FELLOW STATUS IN SIOP
Fellow status is an honor bestowed upon SIOP Members (and international affiliates) who have shown evidence of unusual and outstanding contributions or performance in I-O psychology, through research, practice, teaching, administration and/or professional service. The contributions of nominees for Fellow are evaluated in terms of impact on I-O Psychology and its advancement, and their contribution to the Mission of the Society: “...to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of Industrial and Organizational Psychology,” and to SIOP’s Core Values (adopted by the Executive Committee, January, 29, 2006):
Science Driven Results—dedicated to the scientific method and a foundation in psychology as the basis for the practice, education, and research of I-O psychology.
Service—dedicated to improving the effectiveness of organizations and the well-being of individuals in work settings.
Excellence—dedicated to excellence in all that our members do, including practice, research and education.
Integrity—dedicated to honesty, integrity, and the pursuit of the highest ethical standards.
Community—dedicated to achieving and maintaining a cohesive professional, collegial, and inclusive community through high levels of member involvement.
There is no single criterion for election to Fellow status. Contributions to the SIOP Mission and that reflect its Core Values may be made across employment settings (e.g., academia, consulting, private industry, non-profit organizations, government) and across the activities of I-O psychologists (e.g., research, practice, teaching, administration and management, service).
Designation as a Fellow is an honor and is not, nor may it be represented as, an endorsement by SIOP of the Member’s competence.
This website is designed to enable Nominators, Nominees, and Endorsers to make good nominations that can be acted on properly. We urge all of these to read all
of this document. For questions, contact 2012 - 2013 Chair, SIOP Fellowship Committee Jerry hedge, firstname.lastname@example.org
. The sections that follow are:
Instructions to Nominate a Candidate Online
To initiate a nomination, the NOMINATOR signs onto the Online Nomination Tool using his/her SIOP Username and Password.
The NOMINATOR completes all forms, uploading the Nominee’s Self Statement and CV. ENDORSERS cannot file endorsement letters until the NOMINATOR has begun the nomination process.
NOMINATOR identifies at least 3 ENDORSERS; the endorsers are requested via email to upload their endorsements.
Uploaded documents may be MS Word or PDF formats.
HELP screens are available in the Nomination Tool to answer questions.
SIOP Fellow Website provides all needed information about Fellowship.
HISTORY OF FELLOWSHIP IN SIOP
The history of SIOP Fellowship is closely tied to the history of Fellowship in APA. Fellow did not exist as a category of Member in APA until 1946 when a “new” APA was formed—the merger of the American Association of Applied Psychology (AAAP) and the American Psychological Association. All APA Members and AAAP Fellows were made Charter Fellows of the new APA.
By 1951, the growth of APA resulted in the establishment of an APA Membership Committee, and in 1951-52 Division 14 along with the other 18 divisions at the time adopted Uniform Fellowship Requirements. A psychologist first became a Member in APA, and then joined a Division which handled Fellowship. In 1958, APA established three categories of membership: Associate for those with master’s and other degrees, Member for those holding doctoral degrees, and Fellow—reserving the title of Fellowfor its most distinguished members and, APA established standards for that status.
Today, SIOP--still Division 14 of APA but an organization in its own right-- has Members who are NOT members of APA but are members of APS or International Affiliates. SIOP follows the Fellowship procedures of APA; newly elected SIOP Fellows may request that SIOP recommend them for APA Fellow Status if they are APA Members--only APA Members may be APA Fellows. Likewise, only APS members may be fellows of APS and newly elected SIOP Fellows may request that SIOP forward their materials for consideration as Fellows in APS.
SIOP has had a Fellowship Committee since at least the mid 1960s. The Committee is made up of SIOP Fellows and is charged with annually administering the Fellowship process. Any SIOP Member or Fellow may nominate another Member for Fellow status; nominations are evaluated by the Fellowship Committee with recommendations sent to the SIOP Executive Committee. New SIOP Fellows are announced at the Annual Conference of the Society in the spring of each year. At the founding of SIOP in 1982, 252 of the 2219 SIOP Members were SIOP (and APA) Fellows.
