Pat Hughes, M.A. Whole Systems Design 1997

Pat is the primary author of Gracious Space: A Practical Guide for Working Better Together, published by the Center for Ethical Leadership in 2004. She serves as senior affiliate at the Center, coordinating the Gracious Space Initiative. She is also the owner of Trillium Leadership Consulting, where she provides customized leadership program design and visionary project leadership.

The Center for Ethical Leadership is a nonprofit organization that works across boundaries to promote leadership and change capacity to advance the common good. The Center helps people put values into action and create environments where people open up, tap into their gifts and potential, and bring forward their collective wisdom.

Creating Gracious Space Workshop - A Training for Leaders and Change Agents

From Pat Hughes, M.A. Whole Systems Design - OSR ‘97:

In every organization, there is a need for open and honest conversations about difficult issues. Workplaces and civic arenas can be better served by creating spaces where people can voice different perspectives and ways of thinking to generate creative solutions and influence the work they care about.

The Center for Ethical Leadership has created Gracious Space in many sectors including health care, business, government, community, nonprofit, and education to create spaces where people judge less, listen more and open up to new possibilities. It only takes small opening to create the space for profound transformation.

Gracious Space training will be offered:
Thursday, June 10, 8:30 a.m. – 5:00 p.m.
Friday, June 11, 8:30 a.m. – 5:00 p.m.
Monday, June 21, 2:00 p.m. – 5:00 p.m.

June 10 and 11 training will be at Talaris Conference Center, 4000 NE 41st Street, Seattle, WA 98105
June 21 session will be at the Center for Ethical Leadership, 1401 E Jefferson, Suite 505, Seattle, WA 98122

Discover how Gracious Space can:
Serve as a container for dynamic change processes in organizations and communities
Transform your culture from one of fragmentation and mistrust into one of cooperation and shared leadership.
Create an environment of personal safety, deep relationships and breakthrough creativity
Powerfully address conflict and polarizing issues and enable group reflection on critical issues
Reduce fear in the workplace and empower individuals to contribute their strengths toward a collective effort

Participants will:
- Deepen the foundational elements of Gracious Space: spirit, setting, invite the stranger, and learn in public
- Identify the competencies to introduce and hold Gracious Space in groups over time
- Gain specific tools and approaches to apply Gracious Space to real issues
- Develop a practical application for your context and test it with peers on June 21
- Have the opportunity to join a network of Gracious Space practitioners across the country

Facilitation Team:
Pat Hughes
Pat is the primary author of Gracious Space: A Practical Guide for Working Better Together, published by the Center for Ethical Leadership in 2004. She serves as Senior Affiliate at the Center, coordinating the Gracious Space Initiative. She is also the owner of Trillium Leadership Consulting, where she provides customized leadership program design and visionary project leadership. She has a B.A. degree in Economics and International Relations and a Master’s degree in Organizational Development form Antioch University Seattle.

Karma Ruder
Karma serves as the Director of Community Collaboration for the Center, assisting groups in building authentic community processes, which inspire people to move beyond difference and conflict into the creative territory of community and collaboration. Her work includes design, facilitation and coaching both locally and nationally. She has a B.A. in Philosophy and Communications and a Masters in Public Administration.

To Register, complete the registration form available at www.ethicalleadership.org.
Space is limited, so please register in advance.

For more information, contact Steve Stapleton or Karma Ruder at (206) 328-3020 or email center@ethicalleadership.org

Cost | $395 for registration by May 25
$495 after May 25
Come as a team and save! $395 each for 2 or more individuals from the same organization.
Cost includes materials, breakfast, lunch, beverages and snacks. If you need financial
assistance, please contact us at (206) 328-3020

“This training filled me with practical ideas about how to help people work together toward the common good. I left the session inspired, motivated and toting a binder full of techniques and activities. Who among us wouldn’t benefit from greater grace and understanding? I would recommend this training to absolutely anyone.”
Heidi de Laubenfels, Deputy Managing Editor, Seattle Times

“Typically community groups takes sides regarding social, political and cultural issues. By engaging in Gracious Space, we developed mutual respect. The notion of “winning” through debate became unacceptable.”
Harry Goldman
Montana Kellogg Leadership for Community Change

The Center for Ethical Leadership is a nonprofit organization that works across boundaries to promote leadership and change capacity to advance the common good. The Center helps people put values into action and create environments where people open up, tap into their gifts and potential, and bring forward their collective wisdom.

