When a company forms a Selection Committee to hire new employees, the committee should be diverse in order to get multiple perspectives. The goal is to avoid implicit bias based on one person’s experience. When selecting committee members, try to include supervisors, peers, and clients/customers. This will give the committee a full picture of the applicants’ capabilities and experience.
The College Football Playoff selection committee has 13 members: college administrators, athletic directors, coaches and media members. The group works together throughout the season to produce rankings, which are released weekly. The committee isn’t bound to a specific process; some members use strength of schedule, for example, while others prioritize winning and other metrics like quarterback play. Regardless of their methodology, the committee tries to be fair in its evaluations.
Each member is assigned a conference to monitor throughout the season. They have monthly calls with the conferences and watch for injuries, coaching changes, academic violations, and other issues that could impact a team’s ranking. The committee members’ focus is on each position, from the top four to the final spot. They debate the options for every single slot. It’s like a puzzle where each piece has to fit before the whole thing comes together.
A good chairperson is essential for a successful Selection Committee. The chair should be able to facilitate the committee’s process, but they also need to be unbiased in their scoring and voting of nominees. If a member has a conflict of interest, the chair should recuse themselves from discussion and voting on the candidate.
The chair should be familiar with the Society’s Honors Policies and Procedures. They should be available to meet with the committee in-person or via teleconference to ensure that all discussions follow the procedures of the policy. They should also make sure that the selection committee members are not discussing the candidates outside of meetings and that any information is confidential.
The chair should also be aware of the importance of a well-documented Selection Committee. The chair should make sure that all members of the committee receive copies of the notes from each meeting and that they are updated as the selection process progresses. The chair should also be mindful of the need to provide a written report to the committee’s overseeing unit or committee, as appropriate. This report should summarize the key issues discussed by the Selection Committee. If the chair feels that any of the recommendations were influenced by inappropriate factors, they should document these in the report. This will help to ensure the integrity of the process and protect the reputation of the committee. APS’ Honors Program staff will verify this report and any other documentation of the Selection Committee’s deliberations before it is forwarded to the relevant council committee or the governing body of the honor. This will be the official record of the Selection Committee’s proceedings.