The Distinguished Service Contributions Award recognizes an individual who has a record of significant service to SIOP.

Service contributions can be made in a variety of ways which include but are not limited to serving as (a) an elected officer of the Society, (b) the chair of a standing or ad hoc committee of the Society, (c) a member of a standing or ad hoc committee of the Society, and (d) a formal representative of the Society to other organizations. Recipients should have exhibited sustained service to the Society in multiple capacities, led new and innovative initiatives for the Society, or made significant enhancements to the Society.

The recipient of this award is given a plaque and cash prize of $1,500.

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. Only SIOP members may be nominated for the award.
3. The nomination package should also include: a current curriculum vitae (which includes a detailed history of the individual’s service contributions), three to five letters of support, and any additional materials that illustrate the contributions of the nominee.
4. The letter of nomination, CV, and all supporting letters and materials must be submitted online by the nominator.
5. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.
    

Criteria for the Award

Nominees will be evaluated on the following criteria:

1. The significance of the SIOP roles held by the nominee.
2. The duration of nominee's service to SIOP.
3. The significance of the nominee’s achievements in each SIOP role.
    

Administrative Procedures

1. At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees may be recommended if their contributions are similarly distinguished.
2. The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
3. In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld.
    

Composition of the Subcommittee

• Subcommittee members must be SIOP Fellows or previous recipients of this award, or current SIOP members with a history of service to SIOP.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The Dunnette Prize recognizes work that has significantly expanded knowledge of the causal significance of individual differences through advanced research, development, and/or application.

Professor Marvin D. Dunnette devoted virtually his entire academic and professional life to the assessment, prediction, and explanation of individual differences in human behavior and performance.  

This award is given to honor a living individual or team who has made programmatic, significant, and lasting contributions to the understanding of the role of individual differences in assessing, predicting, and explaining human behavior and performance.  Such contributions can be in the form of basic research, applied research, or applications in practice.  Professor Dunnette did not see these three as distinct entities – each informs the others.

Award recipients receive a  plaque and a cash prize of $50,000.  Recipients are expected to give an invited address about the Prize-winning contributions at the SIOP conference at which the award is received.

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Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome. If a SIOP member nominator is needed, please contact the SIOP Foundation at SIOPFoundation@siop.org.
2. SIOP membership is not a requirement for nominees.
3. The Dunnette Prize is intended to recognize individuals who have made programmatic, significant, and lasting contributions to understanding the causal nature of individual differences on behavior and performance. Nominees are thus likely to be in later stages of their career, although mid-career nominees are not precluded.
4. The nomination package should also include: a current curriculum vitae for the nominee or for each member of the nominated team, a self-statement from the nominee or nominated team, three to five letters of support, and any additional materials that illustrate the contributions of the nominee.
5. The letter of nomination, CVs, self-statement, supporting letters, and any additional materials must be submitted online by the nominator.
6. When submitting the nomination materials, nominators will also be asked if the nominee(s) are being investigated, or have been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.

 Criteria for the Award

The nomination package should address the below criteria for the award. Nominees will be judged in terms of their overall contribution to understanding the role played by individual differences in predicting, explaining, or facilitating human behavior and performance.  Note that the number of publications and citation counts are secondary and perhaps even irrelevant concerns. Rather, it is the quality and impact of the work along with focus on the role of individual differences in predicting, changing, and explaining human behavior and performance.

1. Appropriateness – primary focus is on individual differences that are important for predicting, changing, or explaining human behavior and performance. 
2. Quality – sound scientific and technical base. Fads, fashions, and folderol will be discounted (see Dunnette, M. D. (1966). Fads, fashions, and folderol in psychology. American Psychologist, 21(4), 343–352. https://doi.org/10.1037/h0023535).
3. Impact – innovative, programmatic work that has had significant and lasting impact on the field, advancing understanding, research, and/or practice.

 Administrative Procedures

1. At least five members of the Dunnette Prize Subcommittee will review and evaluate each nomination package and recommend an award recipient to the SIOP Executive Board. 
2. The Executive Board may either endorse or reject the recommendations of the Subcommittee but may not substitute a nominee of its own. 
3. In the absence of a nominee who is deemed deserving of the award, the award may be withheld.

Composition of Committee

1. Subcommittee members should be recognized experts in I-O psychology with expertise in individual differences). 
2. The subcommittee should be comprised primarily of SIOP Members, Fellows, and Associates. 
3. Lead Contributors can name a member to the subcommittee who may or may not be a SIOP member.
4. The majority of subcommittee members should be independent, that is, they were not recommended to serve on the committee by Lead Contributors.
5. Diversity of all types is encouraged, including non-U.S. based members.