John DuBois, B.A. 2007, M.A. Education 2009

John DuBois, an alumni and adjunct faculty member at Antioch University Seattle recently received notification that his master’s thesis abstract has been accepted for a Learning Exchange Discussion at the National Institute on the Assessment of Adult Learning Conference in Atlantic City, NJ - June 9 - 11, 2010.

John’s thesis, “The Authentic Self in Educational Leadership” explores the principal research question, “What does it mean to be an authentic educational leader?” Queries into this topic led to the study of the Life Stages of An Adult Learner, Transformative Learning, Education, Professional Education Programs, and Leadership Development. Presently, CreateSpace, an On-Demand Publishing LLC, part of the Amazon group of companies is publishing DuBois’ master’s thesis. A portion of the manuscript on Authentic Leadership can be reviewed at the followiing website: http://www.createspace.com/Preview/1067444

In addition to teaching and publishing his master’s thesis, John has designed a leadership institute whereby adult educators are afforded the opportunity to gain skills, knowledge, and experience necessary to become authentic educators for tomorrow. The specifics of the Students Teach Students Leadership Institute can be found at the following web address:

http://web.me.com/ausgrad2007/Students_Teach_Students_Leadership_Institute/Overview.html

For further information contact John at jdubois@antioch.edu.

Don’t Just Apply For A Job - Campaign For It!

This spring is a very challenging time to be graduating into the job market.  Here are some thoughts from Pres Winslow, Antioch Seattle, MA Psychology ‘93.  Pres is now a volunteer career counselor and educational advisor in Winslow, Arizona, a diverse, under-resourced rural community about an hour’s drive east of Flagstaff.  These comments were presented at an Idealist.org career fair in the fall of 2001.  The use of a political campaign analogy is even more relevant to Pres today, as he has just entered the race for the Arizona House of Representatives.

Don’t Just Apply for a Job — Campaign for It!
Notes for presentation by Pres Winslow at Non-Profit Career Fair, 11-7-01

FIRST THINGS FIRST

1. What’s important to you in life: family, friendships, travel, adventure, personal growth, spirituality, hobbies, independence, variety, security, social justice?

Assignment: Write up a description of your life once you’ve got it the way you want it. This will help you see whether a particular career path or specific job opportunity supports or undermines what’s important to you, both at work and outside of work.

2. What type of work do you feel called to do? Be as specific as possible. How do you know that to be true about yourself?

Assignment: Write up a description of your ideal employment situation. Be sure to include practical things like commute time, out-of-town travel, regular daily schedule, flextime for attending children’s events, evening and weekend work, pay and benefits, employer support for professional development.

Common objection/question: That sounds like a lot of work. Can’t I skip this part? Answer: Campaigning for a job may involve a lot of time and effort, and even some discomfort. If the prize is not really important to you, you may not have the motivation to compete to win.

CLEAR THE DECKS EMOTIONALLY AND KEEP THEM CLEAR

Job-hunting is not necessarily a fair process. If you are still getting over a bad workplace experience (or other bad experience), make sure you have a plan to continue your recovery from that experience. Don’t inadvertently sabotage your job-search campaign by having unresolved bitterness or other negative feelings leak out into your campaign activities.
Quick reality check: What questions about past work experiences do you most fear in a future job interview? (Examples: Have you ever been fired?, Why did you leave your last job?, Describe a conflict with a past supervisor or co-worker and how you resolved it.)

HOPE FOR A SHORT CAMPAIGN, PREPARE FOR A LONG CAMPAIGN

Unlike political campaigns, a job-search campaign involves running for multiple offices simultaneously, with moving targets for election dates. Preparing for the possibility of a long campaign does not mean you are being pessimistic. If you are not now working, develop a plan for financial security, estimating how long you can get by without steady earned income. Do a little bit of contingency planning, like checking into survival jobs (part-time or full-time), but don’t divert too much energy and focus from the main mission.
Note: Don’t assume your campaign will be short or long. It’s like trying to time the stock market: futile!

