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

Name that Section: Frequently Used Education Code and Title 5 Sections for Community College Districts

revised as determined necessary. Any revised EEO Plan shall be

submitted to the Chancellor’s Office, which retains the authority

to review such revisions on a case-by-case basis.

Section 53003 requires the following Plan elements:



The designation of the district employee or employees who have been

delegated responsibility and authority for implementing the Plan and

assuring compliance;

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

Complaint procedure (which identifies persons who will field the

complaints);

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

Employee Plan notification process;

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

Screening/Selection committee training, that must cover:



the requirements of this subchapter and 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 or screening committee;

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

Targeted recruitment process and community-based/professional

organization notification;



A process for gathering information and periodic, longitudinal analysis of

the district’s employees and applicants, broken down by number of persons

from monitored group status;

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

Methods for addressing any monitored groups’ underrepresentation;

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and



A process for developing and implementing strategies, necessary to

demonstrate ongoing, institutional commitment to diversity and equal

employment opportunity.

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b. Hiring Regulations

The Title 5 regulations require a proactive recruitment process. In particular, hiring procedures

are required to contain the following core features:

i. Job Related Screening and Selection Procedures

A core principle of non-discriminatory hiring criteria is that they must be “job related.” Job

requirements that lack a clear nexus to the knowledge or skills required for the position are

suspect and subject to challenge if they have the effect of disproportionately excluding or

creating an “adverse impact” on a group based on race, gender or other protected status.

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Therefore, the regulations require that all screening and selection procedures be based solely on

job-related criteria. In addition to articulating this requirement, the regulations require districts

to review all local desired and preferred qualifications for any job category where they determine

there is persistent underrepresentation of a monitored group.