AP 7120 Recruitment and Hiring
References:
NWCCU 2020 Standard 2.F.3
AP 7212 Minimum Qualifications and Equivalencies for Non-instructional Positions
AP 7211 Minimum Qualifications and Equivalencies for Instructional Faculty
AP 3420 Equal Employment Opportunity
AP 7126 Applicant Background Checks
RCC Hiring Guide
Purpose
This procedure establishes fair, inclusive, and effective recruitment and hiring practices at Rogue Community College (RCC). The recruitment and selection process is designed to attract and retain a diverse and highly qualified workforce while upholding RCC’s core values of integrity, collaboration, diversity, equity, inclusion, sustainability, and courage.
Definitions
For the purposes of this procedure:
- Regular positions include full-time faculty and professional, classified, and management/administrative/confidential positions.
- Non-regular positions include adjunct faculty, temporary staff, and student employees.
Position Review and Approval
Prior to posting or advertising any regular position vacancy, Human Resources and the responsible hiring manager shall review the position to ensure that its classification, structure, and scope meet the operational needs of the College.
For all regular positions, whether replacements or newly created, Human Resources will determine if a formal classification review is necessary. Typically, a full review will be conducted when significant changes are proposed to the duties, responsibilities, or reporting structure. If the position is being refilled without substantive changes, a formal classification review may not be required.
When a classification review is conducted, Human Resources will use the Position Analysis Questionnaire (PAQ) and/or job description to determine the appropriate employee group, Fair Labor Standards Act (FLSA) status, and bargaining unit designation, if applicable. Hiring managers are responsible for defining the position’s duties and responsibilities, while Human Resources ensures alignment with RCC’s job structures and legal or contractual requirements.
Final approval from Senior Leadership is required before recruitment begins for any regular position. This approval process confirms alignment with budgetary resources, strategic priorities, and institutional needs.
Recruitment and Selection Process
Human Resources shall maintain and publish recruitment and hiring procedures, including methods of advertisement, application requirements, search committee composition and responsibilities, screening and selection procedures, reference check procedures, and conditional employment offer protocols. These procedures are available in the RCC Hiring Guide.
All hiring activities must comply with relevant federal and state regulations, accreditation requirements, collective bargaining agreements, and RCC policies.
Equivalency and Minimum Qualifications
Applicants must either meet the minimum qualifications stated in the job posting or request consideration based on an equivalent combination of education, training, and experience.
- Instructional Faculty: Qualifications must align with Oregon Administrative Rules, accreditation standards, and NWCCU guidelines. Demonstrable Competency may be accepted per Administrative Procedure (AP) 7211, with departmental review and final approval by the Chief Academic Officer. Documentation is maintained using the Faculty Qualification Credentials Form.
- Non-instructional Positions: Equivalency is assessed under AP 7127 and requires a written rationale and documentation at the time of hire. The initial assessment is completed by the hiring manager and/or search committee, with final determination by Human Resources.
Hiring Decisions and Conditional Offers
Following interviews, the search committee chair (for regular positions) or department chair or other designee (for non-regular positions) shall submit recommended finalists to the hiring manager. The hiring manager, in consultation with Human Resources, may conduct additional evaluation or interviews prior to making a selection. If no suitable candidate is identified, the position may be reposted or the search reopened.
All offers of employment are conditional and contingent upon the successful completion of pre-employment requirements, including a criminal background check and verification of required credentials. Depending on the position, additional requirements, such as a motor vehicle record check, physical capacity evaluation, or drug screening, may also apply, as outlined in the job posting.
Only Human Resources is authorized to issue the official offer of employment. HR ensures that all pre-employment requirements are fulfilled prior to the employee’s start date.
Recordkeeping and Compliance
At the conclusion of each hiring process for regular positions, all search-related materials, including applications, interview notes, and reference check documentation, must be submitted to Human Resources. These materials shall be retained in accordance with applicable laws, regulations, and RCC policy.
Rescinds Procedure Number: AP-030
Approved: February 4, 2020
Revised: May 13, 2025