Not surprisingly, given I-O psychology’s roots in academia, SIOP and APA Fellows have in the past been largely academics (about 80% in 2006), with research being the dominant area of recognition. As the field of psychology has changed, and I-O with it, SIOP (as well as APA) recognizes that outstanding contributions and performance may come from all areas of I-O psychology and that they represent the range of practice, research, teaching, administration, and service in the variety of settings in which industrial/organizational psychologists contribute. APA recently (APA Monitor, May 2006, p. 95) indicated the breadth of achievements that it recognized for Fellow Status:
“Fellowship achievements can involve anything in the field of psychology. Some current Fellows include psychologists who have:
-Established a psycho-educational group program for minority organ recipients that transplant centers across the country have adopted.
-Designed a unique assessment tool that tracks the development progress of infants and is now used on a national level.
-Helped banks make ATMs easier to use by applying psychological principles to analyze customers’ ATM-use patterns.
-Developed a model to help state psychological associations approach legislative bodies for prescription privileges.”
The breadth of these achievements in psychology applies equally to contributions in I-O Psychology well beyond research and publications. The citations of the contributions and impact of some recent SIOP Fellows include:
-the foremost expert on the antecedents and consequences of organizational commitment. His ground breaking research, which has been cited over 2,500 times, reflects a rare interplay between cogent theoretical development and rigorous empirical research. In addition, his measures of organizational commitment are used by scholars worldwide.
--has significantly advanced the practice of I-O psychology through his presidency of the Metropolitan New York Association of Applied Psychology, editorship of SIOP’s “The 21st Century Executive: Innovative Practices of Building Leadership at the Top,” co-chairing the first SIOP Leading Edge Consortium on Executive Leadership, workshops conducted for SIOP, and his selection and development programs for blue-chip companies in the U.S.”
--“the pioneer researcher who guided theoretical development of research on work-family conflict and work-family enrichment. With relative ease, he impressively moves between theory and model building to the development and validation of instruments that measure relevant constructs in this research domain.
--A consummate practitioner-scientist, she is the “go to” expert on global survey issues. Her cross-cultural work has shed new light on the importance of employee attitudes on business outcomes, including customer satisfaction. She holds the most influential position in attitude survey work in a global organization today.
(See link to Citations for SIOP Fellows 2012
. (html PDF
As of August 2012, 270 active Fellows were listed in the Membership Directory (SIOP Fellows list
Election to Fellow status today takes place through the Fellowship Committee, all of whose members must be SIOP Fellows. The composition of the Committee is intended to reflect the various activities and employment settings of SIOP Members. The Committee members evaluate the nominations based on the materials received and make recommendations to the Executive Committee for consideration at its Winter meeting. The SIOP Executive Committee reviews the information provided by the Fellowship Committee and votes whether to support the recommendations.
After the Executive Committee Meeting, the Fellowship chair informs the Nominees through their Nominators of the Executive Committee decision. For those elected SIOP Fellow who also wish to be considered for APA and/or APS Fellow status, the Fellowship Committee Chair forwards SIOP’s recommendation to those organizations for action.
SUMMARY OF FELLOWSHIP REQUIREMENTS AND PROCEDURES
- Must be SIOP members or international affiliates in good standing for a minimum of two (2) years at the time of election by the Executive Committee.
- Have an earned doctorate from an accredited institution preferably ten (10) years ago or more.
- Must be nominated by other Members or Fellows. Self-nomination is not possible.
- Nominator must properly complete Fellowship nomination materials and file on the SIOP Website by November 1.
- Three (3) Endorsers (minimum, but six (6) maximum) must support a Member for Fellow status; three (3) of the Endorsers must be SIOP Fellows in good standing.
- Evaluation is made by the SIOP Fellowship Committee which makes recommendations to the SIOP Executive Committee. The Executive Committee makes the final decision on Fellowship status. The announcement of new Fellows each year is made at the annual SIOP Conference and in TIP.
- Examples of the range of practice, research, teaching, administration and service can be seen by reading the citations for recent SIOP Fellows.
- Must be a Member of SIOP, but not necessarily a Fellow.
