Advancement · School Operations

A fair first cut,
with a reason for each.

The paper screen decides who a school ever meets, and it is where bias and inconsistency do the most quiet damage. Score each application against the posting on four criteria and note the license the role requires. The rubric ranks candidates by position and flags declines with no reason and interviews the license rules may not allow.

Screen a candidateWhat you get
$12one-time · every device you sign in on
Buy · $12

Included with Caveat Classroom and Whole-school licenses. Or get it in the School operations toolkit, $49 for 52 items.

Candidates

The worked example is made up: three applicants for a middle school math opening, a strong graduate with a license in progress, an experienced teacher and a declined referral with no reason written. Candidate codes, not names. Saved on this device only.

Loading the candidate form. If nothing appears, turn on JavaScript.

What you get

Advancement · School Operations$12 · included with Classroom and Whole-school licenses

What you finish with
A record per candidate: code, position, date received, source, license status, four criteria scored 1 to 4, a decision, a job-related reason and five fairness checks. Works out the score out of 16; ranks candidates and counts interviews by position; flags an interview without the required license, a license in progress, high scores declined and low scores advanced without a reason, and referrals to hold to the same rubric.
Who it is for
Principals, hiring committees and HR staff screening applications for teaching and school staff positions.
Format
Browser rubric with a saved record per candidate. Prints one candidate, every candidate in a table or a blank screening sheet; downloads a spreadsheet (.csv); exports and imports a file.
Access
$12 one-time, yours on every device you sign in on; the tool opens once you are signed in with it. Included with Caveat Classroom and Whole-school licenses. Also in the School operations toolkit ($49) and the Advancement Suite pass ($99), and 1 more bundle. Everything you type stays in this browser; nothing is sent to Caveat.
Where it lives
The School Operations space in Caveat Advancement.
Support
Questions about access, an order or a correction: team@caveatacademic.com.

How to use it

  1. Write down what each score means for this posting.
  2. Mark the license each role requires.
  3. Score every application before deciding any.
  4. Ask a second reader for the borderline ones.
  5. Write a reason for every decision.

Screen a candidate

Screening on paper

A fair paper screen1Write the criteriaFrom the posted jobdescription, before reading.2Set the must-havesLicense or certification therole requires.3Score each applicationOne criterion at a time, fromwhat is written.4Second readerFor anyone near the interviewline.5Decide and say whyA job-related reason for everydecision.6Keep the recordsApplications and notes, as thelaw and policy require.A fair paper screen1Write the criteriaFrom the posted job description, beforereading.2Set the must-havesLicense or certification the rolerequires.3Score each applicationOne criterion at a time, from what iswritten.4Second readerFor anyone near the interview line.5Decide and say whyA job-related reason for every decision.6Keep the recordsApplications and notes, as the law andpolicy require.
Employers covered by federal law must keep application records for at least one year (EEOC recordkeeping rules); your state or district may require longer.

Licenses and permits

Whether a school can hire someone whose license is in progress depends on the state and the kind of school: some allow intern, provisional or emergency permits, others do not. The rubric records status and flags it; your state education agency or HR office decides.

Referrals

Staff referrals bring good candidates and also bring the risk of a warmer read. Score them on the same rubric, ideally by someone who does not know who referred them.

Sources

  1. U.S. Equal Employment Opportunity Commission. Prohibited employment policies and practices; recordkeeping requirements (eeoc.gov).
  2. Schmidt, F. L. and Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2).
  3. Jacob, B. and others (2018). Teacher applicant hiring and teacher performance: evidence from DC Public Schools. Journal of Public Economics, 166.
  4. Society for Human Resource Management. Screening and evaluating candidates (shrm.org).

The worked example is made up. This rubric keeps your own records; it is not legal advice. Nothing you type is sent to Caveat. Support: team@caveatacademic.com.