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Illustrative Contributions and Benchmarks of Impact

The evidence for Fellowship must show in total that the person nominated has enriched or advanced the field on a scale well beyond that of being a good researcher, practitioner, teacher, or supervisor. Not only must the contribution and/or performance be outstanding, it must also have had impact that is recognized broadly in the U.S. and/or internationally.

The following illustrate some of the appropriate contributions and benchmarks of impact. This list is illustrative rather than exhaustive or definitive, and the examples cut across all areas:

  • well received and widely-read articles in refereed journals; number of citations may be more important than the number of publications, and evidence that the articles have impacted practice or theory in I-O may be more important than number of citations.
  • books and/or research reports of I-O psychology that have been widely circulated with impact on I-O psychology, organizations, or the public.
  • serving on editorial boards of I-O psychology and related publications.
  • receipt of research grants and/or organizational support if the granting agency or funding organization is national and the amount is large and the topic is important.
  • innovations in practice, theory and/or research that have had a notable and documented broad impact on I-O or its constituency.
  • tests and/or selection procedures that are used on a broad scale and can be shown to have had an impact on large numbers of individuals and/or organizations.
  • innovations in practice that have generated research and analysis and have been widely adopted.
  • frequent participation as a workshop/seminar leader at professional meetings.
  • awards, prizes and/ or recognition from SIOP or other organizations that relate to I-O psychology or SIOP and its Mission.
  • leadership positions/offices in regional, national, or international psychological associations that have notable impact.
  • leadership in exploring, identifying and addressing key problems and issues in the field and in facilitating a productive exchange of ideas.
  • creative leadership in programmatic developments in research, teaching, service, or community activities.
  • outstanding mentoring (e.g., intern supervision, supervision of dissertations, etc.) as evidenced by having mentored individuals who themselves have positively influenced the field.
  • awards for research, teaching, administration and/or service contributions.
  • spreading an understanding and application of new knowledge through innovations in teaching and/or practice.
  • service as head, chairperson, or director of a department graduate program or agency recognized as “outstanding” by peers and colleagues.
  • invitational addresses at national and international conventions.
  • administration of psychological programs through positions involving considerable technical responsibility, supervision of professional personnel, and/or installation of programs in an organization that have demonstrated effectiveness.
  • research reports and/or statements of responsible executives that document and attest to the effectiveness of I-O psychological interventions in organizations.
  • evidence of favorable psychological impact upon the total program of major organizational units and/or state, national, or international programs.
  • outstanding service on APA boards (or those of other related organizations), or committees or on division boards.
  • specific examples of influence on organization interventions that employ I-O psychology.
  • outstanding leadership and participation in relevant professional associations.
  • sustained and influential consultation to courts, legislatures, and governmental bodies.
  • national or international impact on one or more organizations and/or large numbers of members of organizations through application of I-O psychology such as selection programs, attitude surveys, and training and development programs.
  • authorship or editorship of major books, including textbooks, chapters and major sections of books.
  • election or appointment to relevant offices based at least in part on technical/professional competence (e.g., state psychology board).
  • influential films or video series that convey relevant I-O psychological facts and principles, their application, or both.
  • the promotion of the status of I-O psychology as a force on the social-political scene, especially efforts that enhance the image of I-O psychology and its value.
  • implementation of innovative I-O related programs (e.g., selection, attitude surveys) that impacted organization effectiveness on a broad scale and that influenced other practitioners and/or researchers.
  • participation in educating professional colleagues and/or students through articles and other materials, workshops, presentations in topics of importance to I-O psychology, such as EEO law, organization productivity, or methodology.

 

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