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Employment Process

Permanent Full-time Faculty, Adjunct Professors, and Administrative Management Positions

At College of the Canyons, open positions are filled through an extensive recruiting process. Each position has a review date and the application period officially closes at the end of the day on the review date. Once the review date has passed the following processes take place:

  • Applications are reviewed to determine whether the applicant meets the minimum qualifications established for the position;
  • Applications which meet the minimum qualifications are forwarded to the hiring committee for review;
  • Hiring committees review the applications and select applicants to interview;
  • Initial interviews are held;
  • Finalists are forwarded for final interview
  • Final interviews are held.

Applicants may expect to hear from us within approximately three weeks following the review date as to the status of their application. The District reserves the right to withdraw, extend the filing date, reopen, or delay filling all positions. Recruitment may continue until a position is filled and recruitments are subject to close without notice. All positions are contingent upon continued funding and are subject to change.

Important Online Application Instructions.

Please note that College of the Canyons offers many classes delivered primarily online. Teaching online with College of the Canyons requires an online teaching certification (36 hours) or equivalent. If you are online certified through another institution, please include that in your application materials. If you are not online certified, and are approved for hire with the District, you will need to obtain certification through our Professional Development Office prior to being assigned online courses. The Online Education website provides more details.

If you are not a current COC employee, you can take these courses (for a small fee) through @ONE.

From Industry to Community College Full-Time Faculty.

Conviction History Policy

A conviction does not necessarily preclude employment with the Santa Clarita Community College District.

The California Education Code Section 87405 prohibits the Santa Clarita Community College District from employing individuals convicted of certain sex or controlled offenses, as defined in the California Penal Code. Section 87405 also creates several exceptions to this prohibition. This includes an exception for an applicant whose conviction is dismissed pursuant to Penal Code Section 1203.4 and they have obtained or applied for a certificate of rehabilitation under the Penal Code.

The Fair Chance Act (Assembly Bill No. 1008), effective January 1, 2019, added a new section to the Fair Employment and Housing Act (at Government Code § 12952) making it illegal for most employers in California to ask about the criminal record of job applicants before making a job offer.  This means job advertisements, job applications, and interview questions cannot include inquiries into an applicant’s criminal record.  The purpose of the law is to allow applicants to be judged based on their qualifications.

After making a job offer, employers are allowed to conduct a criminal history check, and the law requires an individualized assessment of an applicant’s conviction history.  Each case is given individual consideration and carefully reviewed by the SCCCD Human Resources Office per the California Fair Chance Act (AB 1008) and the California Community Colleges Fair Chance Hiring Best Practices.  Furthermore, the District limits disclosure of the applicant’s conviction history to a need-to-know basis.

Applicants Needing Accommodation

Applicants who have disabilities may request that accommodations be made in order to complete the selection process by contacting the Human Resources Office directly at (661) 362-3427. For the hearing impaired: TTY (661) 362-5426