RECRUIT AND ORGANIZE YOUR CORE SUPPORTERS AHEAD OF TIME (AND KEEP ADDING TO THEM)

Supporters can include contacts, esteem-builders, general advisors, technical advisors, sponsors, constructive critics, mentors. Some will also play the role of job reference. Pay special attention to selecting and cultivating references.

Idea: Have a kick-off party for your job-search campaign. Invite members of your network. Hand out a résumé or other brief document which describes what you are campaigning for and why.

Warning: Beware of the job-search support group which has degenerated into a gripe session. Effective support groups create a place on their agenda for venting frustrations. After that, the focus must be on the positive.

Side note: What goes around, comes around. Become a link in the chain of helpfulness. Realize that many others, including some of your key supporters, may be running their own job-search campaigns. Collect and repay favors. Contribute to the success of new job-search acquaintances. It’s the right thing to do, and it may bring you a positive surprise someday.

BE SELECTIVE, BUT NOT TOO NARROW

Unless you are desperate, don’t apply for jobs you don’t want. Do apply for jobs you might want, and if you get a job offer, learn more before making a final decision. Evaluate jobs and job offers both in terms of immediate satisfaction and positioning for even more-satisfying positions.

COMPETE TO WIN FOR EVERY JOB YOU APPLY FOR

• Do creative detective work to find out what the employer is really looking for. For advertised positions, begin with getting a complete job description. Make a walk-in cold call to check out the location, work environment, agency brochures, newsletters, annual reports. If the organization has a Website, study every page. Ask members of your network if they know anyone who works there or used to work there. If possible, arrange to speak with someone who works in the program (a future co-worker or boss). Get name recognition ahead of time.

• Once you have a clear picture of what the employer wants (and the job still appeals to you!), review everything you have to offer which speaks to what they want. Doing this part of the process involves a lot of work, especially if you have never approached job searching in this way. Don’t begin your résumé, cover letter, or interview prep until you have completed this process. This is where you test your motivation to do the target job.

• Tip: Begin with the job-interview preparation process. Analyze the job description and prepare a set of detailed questions that would probe an applicant’s qualifications for the position. Write out the answers. Can you make a good case for getting the job offer? If not, consider which of the following is at play: Lack of self-confidence, lack of concrete evidence (from self-inventory above), or poor fit for the job. If you can’t convince yourself that you are a good fit, how will you convince an employer?

• If you feel confident you are a strong candidate, prepare a customized résumé and cover letter, using raw material from your self-inventory. Make yourself look like the good fit you believe yourself to be. These are your written campaign brochures. If you lack experience with writing résumés and cover letters, look at some books, attend a workshop or two, get some individual advice. Do not give up final control of your written materials to an outside “expert.” You, not the expert, will have to “defend” your résumé at job interviews.

• When you make it to the interview stage, pull out the interview preparation materials you did earlier and review and update them. Decide on your agenda for the interview. Let the interviewers control the process, but work in the selling points and stories you want to include. Be more responsive to questions than most politicians, but work in the “answers” that showcase your strengths in relation to the employer’s needs.

• Mock interviews. Recruit someone you trust (it could be a job-search buddy) and practice answering the questions you think will be asked. It doesn’t matter whether your sample questions are exactly the same as the ones you will be asked. You are practicing presenting your interview agenda, especially the stories you will tell that document your key skills and personal qualities. Master the art of storytelling.

• At the interview, be your best, true self. Show up as yourself, not as someone you imagine to be their ideal candidate. Believe that who you are is good enough.

• At the end of each interview, hand over your list of references. Some employers check references as part of the process for selecting the top candidate. Others make their final selection and then check references of that one candidate. In either case, contact your references after the interview and give them a heads up. Don’t be timid about asking your references to speak to certain strengths that you know the employer is looking for. In the analogy of campaigning, your references are your key endorsers. Don’t hesitate to use them on your behalf.

• Follow up the interview with a self-marketing thank you letter which says a lot more than thank you. Mention why you are even more interested in the job now that you know more about it. Summarize why you would be a great fit. Include any key points you didn’t get to mention during the interview. This follow-up letter should have real substance to it.

