Step 1: What will the person do? Step 2: What knowledge, skills, abilities, experience, qualities are required to do the job well? Source Step 3: What value or weight will you give the criteria? Job requirements PhD preferred; ABD considered Evidence of scholarship/research Service to University and Community will be required Criteria PhD or ABD Evidence of scholarship/research Willingness to engage in Service to University and Community CV CV Interview Rating* T T T Teaching (50) Teach undergraduate courses Provide PhD level instruction in area(s) of specialization Teach to a diverse student body with a range of attitudes, experiences and learning styles Be available to students; answer questions, provide feedback, mentor students Provide academic counseling and advising to students Participate in curriculum development Teaching: Able to communicate effectively; present ideas clearly verbally and in writing Planning, preparation and organization reflected in materials and delivery Knowledgeable and current in area of specialization Creates an inclusive and safe learning environment; open to questions and differing perspectives/views Fair, respectful of students Engages the learner; contributes to an interest and excitement in students for area of specialization Counseling Students: Ability to build rapport with students Accessible and approachable to students Listens and understands Ability to give effective feedback Curriculum development: Current content knowledge Develop meaningful curriculum for undergraduate CV, Present, Interview CV Interview CV Interview Present Interview Sample 1 2 1 1 2 2 1 1 2 1 1 T
Research Weight (0-4) Candidate #1 Total Score Candidate #2 Total Score Candidate #3 Total Score Question #1 15% Question #2 15% Service Weight (1-5) Candidate #1 Total Score Candidate #2 Total Score Candidate #3 Total Score Question #1 15% Unsatisfactory Poor Fair Good Excellent ▪ Failed to answer question(s). ▪ Candidate has no experience required for the posted position and/or no experience in the required area. ▪ Candidate has no knowledge of the required area/process. ▪ Candidate has no demonstrated and/or related skills. ▪ Candidate addresses no points from ideal answer. Does not meet posted requirements. Has limited experience in the required area. Does not relate own experience/knowledge to the requirements of the posted position. Does not demonstrate a clear knowledge or understanding of the position requirements, duties required and processes involved. Candidate addresses less than 50% of ideal answer. Candidate’s answers are incomplete. Meets posted requirements. Does not elaborate on answers. Provides limited information when prompted for details OR requires prompting to provide details. Demonstrates knowledge of the position. Candidate addresses 50% of ideal answer. Meets posted requirements. Elaborates on answers and/or provides details. Candidate possesses a good knowledge of the position. Clearly understands the posted position and its requirements. Candidate’s answers are well formulated and complete. Candidate addresses greater than 50% of ideal answer. Meets and exceeds posted requirements. Elaborates and provides evidence that they are highly skilled and/or experienced in the area. Has direct/highly relevant work experience. Demonstrates ability in key areas. Candidate’s answers are complete, well formulated and detailed. Candidate addresses all of the answer and provides additional related information. Potential Barriers to a Fair Evaluation ATTITUDES We are all culture-bound We tend to see what we expect to see We all have biases We tend to operate on the basis of stereotypes TYPES OF BIASES TO AVOID
Halo effect – tendency to generalize from one position (or negative) quality to other assumed qualities First impressions – tendency to arrive at a premature impression leading to snap judgments Cloning – tendency to favour who think, look, or act as you do Stereotyping – tendency to group people together based on oversimplified categories Assumptions – taking for granted the attribution of characteristics and behavior without evidence Ethnocentrism – belief that your own culture and ethnic group provides the only right way and all others are inferior A FAIR PROCESS Sets clear, job-related criteria Measures the person against the criteria on the basis of demonstrated performance Looks for situation- action-results Evaluates the person against the criteria in all methods of evaluation Documents decisions TO BE FAIR Be mindful of own biases and how these might affect judgment Be mindful that others who are offering evaluations might also be operating under biases that are unfair to the candidate Criteria should be stated and written for each method of assessment Stick to criteria throughout the evaluation stage Ask probing questions, to avoid making assumptions, which gloss over problems or ignore strengths Ask for evidence – demonstrations Better decisions are made when assumptions are tested Talk about the reasons for eliminating applicants and address potential biases during the process Have full discussion and disclosure of reasons for viewpoints and decisions Keep good documentation of the process that stands up to scrutiny Not only conduct a fair and equitable process but assess candidates on their own commitment and adherence to equity WHAT IS FAIR & GOOD FOR THE UNIVERSITY IS THAT: Candidates are assessed as objectively as possible on the basis of demonstrated skills and ability against the criteria Candidates success on the basis of their own skills and abilities and not because of someone else’s biases