SEARCHINGFOREXCELLENCEANDDIVERSITY:
AWORKSHOPFORSEARCHCOMMITTEES
EVALUATIONOFSESSIONCONDUCTEDFOR
CALSDEPARTMENTALADMINISTRATORS
ANDHUMANRESOURCES
PRESENTEDAUGUST12,2014
Submittedto:
EveFine
ResearcherandCurriculumDirector,WISELI
JenniferSheridan
ExecutiveandResearchDirector,WISELI
CarolHillmer
AssistantDeanforResearch,CALS
AssistantDeanforHumanResources,CALS
TinaGislason
HumanResourcesManager,CALS
Submittedby:
JuliaNelsonSavoy
ResearchSpecialist,WISELI
ChristineMaidlPribbenow
EvaluationDirector,WISELI
AssociateScientist,WisconsinCenterforEducationResearch
September11,2014
TableofContents
INTRODUCTION .......................................................................................................................................................... 1 METHODS .................................................................................................................................................................... 1 RESPONDENTINFORMATION ......................................................................................................................................... 1 RESULTS....................................................................................................................................................................... 2 OVERALLWORKSHOPANDINDIVIDUALCOMPONENTRATINGS ........................................................................................ 2 OVERALLWORKSHOPRECOMMENDATION ..................................................................................................................... 3 IMPLEMENTATIONOFMATERIALSANDINFORMATION..................................................................................................... 3 RESPONDENTSUGGESTIONSANDRECOMMENDATIONS .................................................................................................... 4 GENERALCOMMENTS ................................................................................................................................................... 5 APPENDIX:SURVEYINSTRUMENT.......................................................................................................................... 6 Introduction
Thisreportdescribestheresultsofasurveyevaluatingtheworkshop,“SearchingforExcellence
andDiversity:AWorkshopforSearchCommittees.”TheworkshopwasheldonAugust12,2014
andwasconductedbyEveFine,WISELIResearcherandCurriculumDeveloper;JenniferSheridan,
ExecutiveandResearchDirectorofWISELI;andJuliaSavoy,WISELIResearchSpecialistand
Evaluator.Oneothercampuscollaboratorwhopresentedmaterialsandhelpedfacilitatethe
workshopincludesLuisPiñero,AssociateViceChancellorforWorkforceEquityandDiversityand
DirectoroftheOfficeforEquityandDiversity.
Thepurposeofthesurveyistoassessthreeareasrelatedtotheworkshop:theperceivedvalueor
usefulnessofdifferentcomponentsfromtheperspectivesoftheparticipants,thewaysinwhich
participantsanticipateusingtheinformationandmaterialsprovidedintheworkshop,and
suggestionsfromparticipantsaboutfutureworkshopplanningandimplementation.
Methods
Theattachedsurvey(seeAppendix)wasdeployedonAugust13toalistof18workshopattendees.
Thesurveypopulationincludedallregisteredworkshopattendeeswhosignedaninformedconsent
agreement.OnereminderemailwassentonAugust25;thesurveywasclosedonSeptember2.
Fortablesdisplayingquantitativedata,weincludeboththepercentageandthenumberof
respondentstoeachitem.Foropen‐endeditems,wereportallresponsesprovidedforeach
question,codedandpresentedaccordingtotheme.Someresponseshavebeeneditedforgrammar,
typographicerrors,andtomaintaintheanonymityoftherespondentsorothers.Furthermore,the
respondentsmayhaveaddressedmultiplepointsorconcernsintheiropen‐endedanswers,which
werethengroupedthematically.Therefore,thenumberofcommentsisnotreflectiveofthe
numberofpeoplewhorespondedtoanygivenitem.
RespondentInformation
Outof18invitees,12peoplerespondedtothissurveyforaresponserateof67%.Weasked
respondentstosharetheirtitleorroleoncampus,andtheirroleonthesearchcommitteeorinthe
searchprocess.
Surveyrespondents’rolesincludeddepartmentaladministratorsandhumanresources
professionals(Table1).
Departmentaladministrator orprofessional
Humanresourcesprofessional
%(n)
64%(7)
36%(4)
Table1:Campuspositionbypercentageandfrequency,n=11.
Surveyrespondentsidentifiedarangeofresponsibilitiesonsearchcommitteesorinthesearch
process,includingadministrativesupportandservingaspartofaninterviewpanel(Table2).Some
respondentsnotedthattheyplaymorethanoneroleinsearchcommittees.
1
%(n)
36%(4)
73%(8)
9%(1)
Memberofsearchcommittee/interviewpanel
Administrativesupport
Other
Table2:Roleonsearchcommitteebypercentageandfrequency,n=11.