- Completes the SIOP/APA Uniform Fellow Application
- Ensures that at least three endorsers have completed the SIOP/APA “Fellow Status Evaluation Form” and the SIOP/APA “Fellow Status Evaluation Worksheet” and filed these on the SIOP Online Nomination Section of the SIOP Website.
- May also be an endorser of the candidate. If the Nominator is also an endorser, the Nominator also completes the SIOP/APA “Fellow Status Evaluation Form” and the SIOP/APA “Fellow Status Evaluation Worksheet”.
- Coordinates filing all nomination materials on the SIOP Online Nomination section of the SIOP Web site.
After identifying a candidate for Fellow status, the Nominator coordinates the gathering of Nomination materials. This is a critical role in the nomination process; the Fellowship Committee depends on the Nominator to assure that all materials are filled out properly and filed on time. Nominators must familiarize themselves with the requirements for Fellowship and assure that all procedures are followed meticulously. We urge Nominators to read these procedures carefully—nominators are responsible for assuring proper completion and timely filing of the nomination materials on the SIOP online Fellow nomination tool.
Nominators must be Members of SIOP, but not necessarily Fellows themselves. Nominators will ordinarily also be Endorsers of the Candidate, and the Nominator may be one of the three (3) SIOP Fellows who endorse the candidate.
A SIOP Fellow nomination is driven by the completed filing of the Nomination materials on the SIOP website. Only when all nomination materials are properly completed and filed by midnight, November 1 will the nomination be considered.
TIMETABLE FOR FELLOW NOMINATION
- By November 1—Nominators identify nominees and assure that all nomination materials from Nominee and the endorsers of the nominee are filed on the SIOP Website. (Note: Nominators may also be endorsers of the Nominee). No nomination materials will be accepted after midnight, November 1.
- November/December—Fellowship Committee evaluates Nominations and recommends action to SIOP Executive Committee.
- January/February—SIOP Executive Committee acts on Fellow recommendations at its Winter Meeting; nominators are notified of results.
- February—Materials are filed with APA/APS for those elected SIOP Fellows who have also completed appropriate materials and have asked to be considered for Fellow status in APA or APS.
- SIOP Annual Conference—New SIOP Fellows are announced at SIOP’s Plenary Session and in TIP.
- August/September--APA acts on Fellowship recommendations at its annual meeting and reports actions to SIOP, which in turn notifies nominees. SIOP Fellows elected as APA Fellows become APA Fellows the following January 1.
The following must be properly completed and filed before November 1 in order to be considered:
- SIOP Fellow Nominee’s Self Statement—completed by the Nominee, this statement sets forth the accomplishments and their impact on I-O psychology that the nominee believes justify election as Fellow. The Nominee may be in the best position to help the Fellowship Committee understand in detail his or her work and its impact. A common mistake is that self statements fail to explain the work and the breadth of its impact in the detail required by the Fellowship Committee to properly evaluate the nomination. The nominator files the self statement on the nomination tool.
- Nominee’s Resume/Curriculum Vita—prepared by the Nominee; publications follow APA format; APA Fellow Application procedures, which SIOP follows, requires that an “R” appear in the left margin next to each refereed publication. To be filed by the nominator on the the nomination tool.
- SIOP APA Uniform Fellow Application —completed by the Nominator online, this includes the basic nomination data.
- Nomination Letter. The Nominator must file a nomination letter, which may also be an Endorsement for the candidate. The nomination letter must indicate what area or areas the nomination is primarily based upon: research, practice, teaching, administration, management and/or service. In addition, good nomination letters lay out the general theme of the case for the Nominee’s election. The nominator must file the nomination letter on the nomination tool.
- SIOP Fellow Status Evaluation Worksheet --every Endorser must complete this standard APA form on the SIOP Fellow nomination tool, which indicates some of the thinking behind the endorsement.
- SIOP/APA Fellow Status Evaluation Form --every Endorser must complete this form. In addition to the endorser data and an indication of how the evaluator knows the Nominee, the form includes space for the endorsement. Endorsements may be typed in this space, or attached as a separate letter. These endorsements are so important in the process that a separate discussion is provided below. Each endorser is requested via e-mail to sign onto the SIOP Web site and upload his/her endorsement letter.
