# Guidelines for creating and using rubrics #research #subject #work #DEI A rubric is an assessment tool that defines expectations by which each candidate will be evaluated based on a set of criteria. Rubrics can help ensure that the application of the criteria remains consistent and fair by: - Minimizing bias - Holding the search committee to the priorities stated in the position description - Defining selection criteria up front - Achieving consensus - Ensuring all candidates are subject to the same kind of evaluation - Ranking selection criteria in terms of unit priorities - Connecting to long-term hiring plan for the unit - Requiring the committee to consider both how many distinct criteria to use and the kind of scale to employ ### Steps for creating a rubric The criteria matrix is the basis of the rubrics. If the criteria matrix was not created as part of creating/editing the job description, develop the matrix by entering in the qualifications from the job posting (see [criteria matrix template](https://staff.lib.uw.edu/operations/hr/for-all-staff/hire/approval/criteria-matrix-template.xlsx)). - Use the criteria matrix to create the rubric (see [rubric examples](https://staff.lib.uw.edu/operations/hr/for-all-staff/hire/review/rubrics)) - Each row in the rubric represents a different qualification - The rubric has columns representing the rating using a rating scale (for example, ? = no basis for judgement, 1 = poor (below expectations), 2 = adequate (meets expectations), 3 = strong (exceeds expectations) Search committee members should receive input from the supervisory line, co-workers, and colleagues of the position on the characteristics and experience of ideal candidates. Committee members should also reach consensus on the rubric's - Definitions and descriptions of knowledge, skills, abilities, experience, and potential - Rating criteria - Rank or weight of requirements. #### Reminders: - Using separate rubrics for each stage of the evaluation process (i.e., initial review of applications, phone screens, in-person interviews) is best practice in most cases. The criteria matrix is designed to indicate which stage(s) each qualification is evaluated. - When rubric elements are more subjective, the committee may want to agree on "look for" and "red flag" elements prior to review. - In early stages, use a "no basis for judgement" rating option to encourage a "select in" not "select out" approach. - Staff have reported that this process can take longer than expected, so you may wish to begin as soon as possible after the job description has been finalized and posted. - Keep your rubric simple to avoid overwhelming your reviewers and increasing snap judgements. - You may give different weighting to the qualifications, provided that is agreed upon beforehand. ### Using the rubric Tally the rubric ratings for each candidate and use these scores as a tool to maintain consistency and fairness and to generate discussion among search committee members. Candidates who do not meet the criteria will be eliminated from the search. #### Reminders: - Libraries HR only screens for basic required qualifications like library degree and equivalent, required years of experience, required language, or other obvious requirements. - Goal is to have an adequate amount of information - not necessarily an equal amount of information. If the Search Advisory Committee feels there is missing information, they should talk to Libraries HR about requesting additional information from the candidate. - Committee members should fill out the rubric individually before comparing notes.