• No news is no news. Don’t play mind games with yourself about why you haven’t heard from the employer (or why your references haven’t been called). If the employer said you would be told one way or the other by a certain time and you haven’t received a call by that time, wait a day or two and call them. Don’t criticize them for not calling you as promised. Just ask how they are coming with the process of making a final selection. Be proactive without becoming a pest.

CELEBRATE OR BE DISAPPOINTED, BUT DO EACH WITH GUSTO

If you get (and accept) the job offer, share your joy with those who helped you get there. Thank them for their contribution to your successful campaign. Offer to assist them in the future. If you don’t get the job offer, allow yourself to feel intensely disappointed for a short period of time. (Of course, if you don’t feel disappointed, that may be a clue that you aren’t being honest with yourself about what you really want.)

Idea: If you had a job-search campaign kick-off party (or even if you didn’t), have a victory party after you land the job you want.

BE A GRACIOUS “SILVER MEDALIST”

If you didn’t get the job offer, you didn’t lose. The employer chose a person that seemed to them to be the best fit for the position at this point in the organization’s development. If you made it to the interview stage, you were not rejected. You are on the right track. Follow up with a thank-you letter to the main interviewer, expressing your continued interest in working for their organization. If possible, ask for suggestions (by phone) on what you could do to become a more competitive candidate in the future. Add this person to your professional network; keep in touch from time to time by sending a letter or e-mail speaking briefly about what you are currently doing and/or mentioning an interesting resource you discovered.

REVISE YOUR STRATEGY, IF NECESSARY, AND KEEP CAMPAIGNING

Through job-search experiences, you may learn that you are not yet competitive enough for the jobs you really want. Review the suggestions from interviewers and members of your own network. Do you need additional formal education and training? If so, check out affordable training programs. Do you need deeper experience related to your target job? If so, consider strategic volunteering in duties identical to those of your desired job (e.g., fund-raising, event planning, outreach, program coordination, direct service, public speaking, group facilitation, etc.). Serve on a board or committee related to your target career field (e.g., domestic violence, at-risk youth, family literacy, neighborhood planning). Join, or become more active in, a professional association related to your target field.

FINAL THOUGHTS

These suggestions are the ideal. The closer your job-search campaign is to the ideal the better, but you may very well get a good job without following all of these recommendations. Choose campaign elements that you can fully commit to. There is no single best way to get a good job.

BEST WISHES FOR A SUCCESSFUL CAMPAIGN!

Patricia-Anne Davis, M.A. Whole Systems Design 2005

Patricia-Anne Davis, will conduct a Ceremonial Change Process session during a Access Your Ancient Wisdom workshop on Sunday, May 9, from 10 a.m. to 3 p.m. at the Daybreak Star in Seattle. For further information contact Carol@altaiMir.org or 206-525-2101. To register go to www.altaimir.og/wisdomworkshops.htm. Please register by May 5. Seminar is $35 and Native American box lunch is $12.

Davis is a Choctaw/Dineh diagnostician and practitioner. She will teach her “ceremonial Change Process” which is useful for true healing at all levels – individual, commercial, societal. She will walk you through the powerful 4-stage process which you can then apply to any problem for which you intend a solution within the “natural order.”

For the past decade, Davis has shared this profound indigenous healing modality with the people of Seattle, while continuing as a truth-teller for the Dineh people. See the interview from the April 2010 Voice of Choices magazine by using Google.

Alumna Looking For Keynote Speaker

Sandra Mears, B.A. ‘91, is looking for a keynote speaker for the WA Food Coalition’s Annual Conference Sept. 15-17. If you have suggestions or want more information please contact her at mmears916@aol.com.

Early Childhood Program Specialist 2 - Associate Teacher Center For Families

POSITION AVAILABLE: Early Childhood Program Specialist 2 - Associate Teacher Center for Families at Edmonds Community College
Classification Code: 256B
Opens: April 23, 2009
Closes: Open until filled; first consideration date May 17, 2009

POSITION DESCRIPTION:
The Early Childhood Program Specialist 2 assists the lead teacher in implementing the educational curriculum and the general operation of an infant, toddler, or preschool classroom. Responsibilities include: maintaining a safe, healthy, and developmentally appropriate learning environment; assisting in assessing individual children’s level of developmental progress; assisting in planning, presenting and evaluating children’s activities; interacting with children and parents; assisting in directing and monitoring the work of part-time classroom staff and volunteers; assisting in maintaining a record keeping system; assisting in maintaining a classroom environment that meets child care licensing standards; and assisting in providing feedback and evaluating the progress of student teachers. For further information, please see the attached detailed job description. This is a classified staff position reporting to the Director, Center for Families.

