Bylaw VI, Sec. 6.02, describes in detail how to determine who is in the top fifth and eighth of their respective classes. The initial list of the two groups will probably include absent co-op students, transfer students, and true sophomores or others who are not taking regular junior engineering courses but have enough credit hours to be misclassified as juniors by your institution.
The procedures followed by your chapter should be clearly defined in your own chapter bylaws, which must list all eligible engineering curricula at your institution. For example, transfer students are typically ineligible until the third election after they transfer to your school (Const. Art. VIII, Sec. 2 (l) and (m)). Until the proper time, either (A) do not include them on the list of eligible students or else (B) leave them on and reject them on the Report of Election under Rejection Code C (candidate is not technically qualified because of transfer-student rule . . .).
True sophomores and all others who are not taking junior engineering courses should be removed from the list of eligible juniors. True engineering juniors should be removed from the list of eligible seniors; their relative grade standing will determine whether or not they can be added to the list of eligible juniors.
Postponed electees must be listed on reports only if they remain academically eligible. These eligible persons may be initiated at the next regular election without reelection.
The use of weighted grade-point averages to emphasize grades earned beyond the first year of the college curriculum is permitted. (B-VI, 6.02(d).) This plan weighs all grades in the freshman year "one;" all sophomore grades, "two;" etc. If one student's grades are weighted to provide an advantage, then all grades in that class must be weighted for fairness to all candidates.
No student should be unduly penalized for having received grades of condition, failure, or the equivalent. Those who still have conditions or failures on record are credited with no points and are charged with the number of hours for the subject(s). (See C-VIII, 2(n).) The important thing is that a candidate now possesses a scholastic record which places him or her in the upper fifth or eighth of the class.
Graduate students are eligible for election to membership under the provisions of C-VIII, Sec. 3. Eligible candidates must have completed 50% of all degree requirements and must stand in the top fifth of the graduate class or, if such class standing information is not available, a faculty member must certify that the graduate work is of the quality expected of a member of the Association, as stated in C-VIII, 3(1). The eligibility of a graduate student is thus based solely on documented graduate work in engineering at your institution. His or her Tau Beta Pi class, engraved on the key and engrossed on the certificate, is the year in which the student will receive the graduate degree.
An alumnus candidate is defined to be a person who holds an engineering degree and who was or would have been eligible for election to Tau Beta Pi as an undergraduate or graduate student under one of the provisions of C-VIII, 2 or 3. An eminent-engineer candidate is defined to be a practicing engineer who has achieved distinction by professional attainments and who may hold many degrees or, rarely, none at all.
Eligibility for an alumnus candidate is based upon his or her scholastic performance as an undergraduate or graduate student; eligibility rules for alumnus candidates are given in C-VIII, 4 and 5. Eligibility for an eminent-engineer candidate is based upon his or her professional attainments over a period of at least ten years; eligibility rules for eminent-engineer candidates are given in C-VIII, 6. A candidate may be eligible as an alumnus or as an eminent engineer, depending upon the engineering degrees earned and the schools attended.
Both alumnus and eminent-engineer candidates must meet the general requirements set forth in C-VIII, 7. The information called for in C-VIII, 7(c), must be provided before the election of any such candidate can be approved by headquarters. "Complete proofs," as requested in C-VIII, 7(c), must include a list of colleges which the candidate has attended, the degrees earned, and the years in which they were granted, evidence that the candidate was eligible as an undergraduate or graduate student (for a candidate to be elected under C-VIII, 4 or 5), an outline of his or her professional record, and written approval of the chapter's Advisory Board to elect him or her. This information may be sent to the national headquarters on the special reports to be used for these candidates (which are unavailable on-line).
To avoid embarrassment to the chapter and to the candidate, the chapter should ask for a judgment of a candidate's technical eligibility from headquarters before electing him or her. Complete files of chapter reports since 1935 are maintained at headquarters and may contain data of importance, if there were a chapter at the college when and from which the candidate received an engineering degree.