Results
OverallWorkshopandIndividualComponentRatings
Weaskedrespondentstoprovideanoverallratingoftheworkshop’susefulness,toratethevalueof
specificworkshopcomponents,andtoprovidecommentsabouttheworkshop’scomponents.The
responsechoicesfortheitemassessingtheworkshop’susefulnessincludedNotatallUseful
(assignedavalueof1),SomewhatUseful(2),andVeryUseful(3).Theresponsechoicesforthe
itemsabouttheindividualworkshopcomponentsincludedNotatallValuable(assignedavalueof
1),SomewhatValuable(2),andVeryValuable(3).Theitemassessingindividualworkshop
componentsalsoincludedanNAresponsechoice,whichwasanalyzedasmissingdata.
RespondentsratedtheoverallworkshopasSomewhatUsefulorVeryUseful(Table3),andmostof
theworkshopcomponentsasSomewhatValuableorVeryValuable(Table4).
NotatallUseful(1)
SomewhatUseful(2)
VeryUseful(3)
Total
%(n)
0%(0)
50%(6)
50%(6)
100%(12)
Mean(SD)
2.50(0.52)
Table3:Overallworkshopratingbypercentage,frequency,andmean,n=12.
Respondentsratedtheworkshopcomponentsthataddressedevaluatingthepoolofapplicantsand
ensuringafairandthoroughreviewofcandidatesasthemostvaluable(Table4).
Introduction(Fine)
RunanEffectiveandEfficient
SearchCommittee(Fine)
ActivelyRecruitanExcellentand
DiversePoolofCandidates(Fine)
EvaluatingthePoolofApplicants
(Fine,Sheridan)
EnsureaFairandThorough
ReviewofCandidates(Fine)
DevelopandImplementan
EffectiveInterviewProcess
(Piñero)
ClosetheDeal:Advicefor
SuccessfullyHiringyourSelected
Candidate(Fine)
Notatall
Valuable(1)
%(n)
8%(1)
Somewhat
Valuable(2)
%(n)
50%(6)
Very
Valuable(3)
%(n)
33%(4)
NA
%(n)
8%(1)
2.27(0.64)
0%(0)
58%(7)
42%(5)
0%(0)
2.42(0.51)
0%(0)
50%(6)
50%(6)
0%(0)
2.50(0.52)
0%(0)
42%(5)
58%(7)
0%(0)
2.58(0.51)
0%(0)
42%(5)
58%(7)
0%(0)
2.58(0.51)
0%(0)
50%(6)
50%(6)
0%(0)
2.50(0.52)
0%(0)
58%(7)
42%(5)
0%(0)
2.42(0.51)
Mean(SD)
Table4:Workshopcomponentratingsbypercentage,frequency,andmean,n=12.
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Wealsoinvitedrespondentstoprovidecommentsabouttheratingstheyassignedtoparticular
components.Fiverespondentsprovidedadditionalinformation,asshownbelow.
WorkshopValuable,ValidatesCurrentPractices
 Theinformationpresentedwasvaluableformeinmysupportiveroletothecommittee.
 Thisworkshopwasveryhelpful.Ithelpeduslearnaboutwhatfacultywilllearnintheir
workshopsandhowwecanassistthemintheirsearchprocess.
 Thegroupactivitieswerebeneficial.Findingouthowothershandlesituationshelpful.
 Ireceivedmostofthisadviceinthe1990sandhavefolloweditwhenI'vebeeninaroleto
doso.
SuggestionsforImprovement
 Ifelttheworkshopshouldbedirectedatfacultyandacademicstaffrecruitments.Perhaps
theapprovalofthepositionshouldalsoincludealinkanddirectionstoforwardyour
materialstothechairofthesearchandscreencommittee.
 Irealizethatyourworkshopisusuallyforfaculty.However,therewasnotasinglefaculty
memberinattendanceandyouknewthisaheadoftime.Ithinknotmakinganyeffortwhat‐
so‐evertomodifyyourexamplesandchangeituptobettercaptureyouraudienceturneda
lotofparticipantsoffrightfromthebeginningoftheworkshop.
OverallWorkshopRecommendation
Whenasked,themajorityofrespondentsreportedthattheywouldrecommendtheworkshopto
others(Table5).
%(n)
90%(10)
10%(1)
100%(11)
Yes
No
Total
Table5:Would/wouldnotrecommendworkshoptoothers
bypercentageandfrequency,n=11.