Once the Nominator and Nominee agree that the Nominee meets the basic criteria (a member of SIOP for 2 years at the time of election, a doctorate preferably 10 years previously) and agree to proceed with the nomination, it is the Nominator’s responsibility to assure that all forms are properly completed and submitted on time online.
Nominators must identify at least three but no more than six endorsers. At least three of the endorsers must be SIOP Fellows (a list of Fellows appears on the SIOP Website) and ask the endorsers for their support of the nominee; it may be helpful to identify additional endorsers (up to a maximum of six) in case some of the intended endorsers cannot participate; also, additional endorsers may strengthen the case of a nominee if they bring additional information or demonstrate breadth of recognition of the nominee’s contributions.
The Nominator must assure that each Endorser completes a SIOP/APA Fellow Status Evaluation Form and a SIOP/APA Fellow Status Evaluation Worksheet on the SIOP nomination Web site. Ordinarily, the Nominator serves as the point of contact; the Nominee does not contact the Endorsers. (Note that APA fellowship application requires that the Nominator be an APA Fellow, and that three (3) of the endorsers be Fellows of APA. APS fellowship application requires that the nominator and one (1) of the endorsers be a fellow of APS.)
- Must be a SIOP Member for no less than 2 years at the time of election.
- Preferably have completed doctorate degree preferably 10 years before election.
Nominees must write a “self statement” that describes their accomplishments and the impact of these, and a curriculum vita/resume; the publication list follows APA format and must have an R in the left margin indicating refereed publications. The self statement is ordinarily more than one page long and is a summary that identifies the nominee’s unique and outstanding accomplishments and the impact they have had on I-O psychology as described in SIOP’s Mission and Values.
If the candidate wants to be considered for APA and/or APS Fellow, the nominator must provide APA and/or APS Membership ID numbers.
- A Nominee must have at least three, but no more than six endorsers.
- Three Endorsers must be SIOP Fellows; all Endorsers must be Members of SIOP.
- Endorsers cannot use the online nomination tool until the Nominator has begun the nomination.
- The Nominator may also be an Endorser.
- All endorsers must complete the SIOP/APA Fellow Status Evaluation Form and Worksheet on the SIOP Web site nomination tool.
Endorsers write letters supporting the nomination of a SIOP Member for Fellow. The Endorsers are responsible for timely filing the SIOP/APA Fellow Status Evaluation Form and SIOP/APA Fellow Status Evaluation Worksheet. Letters of recommendation are filed directly on the SIOP Web site, not sent directly to the SIOP Fellowship Chair or a Committee Member.
At least three Endorsers must be SIOP Fellows. If a candidate also wants to be considered for Fellow status in APA, three of the Endorsers must be Fellows of APA. If the candidate wants to be considered for Fellow status in APS, one of the endorsers must be a Fellow of APS. No additional forms are required by APS.
THE IMPORTANCE OF ENDORSEMENT LETTERS
The endorsement letters are critically important in the evaluation process. The following from the APA Manual for Nominating Fellows applies equally to SIOP:
“The (APA) Committee then, and today, found meaningful evaluations by sponsors or endorsers to be the most helpful type of evidence in the evaluation of nominees. The adequacy of the endorsement has been of critical value in evaluating those who are advancing psychology as a profession. What was true in the 1950s is equally true at present.
Many, perhaps most, decisions are substantially influenced by the supporting letters. The Committee considers carefully not only the text of a supporting letter, but also the stature of the endorser and the endorser’s status relative to the nominee.
Endorsements are always important, but they may be especially important when practice, teaching, service or administration is the primary area of the contribution and research publications are not ordinarily the primary evidence of contribution. Where publications and other sources of information are limited, there should be a larger, more diverse set of endorsements that document the outstanding contribution and performance of the candidate.
Detailed evidence from Endorsers as to the exact nature of the candidate’s contributions is critical. It is not enough to know that the candidate was instrumental in establishing the “X” Center for Excellence in “Y” city. Instead, Endorsers should describe how the Nominee’s role resulted in achieving the contribution and its significance to I-O psychology.
