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Human Resources

Employment

Thank you for your interest in joining our team at Clatsop Community College!

Please note that Clatsop Community College utilizes an on-line system for all applications.  If you need assistance or have questions about our application process please contact Human Resources at 503-338-2406 or 503-338-2450 and we will gladly help assist you.  Please note that some application processes can take up to 30 days following the closing date to complete the hiring process.  If you would like to check the status of your application, please feel free to contact our office.

When using the online application system, please insure that you have completed all information fields that are applicable including education, past employment and professional references.  Also, please be sure to check for any special instructions.

Service & Supervisory:

  • Vice President of Student Success - Full-time position.  Position is open until filled with first review of applications on March 6, 2019.

Classified Positions:  None at this time.

Full-Time Faculty Positions: None at this time

  • Part-Time Faculty Positions: 
  • Part Time Transiciones Costa Uno Instructor - Lives in Transition Instructor needed for Winter term 2019 to teach this 3 credit class in Spanish.  Class will be held on Tuesdays from 9 AM - 11:50 AM on the main campus.  Please apply to the PT Faculty Pool - Human Services.

Regarding Part Time Faculty applications: Clatsop Community College also maintains a pool of applications for part-time temporary teaching positions for on-campus instruction.  In addition, as student demand changes, part-time temporary instructors may be needed at any time. Qualifications are listed in each subject listing.  Applications for part-time teaching positions will be kept on file for one year.  If you wish to check on the status of a Part Time Faculty application, please contact Human Resources at 503-338-2450.

Part Time (599 hours or less per year) opportunities:

  • Please apply to PT Temp pools.

Please see list of open application pools in application module

Successful applicants must pass a background investigation, which may include criminal, driving, credit and full background checks. Only information relevant to the position will be considered. An individual with negative information on their background inquiry will not necessarily be denied employment. Providing false information will result in rejection of an application, employment offer or dismissal.

CLICK HERE to go to the College’s on-line application system - you will be routed to an external site. Once there, choose 'search positions' on left side of screen to find the position you are interested in.

If you are a Hiring Supervisors and Hiring Committee Members CLICK HERE to log in.

Full time and some Part-time positions at CCC receive the following benefits as part of their employment here:

  • Tuition waiver for self and dependents
  • Paid Sick/Vacation/Personal leave provisions (type depends on employee group)
  • Employee Assistance Program
  • Health benefits
  • Basic Life Insurance/AD&D
  • Long Term Disability
  • PERS/OPSRP Retirement

Compliance

Non-Discrimination Declaration

It is the policy of Clatsop Community College that there will be no discrimination or harassment on the grounds of race, color, sex, gender, marital status, religion, national origin, age, sexual orientation, gender identity or expression or disability in any educational programs, activities, or employment. Questions or complaints should be directed to Leslie Hall, Affirmative Action/Gender Equity (Title IX) Officer, Towler Hall, Suite 110, lhall@clatsopcc.edu (link sends e-mail) 503-338-2450; TDD 503-338-2468. The Title II/Section 504 Coordinator, Shelly Alford, is located in Towler Hall, Suite 312B, salford@clatsopcc.edu (link sends e-mail) 503-338-2474.

 

Accommodations

Persons having questions about or a request for special needs and accommodation should contact JoAnn Zahn, Vice President of Finance and Operations, at Clatsop Community College, 1651 Lexington Avenue, Astoria, Oregon 97103, Library Suite 110,  jzahn@clatsopcc.edu (link sends e-mail)  Phone (503) 338-2421 or TDD (503) 338-2468. Contact should be made at least two business days in advance of the event.

 

Declaración de no-discriminación

Es la política de Clatsop Community College que no habrá ningún tipo de discriminación o acoso por razón de raza, color, sexo, género, estado civil, religión, origen nacional, edad, orientación sexual, identidad de género o expresióno discapacidad en los programas educativos, actividades o en la contratación. Preguntas o quejas deben ser dirigidas al Leslie Hall, Oficial de Acción Afirmativa / Título IX localizado en Towler Hall número 110, lhall@clatsopcc.edu (link sends e-mail)  número de teléfono 503-338-2450, TDD (discapacidad auditiva) 503-338-2468. El Coordinador de la Titulo II/Sección 504, Shelly Alford, se encuentra en Towler Hall, numero 312B, salford@clatsopcc.edu (link sends e-mail) número de teléfono 503-338-2474. Para ADA y otras peticiones de servicios llame al 503-338-2474 o para TDD (discapacidad auditiva) 503-338-2468.

 

Ayuda a personas discapacitadas

En cuanto a las personas discapacitadas, se les pide que se comuniquen con JoAnn Zahn, la Vice Presidente de Finanzas y Operaciones en Clatsop Community College, 1651 Lexington Avenue, Astoria, Oregon 97103, Library Suite 110, jzahn@clatsopcc.edu (link sends e-mail) número teléfonico (503) 338-2421 o a TDD (503) 338-2468. Haga el favor de notificar a la oficina para que se le pueda proporcionar apoyo. La comunicación debe tomar lugar por lo menos dos días de trabajo antes del evento por el cual se requiera tal ayuda.

