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Professional Competency Areas and Evaluation

Based on the recommendations that HR provided that lean away from using many required or preferred qualifications, we developed a tool that we would like to see utilized to help determine a candidate’s commitment to equity and justice work. The columns are created based on the level of competency required for various roles and could be used to help hiring managers determine the skill-level needed based on the type of onboarding and training they can provide. Competencies were based on the ACPA and NASPA Professional Competency Areas for Student Affairs Educators handbook. The use of these competencies as required/preferred qualifications allows us to signal our institutional values and hold candidates accountable for meeting these standards once hired. We encourage supervisors to use these competencies as examples and modify them to meet the needs of the specific position while maintaining a similar level of expectation. 

  Interpersonal
(Entry-Level)
Intrapersonal
(Supervisory or Mid-Level)
Systemic/Community
(Upper-Level Administration)
Competency Level 

Competency Level 1

> Ability to articulate a foundational understanding of social justice and equity within the context of higher education

> Awareness of how one is affected by and participates in maintaining systems of oppression, privilege, and power

> Advocates on issues of social justice, oppression, privilege, and power

Competency Level 2

> Experience designing programs and events that promote equity and justice 

> Experience facilitating dialogue about issues of equity and justice 

> Experience effectively addressing incidents of bias

Competency Level 3

> Experience assessing the effectiveness of institution/office in removing barriers to addressing issues of social justice and inclusion.

> Experience creating strategic plans for the continued development of justice and equity centered programs and practices • Experience presenting or publishing on justice and equity topics beyond their institutions.

> Demonstrated institutional effectiveness in addressing critical incidents of discrimination that impact their institution/office

> Experience leading initiatives around social justice and equity

What to look for in an application 
> Demonstrated values for equity and social justice

> Can speak to their socialization and biases

> Can identify specific issues in higher education/MSU Denver that need to be addressed

> Demonstrated values for equity and social justice

> Demonstrated experience leading programming and addressing incidents of bias/discrimination

> Demonstrated commitment to expanding knowledge relating to equity and social justice

> Demonstrated experience impacting equity and social justice outcomes through policy and practice

> Demonstrated experience assessing campus/office climate and using data to inform intervention

> Demonstrated experience holding individuals and institutions accountable for equity and injustice

Examples to look for when assessing a resume and cover level 
> Expresses belief in and commitment to MSU Denver’s mission and values around equity and social justice

> Desire to expand knowledge relating to equity and social justice

> Expresses desire to work with MSU Denver demographics and why they are an institutional strength


> Expresses belief in and commitment in MSU Denver’s mission and values around equity and social Justice

> Demonstrated experience impacting equity and social justice outcomes through programming or incident response

> Expresses belief in and commitment in MSU Denver’s mission and values around equity and social Justice

> Demonstrated experience impacting equity and social justice outcomes through strategic visioning and assessment

> Has shared knowledge in a professional or community setting on equity topics. (ex. presenting at a conference)


Evaluation:
As a Hiring Committee, we’d like you to discuss the following questions:

  • Which level of competency should be expected for the position you are hiring for?
  • What competencies might you look for in that role? What might be some things to look for in a candidate's application that hint at them meeting these competencies?
  • If a candidate meets most but not all competencies for their assigned level, what development opportunities might their office/supervisor realistically be able to provide them to ensure they are advancing in these areas?

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