3. The Judicial Selection Process in a Presidential Transition

1987 ◽  
pp. 28-35
Keyword(s):  
Selection Process ◽  
Presidential Transition ◽  
Judicial Selection

Courts and Executives

2017 ◽  
Author(s):  
Jeffrey L. Yates ◽  
Scott Boddery
Keyword(s):  
Public Policy ◽  
Supreme Court ◽  
Agenda Setting ◽  
Policy Making ◽  
Selection Process ◽  
Empirical Studies ◽  
Legal Authority ◽  
Judicial Selection ◽  
American Law

We examine existing empirical studies addressing the intersection of American courts and the Executive and explore multiple aspects of dynamics between these two primary branches of government. We assay the literature on the formal powers of the president and how courts have shaped and adjusted the legal authority and reach of the federal executive. We also investigate how presidents can influence American public policy through less direct pathways such as agenda-setting. However, one of the president’s most renowned powers is that of appointment—and we assess how presidents have helped shape the landscape of American law through the appointment of judicial actors and consider the politics of the federal judicial selection process. Finally, we address the president’s primary legal arm—the Solicitor General’s Office—and investigate the office’s influence on Supreme Court policy-making.

The Future of Judicial Selection

2019 ◽  
pp. 159-172
Author(s):  
Charles Gardner Geyh
Keyword(s):  
Selection Process ◽  
Legal Culture ◽  
Legal Process ◽  
Judicial Selection ◽  
The Future ◽  
The Law

Chapter 7 then brings the book to conclusion by discussing the future of judicial selection. After summarizing the discussions in the previous six chapters, it notes that the ultimate ambition of a legal culture paradigm is to render judges independent enough to follow the law, adhere to the established legal process, and administer justice, without being so independent as to enable them to disregard those objectives in pursuit of their personal agendas. To that end, the chapter indicates that rather than trying to achieve an impossible consensus, the country should embrace the diversity of approaches that allows states to choose for themselves which selection process best suits their individual historical and other circumstances, whether that be appointive, elective, or something in-between such as a qualified election.

scholarly journals Constitutional Reform and the Gender Diversification of Peak Courts

2021 ◽  
pp. 1-18
Author(s):  
NANCY ARRINGTON ◽  
LEEANN BASS ◽  
ADAM GLYNN ◽  
JEFFREY K. STATON ◽  
BRIAN DELGADO ◽  
...  
Keyword(s):  
Research Design ◽  
Observational Studies ◽  
Selection Process ◽  
Gender Diversity ◽  
Constitutional Reform ◽  
Matched Pair ◽  
Constitutional Change ◽  
Single Individual ◽  
Judicial Selection

Do the processes states use to select judges for peak courts influence gender diversity? Scholars have debated whether concentrating appointment power in a single individual or diffusing appointment power across many individuals best promotes gender diversification. Others have claimed that the precise structure of the process matters less than fundamental changes in the process. We clarify these theoretical mechanisms, derive testable implications concerning the appointment of the first woman to a state’s highest court, and then develop a matched-pair research design within a Rosenbaum permutation approach to observational studies. Using a global sample beginning in 1970, we find that constitutional change to the judicial selection process decreases the time until the appointment of the first woman justice. These results reflect claims that point to institutional disruptions as critical drivers of gender diversity on important political posts.

scholarly journals The New Federal Judicial Appointments Process: The First Ten Years

1969 ◽  
pp. 616 ◽  
Author(s):  
Andre S. Millar
Keyword(s):  
Selection Process ◽  
Personal History ◽  
Advisory Committees ◽  
Judicial Selection ◽  
Judicial Affairs ◽  
Judicial Appointments ◽  
Policies And Procedures ◽  
Statistical Report ◽  
History Of

This article provides a brief history of the process for selecting federally appointed Judges, which was first announced in 1988. The article summarizes the major changes in the selection process since 1988 and provides descriptions of some of the key policies and procedures. Several Appendices present further information on the selection process for the years 1989 to 1999. The Appendices include a statistical report of applications, recommendations and appointments, the members of the Advisory Committees, the Ministers of Justice and Commissioners for Federal Judicial Affairs, and the Personal History Form for candidates for judicial selection. Please note that events and information after December, 1999, are not reflected in the above material.

A comparison of the United Kingdom Clinical Aptitude Test (UK-CAT) with a traditional admission selection process

2009 ◽  
pp. 1-6 ◽  
Author(s):  
Nishan Fernando ◽  
Gordon Prescott ◽  
Jennifer Cleland ◽  
Kathryn Greaves ◽  
Hamish McKenzie
Keyword(s):  
United Kingdom ◽  
Selection Process ◽  
Aptitude Test ◽  
The United Kingdom

Two Short Tests Fail to Detect Vigilance Decrements

2001 ◽  
Vol 17 (1) ◽  
pp. 48-55 ◽  
Author(s):  
Juan Botella ◽  
María José Contreras ◽  
Pei-Chun Shih ◽  
Víctor Rubio
Keyword(s):  
Individual Differences ◽  
High Performance ◽  
Selection Process ◽  
Vigilance Task ◽  
Air Traffic Controllers ◽  
Job Selection ◽  
Performance Deterioration ◽  
Short Test ◽  
Psychological Dimensions

Summary: Deterioration in performance associated with decreased ability to sustain attention may be found in long and tedious task sessions. The necessity for assessing a number of psychological dimensions in a single session often demands “short” tests capable of assessing individual differences in abilities such as vigilance and maintenance of high performance levels. In the present paper two tasks were selected as candidates for playing this role, the Abbreviated Vigilance Task (AVT) by Temple, Warm, Dember, LaGrange and Matthews (1996) and the Continuous Attention Test (CAT) by Tiplady (1992) . However, when applied to a sample of 829 candidates in a job-selection process for air-traffic controllers, neither of them showed discriminative capacity. In a second study, an extended version of the CAT was applied to a similar sample of 667 subjects, but also proved incapable of properly detecting individual differences. In short, at least in a selection context such as that studied here, neither of the tasks appeared appropriate for playing the role of a “short” test for discriminating individual differences in performance deterioration in sustained attention.

Investigating the Unified Motive Scales

2020 ◽  
pp. 1-5
Author(s):  
Martin Bettschart ◽  
Marcel Herrmann ◽  
Benjamin M. Wolf ◽  
Veronika Brandstätter
Keyword(s):  
Field Study ◽  
Predictive Validity ◽  
Selection Process ◽  
Police Department ◽  
Longitudinal Field ◽  
Explicit Motives ◽  
Achievement Motive

Abstract. Explicit motives are well-studied in the field of personality and motivation psychology. However, the statistical overlap of different explicit motive measures is only moderate. As a consequence, the Unified Motive Scales (UMS; Schönbrodt & Gerstenberg, 2012 ) were developed to improve the measurement of explicit motives. The present longitudinal field study examined the predictive validity of the UMS achievement motive subscale. Applicants of a police department ( n = 168, Mage = 25.11, 53 females and 115 males) completed the UMS and their performance in the selection process was assessed. As expected, UMS achievement predicted success in the selection process. The findings provide first evidence for the predictive validity of UMS achievement in an applied setting.

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