MINIMUM QUALIFICATIONS:
• Thirty quarter credit hours in early childhood development, or equivalent education, and progressing towards educational timeline to meet NAEYC associate teacher qualifications (completion of ATA in Early Childhood Education required by December 31, 2010).
• One year of experience in an early childhood program.
• Positive interpersonal skills; ability to work effectively both individually and as a team member with people from diverse cultural, racial and ethnic backgrounds including children, parents, staff and the general public.
• Ability to communicate in English (both orally and written) at a professional level.

DESIRED QUALIFICATIONS:
• Two-year degree in Early Childhood Education.
• Experience and/or knowledge of early childhood education theory and practices, including child development and developmentally appropriate practices.
• Knowledge of Department of Early Learning (DEL) licensing regulations, including child abuse/neglect.
• Knowledge of appropriate public relations and customer service skills.
• Knowledge of effective listening and communication techniques, and conflict resolution.
• Ability to prioritize and effectively manage time to meet specific deadlines.
• Flexibility in addressing unexpected work and implementing decisions about work priority.
• Ability to maintain professional, ethical, and confidential boundaries with families and staff.
• Dependable, with a good attendance record.

PHYSICAL WORK ENVIRONMENT:
Excellent communication skills, both oral and written, are essential. This includes the ability to speak clearly and fully comprehend written and spoken English, and will include communication with people for whom English is a second language. Working with children requires the ability to walk or run quickly, kneel or sit on the floor or sit on small chairs, and lift/carry a child or other objects weighing up to 50 pounds. There is exposure to a variety of weather conditions and ground surfaces during playground activity. Cleaning using cleaning agents and that may involve bodily fluids is required. The ability to work effectively in an area of high activity and frequent interruptions is essential.

WORK SCHEDULE:
40 hours per week, 10.5 months per year. The schedule is Monday through Friday, with some evenings required. Schedule start and end times vary. Summer hours may be reduced to 32 hours per week.

COMPENSATION:
Salary range 36. Beginning salary is $2,426 - $2,663 per month, with progressive increases to $3,135, plus a full state benefits package including tuition waiver for college classes. Experience and training will be considered in salary placement.

APPLICATION PROCEDURES AND DEADLINE:
All applicants are required to complete and return the following documents. Application packets received by May 17, 2010 will receive first consideration.
• Edmonds Community College job application form
• Supplemental application (please follow directions on form)
• Current resume
• Names and contact information for three references
• Reference check consent and demographic data forms (optional, but requested)

Candidates are urged to submit their application packets by or before the first consideration date. Consideration after that date is dependent on the applicant pool and is not guaranteed. Interviews are tentatively scheduled for late May.

Application materials can be accessed from the college web page at www.edcc.edu. Be sure to download the college application form, supplemental application, reference consent and demographic data forms.

To pick up an application in person, come to the Human Resources Office (see drop-off location below). Office hours are 9:00 am - 4:00 pm, Monday through Friday. Closed weekends and holidays.

To have an application mailed to you, please send a written request specifying the position desired to the address below or send an email to jobs@edcc.edu. Requests must be received at least three days prior to the closing date; applications will not be mailed after that time.

U.S. Mail To Return an Application:
Human Resources Office
Edmonds Community College
20000 68th Avenue West
Lynnwood, WA 98036-5999

Drop off in person (9am – 4pm) to return an application:
Edmonds C.C. North Campus Complex
Human Resources Office, Clearview Bldg.
7030 196th Street SW
Lynnwood, WA

Applications may be faxed to meet the deadline, (425) 640-1359, with the original then placed in the mail to the college address listed above. We are not prepared to receive emailed materials at this time.

