Policy Number: 4.320
BACKGROUND/HISTORY
National Park College is committed to fair, equitable, and consistent hiring practices that support equal employment opportunity and ensure the selection of qualified candidates. Search committees are used to promote a structured, objective, and professional process for screening and recommending candidates for employment.
In limited circumstances, the College may forgo the use of a search committee when it is determined that an alternative hiring process is appropriate. Such circumstances may include, but are not limited to, internal promotions, reassignments, or situations where a qualified internal candidate has been identified through a competitive or evaluative process. Any exception must be justified, documented, and approved by the President.
SCOPE
Search committees are established upon approval to fill a vacant or newly created position. The hiring department submits a request to Human Resources and the appropriate Vice President to initiate the recruitment process, ensuring that:
- The position is officially authorized and open
- Appropriate advertising and outreach are conducted
- Documentation is maintained throughout the process
Search Committees should be composed to provide relevant expertise and a range of perspectives appropriate to the position. Committee composition and actions must reflect a commitment to fairness, consistency, and equal employment opportunity.
AUTHORITY
The Board of Trustees delegates authority for the search process to the President. Search committees serve in an advisory capacity to the hiring manager and are responsible for evaluating applicants and recommending candidates.
The President approves the final candidate and new employee ratifications are presented to the Board of Trustees for final approval.
DEFINITIONS
Search Committee: A group appointed to assist in the recruitment and evaluation of candidates using established criteria and processes.
Search Committee Chair: The direct supervisor of the job opening typically serves as the search committee chair unless directed otherwise by the President or Division Vice President.
Evaluation Methods: May include application review, interviews (in-person and/or virtual), reference checks, credential verification, and structured evaluation tools.
POLICY STATEMENT
All search activities must be conducted in a manner that ensures:
- Equal employment opportunity and compliance with applicable laws
- Job-related, objective, and consistent evaluation of candidates
- Confidentiality of applicant information and committee deliberations
Committee members are expected to maintain strict confidentiality. Breaches of confidentiality may result in disciplinary action.
RESPONSIBILITY
Vice President/Search Committee Chair:
- Ensures the search process is conducted with integrity, objectivity, and appropriate documentation
- Recommends a finalist to the President
Human Resources:
- Provides guidance on recruitment, compliance, and documentation
- Maintains official search records in a secure manner for the required retention period
- Provides training and resources to search committee members
Search Committee Members:
- Evaluate candidates based on established, job-related criteria
- Participate in all required steps of the process
- Maintain confidentiality and comply with institutional policies
PROCEDURES/RELATED DOCUMENTS AND FORMS
Human Resources shall provide standardized forms, evaluation tools, and guidance to search committees.