Teaching · For Tutors

Hire tutors on what they can do, the same way every time.

Check the minimum requirements, then score six criteria from the tasks every applicant does: an explanation, a short demonstration lesson, a note to a family and references. The summary totals the rubric, names the weakest criterion and recommends advance, hold or not.

Score an applicant What 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 Tutoring business kit, $69 for 64 items.

The rubric

One record per applicant and round. Use an applicant code; keep names in your hiring file. The example is made up.

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What you get

Teaching · For Tutors$12 · included with Classroom and Whole-school licenses

What you finish with: For each applicant, minimum requirements, a rubric total out of 24, the weakest criterion to probe and a recommended next step with its reason.
Who it is for: Owners and managers of tutoring businesses and programs hiring tutors.
Format: Browser rubric filled in after each applicant’s tasks. Several saved records per applicant across rounds; printed with the summary or as a blank scoring sheet; CSV to compare applicants; export and import 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 Tutoring business kit ($69) and the Teaching Suite pass ($199), and 1 more bundle. Everything you type stays in this browser; nothing is sent to Caveat.
Where it lives: The For Tutors space in Caveat Teaching.
Support: Questions about an order, access or a correction: team@caveatacademic.com.

Drawn for this page. A fair screen asks every applicant to do the same tasks and scores them on the same criteria.

How to use it

Start a record with an applicant code and the date.
Check the four minimum requirements.
Score each criterion from the same tasks every applicant does.
Check references and write the evidence behind the scores.
Follow the recommendation, or record why you did not.

Score an applicant

What the rubric is for

Structured beats unstructured

Interviews and work samples scored on the same criteria for every applicant predict job performance far better than an unstructured conversation, and they are fairer. Asking for a short demonstration lesson shows the skill itself.

Fair hiring

Federal law, for the employers it covers, bars hiring decisions based on race, color, religion, sex, national origin, age (40 and over), disability or genetic information. Job-related criteria applied the same way to everyone are the best protection for applicants and for you.

Background checks

Using a screening company to check an applicant requires a stand-alone written disclosure and the applicant’s written authorization under the Fair Credit Reporting Act, and notices before and after any adverse decision based on the report. Check the rules where you hire as well.

Sources

Schmidt, F. L., and Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262 to 274.
U.S. Equal Employment Opportunity Commission, Prohibited Employment Policies and Practices (Title VII, ADEA, ADA, GINA).
Fair Credit Reporting Act, 15 U.S.C. 1681b(b) (disclosure, authorization and adverse action for employment background checks); Federal Trade Commission, Using Consumer Reports: What Employers Need to Know.
U.S. Office of Personnel Management, Structured Interviews: A Practical Guide.

The example applicant is made up. The rubric supports a consistent decision; it is not legal advice on employment law. Support: team@caveatacademic.com.