1

RT101: 2015 Ratings

7/15/2015

2

1 Understand the philosophy and approach for how the RT prioritizes prospects (ratings)

2 Understand the connection between ratings and the selection model

Objectives

3

A few norms for this session

- No technology required during this session, though feel

free to take notes however you are most comfortable

- Please feel free to ask questions as they come up

- Stay engaged! And draw connections between this

session and the Selection Model section

4

Context: prospect prioritization stems from our RT charge

Our RT Charge calls us to recruit a diverse, high quality

corps to meet regional need for corps members

Given our capacity and budget, we need a system that

helps us focus on the “right” prospects out of more than

260,000 prospects currently in TFACT (imagine if we had

no system…)

Our ratings system is designed to be one of the key tools

to help focus and tailor our approach to recruiting

5

The recruitment team uses the selection model as a tool to strategize

Familiarity with selection model

Campus/Sector Context

Lots of other things…

Strategy!!!

66

Thought experiment: how should we approach prioritizing prospects? What’s important?

7

We prioritize prospects broadly along two areas

1 Rooted in our core values and theory of change, which prospects are we looking for to join the corps?

2 Which prospects are most likely to be admitted to the corps

8

Each area has its own approach

1 Rooted in our core values and theory of change, which prospects are we looking for to join the corps?

2 Which prospects are most likely to be admitted to the corps

Approach: fully source a diverse prospect pool and tailor the recruiting approach appropriately

Approach: build a system that objectively categorizes (rates) prospects by their likelihood of admission

9

Each area has its own approach

1 Rooted in our core values and theory of change, which prospects are we looking for to join the corps?

2 Which prospects are most likely to be admitted to the corps

Today is focused on the ratings system to prioritize prospects based on admission

Approach: fully source a diverse prospect pool and tailor the recruiting approach appropriately

Approach: build a system that objectively categorizes (rates) prospects by their likelihood of admission

10

Let’s start with a description of what ratings are and are not

Ratings are…- A system to help

objectively understand the admit probability of an individual prospect

- Based on information collected during the recruitment stage

- One of many tools (including understanding your landscape) to help prioritize your pipeline

- Especially helpful when we have limited additional information on a prospect

Ratings are not...- A value judgment of an

individual prospect’s worth

- Deterministic / fate (i.e., they are based only on what’s measureable at the recruiting stage; as well, they are probabilistic)

- The only tool that helps to prioritize prospects; we should apply our additional knowledge and context when deciding on a recruitment approach

11

Ratings are expressed on a 1-10 scale, where each number represents a probability range

Rating Probability of Admission

1 < 10%

2 10 – 15%

3 15 – 20%

4 20 – 25%

5 25 – 30%

6 30 – 35%

7 35 – 40%

8 40 – 45%

9 45 – 50%

10 50%+

Probability of Admission by Rating A Brief Note on Probability

- Probabilities help us reduce the amount of uncertainty about some event happening; in this case, the event is whether a prospect will be admitted

- “Probability” in this context specifically means “on average, candidates with profile X are admitted at a Y% probability

- Many prospects rated 1 will be admitted; as well, many prospects rated 10 will not get in; that said, on average and in aggregate, prospects rated 1 will be admitted at lower probabilities than prospects rated higher than 1

- These probabilities are calculated using a regression analysis based on last year’s admissions data

12

Ratings look like this in TFACT

Here’s the rating!

13

Ratings are built off of data collected and scored at various points in the recruitment continuum

Let’s zoom in on the first three data points

1 Leadership (LEAD)

3 GPA

2 FIT

4 Prospect type

5 Undergraduate university (PRT only)

14

Leadership is assessed by recruiters using the below rubric (Campus only)

Prospect Leadership RubricLeadership- Extraordinary Significance

Has held one of the most selective, extraordinary leadership positions on campus (e.g., Student Body President, Editor in Chief of daily campus newspaper—top 5% of leadership positions on campus)Has founded an organization that has made a significant, measurable impact on student body (i.e., Founder, Neighbors Project: 500-member service & activism group)Has managed a large staff (more than 15) in a selective organization or company

Leadership- Significant Significance

Has held a significant, highly selective leadership position (e.g., captain of a successful varsity team, Dance Marathon chair, leader of a 200 member Latino Student Association)Has managed a moderate staff (5-15) for more than one year in a selective organization or companyHas financed own education by working 25+ hours per week or through a 4-year athletic or music scholarship

Leadership- Moderate Significance

Has held moderate, somewhat selective leadership roles (e.g., Vice President of the Black Student Union, student senator, RA, selective TA position) for more than one yearHas managed a small staff (<5 or unknown) in a selective organization OR managed a larger staff in a less selective organization (e.g., Assistant Store Manager, H&M)

Leadership- Minor Significance

Has held minor, less selective leadership roles (e.g., Non-selective TA position, camp counselor, Social Chair of sorority)Has managed a small staff (<5 or unknown) in a less selective organization (e.g., Shift Supervisor, Starbucks)Works part-time (but hours may not be known or less than 15/week)

Leadership- Non-Leadership

No observable leadership experience. May have involvement that does not require leading a group (e.g., member, tutor, intern, club secretary)

15

Let’s take a quick crack at rating leadership

Extraordinary Significance

Significant Significance

Moderate Significance

Minor Significance

Non-Leadership

• Orientation Assistant for New Student Orientation

• 3.5 GPA in Economics• Resident Assistant in

Stanton Hall

Trudy Tenacious

16

Answer: Moderate Significance

You are correct! Trudy holds two moderate leadership positions depending on the selectivity of the Orientation Assistant role (but the RA role almost always indicates

moderate leadership). Even though there are two roles, we still only use the most selective one to calculate

leadership.

17

Let’s try one more! (Last one, I promise)

• Assistant HS varsity softball coach

• Lab technician• Writing a thesis in

government at Cal Poly

Neil Nefarious Extraordinary Significance

Significant Significance

Moderate Significance

Minor Significance

Non-Leadership

18

Answer: Minor Significance

You are exactly right! Neil’s leadership is a minor, less selective role on campus.

19

FIT is assessed during the prospect meeting; GPA from both sourcing and prospect meeting

1 Leadership (LEAD)

3 GPA

2 FIT

4 Prospect type

5 Undergraduate university (PRT only)

Ratings change and become more accurate the more data we have on a prospect

20

Finally, remember the selection model competencies?

Achievement Orientation

Demonstrated Skills

Relationship Building

Fit

21

The ratings model is a proxy for these competencies* based on available data

Achievement Orientation

Demonstrated Skills

Relationship Building

Fit

GPALEAD

FIT

*Important notes: the PRT also uses prospect type and school in its prioritization algorithm. While these are not direct proxies for selection competencies, they are useful information for predicting probability of admission; this is helpful for PRT prioritization because MPRs manage more heterogeneous prospect pools than RMs

22

We use and assess ratings on the RT at multiple places along the recruitment continuum

You will learn a lot more about the specifics of above in future sessions

Assess the depth and health of a pipeline

Segment prospects for ongoing cultivation

Segment prospects to tailor your Outreach approach

23

1 Understand the philosophy and approach for how the RT prioritizes prospects (ratings)

2 Understand the connection between ratings and the selection model

Let’s recap our objectives

Ratings are an automated system on a 1-10 scale that helps prioritize prospects for Outreach/Cultivation by predicting probability

of admission

Ratings are a proxy for the selection model because the components used for rating approximate many of our selection competencies

2424

Questions?