Charter Contributors to the Dunnette Prize Fund

(These donors generously donated $1,000 or more. This list was last updated February 7, 2018.)

Dunnette Prize Award Winners

2022 Winner - Robert Hogan

Dr. Robert Hogan is the Founder and President of Hogan Assessments and a Past Professor of Psychology at the University of Tulsa and Johns Hopkins University.  Dr. Robert Hogan’s career has been devoted to the subject of personality, creating practical assessment instruments and methodologies for applying the science of personality to real-world matters like employee selection, executive assessment, leadership development, and social justice. His contributions include demonstrating the utility of personality assessment in employee selection and the prediction of job performance; explaining why response sets and faking do not invalidate personality assessment; applying and extending the five factor model with the Hogan Personality Inventory; introducing the dark side of personality and assessment with the Hogan Development Survey; defining leadership and how it influences organizational performance; explaining links among personality, leadership, and organizational performance; and articulating a comprehensive, foundational theory of personality. He has contributed directly to understanding of the subject, revitalizing it through renewed interest and widespread acceptance. Hogan is also a collaborator, often working with younger I-O psychologists to establish their views and credentials.

Watch Robert Hogan's Award address

2020 Winner - Paul Sackett

Dr. Paul R. Sackett, Beverly and Richard Fink Distinguished Professor of Psychology and Liberal Arts at the University of Minnesota, is known for research that is as deep as it is broad. For more than 40 years, he has contributed to the knowledge of individual differences in cognitive ability, job knowledge, integrity, personality, background characteristics, achievement, motivation, job performance, and counterproductive work behaviors, among others. His research expands beyond the I-O field and has impacted educational and work settings including military, public, and private organizations. With more than 300 papers to his credit—and an h-index of 73—Dr. Sackett continues to influence the national and international discussion on the use of individual differences constructs and measures. His role as a thought leader has led him to testify before the U.S. Congress, play a pivotal role in policy issues, and lead national discussions on psychological testing and assessment. Not only has he greatly contributed to the literature, he has also endeavored to make that research applicable to practice and has been critical in guiding the development of policy on assessment and individual differences.

Watch Paul Sackett's Award address

2018 Winner - Thomas J. Bouchard, Jr.

Thomas J. Bouchard, Jr., Professor Emeritus at the University of Minnesota. Dr. Bouchard received his PhD from the University of California, Berkeley in 1966. Soon afterward, he was recruited to the University of Minnesota, where he began studying the new field of behavioral genetics, along with applied and individual differences in psychology. Bouchard’s most well-known work involves the famous Minnesota Study of Twins Reared Apart, which has yielded a rich harvest of information shaping scientific fields including psychology, medicine and genetics..

Watch Thomas Bouchard's Award address.

2015 (Inaugural Year) Winner - Frank L. Schmidt

It is only fitting that the first Dunnette Prize was awarded to Dr. Frank L. Schmidt (1944–2021). The award is designed to “honor living individuals whose work has significantly expanded knowledge of the causal significance of individual differences through advanced research, development, and/or application.” These criteria defined Dr. Schmidt. After receiving his PhD in Industrial Psychology from Purdue University in 1970, he began a career that spanned over 40 years and numerous employment sectors, from academia to government to business. Dr. Schmidt’s list of publications is astounding and includes seven books, over 200 studies, and over 300 presentations. Perhaps most impressive is that these publications had nearly 36,000 citations and that his h Index was 77 when he won the award. His honors are too numerous for an exhaustive list to be provided here, but they include the APA Foundation Gold Medal Lifetime Achievement Award for Applications of Psychology, the APA Distinguished Scientific Contributions Award, and the APS James McKeen Cattell Award for Scientific Contributions to Applied Psychology. Dr. Schmidt remained active in I-O research after his retirement in 2012, publishing four research articles and the third edition of his meta-analysis book while serving on a number of editorial boards.

Updated March 21, 2024

The recipient of each award is given a plaque and a cash prize of $1,500.

