

MONTEBELLO

RIO HONDOCCD

COMPTONCCD

LONG BEACHCCD

EL CAMINOCCD

CERRITOSCCD

COASTCCD

NORTHORANGE

CCD

BURBANK

CARSON

MONTEREY PARK

GARDENA

SAN FERNANDO

SAN FERNANDO VALLEY

Los Angeles Community College Educational Services Center 770 Wilshire Boulevard Los Angeles, CA 90017

Phone: 213-891-2420 TTY: 213-891-2408 http://www.laccd.edu/

East Los Angeles College 1301 Avenida Cesar Chavez Monterey Park, CA 91754

Los Angeles City College 855 North Vermont Avenue Los Angeles, CA 90029

Los Angeles Harbor College 1111 Figueroa Place Wilmington, CA 90744

Los Angeles Mission College 13356 Eldridge Avenue Sylmar, CA 91342

Los Angeles Pierce College 6201 Winnetka Avenue Woodland Hills, CA 91371

Los Angeles Southwest College 1600 West Imperial Highway Los Angeles, CA 90047

L.A. Trade-Technical College 400 West Washington Boulevard Los Angeles, CA 90015

Los Angeles Valley College 5800 Fulton Avenue Valley Glen, CA 91401

West Los Angeles College 9000 Overland Avenue Culver City, CA 90230