The Selection Committee is the group responsible for identifying and selecting candidates for appointment to City Boards, Commissions and Agencies. The members of the Selection Committee are elected officials appointed by the Mayors of each of Los Angeles County’s cities to serve three or four year terms.

Selecting a candidate for a position is a complex process that requires the right people in the right positions to avoid bias and ensure objectivity. A selection panel is a group of people committed to interviewing and making a decision as a team. This approach provides varying perspectives and helps eliminate bias, while also saving time in the hiring process.

Each member of a selection committee has different experiences and knowledge. They are responsible for assessing the qualifications of applicants and reviewing applications to identify the best candidates for the position. The committee is responsible for the overall process and should set clear expectations to minimize bias during the selection process.

While each person on a selection committee has unique experiences and knowledge, there are some common principles that should be followed when evaluating candidates. For example, it is important that each committee member understands the criteria for selection and that they are evaluating each application against this framework. In addition, the committee should discuss the process and any potential conflicts of interest before reviewing nominations.

Conflicts of interest are most commonly seen in cases where a committee member has an affiliation with one of the nominees. In these cases, it is important that the committee member discloses their relationship to the nominee. This allows the other committee members to assess whether or not a conflict of interest exists and determine an appropriate resolution.

A committee should also take into account any professional development activities that a candidate has participated in or is currently involved with as part of their job. Examples of this include teaching at a university, lecturing at international conferences and research centres, or working with foreign institutions and organizations. These types of experiences are valuable for demonstrating a commitment to the field and can be a positive factor in the applicant’s assessment by the selection committee.

It is also important that the committee takes sufficient time to make a decision. While it is tempting to cut down on interview time, this can lead to snap judgments and implicit bias. In addition, research has shown that decisions made by committees are better when they are deliberate and thorough.

In order to minimize the effects of implicit bias, a committee should be sure to discuss the process before reviewing nominations and agree on the criteria they will use to evaluate candidates. It is also recommended that committees consider using a pool of alternate members who can be called upon in the event a committee member has a conflict of interest and must step down from the process. This will help prevent the committee from unintentionally perpetuating demographic or topical biases by reverting to previous prize winners.