Recruiting, Orienting and Managing NHD Judges

Step 1: Recruiting The Right Time The Right Places The Right Information The Right Follow-Up

Step 2: Follow Up What Happens After they Sign up? ◦ Immediately? ◦ And over time? How do they access the materials? ◦ Physical? ◦ Electronic?

Step 3: Forming the Teams Teams of 3 (or 2) ◦ Best structures ◦ Best captains ◦ Poor Structures ◦ Poor Captains

Step 4: Judging Assignments *Who takes websites and papers ◦ Worst case scenario Are there some categories that are more competitive historically? Who can take on the Final Rounds?

Communicating the Assignments To list the projects or not to list the projects? To introduce the partners or not? How much info is too much, how much is not enough?

Step 5: Orientation How to get there? Where to go? What time to Arrive? How long? What is the most essential information?

Essential Information 1. Evaluate ◦ How? Where? When? 2. Interview ◦ How long? What do I ask? 3. Rank ◦ When? All of them? 4. Feedback ◦ Who sees it? What is it for? What do I write?

Judge Myths The projects have been seeded One from the morning, one from the afternoon Special prize nominees must make the finals Performances need a script turned in The thesis statement must be labeled Projects must have an interview

The Best Project The best projects according to the criteria on the Evaluation Form ◦ Topic choice: War doesn’t trump social topics and vice versa.  Topic is only judged on how the student relates it to the theme ◦ Cardboard vs. rotating masterpieces  Clarity of design is a evaluation category. Carpentry skills is not on the evaluation form.

The Complaints Department We are the Complaints Department ◦ Judging decisions are final  Coordinators do not overturn judging decisions ◦ Please put complaints in writing  Helpful in improving the Contest in future ◦ You serve as liaison  Don’t give out judge contact info ◦ PR team?

Follow Up Thanking the judges Specifics Appreciation gifts

The Judge Personalities NegativePositive  Wanderer  Encourager  Lecturer  Inquirer  Dominator  Novelist  Gusher  Team Player  Accuser  Blurter

Handling the Interviews & Personalities Session 2…

Session 2 Understanding the Interview Process to Train the Interview process

The Easy Interview Student arrives on time and confident The questions flow easily from one to the other Topic, process—the whys and hows are all covered

The Not as Easy Interviews Students with special needs Limited English Proficiency Nervousness Scripted

The Challenge How to make the interview about the students and their work. Project, process and history. Still having the student feel a sense of accomplishment.

Example #1 THE DYER BILL: FIRST STEP TO CIVIL RIGHTS

The Nervous Student Sometimes answers are short Sometimes they can be long and fast How to put them at ease?

Example #2 The Rights and Responsibilities of the Tuskegee Airmen: The Red Tails in Action

The Rehearsed Rambling Student Interview is a presentation Is going to get it all out no matter what How to redirect them politely and effectively? ◦ Still make them feel like they accomplished something.

Example #3 Typhoid Mary: Who’s Right and Who’s Responsible?

The Bully Pulpit Student Has a passionate opinion on the subject— often from current events. Can sometimes make controversial claims ◦ May also have a biased bibliography How to keep the interview on the historical subject.

Rankings & Consistency In teams of 3, rank the websites. Check to see if your feedback matches up—DON’T CHANGE IT