Whenaskedwhyorwhynot,tworespondentsprovidedadditionalinformation.Commentsfrom
thosewhosaidtheywouldrecommendtheworkshop,included:
 Ithinkeveryone,notjustfaculty,shouldhavetotakeit.It'sexcellent.
Commentsfromthosewhosaidtheywouldnotrecommendtheworkshop,included:
 Wedon'tknowwhensearchcommitteeswillform.
ImplementationofMaterialsandInformation
Wethenaskedrespondentstoindicatewhatnewstrategiesorresourcestheylearnedaboutinthe
workshop,andwhichofthestrategiesorresourcesfromtheworkshoptheywouldrecommendbe
usedinafacultysearchcommittee(Table6).Themostcommonstrategiesorresourcesthat
respondentslearnedofintheworkshopweretherecruitingresourcesontheWISELIwebsite,
resourcesprovidedbytheProvost'sFacultyDiversityInitiative,andthebrochure,"Reviewing
Applicants:ResearchonBiasandAssumptions."Thestrategiesorresourcesthatrespondents
wouldrecommendtofacultysearchcommitteesincludedtherecruitingresourcesontheWISELI
websiteandintheHRToolkit,discussingandestablishinggroundrulesforcommittees,and
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developingandprioritizingcriteriaforcandidates.Allrespondentswhoansweredthisitemsaid
theywouldrecommendtheworkshopitself.
Consideringthemembershipofthesearchcommitteeand
adjustingaccordingly.
Consultingwiththeworkshoppresentersorothersoncampus
aboutconductinganeffectivesearchprocess.
Discussingand/orestablishinggroundrulesforthesearch
committee(e.g.,aboutdecision‐making,attendance,
expectations).
Publicizingthepositionindifferentvenues(comparedto
previoussearches).
Usingnetworkingandothermeanstorecruitadiversepoolof
candidates.
Using"RecruitingResources"onWISELI'swebsite.
UsingresourcesintheHRRecruitmentToolkit.
UsingresourcesprovidedbytheProvost'sFacultyDiversity
Initiative(StrategicPipelineandRecruitmentFund).
Distributingthebrochure,"ReviewingApplicants:Researchon
BiasandAssumptions,"toothers.
Sharinginformationaboutbiasesandassumptions withothers.
Developingandprioritizingspecificcriteriaforevaluationof
candidates.
Spendingmoretimereviewingapplications.
Sharinginformationaboutinappropriatequestionsforon‐
campusinterviewsandeventswithunitmembers.
Consideringtheneedsandcomfortofcandidateswhenplanning
on‐campusinterviews.
Relyingonadvice/resourcesinWISELI'sGuidebookforSearch
Committees.
Learnedof
Strategyor
Resource
%(n)
Would
Recommend
%(n)
45%(5)
55%(6)
36%(4)
36%(4)
36%(4)
82%(9)
45%(5)
64%(7)
36%(4)
64%(7)
64%(7)
45%(5)
91%(10)
82%(9)
55%(6)
64%(7)
55%(6)
45%(5)
45%(5)
64%(7)
45%(5)
82%(9)
27%(3)
45%(5)
27%(3)
55%(6)
18%(2)
64%(7)
45%(5)
100%(11)
Table6.Respondentactionscompletedandplannedbypercentageandfrequency,n=11.
Onerespondentdescribedanadditionalstrategytheywouldrecommendbecauseoftheir
participationintheworkshop,whichwas:
 Thatthecommitteemeetearlysetgroundrules,goals,notjustaftertheystarttoreceive
applications.
RespondentSuggestionsandRecommendations
Inthissectionoftheevaluation,weaskedrespondentsfortheirfeedbackontheworkshopandfor
suggestionsabouthowtoimproveitinthefuture.Weinvitedthemtoshareideasorsuggestions
thatwouldhaveimprovedtheirexperienceintheworkshop,andwhethertherewereanytopics
theywouldhavelikedaddressedintheworkshop,butwerenot.Wealsoaskedwhetherthey
wouldrecommendtheworkshoptoothers,andtoexplainwhyorwhynot.
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Wefirstinvitedrespondentstoprovideideasorsuggestionsforthatwouldhaveimprovedtheir
experiencesintheworkshop.Tworespondentsprovidedfeedbackforthisitem.Thecomments
included:
 Ithoughttheworkshopwasverybeneficialforme.Iamnewtomypositionandthemore
resourcesthatIhaveaccesstothebetter.
 Ithinkthiswasavaluabletrainingsession,butIwouldhavegearedsomeoftheinformation
moretowardtheadministratorsthemselves.Oftenweareinvolvedinaspectsnotdirectly
relatedtotheactualsearchitself.AndIwouldalsomakethefocusofthisnotjustonfaculty
searches,butanytypeofrecruitmenteffort.
