1. Inclusive Advocate
Screening In Matrix

2. Case Study: FT Psychology Faculty Before & After
BEFORE MATRIX
Required Qualifications:
“committed to social justice”
Not defined as committee
Range of individual interpretations determining candidates to interview
LOTS OF TIME determining interviewees, general unease
AFTER MATRIX
Required Qualifications revised to be measurable/quantifiable:
“Active commitment to equity and inclusion.”
Matrix provided framework for determining and defining qualifications
Interviewees determined efficiently, with confidence

3. Position Criteria Development
Defines each required qualification in terms of
How critical qualification is for position
The relationship to the job (why necessary)
Criteria (where criteria would be seen, what it might look like)
All created and agreed upon by committee with help of IA:
Makes the implicit explicit
Sets screening in approach
Common committee understanding = inclusive application review

4. Required Qualification
Importance (High, Medium, Low)
Relationship to Job
(Why is this necessary)
Screening Criteria
(what and where to look for)
Knowledge of contemporary issues, perspectives and theories in psychology
HIGH
Relevant, contemporary knowledge is critical for transfer and career success
Resume, teaching experience (what they have taught, what they’ve presented, published).
Being able to connect what’s happening in today’s society through contemporary lenses.
Active commitment to equity and inclusion.
Providing support, structure and foundation that all students have the ability to learn. Ongoing competency to provide equitable support, tools, resources. Students have what they need to learn what they need to.
Ideally this infuses all areas of the criteria.
Community work within/outside of academic institutions, connecting communities, real world application of curriculum in the classroom.

5. Candidate Screening Matrix
Used with the position criteria development language/definitions
One per candidate for careful, thoughtful, inclusive consideration
Required Qualifications
Meets?
Strengths
Comments/Notes
Yes No +
1. Master's Degree Psychology
2. Demonstrated successful post-secondary teaching experience reflecting the ability to adapt, interpret and support a diverse student population (in the classroom)
3. Knowledge of contemporary issues, perspectives and theories in psychology
4. Active commitment to equity and social justice.
(beyond the classroom)
5. Demonstrated ability to connect and build collaborative relationships in a college community.
6. Experience utilizing a range of instructional technologies and modalities (using LMS like Canvas to teach online, hybrid and/or web-enhanced courses.)

6. Impact on Job Qualifications
Psychology Position
Demonstrated successful post-secondary teaching experience reflecting the ability to adapt, interpret and support a diverse student population
English Position:
Demonstrated successful post-secondary English composition teaching experience.
Demonstrated experience using instructional strategies that adapt and adjust to students from culturally and academically diverse backgrounds.

7. Screening in Approach Assume candidates have the qualifications
Qualification(s) may or may not be explicitly addressed in a way that we, as individual reviewers, might normally recognize.
Rely on the position criteria information determined by the committee
Be mindful of own preferences and/or biases when reviewing.
Be prepared to share those reflections when committee meets to determine candidates.

8. Reviewing Applications
Review position criteria grid before and during candidate review
Use the candidate grid to determine which qualifications each candidate meets, take notes, make comments as needed
Create a list of all candidates who meet and/or exceed all qualifications to discuss

9. Result: GO SLOW TO GO FAST
Position Criteria and Candidate Matrix means:
Confirming qualifications are measurable, specific, quantifiable (why committees need to be involved in creation of job description)
Determining candidates to interview process is consistent and efficient
Psychology position with matrix: less than hour discussion to determine candidates that everyone was supportive of interviewing