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"OK, interview team, today we are going to interview Candidates X, Y, and Z. Remember that the interview team provides input into the final decision made by the administrator. Let's look at this document together as want to be sure to watch the two e-keys of interviewing—equity and equality."
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Sit Down with the Interview Team |
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Sit down with the interview team to explain/discuss these concepts. (See "Interview Team Training.") The main concept to watch in working with selection of candidates is that we tend to select people who are "like us." They look like us, think like us, dress like us. The best way to fight this bias is to discuss it and become knowledgeable about it.
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Non-administrative Team Members' Role |
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| In our age of hiring teams, be sure everyone knows the parameters. If the administrator is the final decision-maker, let the team know. Educate the team on what are good and legal techniques. Make sure they make the candidate feel welcome—we're interviewing him/her AND she's interviewing us. |
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Inform non-administrative members of the interview team that their role is ADVISORY in nature. The final decision on hiring rests with the Board of Education upon the recommendation of the superintendent/designee. This means that administrators make final decisions on the selection of recommended candidates.
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Copies of the Candidates' Application and Resume |
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Copies of the candidates' application and resume may be provided to interview team members, as long as they are collected and destroyed upon conclusion of the process. I suggest that you do not provide the interview team with copies of the reference letters of candidates—these have a higher standard of confidentiality.
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Federal Job Discrimination Laws |
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The Federal laws prohibiting job discrimination are: |
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- Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
- Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
- Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
- Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
- Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
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For more information on the laws relating to employment protections, refer to U.S. Equal Employment Opportunity Commission's web site. |
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