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. All nominees must be  SIOP Members.
3. The nomination package should also include: a current curriculum vitae, three to five letters of support, and any additional materials that illustrate the contributions of the nominee. All nomination materials (including proprietary information) are considered confidential , and reviewers must delete materials after the review process is complete. Although letters of support from non-I-O psychologists representing individuals or organizations affected by the nominee are appropriate and encouraged, no more than three of the supporting letters should be of this type.
4. Eligible nominees must have obtained their terminal degree no earlier than 2014. Documentation of meeting this criterion should be included in the nomination package in the form of a transcript from the degree-granting institution showing the date the degree was granted, a scan or photo of a diploma, or a letter from the dissertation committee chair or department chair verifying the date the degree was granted.
5. The nomination package should specify the most notable contributions the nominee has made to people at work, organizations, and/or the practice of I-O psychology.   For each contribution, the nomination package should identify the nominee’s role (e.g., led, contributed to), how the contribution leveraged evidence-based practice, the extent to which the contribution was an application of existing practice versus an innovation, evidence of impact of the contribution, including size and scope of the populations impacted (e.g., I-O practitioners, HR practitioners, managers, staff), and the context of the contribution (e.g., within the nominee's core responsibilities, extra role).
6. The letter of nomination, CV, and all supporting letters and materials must be submitted online by the nominator.
7. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.
    

Criteria for the Award

Nominees will be evaluated on the following criteria:

1. Breadth or depth of impact of the nominee’s contributions to people at work, organizations, and/or the practice of I-O psychology. Breadth of impact could be demonstrated by evidence such as adoption of the practice, procedure, or method by individuals, organization(s), or other I-O psychologists. Depth of impact could be demonstrated by evidence of a unique contribution to an organization or of having produced major change within an organization. 
2. Extent to which nominee’s approaches are grounded in sound psychological research (i.e., are evidence based).
3. The status of the nominee as a practitioner vis-à-vis other prominent early career practitioners in the field of I-O psychology.
4. Extent to which contribution goes beyond nominee’s own employing organization and/or client base. Contributions to the larger practice of I-O psychology may include the sharing of knowledge through conference presentations, articles, and service involvement.

Administrative Procedures

1. At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees may be recommended if their contributions are similarly distinguished.
2. The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
3. In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board the award may be withheld.

Composition of the Subcommittee

• Subcommittee members must be SIOP Fellows who primarily self-identify as practitioners (current or retired), or previous winners of this award, or have more than 10 years of work experience as a practitioner.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The Distinguished Early Career Award - Science recognizes an individual who has made significant contributions to the science of I-O psychology within ten years of receiving a terminal graduate degree.

The recipient of this award is given a plaque and a cash prize of $1,500.

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. Only SIOP Members may be nominated for the award.
3. The nomination package should also include: a current curriculum vitae, three to five letters of support, and any additional materials that illustrate the contributions of the nominee.
4. Eligible nominees must have obtained their terminal degree no earlier than 2014. Documentation of meeting this criterion should be included in the nomination package in the form of a transcript from the degree-granting institution showing the date the degree was granted, a scan or photo of a diploma, or a letter from the dissertation committee chair or department chair verifying the date the degree was granted.
5. The letter of nomination, CV, and all supporting letters and materials must be submitted online by the nominator.
6. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.

Criteria for the Award

Nominees will be evaluated on the following criteria:

1. The importance of the nominee’s contributions to the science of I-O psychology.
2. The quality of the nominee’s scientific work (e.g., adherence to the scientific method, creativity of research designs, soundness of conclusions), as opposed to a mere count of citations or publications in particular journals.    
3. The impact of the nominee’s contribution on the science of I-O psychology, including the impact that the work has had on the work of students and colleagues.
4. The stature of the nominee as a scientist vis-à-vis other prominent scientists in the field of I-O psychology.  Stature could be reflected in many ways, including receipt of grants, service on journal editorial boards, service on expert/blue-ribbon committees, service as a technical scientific expert, etc.
    

Administrative Procedures

1. At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees may be recommended if their contributions are similarly distinguished.
2. The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
3. In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld. 
    

Composition of the Subcommittee

• Subcommittee members must be SIOP Fellows who have published extensively in I-O psychology journals, or previous recipients of this award, or current or previous Editors or Associate Editors of I-O psychology journals.
• At least half of the committee members should have a primary appointment in a psychology department.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The SIOP Humanitarian Award recognizes an individual or team who has a record of significant humanitarian contributions to I-O psychology.

Contributions can be made in a variety of ways:

• Using I-O science and practice to improve groups and organizations whose mission is to enhance human welfare and serve the greater good, for example nonprofit and public service organizations, peace-keeping units, international development agencies, and emergency response teams.
• Making organizations better societal citizens, for example, via initiatives that ensure decent work for all workers, the reduction of existing inequalities, worker health and well-being, healthy communities, and sustainable growth.
• Applying I-O psychology to address critical societal issues, for example, poverty reduction, food security, climate change, child labor, harassment and discrimination, diversity and inclusion, and mental health.
• Advancing the theory and practice of humanitarian I-O psychology through publications, presentations, and workshops.