The outline below is to aid you in determining under which Sections of Constitution Article VIII a candidate is eligible.
a. If the candidate were in the top fifth of his or her undergraduate or graduate engineering class (or top quarter for 1941 graduations and earlier):
(l) At a school which did not have a chapter of Tau Beta Pi when he or she attended:
(a) Candidate is eligible under C-VIII, 4(a)(1), if he or she graduated from your college. Eligibility is based upon either undergraduate or graduate scholarship.
(b) Candidate is eligible under C-VIII, 5(a)(1), if he or she graduated from another college. Eligibility is based upon either undergraduate or graduate scholarship.
(2) At a school which had a chapter when he or she attended:
(a) Candidate is eligible under C-VIII, 4(a)(2), 4(a)(3), 4(a)(4) or 4(a)(5), if he or she graduated from your college. Eligibility is based upon either undergraduate or graduate scholarship.
(b) Candidate is eligible under C-VIII, 5(a)(2), 5(a)(3), 5(a)(4), or 5(a)(5), if he or she graduated from another Tau Beta Pi chapter's institution. Eligibility is based upon either undergraduate or graduate scholarship. A release is required from the "home chapter" per Sec. 5(b).
b. If the candidate holds an undergraduate engineering degree from any recognized engineering school but was not in the upper fifth of the graduating class (upper quarter, 1941 graduations and earlier), he or she is now eligible under C-VIII, 6(a), if at least 10 years have passed since receiving an undergraduate engineering degree. Eligibility is based upon attainments as a practicing engineer.
c. If the candidate received an engineering graduate degree from a school which had a chapter of Tau Beta Pi and if he or she were eligible as a graduate student under the provisions of C-VIII, 3:
(l) Candidate is eligible under C-VIII, 4, if he or she received his or her graduate degree from your school. Eligibility is based upon graduate scholarship.
(2) Candidate is eligible under C-VIII, 5, if he or she received his or her graduate degree from another Tau Beta Pi chapter's institution. Eligibility is based upon graduate scholarship. A release is required from the "home chapter" per Sec. 5(b).
The eminent engineer eligibility provisions are to be used for candidates who do not qualify under any other Section of C-VIII because they were not scholastically eligible for membership as undergraduates or graduates and/or their rank in class can not be determined.
a. Candidate is eligible under C-VIII, Sec. 6(a), if he or she earned a degree from a recognized engineering college more than 10 years ago; or if he or she earned a non-engineering degree more than 10 years ago, has since earned a graduate degree in engineering, and has achieved distinction in the field of engineering. Eligibility is based upon attainments as a practicing engineer; he or she is the type of professional person all undergraduates should strive to emulate. (See page B-9 and C-VIII, Sec. 7(a) and (b).)
b. Candidate is eligible under C-VIII, Sec. 6(b), if he or she does not hold a college degree of any kind or holds a degree in a non-engineering field but has had at least 15 years experience as a practicing engineer. Candidate must also fulfill the provisions of Sec. 7(a) and (b).
c. All elections under C-VIII, Sec. 6(a) or (b) must comply with the provisions of Sec. 7(c). It is most advisable to contact headquarters concerning the eminent engineer's technical eligibility for membership before the candidate is made aware of being considered for Tau Beta Pi election.
NOTE:The Tau Beta Pi class for a candidate elected under C-VIII, 4, 5, or 6(a), is the year of graduation with his or her first engineering degree. The Tau Beta Pi class for a candidate elected under C-VIII, 6(b), is the year of receipt of the undergraduate degree, or, if the candidate holds no degree of any kind, the class is the year of initiation into Tau Beta Pi.
The Executive Council developed in 1988 a set of interpretive guidelines to aid in evaluating an individual's "eminence" as engineer. Any candidate being considered for membership under these criteria should have achieved senior-level distinction in advance of his or her peers.
Five categories were defined as being important measures of qualifications, and they are listed below. Candidates would be expected to excel in at least one of the first two areas or to have an above-average mix in a combination of all of them.
