Hiring Data Flags Early Screening Barriers as Faculty Deal Wins Approval

The Contra Costa Community College District's workforce is more diverse than it was a decade ago, but new data suggest some applicants are filtered out before they ever reach an interview. Trustees spent the longest stretch of the Oct. 14, 2026, meeting on the annual equal employment opportunity report, then approved a three-year United Faculty contract with raises of about 10%. With faculty pay settled, the classified staff union signaled it is next in line and is not happy about the wait.

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• Workforce now about 65% persons of color, but 19 of 28 adverse-impact findings fall at the minimum-qualifications screen
• United Faculty contract approved: 4%, 3% and 3% raises, ratified by 99.2% of members
• Local 1 opens bargaining Oct. 15, 2026, after a survey found 86% of members rank pay first

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The Hiring Pipeline's First Gate

Why it matters: The district's first year of improved hiring data points to barriers at the earliest screening step, before candidates are interviewed. That could change how job descriptions are written and who gets through the door.

Where things stand: Dr. Jeffrey Michaels, Associate Vice Chancellor and Chief Human Resources Officer, reported that people of color now make up about 65% of the workforce, up from 56% in 2015-16. Recruiting efforts include the How to Get Hired workshop, which has drawn more than 650 participants, a regional job fair and $136,000 in state EEO funds. The Faculty Diversity Internship Program is entering its third year with 14 interns.

"We have now expanded it to other areas where we see underrepresentation or where we would like to attract more diverse faculty," said Michaels.

An applicant survey drew 126 responses. Most respondents found district jobs through LinkedIn and Indeed, and about 12% said the application process was hard.

The basics: An "adverse impact" analysis checks whether a hiring step screens out one demographic group at a disproportionately higher rate than others.

Zee Reese, a district staff member, walked trustees through about 488 analyses. Of 28 findings of potential adverse impact or underrepresentation, 19 occurred between application and the minimum-qualifications review. That is the stage where staff decide whether an applicant meets a job's baseline requirements.

The other side: Reese urged caution. Group sizes were small, the results reflect only one year of data, and availability benchmarks are based on Contra Costa County. "It makes the representation gaps appear larger than they may actually be," said Reese. Michaels said the district does not choose its own yardstick: "We are using the methodology that the State Chancellor's Office gives us and wants us to use."

Trustee pressure on tenure: One trustee pushed for faster change at the top of the faculty ladder. "I want to see more minorities become a bigger part of your tenure pool," the trustee said. Michaels replied, "We're trending in the right direction, but we make very slow progress."

Trustee Rebecca Barrett asked for a breakdown of adjunct faculty data, and Michaels committed to provide it. Trustees also suggested presenting the work at a statewide conference. Trustee Andy Li suggested teaching applicants to use AI tools to search for jobs, and Michaels agreed that how the district organizes its website matters for AI discovery. Board Chair Diana Honig raised accessibility: "It might be worthwhile to think about whether we want to offer interpretation sessions, or at least offer some bilingual trainings throughout the year," she said.

Decisions and stakeholder impacts: This was an informational report, so the board took no vote. Michaels said the district is working with Local 1, the classified union, on minimum qualifications. Revised job requirements could widen applicant pools for job seekers. They would also become a negotiating point for the union representing the workers already in those jobs.

What's next: Staff will return with adjunct and tenure-track data.

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Faculty Lock in Three Years of Raises

Why it matters: The agreement ends a stretch without ongoing raises for faculty. It also sets a benchmark that other employee groups will measure themselves against.

Where things stand: Marina Kraus, President, United Faculty, told trustees the deal had cleared her members easily. "The membership ratified the agreement with a 99.2% approval," she said. Kraus called it the highest ratification in more than a decade.

