Evaluation of DEIJ commitment during application reviews/interviews

[justinkadi]

Summary

From DEIJ Strategic Plan Goal 3 (Recruitment and Retention) - 2:

Consider commitment to DEIJ during application reviews and interviews

Future actions:

• For employees that are expected to have a significant DEIJ focus, consider including a DEIJ co-chair on hiring committee
• Continue to explore UC policies for evaluating DEIJ efforts as part of applicant merit review and operate at that maximum evaluation power
• Consider DEIJ trainings (e.g. reducing bias) for hiring committee members (and widen these trainings to the broader NCEAS community)
• Compile resources for how to reflect on one’s individual diversity and commitment to DEIJ efforts to help prepare applicants to write about and answer questions during the application and interview process. Include links to resources in job advertisements. - Hopefully, this could help reduce a barrier to people who have not had mentors/role models/resources to help them prepare for this aspect of job applications.
• Check in about whether or not potential interview questions to assess DEIJ commitment are being used in the hiring process.
• Create a rubric to assess DEIJ answers in the interview process.

Starting Tasks

• Come up with reference material to use for our own rubric/evaluation of DEIJ commitment
• Compile draft statements for job advertisements for what we're requiring
• Compile draft rubric for evaluating DEIJ commitment

Useful links

• Recruitment Notes
• Current potential interview questions
• UC Berkeley's resource for creating a rubric to assess faculty candidates
• UC Santa Cruz's resource for rubrics to evaluate staff contributions to diversity statements

[justinkadi]

Added more resources for diversity statements and rubrics into Recruitment Notes document