6. Overview
• Logistics
• Group process schedule
• Job assignments and descriptions
• Changes to group process
January 29, 2014
7. Overview
• Logistics
• Group process schedule
• Job assignments and descriptions
• Changes to group process
• Reasoning behind changes
January 29, 2014
8. Overview
• Logistics
• Group process schedule
• Job assignments and descriptions
• Changes to group process
• Reasoning behind changes
• How to evaluate most effectively
January 29, 2014
9. Overview
• Logistics
• Group process schedule
• Job assignments and descriptions
• Changes to group process
• Reasoning behind changes
• How to evaluate most effectively
• Anatomy of evaluation forms
January 29, 2014
10. Overview
• Logistics
• Group process schedule
• Job assignments and descriptions
• Changes to group process
• Reasoning behind changes
• How to evaluate most effectively
• Anatomy of evaluation forms
• Tips that promote fair grading
January 29, 2014
11. Overview
• Logistics
• Group process schedule
• Job assignments and descriptions
• Changes to group process
• Reasoning behind changes
• How to evaluate most effectively
• Anatomy of evaluation forms
• Tips that promote fair grading
• Activity breakout session
January 29, 2014
12. Note on fairness
Do not disclose anything
discussed about group process.
January 29, 2014
13. Friday, January 31st schedule
Time
3:30 - 4:00
4:00 - 4:20
4:20 - 4:30
4:30 - 4:50
4:50 - 4:52
4:52 - 5:12
5:12 - 5:14
5:14 - 5:34
5:34 - 5:36
5:36 - 5:56
5:56 - 5:58
5:58 - 6:18
6:18 - 6:20
6:20 - 6:40
6:40 - 7:00
7:00 - 8:00
Activity
staff arrive and receive instructions
introductions and candidate ice breaker
break into groups
activity 1
passing time
activity 2
passing time
activity 3
passing time
activity 4
passing time
activity 5
passing time
activity 6
wrap up in main lecture hall
clean up activity rooms
January 29, 2014
14. Saturday, February 1st schedule
Time
8:30 - 9:00
9:00 - 9:20
9:20 - 9:30
9:30 - 9:50
9:50 - 9:52
9:52 - 10:12
10:12 - 10:14
10:14 - 10:34
10:34 - 10:36
10:36 - 10:56
10:56 - 10:58
10:58 - 11:18
11:18 - 11:20
11:20 - 11:40
11:40 - 12:00
12:00 - 1:00
Activity
staff arrive and receive instructions
introductions and candidate ice breaker
break into groups
activity 1
passing time
activity 2
passing time
activity 3
passing time
activity 4
passing time
activity 5
passing time
activity 6
wrap up in main lecture hall
clean up activity rooms
January 29, 2014
15. Job descriptions
(AC)
(E1)
(E2)
(E3)
(E4)
(E5)
(E6)
(G1)
(G2)
(G3)
(G4)
(G5)
(G6)
Job
RA actor
Evaluator act 1
Evaluator act 2
Evaluator act 3
Evaluator act 4
Evaluator act 5
Evaluator act 6
Group leader 1
Group leader 2
Group leader 3
Group leader 4
Group leader 5
Group leader 6
(RN) Runner
(SC) Score counter
Primary Responsibilities
Is an actor for activity 4, (conversation with a resident).
Evaluates candidates during one of the six activities and
helps keep time.
Leads a group of candidates from activity to activity
and helps keep time.
Brings completed evaluation forms to the score tabulation room.
Checks and records scores given to candidates during
activities.
