Assessment of TA Applications
UPDATED FALL 2020
1. Level of Consideration
Candidates are first considered according to their Level of Consideration (LoC), with candidates in Level 1 being offered work assignments above candidates in Level 2 and so forth.
LoC #1 (Job Security Period): Candidates within their Job Security Period (see: The Graduate Student Job Security Period (JSP). Once JSP appointments are complete, assignments are open to all, including those outside the home department.
LoC #2: Those within their prescribed program period.
LoC #3: Those outside of their prescribed program period (Masters – 6 semesters; PhD – 12 semesters).
LoC #4: Level 2 and 3 candidates who have already been assigned a total of 1.0 work assignment(s) (normally equaling 140 hours) and are applying within their home academic unit for another work assignment (see: Can TAs be assigned more than a 1.0 work assignment? )
LoC #5: Candidates who have already been assigned a total of 1.0 work assignment(s) (normally equaling 140 hours) and are applying to work assignments outside their home academic unit are considered under LoC 2 and 3.
2. Qualifications
Within each level of consideration, candidates must meet the qualifications. Applicants are considered based on the information in their application package and employment-related information available to the academic unit. Applicants are rated against the requirements listed in the posting and the most qualified is appointed.
NOTE: Academic units are not permitted to use a student’s academic record in making employment decisions.
3. Seniority Points
When candidates in the same LoC are demonstrably equal, the candidate with the most seniority points will be the successful applicant.
4. Preference
Academic units are not required to consider the candidate’s preferences. However, preferences should be accommodated where feasible and appropriate.
5. Consider Me for All
If there are no qualified applicants to a particular work assignment, hiring committees should consider the applicants who selected “consider me for all” positions in the academic unit using the above steps.
6. No Qualified Applicants
Academic units should access any applications which are currently on file in the academic unit for a suitable candidate. If none, or no one accepts, academic units may then assign the work to another person deemed suitable. The academic unit may also choose to repost the assignment (see How do we hire for an unanticipated/emergency work assignment? )
The Selection Committee
A selection committee must be struck for work assignments of 0.5 or greater and must include:
- At least 2 people
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NEW: At least ONE must have knowledge, experience and expertise in the area(s) of specialization of the course
- Area of specialization is defined as a discipline where the University confers degrees per the Academic Calendars
- At least one member of an equity-seeking group (women, LGBTQ, Aboriginal, racialized, persons with disabilities).
- All Selection Committee members require training in inclusive recruitment and hiring practices from Diversity and Human Rights (the same training as members of UGFA search committees). The current online session is found here: Faculty Search Committee Orientation
The Hiring Rubric
A hiring rubric (click here to download a sample template) must be established before considering applicants (for all positions of 0.5 or greater). A hiring rubric is not required where a candidate is appointed to a work assignment as part of their Job Security Period guarantee (Level of Consideration 1) or where the position is less than .5 of a full work assignment.
General Considerations
- A hiring rubric must be completed for short-listed candidates. Academic units are free to design their own rubric and utilize the course posting and application data available to them from the hiring system.
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Rubrics developed by academic units must include:
- Candidate name;
- Academic unit;
- Course code and section number;
- Level of consideration and number of seniority points;
- Candidate’s score; and,
- For the successful candidate, a rationale.
- Required and preferred qualifications must match those identified in the work assignment posting.
- Evaluate each category based on the requirements of each individual work assignment. This evaluation is based on the materials provided by the candidate in their application and other relevant considerations.
- The weight for each qualification must be determined before the work assignment is posted. The sample rubric gives candidates a score out of 100. Academic units are free to use their own method of determining the weight of particular qualifications.
- Academic units may use prior student evaluations or performance evaluations in making hiring decisions provided they have been made available to the candidate (i.e., student evaluations must have been made available to the teaching assistant before they can inform future hiring decisions). A student’s academic record must not be used in hiring decisions.
- When two applicants are demonstrably equal[1], the candidate with more seniority points is awarded the work assignment.
- Interviews may be held for Teaching Assistant positions at the discretion of the Academic Unit. If an interview occurs, notes must be attached to the hiring assessment form.
[1] See Candidates Deemed Equal for the definition of ‘equal’ [login required].