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Recommendations for Nominators of SIOP Fellow Nominees

  • Only nominate individuals who you are fully convinced are deserving of the designation of Fellow. Because nomination does not guarantee Fellowship, you are strongly encouraged to have a discussion with the nominee regarding a possible negative outcome. Individuals receive such information in different ways, and it is important that the nominee understand and acknowledge the possibility of a negative outcome. Though receiving such news is disappointing, it can be even more damaging to an individual’s self-appraisal if not discussed at the outset of the process. If the individual indicates concerns about receiving a negative outcome, serious consideration should be given as to whether the nomination should be initiated. In evaluating someone to nominate, you might first consider what a summary of that person’s contributions (such as those that appear in “SIOP Salutes”; http://www.siop.org/conferences/18con/SIOPSalutes.pdf) would say. If you cannot envision that statement, perhaps you do not know the individual well enough or the person is not yet ready to be nominated.
  • Line up strong endorsers before they have made other commitments.  Endorsers are encouraged to consider carefully the number of endorsements to which they commit so that they can spend adequate time preparing those they do accept. The nominator should seek to obtain endorsement letters from persons who have varying perspectives on the nominee to avoid presenting the committee with multiple letters emphasizing the same few points. When soliciting endorsers, ensure that each one has sufficient independent knowledge of the nominee’s work to provide information beyond the nominee’s self-statement or vita. Simply having a high opinion of the nominee is not sufficient if the endorser cannot point to evidence supporting the nominee’s qualifications for Fellowship. It is important to recognize that the quality and content of endorsement letters is more important than the number of letters. Nominators should ensure that each endorser has read the Recommendations for Endorsers of SIOP Fellow Nominees prior to agreeing to serve.
  • Provide a thorough foundation upon which the nomination is being advanced. Fully summarize the scope, depth, uniqueness, and sustained nature of the nominee’s contributions.
  • Do not simply cut and paste into your nomination letter comments made by endorsers. When developing the nomination letter, reference the endorsement letters by synthesizing or expanding upon the comments in the letters rather than simply copying text or entering only “see the letter from ….”
  • Pay attention to the deadline. Do not wait until the last minute to gather and submit materials. Nominators are encouraged to compile carefully the materials necessary for nomination. Please note that the nominee’s reputation does not “speak for itself.” If you plan to nominate someone, it is recommended that you start early and take the time to compile an impressive package that will be convincing to the Fellowship Committee.  If you know someone who you believe strongly should be elected to fellowship, you do not have to wait for the “Call for Nominations” to begin preparing materials with the nominee, identifying endorsers, and crafting your nomination letter.
     
  • Present unusual and outstanding contributions to industrial-organizational psychology, accomplishments, innovations, and evidence of impact. Describe activities that can be clearly and convincingly documented. Simply pointing to documentation that reflects presence of a name on a roster or in a list of authors is not sufficiently convincing. Explain the impact of the contribution. The nominee must have done work that is widely recognized and accepted by other members of the Society as having advanced their own thinking and practice. In order for this impact to have occurred, it is generally expected that the nominee will have generated new knowledge, formulations, or programs that contribute to theory, methods, or practices relevant to I-O psychology and that these contributions will have been set forth in publications generally available to the profession or otherwise widely communicated through means such as participation in the programs and meetings of professional groups or associations. For some illustrative contributions, please see Illustrative Contributions to the Field of I-O Psychology.
  • Completing tasks that are basic parts of one’s job is unlikely to be sufficient.  The following question must be addressed: How has the individual advanced the field of I-O psychology beyond the person’s individual career? Academics are supposed to teach and publish papers—that is part of their jobs. The nomination letter needs to tell the committee why the individual’s teaching has been particularly noteworthy or how his or her papers have changed the theory or practice of I-O psychology. For those working in practice, what has been the importance and impact of their work? If someone has had an influential administrative position, what did he or she achieve that advanced the field of I-O psychology in that role?
  • Nominators should make it easy for the Fellowship Committee members to identify the contributions of the nominee in the nomination. Avoid rambling or using excessive praise. Expounding at length about a modest contribution can detract from the nomination.

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