Naugatuck Valley Community College > About NVCC > NVCC is for You > Employment Opportunities > Affirmative Action > Search & Hiring Process
Initial stage

Search & Hiring Process

May 2017

Initial Stage:

  • All necessary parties and the President approve Notice of Vacancy.
  • HR Dept, in consultation with the appropriate Dean, chooses to use, or modify, the job description.  A new one is written if necessary.  Approval of the System Office is obtained.
  • Search Advisory Committee (SAC) members and chairperson are recommended to the President by the appropriate Dean.  President modifies or approves the committee membership.
  • SAC Chair calls first meeting of committee.  Committee is charged by EEOO Officer and Director of Human Resources and Labor Relations.  EEOO is responsible for the charge.  SAC determines how to address late and incomplete applications in a consistent and standardized manner.
  • SAC Chair sends list of applicants to the EEOO to ensure correct size and balanced pool.
  • SAC meets and reviews minimum qualifications and identifies preferred knowledge, skills, and abilities.
  • SAC (or SAC’s clerical support person) identifies incomplete application files and notifies SAC of missing information.
  • SAC members review each applicant file and rate according to rating system agreed upon by SAC and verified by EEOO.
  • SAC selects candidates to be interviewed and sends spreadsheet together with interview group list and flow chart to EEOO to validate that interview pool is appropriately diverse and includes a sufficient number of goal candidates.
  • Applicant flow chart must include specific and clear information for each applicant not recommended further and must be reviewed by EEOO.
  • SAC agrees on interview questions and verifies with EEOO.
  • Clerical support person schedules interviews.
  • Search committee interviews candidates and sends a list of strengths and weaknesses for each interview candidate to the EEOO and agrees on three finalists.
  • SAC Chair submits names of the three finalists in alphabetical order to the President along with strengths and weaknesses of each finalist. (Copy to HR Director and EEOO)
  • At the discretion of the President, candidates will be asked to make a presentation to the campus community on a topic that has been approved by the Dean of the division or department and is relevant to the position applied for.  At this 15 to 20 minute college-wide presentation, followed by a Q&A period, input will be collected from the audience through an established feedback sheet and passed on to the President.  (Feedback sheet attached.)

Ronald Clymer
Equal Employment Opportunity (Affirmative Action) Officer
203-575-8110 (p)
203-575-8124 (f)
Room: K702A
Kinney Hall
750 Chase Parkway
Waterbury, CT 06708
Final stages

Final Stages:

  • Prior to the presentations by the final candidates, the President receives from the Search Committee the following on each candidate being recommended for further consideration:
    • Candidate’s complete file including:  letter of intent, application form, transcripts, letters of recommendation, equivalency statement (if applicable), and reference check notes, etc.
    • List of strengths and weaknesses for each candidate
    • Applicant flowchart, signed by the SAC chairperson and EEOO
  • After each finalist presentation, the President and appropriate members of the management team interview the candidates.
  • President confers with the Dean and/or SAC and Chair then selects the candidate to whom an offer should be made by HR (copy to EEOO).

Following President's selection

After the Candidate is Selected by the President:

  • Recommendation for Hire form is prepared and signed by SAC Chair, Dean of the appropriate unit, and President.  After approval by the President, HR ensures that all documentation is on file and contacts the candidate to perform reference checks. Once reference checks have been completed, and if positive, a conditional offer is made.
  • Upon candidate’s acceptance of conditional offer, the pre-employment background verification screening process is initiated by HR.  (see BOR Pre-Employment Verification Policy)
  • Once the candidate has successfully cleared the pre-employment background verification screening process, HR makes an official offer and attempts to secure acceptance by candidate.  Salary and start date are finalized, in consultation with the President and/or System Office, if necessary.  Bargaining unit is assigned according to established procedures.
  • Offer letter is prepared by HR for the President’s signature and mailed.
  • When the offer letter is signed and returned by the candidate, the Dean is notified.  The Search Committee Chairperson is then authorized by HR to send rejection letters to the other candidates notifying them that an appointment has been made.
  • SAC Chair submits final flow chart to EEOO.
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