These contributions may take the form of an intense focus on a single humanitarian initiative or significant contributions to multiple humanitarian projects.

The recipient of the award is given a plaque and a cash prize of $1,500 (or a donation of the same amount donated to the charity/foundation of the recipient’s choice).

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. The nominee(s) may be an individual or a team of collaborators.  All nominees must be SIOP members.
3. If applicable, the names of all team members must be entered during the online nomination/application process
4. The letter of nomination should address the nature and quality of the nominee’s humanitarian contributions.
5. The nomination package should also include: a current curriculum vitae, three to five letters of support, and any additional materials that illustrate the contributions of the nominee.
6. The letter of nomination, CV, and all supporting letters and materials must be submitted online by the nominator. If a team is being nominated for this award, the CVs for each team member should be combined into one document before submitting.
7. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.

Criteria for the Award

Nominees will be evaluated on the following criteria:

• The scope  of the nominee’s humanitarian I-O work.
• The significance or impact of the nominee’s humanitarian I-O work.
• The duration of the nominee’s involvement in humanitarian I-O work.

Administrative Procedures

• At least five members of the  SIOP Awards Subcommittee will review the letters of nomination and all supporting materials and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees/teams may be recommended if their contributions are similarly distinguished.
• The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
• In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld.

Composition of the Subcommittee

• Subcommittee members must be previous recipients of this award or SIOP members who are involved in humanitarian I-O psychology.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The Distinguished Professional Practice Contributions Award recognizes an individual who has made significant contributions throughout their career to the practice of I-O psychology.

The award is given to an individual engaged in the practice of I-O psychology who has developed, refined, and implemented practices, procedures, or methods that have had a major, demonstrable impact on people at work, organizations, and the practice of I-O psychology. The contributions should have advanced practice by increasing the effectiveness of I-O psychologists working in business, industry, government, and other organizational settings.

The recipient of the award is given a plaque and a cash prize of $1,500. In addition, the recipient is invited to give an address, related to the contribution and its impact, at the subsequent SIOP conference.

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. Only SIOP members may be nominated for the award.
3. Nominees should have spent a major part of their career working to improve organizations and impact people at work.
4. The nomination package should also include: a current curriculum vitae, three to five letters of support, and any additional materials that illustrate the contributions of the nominee. All nomination materials (including proprietary information) are considered confidential, and reviewers must delete materials after the review process is complete.
5. The letter of nomination, CV, and all supporting letters and materials must be submitted online by the nominator.
6. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.
    

Criteria for the Award

Nominees will be evaluated on the following criteria:

1. Breadth or depth of impact of the nominee’s contributions on people at work, organizations, and/or the practice of I-O psychology. Breadth of impact could be demonstrated by, for example,  adoption of the practice, procedure, or method in other organizations Depth of impact could be demonstrated by, for example, major change within an organization, or, creation or leadership of an enduring organization that provides I-O services and sets high standards for excellence. 
2. Extent to which there is sound evidence to support the need, development, implementation, and effectiveness of the practices, procedures, or methods of the nominee.
3. Extent to which the nominee has disseminated information  about the practices, procedures, or methods through presentations, workshops, or publications in a variety of outlets. The practices, procedures, or methods should be both available to and utilized by other practicing I-O psychologists.
4. The extent to which the nominee has made significant practice contributions throughout their career.
5. Stature of the nominee as a practitioner vis-à-vis other prominent practitioners in the field of I-O psychology.

Administrative Procedures

• At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees may be recommended if their contributions are similarly distinguished.
• The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
• In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld.

Composition of the Subcommittee

• Subcommittee members must be SIOP Fellow members who primarily self-identify as practitioners (current or retired), or previous recipients of this award, or have more than 10 years of work experience as a practitioner.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The Distinguished Scientific Contributions Award recognizes an individual who has made significant contributions throughout their career to the science of I-O psychology.

This award is given to an individual who has made distinguished empirical and/or theoretical scientific contributions to the field of I-O psychology. The contributions should have advanced the science of I-O psychology with widely-read peer-reviewed publications, development of new areas of research and scientific knowledge, or pioneering of new scientific methodologies. The setting in which the nominee made the contributions (i.e., industry, academia, government) is not relevant.