CONDITIONS OF EMPLOYMENT:
• You must document your citizenship or employment authorization within three days of hire.
• You must successfully pass a Department of Early Learning (DEL) criminal history and child abuse background inquiry.
• You must provide a record of current negative tuberculin test results completed within one year prior to hire date.
• You must possess or be able to obtain by hire date: valid First Aid/CPR for adults and pediatrics; HIV training (2 hours minimum); 20 hours of STARS basic training or proof of exemption; food handler’s permit.
• Union Shop Fee: You must become a member of the classified union or pay a representation fee or nonassociation fee within thirty (30) calendar days of your hire.
• All new positions are contingent upon funding.

EEO/AFFIRMATIVE ACTION STATEMENT:
Edmonds Community College is an equal opportunity employer and operates under an affirmative action plan. Applicants with disabilities who require assistance with the recruitment process may call (425) 640-1470 or email jobs@edcc.edu and accommodations will be made to the extent reasonably possible. The Human Resources Office is accessible to persons with disabilities.

V.P. For Finance & Operations at Seattle Community College

POSITION AVAILABLE: Vice President for Finance and Operations at Edmonds Community College
Opens: April 22, 2010
Closes: Open until filled; first consideration date is June 3, 2010
Position Available: As soon as mutually agreeable

For more information go to: www.edcc.edu/hr/jobs/admin.php

POSITION DESCRIPTION:
The Vice President for Finance and Operations reports to the President and is a member of the President’s Cabinet. The position is responsible for providing vision, leadership, planning, and coordination for the following fiscal and administrative series of the College: budget, payroll, grants/contracts administration, accounting; purchasing/receiving; bookstore operations; internal mail distribution and printing services; risk management; safety and security; information technology; and facilities maintenance and operations including custodial services, grounds, recycling, hazardous waste, and capital projects. The position requires responsible leadership and management experience that includes: planning in a complex environment; working successfully to build, lead, inspire, develop and contribute to teams; developing and communicating clear analysis of policy and operational options; reviewing and evaluating outcomes; and assuring accountability for assigned responsibilities. This is an exempt position reporting to the College President.

Duties include, but are not limited to the following:
• Serving as the chief business and fiscal officer of the College.
• Working effectively with the President’s Cabinet in policy formulation, strategic planning and budget development.
• Providing strategic analysis of policy options, critical college programs and initiatives.
• Ensuring high quality and efficient delivery of administrative services to all College services, programs, and activities.
• Ensuring that all financial and administrative functions comply with state and federal laws, guidelines, and procedures.
• Providing leadership to organizational units within the business and operations areas.
• Ensuring an effective, capable and collaborative administrative staff by appropriate selection, training, development, evaluation and motivation.
• Representing the College to legislative and community groups, federal and state agencies, and professional organizations.
• Performing additional duties as assigned by the President.

REQUIRED QUALIFICATIONS:
• Master’s degree or equivalent academic credential in Business Administration, Business Management, Accounting, Finance, Public Administration, or a field related to the areas of accountability AND three years of management experience; OR a bachelor’s degree in one of the areas mentioned AND five years of management experience; OR equivalent education and experience.
• Ability to work effectively with populations representing diverse backgrounds, life experiences and abilities.
• Excellent communication, organizational, and problem solving skills.

PREFERRED QUALIFICATIONS:
• Experience in the Washington State Community and Technical College system.
• Knowledge of federal and state laws, policies, and procedures related to public sector employment and financial management.
• Demonstrated skills and experience facilitating decision-making processes for individuals and groups with diverse interests, backgrounds, and needs.
• Experience with management of capital projects, risk management, and budget development.
• Experience with labor management relations in a collective bargaining environment.

DESIRED ATTRIBUTES:
• Demonstrated high standards of integrity, discretion, and service.
• Strong interpersonal skills as evidenced by successful experience working cooperatively and effectively with students, faculty, support staff, administrators and business leaders of various political, cultural and socio-economic backgrounds.
• Commitment to providing leadership and support for college diversity goals and initiatives.

PHYSICAL WORK ENVIRONMENT:
Ability to use a telephone, personal computer, and other electronic technology is required. There is occasional travel to sites within the Puget Sound region and to state meetings. Ability to speak, hear, and write effectively, provide reasoned judgments, and make public presentations is essential.