Michaels outlined the terms:

• A 4% raise effective Jan. 1, followed by 3% raises in each of the next two years
• A new top salary step for the roughly 25% of faculty already at the top of the schedule
• A reaffirmed statement of values and reopener language
• Incentives for career technical education faculty who earn industry certifications

Deal math: The raises are funded partly by shifting retiree benefit costs to a district retiree trust that is nearly fully funded. Dr. Michaela Ochoa, Executive Vice Chancellor of Administrative Services, credited state-level advocacy for the district's improved position. She also pointed to an expected shift this year from "hold harmless" funding to California's Student Centered Funding Formula. Hold harmless protects a district's funding at prior levels. The formula ties dollars to enrollment, student need and outcomes.

Decisions and stakeholder impacts: Trustee Fernando Sandoval moved approval and Trustee John Marquez seconded. The board approved the contract without discussion (For: 4, Against: 0). The result was not formally announced, and individual votes were not called by name. Faculty gain predictable raises through the life of the contract. The district's budget now depends more heavily on the retiree trust shift and on the new state funding formula delivering as expected.

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Classified Staff: 'Last to the Table'

Why it matters: Faculty have ratified their contract, and managers and confidential staff have tentative deals. That leaves classified professionals, such as office, technical and operations staff, as the last group to bargain. Their leaders framed it as a question of equal treatment.

Where things stand: Jeannie Smith, President, Local 1, shared results from a survey of 149 members. More than 1 in 5 work a second job, more than 1 in 4 say management does not respect their work, and about 1 in 8 feel unsafe. On pay, she said, "86% ranked it as their most important issue."

Members cited building conditions, reduced police coverage, unfilled vacancies and duties they perform without compensation. "Our members are disappointed that Local 1 is the last group to come to the table," said Smith.

Adrian Lopez, District Office Classified Senate President, described strain within shared governance, including vacant committee seats. "Recruitment for vacancies is problematic due to a lack of release time for classified professionals," he said. Release time is paid time away from regular duties for governance work.

Faculty friction, too: Randy Carver, Academic Senate President, relayed concerns from Los Medanos College's math department about how Student Equity and Achievement Program funds are used. "The math department asked for a pause in hiring of this management position," he said.

Decisions and stakeholder impacts: No action was taken. The faculty deal's roughly 10% in raises now sets the bar Local 1 will measure any offer against. The union's concerns about safety and workload extend beyond pay.

What's next: Local 1 bargaining begins Oct. 15, 2026.

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Minor Items

• Closed session: Board unanimously voted to dismiss an employee, effective Oct. 16, 2026; Sandoval moved, Barrett seconded.
• IT leadership: Board approved renaming the Director of Administrative Information Systems post to Director of Enterprise Applications (For: 4, Against: 0). It also approved updating the Chief Information Officer role, unrevised since around 2013, to add cybersecurity and governance duties and a Cabinet seat (For: 4, Against: 0). "We're recommending that we upgrade the salary range from a manager range 10 to a range 13," said Kelly Chalene, Executive Vice Chancellor for Education and Technology. The change costs about $34,000 to $38,000 a year.
• Choice in Aging: Board approved a limited-term permit letting the nonprofit stage construction equipment in Diablo Valley College's overflow lot for its Aging in Place campus in Pleasant Hill, generating revenue for the college (For: 5, Against: 0).
• Undocumented Student Success resolution: Board adopted the annual resolution, themed "Our Stories, Our Strength, Our Future," ahead of campus events (For: 5, Against: 0).
• Routine business: Board approved consent items 11B-16B with none pulled (For: 5, Against: 0), and approved the records management report.

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Looking Ahead

Barrett, citing national attention on Cornell, reminded colleagues that "colleges have Title IX obligations to protect all students from sexual violence." She and Honig asked staff for a future discussion on whether harassment reporting policies meet or exceed Title IX requirements. Student Trustee Nick Bonasera plans to bring a resolution naming November as Veterans and Military Connected Community Recognition Month. Li also noted that the district has Copilot licenses but "may need some training."