![]() Little demonstrated awareness of underrepresentation, or of differential experiences, of particular groups in higher education or in their discipline. Or may discount the importance of diversity. Discusses diversity in vague terms, such as "diversity is important for science." May state having had little experience with these issues because of lack of exposure, but then not provide any evidence of having informed themselves. Defines diversity only in terms of different areas of study or different nationalities, but doesn't discuss gender or ethnicity/race. Little expressed knowledge of, or experience with, dimensions of diversity that result from different identities. Little to no evidence of awareness of DEIB issues in higher education or their field Please send comments to about Diversity, Equity, Inclusion, and Belonging Score We welcome your feedback on the structure and use of the DEIB rubric. OFEW also welcomes hearing from search committees about how the calibration and assessment process went. Recalibrate the scoring/assessment system as needed.Īpply the agreed upon rubric to the entire applicant pool.Īfter you have finished the calibration and scoring processes, it is very useful for the search committee to share with the rest of the faculty what was learned during this process of assessing DEIB contributions. Select a random sample of 8-10 statements from the applicant pool, redacted for candidate name.Īpply the rubric to the statements, with each committee member scoring the statements separately.Īnalyze the scores assigned to each statement across all categories and by all committee members.ĭiscuss interpretations and discrepancies between reviewer scores. OFEW will be able to help you avoid common pitfalls.ĭiscuss ahead of time the kinds of evidence that could motivate low, medium, or high scores. ![]() Please consult with OFEW for advice if major changes to the rubric are contemplated. but can be equally compelling.Īdapt the rubric for use in the particular search, including categories, examples, scores, etc. DEIB efforts described by candidates from international institutions may look different from DEIB work conducted in the U.S. As a reminder, candidates do not need to belong to a particular group or demographic, or to hold particular viewpoints, to be successful in this regard. ![]() Thank you for your interest and engagement.We recommend the following calibration exercise, which past search committees have found useful:ĭiscuss, as a committee, the importance and evaluation of contributions to DEIB as one aspect of excellence across research, teaching, and service. With your help we can find a leader who will help us accomplish our bold vision to become a top 50 public university - and that begins and ends with our students. Please help me and the Search Committee in finding such a leader by nominating strong candidates and meeting with finalists. We need a leader and a partner who believes in shared governance, is committed to holistic student success and understands the unique needs of today’s diverse student body. This position is critically important in ensuring the continued transformation of the University of Houston and the UH System. ![]() The Search Committee is charged to (a) develop a strong and diverse pool of candidates, (b) screen eligible applicants, (c) invite finalists for campus interviews and (d) provide its assessment of the strengths and weaknesses of each interviewee. I thank the committee members for undertaking this very important responsibility. The Search Committee will be assisted by Greenwood Asher and will begin its work this month with the hope of filling the position by late fall 2023. I am pleased to announce that I am appointing a 16-member search committee co-chaired by Senior Vice President Raymond Bartlett and Senior Vice Provost Teri Longacre to begin our national search for our permanent vice chancellor/vice president for Student Affairs for the UH System/UH.
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