COMPENSATION:
The salary will be based on the current administrative/exempt salary schedule, with placement based on education and related experience. Starting salary range is $104,100 - $108,306 annually. The college provides an outstanding exempt employee benefits package that includes 24 vacation days per year, a personal holiday in addition to scheduled holidays, tuition fee waiver for classes, a unique “study leave” benefit, and excellent medical, dental, life insurance and retirement plans.

APPLICATION PROCEDURES AND DEADLINE:
All applicants are required to complete and return the following documents. Application packets received by June 3, 2010 will receive first consideration.
1. Edmonds Community College job application form.
2. Supplemental application (please follow directions on form).
3. Current resume.
4. Two current letters of recommendation.
5. Names and contact information for three additional references not listed in your other application materials.

Candidates are urged to submit their application packets by or before the first consideration date. Consideration after that date is dependent on the applicant pool and is not guaranteed. Interviews are tentatively scheduled for late June.

Application materials can be accessed from the college web page at www.edcc.edu. Be sure to print the college application form, the supplemental application, the reference check consent and demographic data forms.

To pick up an application in person, come to the Human Resources Office, located in the North Campus Complex, Clearview Building (first floor), 7030 - 196th SW, Lynnwood. Office hours are 9:00 am – 4:00 pm, Monday through Friday. Closed weekends and holidays.

To have an application mailed to you, please send a written request specifying the position desired to the address below or send an email to jobs@edcc.edu. Requests must be received at least three days prior to the closing date; applications will not be mailed after that time.

U.S. Mail (to return an application):
Human Resources Office
Edmonds Community College
20000 68th Avenue West
Lynnwood, WA 98036-5999

Drop off in person (9am – 4pm) to return an application:
Edmonds C.C. North Campus Complex
Human Resources Office, Clearview Bldg.
7030 196th Street SW
Lynnwood, WA

Applications may be faxed to meet the deadline, (425) 640-1359, with the original then placed in the mail to the college address listed above. We are not prepared to receive emailed materials at this time.

CONDITIONS OF EMPLOYMENT:
• You must document your citizenship or employment authorization within three days of hire.
• You must successfully pass the college’s criminal background check.
• All new positions are contingent upon funding.

EEO/AFFIRMATIVE ACTION STATEMENT:
Edmonds Community College is an equal opportunity employer and operates under an affirmative action plan. Applicants with disabilities who require assistance with the recruitment process may call (425) 640-1470 and accommodations will be made to the extent reasonably possible. The Human Resources Office is accessible to persons with disabilities.

V.P. For Workforce Dev. & Training Job Opening

Interim Vice President for Workforce Development and Training at Edmonds Community College

Opens: April 20, 2010
Closes: Open until filled
Position Available: As soon as mutually agreeable

For more information go to: www.edcc.edu/hr/jobs/admin.php

Responsibilities include:
• Serving as the college’s liaison with the Workforce Development program staff of the State Board for Community and Technical Colleges and the Workforce Education Council.
• Preparing annual reports for continued vocational funding.
• Assisting in developing new instructional programs through grants, contracts and special funds.
• Assisting the Vice President of Instruction in managing the instructional program of the institution; coordinating the professional-technical programs of the college to comply with State Board for Community and Technical Colleges and federal regulations.
• Preparing or assisting in the preparation of grant and contract proposals.
• Overseeing the development of the college’s WorkFirst, Worker Retraining, Tech Prep and Perkins grants, and administering resulting programs.
• Managing the following departments: Work Retraining, WorkFirst, Tech Prep, the Career Action Center, the Business and Training Center, Arts Now, Materials Science NSF MatEd Resource Center, the Edmonds Conference Center, Prior Learning Assessment, College in the High School, Opportunity Grant, Internships, Job Development, and Sustainability Research.
• Second-level supervisor for the following departments: Basic Food Employment and Training, the Washington Aerospace Training and Research Center, the Center of Excellence for Aerospace and Advanced Materials Manufacturing, and the Creative Retirement Institute.
• Serving as a major representative for the college to the community for collaboration with government, business and education.
• Serving as a member of the President’s Cabinet.

This is an interim exempt position reporting to the President of the College.

