Name That Section - Frequently Used Education Code and Title 5 Sections for Community College Districts

l. New Plan Component 14: Other Measures Necessary for Further Equal Employment Opportunity

i. Legal Requirements Title 5 provides the heart of the revised regulations. 231 It requires districts to have a process for developing and implementing strategies necessary to demonstrate on-going, institutional commitment to diversity and equal employment opportunity. 232 District compliance is demonstrated through institutional behavior—providing districts with both a responsibility and opportunity to take charge of their own EEO planning and tailor it to the unique needs of their district. Title 5 provides a non-mandatory and non-inclusive list of the types of activities a district may engage in to demonstrate institutional commitment. They are provided in the regulations as a guide only. 233 ii. Implementation There are many creative and proactive strategies that districts may implement to foster workforce diversity. Several are identified in the Model Plan itself, as well as in relevant Title 5 section. 234 In addition, we offer the following guidance: Use Component 14 to identify key elements of a successful hiring procedure . . . but do not include those procedures. Districts should think of EEO Plans generally, and Component 14 specifically, as a roadmap for their separate, but harmonized hiring procedures. We, therefore, recommend that Component 14 identify a district’s expectations as to what will be addressed in the hiring procedures. By way of example, we would recommend that district EEO Plans state that hiring procedures will incorporate the following elements to ensure that all lawful measures to further equal employment opportunity are being pursued:

 Practices and procedures to ensure that the application process is accessible to all;  Procedures for auditing and updating job descriptions and job qualifications, including procedures for identifying and eliminating dated or otherwise non- job related criteria that act as barriers to traditionally excluded groups;  Procedures for examining curriculum to maximize a global perspective in all disciplines;  Procedures for creating or updating job qualifications for positions designed to reflect a more global perspective;  Recruitment strategies designed to maximize the diversity of applicant pools and qualified applicant pools;  Protocols for screening and hiring committees to follow with respect to screening, interviewing and evaluating candidates;  Procedures, guidelines, and suggestions for how to evaluate candidates’ sensitivity to the diversity of community college students in a manner that is specific to the position;

Name that Section: Frequently Used Education Code and Title 5 Sections for Community College Districts ©2019 (c) Liebert Cassidy Whitmore 77