Wealsoaskedrespondentsabouttopicsthattheywouldhavelikedaddressedintheworkshop,yet
werenot.Onerespondentprovidedanadditionaltopicarea,whichwas:
 Wetalkedalotaboutunconsciousbiaswhataboutconsciousbias?Howtodealwithpanel
memberswhopurposelyexcludetheinternalcandidate,thewhitemale,etc.
GeneralComments
Finally,weaskedrespondentstoshareanyothercommentstheymighthaveabouttheworkshop
ortheirexperienceoverall.Fourrespondentsprovidedfeedbackforthisitem:
 Developaworkshopfornon‐facultyhires.
 Inourdepartmentwealsohavestudentsandacademicstaffparticipateonsearch
committees.Again,Iwouldgearthepresentationtowardsanyonewhoservesonasearch
committee,notjustfaculty.
 Thepresentationwasdoneinatimelyandeffectivemanner.Thepresentationsandsmall
groupswereeffectiveininvolvingallparticipants.Lookingforwardtogettinginfoon
orderingfoldersandpublicationmentionedattheend.
 IthinktheUW‐Madisonfacultyaregenerallybeyondthisworkshop.Theymaynotknow
theliteraturecited,butourmostrecenthires,whentheyhavenotbeenspouses/partners
orcandidatesalreadyselectedbyotherdepartments,haveincludedinternationalhires.
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Appendix:SurveyInstrument
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Thank you! As part of the workshop, you signed a consent form to participate in the evaluation of this session. Please take a few minutes to click on the button below and complete a survey. Results from you and your colleagues are reported in aggregate and are used to improve the workshop and to identify any outcomes from your participation. Thank you, in advance, for the time it takes you to complete this and for your candid feedback. Any questions? Please contact: Christine Pribbenow, (608) 263­4256; cmpribbenow@wisc.edu 1. Your title or role on campus:
2. Your role on the search committee or in the search process:
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6 3. Please rate the value of each of the aspects of
the workshop using the scale below (Not at all
valuable, Somewhat valuable, Very valuable). Also,
feel free to include additional comments in
Question 4.
Not at all valuable
Somewhat Very valuable valuable
N/A
Introduction (Fine)
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Run an Effective and Efficient Search j
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Committee (Fine)
Actively Recruit an Excellent and Diverse Pool of Candidates (Fine)
Evaluating the Pool of Applicants (Fine, Sheridan)
Ensure a Fair and Thorough Review of Candidates (Fine)
Develop and Implement an Effective Interview Process (Piñero)
Close the Deal: Advice for Successfully Hiring your Selected Candidate (Fine)
4. Please use this space for comments about any of the workshop's components:
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6 5. What new strategies or resources did you learn
about in this workshop? Which of the strategies or
resources from the workshop would you
recommend be used in a faculty search committee?
Learned of strategy or resource
Would recommend
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Using "Recruiting Resources" on WISELI's website.
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Using resources in the HR Recruitment Toolkit.
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Using resources provided by the Provost's Faculty Diversity c
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Spending more time reviewing applications.
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Sharing information about inappropriate questions for on­
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Considering the membership of the search committee and adjusting accordingly.
Consulting with the workshop presenters or others on campus about conducting an effective search process.
Discussing and/or establishing ground rules for the search committee (e.g., about decision­making, attendance, expectations).
Publicizing the position in different venues (compared to previous searches).
Using networking and other means to recruit a diverse pool of candidates.
Initiative (Strategic Pipeline and Recruitment Fund).
Distributing the brochure, "Reviewing Applicants: Research on Bias and Assumptions," to others.
Sharing information about biases and assumptions with others.
Developing and prioritizing specific criteria for evaluation of candidates.
campus interviews and events with others.
Considering the needs and comfort of candidates when planning on­campus interviews.
Relying on advice/resources in WISELI's Guidebook for Search Committees.
6. Please describe other strategies or resources you would recommend because of
this workshop:
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6 7. Please provide us with ideas or suggestions that would have improved your
experience in this workshop:
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6 8. What topics did you hope would be covered in this workshop, yet were not?
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6 9. Please provide an overall rating for this session.
Not at all useful
Somewhat useful
Very useful
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10. Would you recommend this workshop to faculty in your department?
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c No
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c Why or why not?
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11. Any other comments?
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6 Please click on the SUBMIT button below. You will know that your results have been recorded if you see WISELI's website about Searching for Excellence & Diversity. Feel free to browse through these resources. Thank you for completing this survey!