light table, a point of light reveals
‘the file numbers of the particular
applicants to be considered. The appli-
cations are then sent to the department
chairman for evaluation.

"This instant reference system enables
us to quickly identify the file numbers
of applications for any area of faculty
need, and is particularly effective when
the need is for unique qualifications."

Personnel has found that most applica-
tions become out-dated within two years,
hence they are destroyed if the appli-
cants have not been heard from by that
time. Similarly, in the case of support
staff positions, applications generally
become inactive after six months and are
then discarded.

Neil emphasizes that each new permanent
position, whether for faculty or for
support staff, must first be approved
by College Council before being adver-
tised and filled. However, unlike the
final appointments of faculty members,
which rest with the Principal, those
of support and administrative staff
members are officially made by the
Bursar. Applications for these
positions are reviewed by the re-
spective immediate supervisors, who
then make "best candidate" recommen-
dations to the Bursar through the
Personnel Office Supervisor.

It is thus clearly evident that in

the over-all personnel selection system,
immediate supervisors at Douglas

College are very much involved in the
final choice of both their faculty and
support staff members.

JOB EVALUATION AT DOUGLAS

FACULTY

As with all other B. C. community
colleges and the provincial public
chool system, faculty positions at
Douglas College are not individually
evaluated. Rather, the approved salary
schedule is applied to all faculty.

 

piliwiity ho
Upon appointment, however, a faculty
member's educational and experience
background is evaluated by the Dean
of Curriculum and Instruction and the
appropriate step on the salary schedule
is then assigned. Thereafter, the
appointee progresses from one step to
another of Douglas's 1l-step schedule.

Since no faculty member is appointed
at higher than step 8, some obviously
may reach the maximum in three years;
others may require to progress through
several more or all 11 of the steps.
The determinants for the assigned com-
mencement step are the quality of ed-
ucational background and the extent of

experience which a member brings to” -~:

the job.

' Senior faculty members who are required

to assume administrative responsibil-
ities receive an additional emolument:
chairmen and directors, $2,600; co-ore
dinators and their equivalents, $1,300.
However, such faculty members receive
only one month's annual vacation in-
stead of two. A special annual emol-
ument of $600 is also provided for
those whose positions require that
they work an extra month, or a total
of 11 months, in the College year.

aK
SUPPORT STAFF

The classification of support staff
positions based upon job evaluation

is essentially an important and time-
consuming aspect of personnel admin-
istration at Douglas College. Without
this classification procedure, the end
product of the College's responsibility

to its communities -- the quality of the
student's preparation for a satisfying
and rewarding career -- would suffer.

The many-faceted yet efficient classif-
ication system at Douglas begins when
a new position is authorized.

The first step is the preparation, by
the immediate supervisor, of a job
description outlining the specific
duties and prerequisites for success

Continued on page 8