Here are sample rubrics for you to use and adapt to your search.
– Generally, the search committee should aim to develop a rubric with 5-8 criteria (or domains). This range strikes a balance between being comprehensive and efficient in assessment.
– Some committees may choose to have a single rubric, whereas others may find it helpful to have multiple rubrics for different stages of a search.
This “staged” approach with separate rubrics should be determined ahead of time and applied in the same way for all applicants.
Some committees find it useful to “scaffold” their rubrics so that they use 2-3 criteria in the first round of assessment (e.g., application screening) and then add additional criteria in subsequent rounds (e.g., interviews).
Consider and discuss these questions as a search committee:
– What are the goals for this hire in terms of clinical work, research, teaching, leadership, service, and/or outreach?
– Is there a prioritization amongst these goals for the department or division?
– How are the unit’s mission, vision, and values reflected in each goal?
– What types of evidence will demonstrate achievement or future potential in each area?
– What would constitute a low, medium or high ranking within each area?
This is a sample rubric to assess diversity statements.
A caution about assessment criteria:
– Assessment criteria should focus on applicants’ qualifications, such as knowledge, skills, experience, and expertise, and/or their potential for future contributions, not on actual or perceived protected characteristics.
– It is permissible to ask applicants about unique experiences and perspectives as they relate to anticipated faculty responsibilities and duties.
– Be careful not to use any assessment criteria as a proxy for assessing applicants’ identities or protected characteristics, based either on their self-disclosures in application materials or on the committee’s assumptions.