1. Demonstrated evidence of creative and/or scholarly work:
- Active in research, design, or multifaceted,
large-scale engineering management
- Publications in recognized refereed journals
- Textbooks and monographs
- Invited lectures at conferences and symposia
- Citations by others of research results
- Patents
- Innovative designs or engineering management schemes
2. Excellence in the workplace:
- Development of methodology/techniques
- Recognition by peers with appropriate awards
- Major projects/processes/products
- Attainment of accomplishments common to senior status
3. Leadership/active in professional/technical organizations and/or honor societies:
- Emphasis on sustained activities
- Officer, director, or key committee person
4. Consultant:
- Serve industry, government, and academia
5. Community service/leadership:
- Church and civic organizations
- Citizen boards and committees
Additional information on this subject can be found on pages B-7 and B-8 and in C-VIII, Sec. 6 and 7.
Tau Beta Pi believes that a person worthy of membership must exhibit two qualities — distinguished scholarship and exemplary character. It is also fundamental in Tau Beta Pi that membership is gained by invitation of the chapter, not by application of the candidate. While the determination of distinguished scholarship is sometimes difficult under today's conditions, it is assumed here that a list of the scholastically eligible candidates has been secured, checked, and verified under Tau Beta Pi's rules. (See Section I-A). The vital task for the chapter is to judge the character of the eligible candidates before electing them and formally offering them membership. Tau Beta Pi believes that character measurement is best done by one's peers; and so the task of measuring character and voting on candidates for election is restricted to the active student members of a chapter. Faculty and other alumni may be invited to contribute to the character-measurement and election processes, and in some cases such input may be most desirable (as in get-acquainted meetings and departmental interviews and caucuses), but the final decision on offering membership is at the discretion of the student members.
This means that the student members must know the eligible candidates personally, or they must devise a procedure by which they may obtain enough information about the unknown candidates to cast intelligent votes on them.
Two approaches have been used. The first is based on the belief that a candidate's character should be evaluated without his or her knowledge. Chapters using this approach have relied on the opinions of those chapter members who know a particular candidate and can testify to his or her character. In small schools this procedure has long worked satisfactorily.
In large schools, or in commuter schools, some eligible candidates are unknown to any chapter member, and other means of character evaluation are called for. This leads to the second approach which consists of obtaining information directly from the candidate. Chapters using this method hold receptions or smokers to which candidates are invited, or they invite candidates to submit written resumes of their extracurricular activities, or they conduct interviews of the candidates.
Care must be taken not to place a candidate in the role of supplicant because each scholastically eligible candidate has earned the right to consideration for membership. It is the chapter's responsibility to measure the candidate's character, not the candidate's responsibility to plead his or her worthiness.
Statements on the evaluation of character with sample character-evaluation procedures are presented in this section. These sample procedures are designed to fit chapters of varying size — small, medium, and large — because the 1977 Convention Committee on Election Procedures and Character Measurement found that size of chapter (or, rather, number of eligible candidates) is probably the most important factor in the choice of a proper election procedure.
Sample Procedures
Six basic unit procedures are described by examples below. While some chapters may use only one unit, other chapters may find it desirable to use a combination of one or more units. Chapters are not restricted to using these procedures and may design others specific to the chapter's needs. All procedures (including those enumerated here) must he approved by the Executive Council before being put to use in the chapter. The exact procedure that your chapter uses, once approved, must be included in your chapter's bylaws (see Bylaw VI, Sec. 6.03) to ensure that future chapter officers will conduct elections properly. Sample bylaw wordings are presented in Section VII. Any changes in your chapter's approved procedures should be approved by the Executive Council and reflected in revisions to your chapter bylaws.
Application:Small chapters
Summary:Candidates are discussed at a pre-election meeting. Faculty recommendations are secured, and active members investigate unfamiliar candidates.
Procedure:
a. Secure faculty recommendations on candidates. Generally a list is sent to faculty members with a request that candidates who lack exemplary character be identified. Another approach is to ask candidates to secure recommendations from their professors.
b. Hold a pre-election meeting. A list of candidates is given to the active membership. At this meeting, there shall be an informal discussion of the eligible students.
c. Chapter members conduct individual investigations on those candidates who are not well known. There are several methods of learning about unknown candidates. The candidate could be interviewed or faculty members can be consulted.