The recipients of the award is given a plaque and a cash prize of $1,500. In addition, the recipients are invited to give an address that relates to their contributions at the subsequent SIOP conference.  

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. Only SIOP members may be nominated for the award.
3. The nomination package should also include: a current curriculum vitae, three to five letters of support, and any additional materials that illustrate the contributions of the nominee.
4. The letter of nomination, CV, and all supporting letters and materials must be submitted online by the nominator.
5. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.
    

Criteria for the Award

Nominees will be evaluated on the following criteria:

1. Breadth and/or depth of the nominee’s empirical or theoretical contributions to the science of I-O psychology.
2. The quality of the nominee’s scientific work (e.g., adherence to the scientific method, creativity of research designs, soundness of conclusions), as opposed to a mere count of citations or publications in particular journals.
3. The impact of the nominee’s contributions on the science of I-O psychology, including the impact that the work has had on the work of students and colleagues.
4. The extent to which the nominee has made significant contributions throughout their career.
5. The stature of the nominee as a scientist vis-à-vis other prominent scientists in the field of I-O psychology. Stature could be reflected in many ways, including receipt of large grants, chaired research-based positions, service as a journal editor, service on expert/blue-ribbon committees, and service as a technical scientific expert.

Administrative Procedures

1. At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees may be recommended if their contributions are similarly distinguished.
2. The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
3. In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld.

Composition of the Subcommittee

• Subcommittee members must be SIOP Fellows who have published extensively in I-O psychology journals , or previous recipients of this award, or current or previous Editors or Associate Editors of I-O psychology journals.
• At least half of the Subcommittee members should have a primary appointment in a psychology department.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The Distinguished Teaching Contributions Award recognizes an individual who has a record of excellence in teaching I-O psychology, developing students, and serving the teaching community.

The annual award will be given to an individual who has sustained experience teaching I-O psychology and developing students in an academic setting.  There is no restriction on the specific courses taught or the student level (undergraduates, terminal master’s, or doctoral), only that the courses clearly focus on perspectives or applications of I-O psychology.   These individuals excel at making I-O psychology accessible to undergraduates and/or developing the next generation of I-O psychologists.

The recipient of the award is given a plaque and a cash prize of $1,500.

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. Only SIOP members may be nominated for the award.
3. The nomination package should also include: a current curriculum vitae, three to five letters of support, and any additional materials that illustrate the contributions of the nominee.
4. The letter of nomination, CV, and all supporting letters and materials must be submitted by the nominator.
5. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.
    

Criteria for the Award

Nominees will be evaluated on the following criteria:

1. Demonstration of excellence in teaching I-O psychology at the undergraduate level, master's level, or doctoral level, or some combination. Evidence of excellence in teaching would include a statement of teaching philosophy, student  ratings, awards for teaching, examples of innovative methods in the design and delivery of course content, a summary of courses taught within the last 3 years (include title and short description of course, along with number of students enrolled), letters from supervisors or colleagues, and up to three letters of support from students.
2. Demonstration of student accomplishments due to mentoring. Evidence for this would include projects completed by students, student publications or papers presented at professional meetings based on work done with the teacher, stimulation of student research, awards or grants received by students due to teacher's mentoring, students pursuing further graduate work, successful placement of students in jobs or graduate programs, careers or internships achieved by students, and other indications of student accomplishments due to the teacher's guidance. All student accomplishments will be highly valued, including those at the undergraduate, master's, or doctoral levels, or some combination.
3. Demonstration of excellence in teaching-related professional activities. Evidence for this would include the publication of I-O psychology textbooks, publications of articles or book chapters on teaching, workshops on the teaching of psychology, active membership in teaching organizations (e.g., presentations, service activities), active engagement with SIOP’s Education and Training Committee or committees that promote student development, community presentations related to I-O psychology, and contributions to professional meetings or workshops relevant to teaching. 

Administrative Procedures

1. At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend an award winner(s) to the SIOP Executive Board. Two or more nominees may be recommended if their contributions are similarly distinguished.
2. The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
3. In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld. 
    

Composition of the Subcommittee

• All Subcommittee members must have 7+ years of experience teaching I-O psychology, or be previous winners of this award.
• At least half of the Subcommittee members must have teaching experience at colleges or universities focused primarily on undergraduate or master’s level education.
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: March 20, 2024

The Wayne Cascio Scientist-Practitioner Award recognizes a SIOP member whose career exemplifies the scientist-practitioner model in I-O psychology.