GENERAL GUIDELINES FOR STRONG LETTERS OF ENDORSEMENT
The entire Fellow nomination process is designed to indicate to the Fellowship Committee how the candidate has contributed to I-O psychology and has contributed to the Mission and reflects the Values of SIOP. Strong endorsement letters convincingly demonstrate the impact that the Nominee has had and provide the evidence that the contributions have indeed occurred.
A set of Endorsers who are all from the Nominee’s immediate organization, department or agency, or who are colleagues with whom the nominee has worked closely, is NOT convincing and suggests limited impact. Indeed, a majority of letters from persons who work closely with the nominee should be discouraged. A more diverse set of sponsors is likely to be more impressive; letters may be written by other psychologists, executives, or individuals in the SIOP constituency most familiar with the contributions or performance that has had such impact. Family members and relatives of the Nominee (e.g., parents, grandparents, siblings, spouses) do not ordinarily serve as endorsers or nominators and such endorsements are not seen as objective.
An example of an endorsement that requires additional elaboration is “Dr. X is obviously qualified; he should have been a Fellow years ago,” or “I was surprised that Dr. Y was not already a Fellow.” Although eminent Fellows sometimes provide such endorsements, they do not help the Nominee or the Committee. Some Endorsers state that the Nominee has had impact without presenting meaningful evidence for the statement. Such an assertion is ineffective without evidence. At least one letter should be from an individual with whom the nominee has never had a continuing personal association.
For an endorsement to be convincing, it must specify how the contribution has impacted I-O psychology and what the nominee’s role has been. That “Book X appears in every business library” may be notable, but the endorsement should specify what impact that has had on I-O psychology and its mission. That “Article Y has been cited 200 times” is not in itself convincing; has the article simply been cited, or has its content impacted I-O psychology. That “The Nominee had a major role in Project M” is not in itself convincing; what was the nominee’s role and how has that impacted SIOP’s mission and values.
CRITERIA FOR FELLOWSHIP IN SIOP
Although the Mission and Core Values of SIOP provide a framework, it is important to emphasize that no single criterion or benchmark or index is sufficient for Fellowship. The Fellow selection process is not a mechanical one of adding up points or indexes—it is a judgment of the Fellowship Committee and the Executive Committee of SIOP based on all the evidence presented.
Outstanding contributions or performance must be known to others in order to have the U.S. national and/or international impact that is recognized by Fellow status, however that recognition may have been achieved. Refereed publications has been the traditional method of becoming known and having impact--and may still be the deciding factor in the case of research-based nominations—but many other avenues are available today for one’s work to become nationally known in the U.S. or internationally known and have impact. The various elements of the nomination process (resume/CV, nominee self statement, endorser letters) are designed to specify the Nominee’s contributions or performance and to demonstrate the impact.
The particular nomination and the primary area of impact of the Nominee will determine the appropriate evidence; many nominees will have made contributions in more than one area, and the nomination should reflect that.
Here are general examples that illustrate the different types of impact and evidence:
Research-based nominations are typically supported by widely read, refereed publications that have defined new areas of research and theory or have significantly shaped the research and knowledge base in an area; although numbers of citations is important, there must be some explanation of how the publications have impacted thinking or practice in I-O psychology.
Practice-based nominations are more likely to include applications of I-O psychology and innovations, methods or best practices that have influenced large numbers of other I-O practitioners or organizations and the people in them; they reflect SIOP’s Value of Service, Excellence, and Integrity in improving organization effectiveness and the well-being of individuals in work settings.
Practice contributions in this area are more convincing when supported by evidence of widespread use and effectiveness within and across organizations; their use may have generated analysis, research, and widespread use. The contributions may be widely known through publications in organizations or trade associations, or publications in related areas, newspapers and business press outlets (e.g., Wall Street Journal, Business Week, Fortune, Harvard Business Review) and HR outlets (e.g., HR Executive, Personnel), participation in SIOP Workshops or programs, and in book chapters or books addressing a broader audience; research reports and endorsements by individuals in organizations familiar with these contributions should document how the contribution or performance has had impact and the extent of that impact.
