Establishing and Standardizing Evaluation Criteria

The purpose of this step is to ensure that hiring authorities use consistent and measurable qualifications rather than subjective values andÌývague assumptionsÌýwhen assessingÌýapplication materials.Ìý

When it comes time to evaluate applications, members of the hiring committee andÌýprogram affiliates who weigh in on faculty-hiring decisions should bear in mind that equitable evaluation hinges on clarity and consistency. The qualities that the hiring committee and all other decisionmakers deem preferable should be well defined and ranked in importance prior to application review and mustÌýremain invariable throughout the evaluation process.Ìý

Members of the hiring committee shouldÌýmeet prior to reviewing applicationsÌýto establish and agree upon clearÌýevaluation criteria. Such criteria should address all application materials,ÌýincludingÌýdiversity statements.

At this time, hiring authorities should also establish clear expectations regardingÌýhowÌýevaluation discussions will be structured. Such expectations should include anÌýagreement upon the types of applicant qualities that will be viewed as desirable versus those thatÌýshould not weigh into hiring decisions. Hiring authorities should also establish an equitableÌýdiscussion formatÌýin which each decisionmaker has ampleÌýtime to express observations. The committee might, for example, decide that each person should sequentially provide input so as to prevent a competitive conversation dominated by a select number of voices. This evaluation process should then be implemented during all decision-making meetings, whether limited to the hiring committee or incorporating the entire unit.

For more on how to equitably evaluate diversity statements, please seeÌýthis link.

Establishing Evaluation Protocols

Hiring authorities should consult the following resources prior to finalizing evaluation criteria:Ìý

Rubrics for Consistent Assessment

Hiring committees in the Environmental Studies Program might consider using rubrics to formalize and standardize evaluation criteria. Committees that implement this tool should, however, do so carefully. While this practice is often recommended in postsecondary institutions' hiring handbooks, at least suggests it could negatively affect inclusive and equitable hiring efforts.Ìý

If a hiring committeeÌýchooses to employÌýan evaluation rubricÌýafter carefully researching the possible benefits and drawbacks of utilizing this tool,ÌýCU Boulder's Faculty Search Process ManualÌýprovides templates that may be useful.Ìý

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If you want to return to Step 4, click here.

If you want to return to the ENVS faculty-hiring protocolsÌýHome Page, click here.ÌýÌý