Rationale/Purpose

Why are Spanish and HMoob considered high-need languages?

Spanish and HMoob are considered “high need” languages due to the number of WI residents who speak each language and their geographic distribution across the state. Spanish and HMoob are the second and third most spoken languages in the state after English. Additionally, speakers of these language are the most geographically distributed relative to other groups of languages spoken in Wisconsin.

What does it mean to hire a position where bilingual is a required skill?

Bilingual as a required skill refers to language competencies that are essential to the position’s assigned responsibilities, duties, and tasks. Postings should be listed as bilingual when the position demands a professional level of language proficiency to successfully execute its scope of work on an ongoing basis (e.g. daily, weekly, etc.). Hiring a bilingual educator to provide public-direct programming in English and Spanish or HMoob is perhaps the most common example of position requiring bilingual skills.

What does it mean to hire a position where bilingual is a preferred skill?

Bilingual as a preferred skill means that bilingual proficiency (speaking, writing, etc.) is not an essential part of the position’s day-to-day responsibilities, duties, and tasks. However, it recognizes a professional’s communication assets as a source of support to help advance our educational and administrative priorities in targeted areas.

What are examples of how professionals with “preferred bilingual” skills can help support our educational and administrative priorities?

Supporting educational and administrative priorities can include:

• Serving as Oral Proficiency Interview (OPI) designate on search and screen committees
• Serving as a designated point of program contact and information for community members whose preferred language is Spanish or HMoob
• Supporting expanding access efforts driven by teams, task forces, and work groups within Institutes and the Division
• Assisting with the development and editing of public-facing communication that serve Spanish-speaking and HMoob-speaking populations
• Supporting or developing plans that help better manage existing multilingual communications that support Institute priorities
• Providing assistance on long-term projects (e.g. multilingual curriculum) that is being developed by Division of Extension faculty and staff

What is the Language Proficiency Assessment (LPA) and how does it evaluate an applicant’s level of proficiency in the target language (i.e. Spanish or HMoob)?

The LPA is a process that is integrated as a part of the interviewing process. It provides a standardized process to assess an applicant’s ability and skills in the target language (e.g. written and oral communication). Hiring authorities help identify the position’s communication needs in the target language. As a part of the candidate interview process, assessment measures in the target language may include an Oral Proficiency Interview (OPI), providing a sample piece of written communication in the target language, or a formal observation of programming delivered in the target language.

Definitions

Language Proficiency Assessment (LPA): Formalized process that evaluates the level of language proficiency (ie. applied language skills and competencies) of a job candidate or new employee (see below for types of assessment methods). The LPA is adapted from standards and tools developed by the American Council on Teachers of Foreign Languages.

LPA designate: A qualified bilingual employee who has completed orientation and training provided by Office of Access, Inclusion, and Compliance.

Summative determination: An official written assessment of the candidate’s/employee’s level of language proficiency using a standardized rubric. LPA designate submits the determination to the appropriate authority (ie. supervisor, hiring authority, S&S chair). Included in the summative determination is a recommendation (or not) for bilingual title designation and pay adjustment.

Types of Language Proficiency Assessment methods:

• Oral Proficiency Interview (OPI): A portion of the interview questions are conducted in the target language by the LPA designate. The OPI is typically conducted during the first or second round of candidate interviews.
• Written language assessment: Candidates are expected to produce a writing sample in the target language (e.g. respond to a prompt, develop a piece of strategic communication, etc.). The writing sample is evaluated by the LPA designate. This assessment would typically take place after the first round of interviews (i.e. finalist stage).
• Program observation (only applies to current employees): An assessment method where the LPA designate schedules a time to observe the employee’s programming in the target language. Program observations can be conducted during in-person programs or virtual programs.

Acceptable level of language proficiency: Candidate or employee possesses, at a minimum, an intermediate level of language proficiency in each type of assessment used (i.e. oral, written, observation). NOTE: standardized proficiency levels include novice, intermediate, advanced, superior (see rubric below).

Scope

This applies to ongoing/renewable academic staff (continuity code 03), university staff (continuity code 01), and limited appointments.

Details

Roles and Authorities

Office of Access, Inclusion, and Compliance (OAIC)

Requests for Language Proficiency Assessments are submitted through OAIC’s intake process: OAIC Support Request Form. OAIC staff conducts Extension’s Language Proficiency Assessments. In some cases, Institutes or Program areas may already have an appointed designate who is trained on providing LPAs (e.g. FoodWIse). Following a Language Proficiency Assessment, OAIC staff (or designate) notifies the supervisor/hiring authority of the LPA results. This official notification provided to the supervisor/hiring authority is known as the “Summative Determination.” This document explains whether the new hire/current employee has successfully met or exceeded the minimum proficiency level for the bilingual pre-fix (see Appendix to see a sample of the Summative Determination form).

Supervisors/Hiring authorities

Supervisors and hiring authorities are responsible for keeping record of LPA requests of their employees. Supervisors are also responsible for submitting requests to OAIC for support with a Language Proficiency Assessment (applies to both new hires and current employees). The supervisor/hiring authority is responsible for providing HR with the official notification for an employee’s titling and compensation adjustment.

NOTE: For new hires, supervisors/hiring authorities must submit a request to OAIC prior to posting a job. This will allow OAIC to discuss the LPA process with the supervisor/hiring authority. This is necessary to ensure that OAIC has enough time to coordinate the appropriate level of support during the search and screen process.

Division of Extension Human Resources

Once the supervisor/hiring authority receives a Summative Determination from the LPA designated, they are responsible for informing Extension’s HR who will then make any necessary titling and compensation adjustments. The employee will receive a letter that confirms the adjustment to their title and compensation. The supervisors are copied on this letter.

Titling and Compensation Considerations

Upon the successful completion of a Language Proficiency Assessment, a “bilingual” pre-fix will be added to the employee’s official title. The bilingual pre-fix is accompanied by a $3500.00 pay increase applied to the employee’s annual salary.

Process for Hiring Bilingual Staff in High-Need Languages

Language Proficiency Assessment for Current Bilingual Employees

Related UW–Madison Documents, Web Pages, or Other Resources

• [Link for document 131770 is unavailable at this time]
• [Link for document 131771 is unavailable at this time]
• [Link for document 131776 is unavailable at this time]
• Summative Determination Form & Rubric

Administration

Approval Authority

Dean's Leadership Team

Manager

Leon Carlos Miranda

Contact(s)

History