MCCB POLICIES

MISSISSIPPI COMMUNITY COLLEGE BOARD POLICIES AND PROCEDURES MANUAL

Section 2: Staff Employment

Title: Interview Selection Committee

Initial Date of Adoption: June 20, 2014

Reference:

Revision Date: May 20, 2016; November 17, 2017

Code Number : 2.10

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23. The MCCB job application will include a statement by the applicant that gives the MCCB permission to check the applicant’s references. Once the top 1-2 candidates have been identified, the Chair of the Interview/Selection Committee will conduct the Reference Check. All listed references of the candidate should be contacted to confirm employment, scope of responsibilities, and performance (strengths, challenges). References may be conducted over the telephone, but documentation of the telephone conversation must be included in the hiring package. 24. Typically, 72 hours of the last interview, the Chair of the Interview/Selection Committee will develop a spreadsheet to provide the overall ranking of candidates. This spreadsheet should contain the scores, ranked by average score, for each candidate. 25. Once the scores have been compiled and the references checked, the Chair of the Interview/Selection Committee will make a recommendation to the Executive Director. The Chair will provide the Executive Director and the Personnel Manager with the compiled spreadsheet that contains the scores, summary of references, and any accompanying recommendations, based on Committee discussions. 26. The bottom portion of the Interview/Selection Committee Compliance Form where the Chair certifies that all provisions of the Board procedures for the MCCB Interview and Selection were followed should be signed and completed at this time. (See Attachment IV.) 27. The following items must be included in the hiring packet before the packet is forwarded to the Executive Director: a. Committee Minutes & Interview Rating Form (Attachment VI) b. Interview Committee Form (Attachment IV) c. Applicants Checklist from the Personnel Manager (Attachment V) d. Vacancy Announcement (Attachment III) e. Completed Applications for Employment for all applicants f. Official transcripts for applicants, when applicable g. Reference Check on recommended applicants h. Recommendation letter from Hiring Supervisor to the Executive Director i. Requested effective date of employment j. Any other pertinent information to be considered 28. If a second interview is warranted, the Executive Director (and possibly the appropriate Deputy Executive Director) will conduct the second interview. The Executive Director will analyze the candidate(s) for agency fit, negotiate conditions, as necessary, and make an offer contingent upon the appropriate background screening. The Executive Director will make all decisions about job offers at MCCB.

29. Once the candidate has been selected, the Executive Director and/or the appropriate Deputy Executive Director will notify the Personnel Manager to conduct the background checks on the selected candidate.

30. After the background check has been performed, the Personnel Manager will send the results to the Chair or hiring supervisor as well as Executive Director.

31. Once the background check comes back with no disqualifying findings, the Executive Director will make the offer. When the candidate accepts the offer, an offer letter is sent by the Executive Director to the new hire specifying the position, the salary and the start date. A copy of this offer letter is also sent to the Personnel Manager, the Chair of the Committee, and to the Deputy Executive Director for Finance and Administration to begin a Payroll Action Form.

32. After the applicant is approved by the Executive Director, the Executive Director will forward all items from the hiring packet (item 27 above) to the Personnel Manager.

33. Once the offer has been accepted by the applicant, the Personnel Manager will email a letter to the other candidates interviewed, but not selected, to let them know they were not selected for that position. Additionally, the letter will state that their materials will be kept on file in the event another position for which they are qualified comes available. The same correspondence shall be mailed to non-selected candidates. 34. Once the position is filled, the Chair of the Interview/Selection Committee collects all packets given to Committee members during the interview process. The Chair will deliver the packets to the Personnel Manager, who will then shred the packets to ensure privacy protection for all candidates interviewed.