Campus Crime Statistics compiled for Annual Jeanne Clery Act Reporting can be found HERE.

Employee Complaint Resolution Procedure

These procedures shall be used for complaints related to the College's discrimination and harassment policies.  The process shall not be used for contract grievances or personnel matters which do not involve alleged acts of discrimination or harassment.

 

In addition to filing a complaint with the College, a complainant may file with any of the state or Federal agencies with authority in monitoring compliance:  Equal Employment Opportunity Commission, the Office of Civil Rights, the State Department of Education, the Bureau of Labor and Industry.

 

Orderly and Timely Process

The intent of the procedure described below is to provide an orderly and timely resolution of discrimination and harassment complaints, and to provide full opportunity for internal consideration of problems and potential remedies.  Complaints must be submitted within one year of the date when the complainant knew of the alleged discrimination.

 

General Information

1. The following procedure is to be used by an applicant, employee, student, or potential student who alleges discriminatory actions by a college employee or student against the complainant in violation of the College’s Non-discrimination Policy or Sexual Harassment Policy.

2. Confidentiality:  The confidentiality of the parties involved in a complaint will be observed, provided it does not interfere with the institution's ability to investigate or take corrective action.

3. Retaliation:   The institution is committed to protecting any person who, in good faith, reports sexual harassment or discrimination.  Retaliation is a serious violation and shall be investigated independently of whether a charge or complaint of harassment or discrimination is substantiated.

4. Retention of Information: All records of complaints and the disposition of the complaints will be retained permanently by the AA Office.

 

Procedural Steps

Step 1.     Informal Resolution

If complaints are not resolved informally between the parties or through informal discussions between the Affirmative Action Officer and the person who has allegedly discriminated/harassed, the complainant is encouraged to contact the Affirmative Action Officer. The Affirmative Action Officer shall pursue an informal resolution. One of the goals of the informal resolution process is to encourage and foster settlements rather than contested hearings. The President will be notified of the complaint and its outcome.  If an acceptable resolution is reached, the complaint will be considered resolved and the complainant may be asked to sign a written agreement as to the resolution.

 

Step 2.   Formal Complaint

If the complainant is not satisfied with the results from the informal resolution (Step 1), a written complaint using the Clatsop Community College Complaint Form, will be filed with the Affirmative Action Officer within 15 working days of the conclusion of the informal resolution step.  The written complaint shall contain specific details covering the incident and the desired remedy. Forms are available in the Offices of the Affirmative Action Officer, Student Services, Human Resources, Learning Resource Center, MERTS, and South County Center. Copies of the complaint will be forwarded to the College President. 

Upon receipt of the complaint, the AA Officer will:

1. Advise the complainant and alleged offender of the complaint and the procedure for resolving complaints.
2. Investigate the complaint including interviews of the parties involved and witnesses within 20 working days of receipt of the complaint.
3. Attempt to resolve the complaint between the parties within 20 working days of receipt of the complaint.
4.   If the issue is resolved successfully, the complaint will be considered resolved and the complainant may be asked to sign a written agreement as to the resolution.  The AA Officer will notify the College President and the alleged offender that the complaint has been resolved.
5. If the issue is not resolved to the satisfaction of the complainant, the complainant may request, in writing, a hearing before the College President.

 

Step 3.  Hearing

The College President shall conduct an investigation and hearing.   The AA Officer will prepare a report of the investigation and activities related to the complaint, a copy of the written complaint, any written documentation collected during the Step 2 investigation, and submit this to the College President.

The AA Officer will schedule the hearing for the College President, permitting the complainant and alleged offender/s, or their representatives to present evidence or interpretation of incidents related to the alleged discrimination or sexual harassment.  The hearing should be conducted within 10 working days of the request for the hearing.

The hearing will not be open to the public.


The President shall announce a decision within 10 working days after the investigation and hearing. If additional time is needed to conduct a more extensive investigation, additional time may be allowed.  The President shall notify the alleged offender, the complainant, the appropriate supervisors, the Human Resource office, and the AA Officer in writing of the action or decision.

In the event that disciplinary action is warranted, the appropriate administrator or supervisor will follow normal personnel or student discipline procedures, under the direction of the AA Officer.         

 

Step 4:  Appeals

Complainants who are not satisfied with the President's decision may appeal the decision in writing to the Clatsop Community College Board of Directors within 15 working days of notification of the President’s decision.  Written requests for an appeal should be addressed to the Chairperson of the Clatsop Community College Board of Directors and state the basis of the complaint and the reasons or policies which justify further review of the decision.  The respondent can request that the appeal hearing by the Board be in open session.  The Board shall act on the appeal within a reasonable period of time, but no longer than 30 working days.  The decision of the Board shall be final.

Complaints regarding personnel actions or student disciplinary action that result from the College President’s decision must be pursued through College discipline procedures.

 

Step 5:  Follow-up 
It is essential to verify that whatever action was taken did stop the discrimination or harassment and will prevent it from recurring in the future.  The AA Officer will contact the complainant by phone or mail within 60 calendar days to determine the effectiveness of the process and remedy.