ANNUAL REVIEW OF RECRUITMENT ND HIRING PROCEDURES AND DATA

ANALYSIS A

Ohlone College Board of Trustees, August 10, 2016 Prepared by Jeff Dean, Jen Druley and Shairon Zingsheim

What’s covered in this presentation?

■ Overview of Recruitment and Hiring Procedures ■ Outreach efforts ■ Sample of Applicant demographics spring 2015 v spring 2016

■ Metric used to measure under-representation in applicant pools ■ Employee diversity compared 2010-11 – 2015-16 ■ Observations of our data

RECRUITMENT AND HIRING GUIDELINES

■ Part of the EEO Plan ■ Provides Step by Step guide ■ Reviewed with overall EEO plan by June 30, 2017

Steps: Hiring Process

• New position or replacement

• Request to fill – signed by supervisor, business office, VP and President

• Review job description, Ideal candidate, Design announcement

• Supplemental questions

• Post – minimum 3 weeks – 6 weeks – DEPENDING ON TYPE OF JOB

• Appoint Screening Committee – Diverse, Subject Matter Expert

• Train Screening Committee

Parts of the Recruitment and Hiring Process

INITIAL ORIENTATION • Supervisor attends • Confidentiality agreement • Screening tool developed based

on job requirements – minimum quals

SCREENING MEETING • Determine candidates to

interview • Develop interview questions

INITIAL INTERVIEW • Roles

FINAL INTERVIEW • Supervisor and Department

Head

REFERENCES • Supervisor and Department

Head

OUTREACH - Open House for Adjuncts – General Session

Arts and Social Sciences

Language and Communications

Science, Engineering and Math

Other Ways To Outreach

Word of Mouth Social Media: Facebook, Snapchat, Linked IN Job Fairs Nurturing Applicant Pools Open House – all positions

SAMPLE APPLICANT TRACKING

SPRING 2015 CLASSIFIED ADMIN/MGRS/

CONF FULL-TIME

FACULTY Total # of apps

% Diverse 182

58% 130

66% 275 40%

# Declined to State 29 5 29

SPRING 2016 CLASSIFIED ADMIN/MGRS/

CONF FULL-TIME

FACULTY Total # of apps

% Diverse 161

75.16% 205

67.80% 538

60.68% # Declined to State 43 40 135

Metric used to measure significant underrepresentation in Applicant pools Sample – Spring 2016

Percent of Bay Area Population in Labor Force White 1,421,652 38.0% African American 201,684 5.4% Native American 16,219 0.4% Asian 921,378 24.6% Hispanic/Latino 753,167 20.1% Pacific Islander 21,071 0.6% Other Races 274,244 7.3% Two or more races 131,734 3.5% Total Labor Force 3,741,149 100.0%

Percent of Applicants by race for 2016 White 317 35.07% African American 58 6.42% Native American 2 0.22% Asian 172 19.03% Hispanic/Latino 91 10.07% Pacific Islander 5 0.55% Other Races 0 0.00% Two or more races 41 4.54% Undisclosed 218 24.12%

Metric for under-representation

White 31.1% Afr. AM 4.4% Nat. AM 0.4% Asian 19.02% Hisp/Latino 16.4% Pacific Is. 0.5% Other Races 5.6% Two or more races 2.6%

Ohlone’s Employees – Diversity Not including hires after June 2016

2010-2011 2013-2014 2015-2016 Total Non- % Non- Total Non- % Non- Total Non- % Non-EEs White White EEs White White EEs White White

EEs EEs EEs All Employees 669 282 42.15% 665 289 43.46% 729 346 47.46%

Total Percent Change = 5.31%

Observations of Data

■ The limits of comparison ■ The “decline to state” issue

■ Nurturing our diversity

QUESTIONS?

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