Assessment:
a. This method generally works best for small chapters at small schools where most students know each other. Many chapters have combined this procedure with others, particularly the project or activity participation procedure.
b. Many chapters find it difficult to secure faculty recommendations because of the faculty's unwillingness to cooperate; however, this can provide an excellent opportunity to gain faculty input and generate their interest in chapter operations.
Application:Small chapters
Summary:The scholastically eligible candidates are invited to a mixer, "non-smoker," "smoker," or get-acquainted meeting along with the chapter and alumnus members so that members get to know the candidates. Character evaluations are made by the members based on the impressions obtained at the meeting.
Procedure:
a. Invitation letters are sent out to each scholastically eligible candidate. The letter congratulates the candidate on his or her academic performance, invites the candidate to the get-acquainted meeting, and gives a general overview of the purpose and activities of Tau Beta Pi. A good idea is to enclose the introductory brochure for additional information.
b. Hold a get-acquainted meeting. At the meeting, give out information about Tau Beta Pi both on a national and local level. Then the formal part of the meeting is ended, and the candidates are encouraged to socialize with the chapter members. They should meet and talk to as many members as possible. Members should be instructed to learn as much as possible about the candidates and to answer any questions the candidates may have about the Association. Refreshments are generally served at the meeting.
c. Evaluate candidates. The members are asked to evaluate either in written form or by group discussion the candidates they met at the meeting.
Assessment:
a. This procedure is rarely used alone. It is frequently combined with the resume and interview procedures.
b. At the meeting, it is sometimes desirable to break up into departmental groups where the candidates may know or at least have seen most of the members in the group.
c. Scheduling the meeting at a time when everyone can attend is difficult or impossible, especially in large chapters.
d. Small chapters have also found this to be a useful part of their evaluation process.
Application:Medium and large chapters
Summary:Scholastically eligible candidates are asked to participate in a personal interview with active chapter members and sometimes faculty advisors. Interviewers make recommendations on candidates to the active chapter members. Character evaluations are made based on the recommendations of the interviewers.
Procedure:
a. Appoint an interview committee of active chapter members. The number of committee members depends on the size of the chapter and the number of candidates to be interviewed; committees generally have from two-to-five active members and sometimes include a faculty advisor. More than one group of interviewers can be selected when there is a large number of candidates.
b. Invite all candidates to attend a personal interview. This can be accomplished in any number of ways. Candidates can be sent letters with assigned times for interviews or with a list of available interview times and a request that they turn in their preference to the interview committee. Some chapters prefer to hold a smoker with actives and candidates and have the candidates sign up at that time for an interview. Other chapters require candidates to complete resumes or biographical data sheets and return them to the interview committee, at which time candidates sign up for interviews.
c. Conduct interviews. The length of time per interview depends on the number of interviewers and the number of candidates; interviews can last from 10-30 minutes. Some chapters have candidates complete resumes prior to interviews, which provide the interviewers a basis for questions. Other chapters use an interviewer question sheet (with a list of questions that should be asked of candidates), which is given to all interviewers prior to interviews.
While many chapters will have a particular committee interview only one candidate at a time, some chapters prefer to conduct interviews with small groups of candidates, e.g., three or four at a time.
d. Evaluate candidates. The members of the interview committees are asked to submit evaluations of the candidates in either written form or by oral presentations at the election meeting.
Assessment:
a . This procedure is generally not used alone. It is frequently combined with the resume and/or get-acquainted meeting procedure. Sometimes the interview committee is set up according to academic department, which is similar to the departmental caucus procedure.
b. lt is difficult to arrange interview times so that meeting is convenient for all concerned. While evening or weekend interview times are undesirable, they may be necessary to avoid class conflicts.
c. Conducting interviews sometimes gives Tau Beta Pi a snobbish reputation. The interviews should be somewhat informal, and extreme care must be taken to avoid placing the candidates in the role of supplicant.
d. While interviewing is probably the most difficult character-measurement procedure to employ, it is probably the best means of evaluating character.
