SBCJC 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

Code Number

: 2.10

Page:

1 of 11

INTERVIEW SELECTION COMMITTEE

Mississippi Community College Board is an Equal Opportunity Employer and welcomes applicants without regard to

race, color, religion, national origin, sex, age, or qualified disability.

The MCCB Interview/Selection Committee will screen and select candidates to be recommended for employment with the

MCCB. The Committee’s task is simple: help to select the best candidate for the position. The Chair of the MCCB

Interview/Selection Committee performs a vital function for our agency. The MCCB Personnel Manager has prepared this guide

to assist in carrying out this mission.

The Interview/Selection Committee Process

When a position becomes vacant, the Supervisor and Division Director over that position are responsible for making

any needed revisions to the existing job description or creating a new job description, in the event of a new position.

Any revisions to an existing job description or the creation of a new job description require approval of the Executive

Director and ultimately the Board.

The Executive Director and/or the appropriate Deputy Executive Director will appoint the Chair of the

Interview/Selection Committee.

The Chair of the Interview/Selection Committee will provide the Board approved new or revised job description to the

Personnel Manager in electronic format and will assist the Personnel Manager in the development of a

Position

Vacancy Announcement.

(See Attachment III.)

The Chair will assist the Personnel Manager in completing the

Vacancy Schedule.

(Attachment I.)

The

Vacancy

Schedule

is completed prior to advertising and it indicates where the Chair wants to the Personnel Manager to post the

Position Vacancy

announcement for the position opening and it also establishes the timeline for the hiring process.

This form requires the Executive Director’s approval.

The Chair of the Interview/Selection Committee will recommend four Interview/Selection Committee Members to the

Executive Director and/or the appropriate Deputy Executive Director for his or her consideration. The Chair should

recommend Committee Members that reflect the internal constituency affected by the position, as well as the diversity

of the agency. The top portion of the

Interview/Selection Committee Compliance Form

should be completed by the

Chair and approved by the Executive Director at this time. (See Attachment IV.)

At this point in the hiring process, the following items require the Executive Director’s approval:

Vacancy Schedule

– Attachment I

Position Vacancy Notice Form

, Attachment III

The top portion of the

Interview/Selection Committee Form

, Attachment IV.

The Personnel Manager will distribute the

Position Vacancy Notice

to the appropriate entities listed on the

Vacancy

Schedule

(Attachment I). During the period that the

Position Vacancy Notice

is open, the Personnel Manager will

accept applications for the position. It is preferable that a date for the deadline for submission of applications is stated

on the

Vacancy Schedule

. If a deadline for submission of applications date is not initially selected on the

Vacancy

Schedule,

the Chair will keep the Personnel Manager informed as to what date the advertisement should end. If a

candidate is not selected from the first pool of applicants, then the position will be re-opened a second time.

All applications are to be submitted directly to the Personnel Manager. If any employee at MCCB were to receive an

application, it is important that the application be physically delivered or forwarded to the Personnel Manager in order

for the Personnel Manager to ensure inclusion of the application into the recruitment package. The Personnel Manager

will accept applications by mail, email, or by hand delivery.