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Should we have fewer? An assessor set of indicators as a companion piece?

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Should we have fewer? An assessor set of indicators as a companion piece?

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Better ways to clear the bar? Consistency across interviews?

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Better ways to clear the bar? Consistency across interviews?

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Consistency across interviews- how do we see the same things? Hold the same standards for everyone?

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Consistency across interviews- how do we see the same things? Hold the same standards for everyone?

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Jan > Sept is a long time to be in the application process. Can this be shortened?

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5-6 interviews a day is a nice number. Smaller committees felt a bit more intimate and less intimidating.

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Not sure how consistently we are talking about readiness indicators during the informational events or just in general to alumni and candidates. Earlier awareness could be helpful.

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Not sure if I should have included the video responses to the phase 3 screening committee.

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Can we max out the number of interviews? A max of 50 would allow for 5 interviews/day and 10 total days, eliminating the need to do a weekend interview as well as any need to go beyond two weeks

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How do we better identify people who have a "runway" for influence and leadership? How do we quantify that?

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How do we reach agricultural sectors that we normally don't reach? Should the Board invest in a "traveling roadshow"?

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In spite of careful vetting, sometimes we need to fill seats on the panel. Must ensure those who are interviewing adhere to the process and remain professional in their behaviors.

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I'm curious about anything revealed when talking with those who were not chosen at the final selection. Does anything help us with helping people understand their own readiness?

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What are we asking people to assess?

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How do we define service and what that looks like? Is there data to support that?

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How we read an applicatio and score it- make a Rise course for it?

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Priority set