Application:Medium or large chapters
Summary:Meetings are held by department (caucus). Department caucus considers all candidates from the department and formulates a recommendation on each candidate for chapter consideration. Investigations are conducted for candidates who may not be well-known by the caucus, as necessary. Character evaluations are made based on the recommendations of the caucus.
Procedure:
a. Organize departmental caucus. The caucus may consist of all of the members in the departments or in larger departments a representative group of members from that department is chosen. Sometimes it is necessary to combine two or more departments into one caucus. Each caucus should be headed by a chairperson and secretary.
b. Consider candidates. Each department caucus considers all candidates from the department(s) represented in the caucus. The caucus should conduct an investigation of all candidates who are not well-known by members of the caucus.
c. Evaluate candidates. The members of the caucus will vote on each of the candidates in their department(s). This caucus recommendation is used by the chapter at the election meeting.
Assessment:
a. This procedure can work well in medium-size chapters where each department is relatively small. In larger chapters this procedure is sometimes combined with the resume and/or get-acquainted meeting procedure.
b. Departmental caucus is an excellent way to organize a candidate interview procedure.
c. There is sometimes a tendency for candidates to be recommended simply because they are known by the caucus and not because of any qualities (good or bad) that they may possess.
d. The caucus format provides an excellent opportunity for faculty-alumnus member input.
Application:Medium and large chapters
Summary:The scholastically eligible candidates are invited to submit a resume of their non-academic activities and interests. The membership committee reviews all resumes and formulates a recommendation on each candidate for chapter consideration.
Procedure:
a. Letters are sent out to each scholastically eligible candidate. The letter congratulates the candidate on his or her academic performance, invites the candidate to complete a resume form, and provides a general overview of the purpose and activities of Tau Beta Pi. It is also a good idea to enclose the introductory brochure for additional information.
b. The membership committee will review all of the resumes and formulate a recommendation on each of the candidates based on the resumes.
c. The chapter evaluation of the candidates is based on the membership committee's recommendation and any personal knowledge members may have of the candidates.
Assessment:
a. This procedure is very easily incorporated as a part of any of the other procedures, or it can work well alone.
b. The resume form, if thoughtfully planned, can be an excellent source of information about the candidate.
c . In place of or in addition to the resume, some chapters require the candidates to write an essay on some pertinent topic in furtherance of Tau Beta Pi's "liberal culture" objective. (Bylaw VII, Section 7.01)
d. The resume itself can be used to weed out candidates whose interest is minimal.
e. Small chapters also find this procedure effective.
Application:Any size chapter
Summary:Character is evaluated based on a candidate's participation or lack of participation in a required project or activity. Duties can range from participation in a chapter project, service on a committee, or polishing a Bent, to completing an electee exam.
Procedure:
a. Make project or activity assignments. There are a number of ways to accomplish this task. Some chapters prefer not to give candidates a choice of activities and will simply inform them by mail or at a meeting of the requirements. Other chapters give their candidates a choice of a variety of projects or tasks to perform. This also can be done by mail or at a meeting. The chapter can send a project sign-up sheet along with their letter of invitation and request that it be returned to the person in charge of candidates. The assignments can then be made by mail or at a meeting.
b. Monitor candidates' project activity. This can also be done in a number of ways depending on the type of activity assigned. Participation in chapter projects or on committees can be monitored by the project coordinator or committee chairperson who is generally an active member and/or by requiring the candidate to submit a report of work completed. Other types of electee activities are easier to monitor. Writing essays, taking exams, polishing Bents, or collecting signatures are all activities that are easily monitored by their final products.
c. Evaluation of candidates. Committee or project chairpersons are asked to evaluate candidates in written form or by an oral presentation at the election meeting. For other types of activities, a committee should be appointed to make evaluations based on the candidate's finished product.
Assessment:
a. This method of character evaluation is rarely used by itself, but is frequently used in conjunction with any of the other procedures.
b. Many chapters choose to elect candidates based on some other procedure, then require the electees to perform duties. This serves as a good check on the initial evaluation.
c. There is generally more cooperation on the part of candidates if the activities are meaningful and if they have a choice of projects.
d. This procedure provides good manpower for completing chapter projects.
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