Teaching or Education-based nominations will likely focus on such indicators as numbers of graduate students and their prominence, development of widely used teaching materials or textbooks, development of innovative teaching methods, or administrative positions in education that have provided widespread opportunities for advancing I-O psychology through education and educational activities.
Nominations based on Service to the Community may use impact evidence such as offices held in SIOP and APA and other organizations that share our mission and values, by writings and programs or workshops, practices and innovations that have helped SIOP maintain and develop a collegial, inclusive community with high levels of member involvement.
Administration-based nominations that take administration and/or management as their primary impact will demonstrate that the nominee has held significant administrative positions in national organizations that have importantly impacted the field of I-O psychology; these may include organizations that specifically provide I-O-related products to their clients on a national or international level; they may employ/and or educate large numbers of I-O psychologists; these contributions must detail what the impact has been.
The Nominator must indicate the bases for the nomination of the candidate.
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.
NOMINATION OF CURRENT APA FELLOWS TO SIOP FELLOWSHIP
SIOP Members who are already Fellows in another APA Division and hence are already APA Fellows (Current Fellows) may be nominated for Fellow status in SIOP. The general requirements for Current Fellows to become SIOP Fellows are the same (at least 2 years as a SIOP Member and 10+ years post doctorate) but not all of the New Fellow nomination materials are required. Current Fellow nominations should include ONLY:
--Nominator and Endorsement Letters from at least three (3) SIOP Fellows
--Nominee Self Statement and CV/Resume
Outstanding psychologists in other areas are not necessarily good candidates for Fellow status in SIOP based on their outstanding contributions; their nomination materials must demonstrate that they have made outstanding contributions with wide impact not just in psychology but in I-O specifically. Their endorsement letters are likely to focus more on the nationwide, outstanding impact on SIOP, its Mission and Values than on psychology as a whole or some area of business (e.g. marketing or strategy).
The time schedule for Nomination and Election of Current Fellows and the evaluation process is the same as for New Fellows.
NOMINATION FOR APA or APS FELLOWSHIP
Although SIOP uses the SIOP/APA Uniform Fellow application forms, election as a SIOP Fellow does NOT automatically make the new SIOP Fellow an APA Fellow. As a part of their SIOP Fellow applications, SIOP Fellow candidates elected as SIOP Fellows who are also members of APA and/or APS in good standing may choose to be considered also for Fellowship in APA and/or APS. If SIOP endorses their application, SIOP will forward its recommendation to APA or to APS as requested. Note: APA or APS will not consider for Fellow candidates unless they are current in their dues payments.
Nominators for APA Fellowship must be APA Fellows themselves, and they must indicate that the nominee wants to be considered for APA Fellowship on the space provided on the nomination tool and must provide the nominee’s APA membership number in the space provided. APA Fellowship requires that Three (3) endorsers be APA Fellows. International Affiliates are not eligible for Fellowship in APA. APA acts on Fellowship at its annual meeting in August and notifies SIOP of its action (and in turn SIOP notifies the nominee) after that meeting.
To be considered for APS Fellowship, the SIOP Fellow Nominee must so indicate on the Checklist for SIOP Fellow Nominators and must have endorsement by one APS Fellow.
Society Fellow status is not simply based on adding up how many criteria are represented in a nominee’s curriculum vitae. Similarly, recognition as a SIOP Fellow is not simply a matter of competency nor is it recognition of a steady and active career in I-O. Rather, Fellow status specifically recognizes UNUSUAL and OUTSTANDING contributions or performance that has an important impact on I-O psychology.
The most difficult decision that the Fellowship Committee must make is whether the contribution or performance and the evidence of impact is sufficiently outstanding to warrant Fellow status. Each candidate is considered individually; there is no quota or percentage of Fellows; the Fellowship Committee takes very seriously its obligation to make sure that outstanding SIOP Members are recognized, balanced by the realization that Fellowship is a significant honor, highly valued by all Members of SIOP.