REQUIRED QUALIFICATIONS:
• Master’s degree.
• Experience as an administrator in a post-secondary institution or equivalent experience in a business setting.
•Experience teaching at a post-secondary level.
• Ability to work effectively with populations representing diverse backgrounds, life experiences and abilities.
• Excellent communication, organizational, and problem solving skills.

PREFERRED QUALIFICATIONS:
• Master’s degree or equivalent in Education, Business Administration, or a related field.
• Ability to collaborate well with community groups.
• Knowledge of instructional programs.
• Ability to be vocationally certified.

DESIRED ATTRIBUTES:
• Demonstrated high standards of integrity, discretion, and service.
• Strong interpersonal skills as evidenced by successful experience working cooperatively and effectively with students, faculty, support staff, administrators and business leaders of various political, cultural and socio-economic backgrounds.
• Commitment to providing leadership and support for college diversity goals and initiatives.

ABOUT THE COLLEGE:
Edmonds Community College, founded in 1967, is a public, two-year, coeducational state community college which each year welcomes some 11,000 academic and vocational students, including approximately 1,000 international students who come here from as many as 55 different countries.

Edmonds Community College is located in the center of the growing south Snohomish County communities of Edmonds, Lynnwood, Mountlake Terrace, Brier, Mill Creek and Woodway. Situated in Washington State’s Puget Sound region, the College is just north of Seattle and a short distance from the scenic beauty and recreation of the San Juan Islands, British Columbia, and the Cascade and Olympic mountain ranges. For more information, see the college web site at www.edcc.edu.

PHYSICAL WORK ENVIRONMENT:
Ability to use a telephone, personal computer, and other electronic technology is required. There is occasional travel to sites within the Puget Sound region and occasionally to other parts of the country. The ability to speak, hear, and write effectively, provide reasoned judgments, and make public presentations is essential.

COMPENSATION:
The salary will be based on the current administrative/exempt salary schedule, with placement based on education and related experience. Starting salary range is $104,100 - $114,935 annually. The college provides an outstanding exempt employee benefits package that includes 24 vacation days per year, a personal holiday in addition to scheduled holidays, tuition fee waiver for classes, and excellent medical, dental, life insurance and retirement plans.

APPLICATION PROCEDURES AND DEADLINE:
All applicants are required to provide the following documents:
1. Letter of application addressing Required and Preferred Qualifications.
2. Current resume.
3. Names and contact information for three references.

This hiring process will take place quickly, so please provide your application materials promptly. You can send them using one of the following methods:
Fax: 425-640-1359
Email: jobs@edcc.edu
U.S. Mail:
Human Resources Office
Edmonds Community College
20000 68th Avenue West
Lynnwood, WA 98036-5999

Drop off in person (9am – 4pm)
Edmonds C.C. North Campus Complex
Human Resources Office, Clearview Bldg.
7030 196th Street SW
Lynnwood, WA

CONDITIONS OF EMPLOYMENT:
• You must document your citizenship or employment authorization within three days of hire.
• You must successfully pass the college’s criminal background check.
• All new positions are contingent upon funding.

EEO/AFFIRMATIVE ACTION STATEMENT:
Edmonds Community College is an equal opportunity employer and operates under an affirmative action plan. Applicants with disabilities who require assistance with the recruitment process may call (425) 640-1470 and accommodations will be made to the extent reasonably possible. The Human Resources Office is accessible to persons with disabilities.

Marching In The 2010 Pride Parade

From Dr. Ken Hapke, AUS core faculty, School of Applied Psychology, Counseling and Family Therapy:

Alumni are invited to join AUS in supporting and celebrating the LGBTQ community by marching in the Seattle 2010 Pride Parade which is Sunday, June 27th. It will begin at 11 am from the corner of Union St. and 4th Ave and take approximately one hour to march from the start to the end of the parade route.

In order to confirm you will join us and for more information, please contact Dr. Ken Hapke at khapke@antioch.edu or Ken Sturtz at ksturtz@antioch.edu by May 15. After committing to march with us, you will receive instructions for assembling on the day of the Parade. We hope to provide commemorative AUS tee shirts for those who participate.

For information about the parade please visit http://www.seattlepride.org

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