Days after board members laughed at the exchange, the Washington County Board of Education called the comments “shocking,” saying “no explanation can justify that.”
Perhaps the argument that it isn’t possible to assess merit for a job position is so far outside the realms of reason that asking for clarification is the only way to formulate an answer.
But if you want a simple, quotable answer for the obvious question as it is written, here you go:
Asses the criteria for which a job would be considered to be successfully performed.
Check if historical evidence/experience/current skill/expected future growth gives indication that the candidate could meet or exceed those criteria.
Rank the candidates, based on how well they match to the success criteria.
???
Profit?
It’s tremendously disappointing to see people act like assessing fitness for a role isn’t a thing that has been going on since the dawn of civilisation.
Get a grip.
Now, if you want argue that this isn’t how things are currently done ? I’m right there with you.
The system is a shambolic remnant of what it should be ? couldn’t agree more.
A lot of it is probably by design ? sure, i’m down for that perspective.
But “It isn’t possible to assess merit for a job role”, is a troll at best or extreme ignorance at worst.
If people weren’t asking “are you sure that this is what you meant?” i’d be worried for the state of basic reasoning.
Since you went generic instead of specific to the circumstance: this man has 12 years experience as a board member. Would he not have the qualifications to perform the job?
It’s not like he did this in his first year, or even first few years… At least not that we know of.
The answer is generic …which means it can be applied to the specific circumstance.
Here is an example, as the answer to your question :
this man has 12 years experience as a board member. Would he not have the qualifications to perform the job?
Going by the example evaluation steps i provided, he would have the qualifications to perform the job , if:
The success criteria for the position were known
His history/skillset/experience/future prospects were likely to meet or exceed those criteria
If you want to know if he’s the most qualified for the job you also need to:
Rank all the candidates, based on how well they match to the success criteria.
and he would need to be at the top of the rankings.
If you’re going to ask who does these evaluations in the specific example being talked about, it would be the voters, perhaps a final approval board as well, if one exists in these scenarios.
Outside of that example, it can vary.
I shouldn’t have to but I’m going to point out that i said this is a simple quotable answer, not that it was the only answer, or even the best answer.
My argument has always been that evaluation of fitness for a role isn’t impossible. Not that there is a perfect method, nor that these methods are being used competently or at all. Just that they do exist.
As for personal opinion, this guy sounds like an asshole, i personally know lots of incompetent people in positions they neither earned nor are qualified for, I’m not saying the current state of things is good, because i don’t think it is.
Perhaps the argument that it isn’t possible to assess merit for a job position is so far outside the realms of reason that asking for clarification is the only way to formulate an answer.
But if you want a simple, quotable answer for the obvious question as it is written, here you go:
It’s tremendously disappointing to see people act like assessing fitness for a role isn’t a thing that has been going on since the dawn of civilisation.
Get a grip.
Now, if you want argue that this isn’t how things are currently done ? I’m right there with you.
The system is a shambolic remnant of what it should be ? couldn’t agree more.
A lot of it is probably by design ? sure, i’m down for that perspective.
But “It isn’t possible to assess merit for a job role”, is a troll at best or extreme ignorance at worst.
If people weren’t asking “are you sure that this is what you meant?” i’d be worried for the state of basic reasoning.
Since you went generic instead of specific to the circumstance: this man has 12 years experience as a board member. Would he not have the qualifications to perform the job?
It’s not like he did this in his first year, or even first few years… At least not that we know of.
The answer is generic …which means it can be applied to the specific circumstance.
Here is an example, as the answer to your question :
Going by the example evaluation steps i provided, he would have the qualifications to perform the job , if:
If you want to know if he’s the most qualified for the job you also need to:
and he would need to be at the top of the rankings.
If you’re going to ask who does these evaluations in the specific example being talked about, it would be the voters, perhaps a final approval board as well, if one exists in these scenarios.
Outside of that example, it can vary.
I shouldn’t have to but I’m going to point out that i said this is a simple quotable answer, not that it was the only answer, or even the best answer.
My argument has always been that evaluation of fitness for a role isn’t impossible. Not that there is a perfect method, nor that these methods are being used competently or at all. Just that they do exist.
As for personal opinion, this guy sounds like an asshole, i personally know lots of incompetent people in positions they neither earned nor are qualified for, I’m not saying the current state of things is good, because i don’t think it is.