5.5 Creating the Evaluation Form

Although evaluation procedures vary, the search committee shall develop an evaluation form based on job-related criteria. Job relevance should be broadly defined. In the evaluation of applicants, the search committee should utilize only information that is relevant to performance in all aspects of the position. Sample evaluation forms are available online.

Written comments reflecting the judgment of the search committee should be made for each applicant; however, it is not necessary that each committee member individually rate each applicant. Most committees work best in a consensus environment in which committee members review and make initial rankings. These initial rankings are then discussed in committee meeting and consensus decisions are documented in the search summary report.

• The form should have both qualitative and quantitative information.
• For quantitative information consider ranges (i.e. low, average, high; 1-10; etc.)
• Include a measurement for every requirement, including preferred qualifications.
• Utilize objective measurements whenever possible.
• If using subjective measurements, provide a mechanism for explaining what is meant (i.e. communication skills – cover letter easy to follow and no grammatical errors; cover letter poorly written and spelling errors, etc.).
• Include a place for additional comments.
• All evaluation forms must identify the name of the evaluator and become part of the official search record.

Note: No individual who reviews applicant materials shall make any notes/notations directly on the application materials of any applicant.