January 29, 2014
17. Changes to group process
• Changes from last year
January 29, 2014
18. Changes to group process
• Changes from last year
• Six activities
January 29, 2014
19. Changes to group process
• Changes from last year
• Six activities
• Emphasis on quantification
January 29, 2014
20. Changes to group process
• Changes from last year
• Six activities
• Emphasis on quantification
• Reasoning behind changes
January 29, 2014
21. Changes to group process
• Changes from last year
• Six activities
• Emphasis on quantification
• Reasoning behind changes
• Test more skills
January 29, 2014
22. Changes to group process
• Changes from last year
• Six activities
• Emphasis on quantification
• Reasoning behind changes
• Test more skills
• Make group process more fair
January 29, 2014
23. Changes to group process
• Changes from last year
• Six activities
• Emphasis on quantification
• Reasoning behind changes
• Test more skills
• Make group process more fair
• Make group process more useful
January 29, 2014
26. Importance of consistent grading
• Group process scores matter
• Points scored during GP affect hiring
January 29, 2014
27. Importance of consistent grading
• Group process scores matter
• Points scored during GP affect hiring
• Each activity probes a specific skill
January 29, 2014
28. Importance of consistent grading
• Group process scores matter
• Points scored during GP affect hiring
• Each activity probes a specific skill
• Gives each candidate a chance to excel
January 29, 2014
29. Importance of consistent grading
• Group process scores matter
• Points scored during GP affect hiring
• Each activity probes a specific skill
• Gives each candidate a chance to excel
• Want to give candidates credit when possible
January 29, 2014
30. Anatomy of an evaluation form
Name of Evaluator
Name of Candidate
(1) RA Sales Pitch
Activity Description
RA candidates will be split up into pairs (if there is an odd number, one group will have three candidates) and instructed to
discuss reasons they would be a good RA with each other. After five minutes, each candidate will give a brief sales pitch in
front of the group, explaining why their partner should be a RA.
Instructions for Evaluators
This activity is designed to test a candidate’s interpersonal abilities. Make observations on how well candidates interact with
one another and how well they communicate with the larger audience. Pay close attention to body language.
Tell candidates that they will be evaluated only on their performance when speaking to the group, NOT on their partner(s)
sales pitch.
Rate this candidate on the listed attributes; a higher score is better. Be sure to mark either hire, hire with reservations, or
do not hire below.
Interpersonal Communication Ability
1. How engaged was this candidate when speaking with their partner
0
1
2
3
2. To what extent did this candidate exhibit respectful language
0
1
2
1
3
2
0
1
2
3. Did this candidate contribute meaningfully to the discussion
Presentation Ability
1. How well did this candidate engage the audience
0
1
2
3
2. To what extent did this candidate’s body language illustrate confidence
0
1
2
3
3. Rate how calm and collected this candidate was when giving their sales pitch
0
1
2
3
0
1
2
1
3
2
0
1
2
4. How well did this candidate sell his or her partner
5. Did this candidate appear comfortable speaking in front of the group
Other Points of Interest
1. How well could this candidate engage a large group of residents
2
3
2. Would residents respect/listen to this candidate during an incident
0
1
2
3. Would this candidate be comfortable contributing to a group discussion (e.g. a staff meeting)
0
1
2
Additional comments:
0
1
Hire:
Hire with reservations:
Do not hire:
TOTAL SCORE:
January 29, 2014
32. Promoting fair and useful evaluations
• Two flavors of evaluations
January 29, 2014
33. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
January 29, 2014
34. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
• present/not present
January 29, 2014
35. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
• present/not present
• Ideas to keep in mind
January 29, 2014
36. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
• present/not present
• Ideas to keep in mind
• Consider what skill(s) each question is trying to probe
January 29, 2014
37. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
• present/not present
• Ideas to keep in mind
• Consider what skill(s) each question is trying to probe
• Complete evaluation forms question-by-question
January 29, 2014
38. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
• present/not present
• Ideas to keep in mind
• Consider what skill(s) each question is trying to probe
• Complete evaluation forms question-by-question
• Evaluate purely on merit
January 29, 2014
39. Promoting fair and useful evaluations
• Two flavors of evaluations
• 4-point scale
• present/not present
• Ideas to keep in mind
• Consider what skill(s) each question is trying to probe
• Complete evaluation forms question-by-question
• Evaluate purely on merit
• Remain positive when grading
January 29, 2014