This award underscores a central principle of I-O psychology: science and practice are equally valued and are understood as intertwined, each making the other stronger. Thus, the recipient will have influenced both the practice and science of I-O psychology.

 Award recipients receive a plaque and a cash prize of $3,000.

Nomination Guidelines

1. A nomination letter by a SIOP member is required. Self-nominations are welcome.
2. Only SIOP members may be nominated for the award.
3. The Wayne Cascio Scientist-Practitioner Award is intended to recognize individuals who have embodied the scientist-practitioner model throughout their career. 
4. The nomination package should also include: a current curriculum vitae, three-to-five letters of support, and any additional materials that illustrate the achievements of the nominee. 
5. The nomination letter, CV, and all supporting letters and materials must be submitted online by the nominator. 
6. When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case. 

Criteria for the Award

Each nominee will be evaluated on the impact they have had on both the practice and science of I-O psychology.  Many categories of evidence and kinds of accomplishment are relevant in evaluating nominees:

•   Introducing innovative approaches that span practice and science
•   Providing evidence-based interventions, procedures, and/or metrics in organizations or for people (e.g., employees, applicants)
•   Authoring influential material that appears in presentations, book chapters, journal articles, or other media outlets
•   Training and mentoring scientist-practitioners
•   Shaping the science and practice in one or more content areas of I-O psychology

Administrative Procedures

• At least five members of the SIOP Awards Subcommittee will review the letters of nomination and all supporting materials of each nominee and make a recommendation concerning one or more nominees to the SIOP Executive Board. Two or more nominees may be selected if their contributions are similarly distinguished.
•   The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
•   In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld.

Updated:  March 20, 2024

The Dr. Jo-Ida C. Hansen and Dr. John P. Campbell Career Achievement in Mentoring Award recognizes an individual who has contributed across their career to I-O Psychology through excellence in mentoring. 

Mentoring is an important component in the development of professionals in any field. Mentoring can take many forms and involve formal and informal mentor-mentee relationships.  Mentoring can occur in many different settings, and both academics and practitioners may be effective mentors.  For this award, the mentoring should be focused on the mentee’s development and success as an I-O psychologist. Nominees may have mentored students, early-career professionals, or colleagues in academic or practice settings.

Excellence in mentoring I-O psychologists includes (a) providing opportunities to engage in research; develop and implement evidence-based programs in organizations; make presentations; and write papers, corporate communications, and publications;(b) giving feedback and shaping behaviors that lead to professional excellence; (c) helping mentees develop professional contacts/networks and navigate organizational hierarchies; (d) nominating/endorsing mentees for professional opportunities, jobs, and awards; and (e) encouraging mentees’ involvement in professional activities.

The recipient of this award is given a plaque and cash prize of $2,000.

Nomination Guidelines

• A nomination letter by a SIOP member is required. Self-nominations are welcome.
• Only SIOP members may be nominated for the award.
• Nominees may be practitioners or academics.
• The nomination package should also include: a self-statement regarding mentoring activities and three to five testimonial letters from mentees.
• When submitting the nomination materials, nominators will also be asked if the nominee is being investigated, or has been found responsible, for misconduct prohibited in SIOP’s Anti-Harassment Policy and to provide a brief explanation if this is the case.

Criteria for the Award

Nominees will be evaluated on the following criteria:

• Excellence in mentoring support (e.g., access to professional opportunities, feedback and coaching, network development, endorsement for positions and awards, encouraging broader professional involvement)
• The scope of the nominee’s mentoring efforts (e.g., number of mentees, length of mentoring relationships, engagement in mentoring throughout their career)
• The impact of the nominee’s mentoring relationships on mentees’ achievements and contributions to I-O psychology (e.g., job positions and work settings; awards, appointments, elections, and recognitions; contributions to I-O science and/or practice and to SIOP)

Administrative Procedures

• At least five members of the SIOP Awards Subcommittee will review and evaluate each nomination package and recommend a winner to the SIOP Executive Board.
• The Executive Board may either endorse or reject the recommendations of the Awards Subcommittee but may not substitute a nominee of its own.
• In the absence of a nominee who is deemed deserving of the award by both the Awards Subcommittee and the Executive Board, the award may be withheld.

Composition of the Subcommittee

• Subcommittee members must be SIOP Fellows, previous recipients of this award, or current SIOP members with considerable mentoring experience. 
• Diversity of all types is encouraged, including non-U.S. based members.

Updated: 5/31/24