UW Evaluator’s Guide to Interfolio Faculty Search

Define Evaluation Criteria

For all FS searches, the UW requires units to define criteria by which they will evaluate applicants. These criteria are commonly referred to as a rubric or an assessment rubric. The criteria should include all required (minimum) and desired/preferred qualifications listed in the ad. Criteria may also be built around job duties or expectations for the position. Candidates who do not meet the required (minimum) qualifications may not be hired into the position.

BEST PRACTICE – Establishing a rubric

Although the Administrator coordinates data entry of the evaluation criteria (rubric) into FS, the search committee is responsible for developing the criteria. To ensure consistent application of the evaluation criteria across the applicant pool, search committees should plan to meet as a group to discuss and define the rubric before the committee begins reviewing applications. Rubric criteria should align with the qualifications posted in the position announcement, but may also speak to expectations of the position.

If different criteria are used at different stages of the search (e.g., criteria for initial review, criteria for interviews), the search committee should outline which criteria apply to which stages so the search Administrator can enter them in the appropriate order. Administrators can also add later-stage criteria when the search reaches that particular stage.

For more information on building an effective rubric, please visit http://www.washington.edu/diversity/faculty-advancement/handbook/assessment/.

Because only those with the search Administrator role will have the ability to set up evaluation criteria in FS, the search committee will need to communicate the criteria to the search Administrator so he/she can enter it into the system on the search committee’s behalf.

With the criteria in place, Evaluators will be able to review applications and assign a rating to each criterion. Applicants are never able to see evaluation criteria or ratings.

Once you have defined your evaluation criteria, they have been entered into FS, and your search has reached the application deadline (e.g., initial/priority deadline for full consideration), you are ready to start reviewing applications.

Blind Review

Units have the option of setting the search for ‘blind review’ which means an Evaluator will only be able to see ratings he/she assigns and not ratings assigned by other Evaluators. The search committee should consult with unit leadership and then communicate to the search Administrator whether blind review will be used. The search Administrator can adjust the FS settting accordingly.

BEST PRACTICE - Blind review

Units are encouraged to set their searches for blind review during the initial review stage. Blind review        means that each evaluator will only be able to see ratings he/she assigns. Evaluators will not be able to see specific ratings assigned by other evaluators. Applicants are never allowed to see the ratings regardless of the blind review setting. Blind reviews are particularly useful when there is a potential power imbalance on the search committee (e.g., variety of ranks or titles). Units might consider removing the blind review when the search committee gets to the deliberation stage so that the aggregate overall rating (average of all evaluators’ ratings) is visible to the search committee.

Last updated October 19, 2018 at 7:46 am