履歴書スクリーニング・ルーブリック：人間レビュー付き12基準

クイック回答

qualified teamがessential function、job-related necessity、equivalent evidence/accommodation、protected/proxy removal、anchored rating、2 reviewer training、required notice/audit/record/correction/appealを整備後に使用。AIはevidence提案のみでfact invent、missing=failure、final employment decisionは禁止。

scoring前：selection contract

job analysis/essential function

actual task、condition、output、frequency、consequence、minimum levelを定義。essential/marginal、preference/necessityを分離しapprover/expiryを記録。

one opaque scoreでなくdecision state

demonstrated、partial、insufficient evidence、not assessed、accommodation pending、contradicted、not applicableを使用。missing/inaccessibleをzeroにしない。

human authority/independence

reviewerはsource evidence、disagree、correct、accommodation request、stop権限を持つ。final ownerはrankをrubber-stampせずindependent reasonを記録。

review control付き12 job-related criteria

全roleで12項使用しない。job analysisでsupportされたcriterionのみactivateしsame requirement/evidence routeをapplicantへ公開、screening前にchange versioning。

essential-function evidence

question: どのdocumented essential functionを、required level/job analysisに基づきsupportするか？

acceptable evidence: resume statement、portfolio/work sample、verified role scope、same published requirementへのstructured follow-up。
do not infer/proxy: title、employer prestige、disability disclosure、assistive technology、appearance、nontraditional pathからabilityをinferしない。

mandatory license/credential

question: start dateにlegal/operationalにrequiredか、equivalent/obtain-by dateを許すか？

acceptable evidence: credential type、jurisdiction、issuer、status、expiry、verification、equivalency、start-date necessity。
do not infer/proxy: preferenceをknockout化、foreign credential無効推定、irrelevant medical/age/citizenship/protected info要求は禁止。

job-relevant knowledge

question: function遂行に必要なknowledgeを複数routeでdemonstrate可能か？

acceptable evidence: approved role profileのconcept/tool/regulationとequivalent education、employment、volunteer、military、self-directed、portfolio evidence。
do not infer/proxy: school rank、degree brand、jargon、native-language style、keyword countをproxyにしない。

relevant task experience

question: matching titleでなくrequired complexity/recency/ownershipのcomparable task経験か？

acceptable evidence: task、context、constraint、decision、collaborator、duration、scale、outcome evidence、personal ownership。
do not infer/proxy: validated job-related reasonなしにcareer gap、part-time、caregiving、contract、unemployment、short tenureをpenalizeしない。

work-product quality

question: comparable conditionでpublished quality standardを満たすか？

acceptable evidence: authorized portfolio/standardized work sampleをcorrectness、completeness、safety、usability、reasoningでanchored score。
do not infer/proxy: unpaid production、confidential material、unequal accommodation、irrelevant visual polishは禁止。

problem framing/judgment

question: task、constraint、unknown、tradeoff、escalation、verificationを特定できるか？

acceptable evidence: assumption、alternative、risk、evidence、decision、review/rollback triggerを示すstructured example。
do not infer/proxy: confidence、charisma、speed、accent、personality label、reviewer同意をjudgment proxyにしない。

actual role communication

question: essential functionに必要なcommunicationをaccessible format/reasonable accommodationで遂行可能か？

acceptable evidence: role-specific writing、explanation、listening、documentation、language requirement、audience adaptation、confirmationをconsistent評価。
do not infer/proxy: job-related/lawfulでないaccent、grammar、speech、camera、facial expression、disability communication、native language scoring禁止。

collaboration/handoff evidence

question: similar workでdependency coordination、disagreement resolution、context share、accountabilityを示すか？

acceptable evidence: participant、authority、handoff、conflict、action、decision、feedback、resultのstructured example。
do not infer/proxy: team similarity、social style、extracurricular access、referral、vague culture fitをrewardしない。

customer/stakeholder responsibility

question: affected stakeholder、rights/commitment、uncertainty communication、loop closureを扱えるか？

acceptable evidence: need、authority、evidence、risk、decision、communication、acceptance、correction、follow-upのrole case。
do not infer/proxy: polishをaccuracyより優先、protected experience強要、emotional styleをempathy扱いしない。

safety/compliance/control discipline

question: roleに必要なcontrol遵守、limit認識、evidence、escalation、error recoveryができるか？

acceptable evidence: job-specific policy/scenario、control、authority、incident response、audit、correction、learning evidence。
do not infer/proxy: generic risk aversion、criminal assumption、credit、medical、irrelevant background signalをshortcutにしない。

learning/adaptation evidence

question: relevant capability学習、feedback反映、requirement changeへのresponsible adaptationを示すか？

acceptable evidence: initial gap、learning plan、resource、feedback、revised behavior/artifact、verification、remaining limit。
do not infer/proxy: youth、recent graduation、job change、hobby tech、fast tool adoptionをlearning capacity扱いしない。

documented constraint/availability

question: lawful/narrowなessential schedule、location、travel、authorization、physical requirementをaccommodation考慮下で満たせるか？

acceptable evidence: published requirement、business reason、start date、permitted eligibility evidence、applicant-confirmed availability、accommodation route、exception authority。
do not infer/proxy: address、name、gap、photo、social profileからfamily、religion、pregnancy、disability、age、nationality、commute、health、willingnessをinferしない。

uncertaintyを保持するanchored rating

demonstrated

source evidenceがpublished anchor/required levelを満たしexact span/artifactをcite、material contradictionなし。

partially demonstrated

relevant evidenceはあるがscope/recency/complexity/ownership/verification不足。precise gap/consistent follow-upを記録。

insufficient/not assessed

rating support不足または未評価。failureではなくnecessaryならsame evidence opportunityを提供。

accommodation pending/contradicted/NA

accommodationでevidence gatheringが変わる場合pause。conflictを保持。job analysis非support criterionはremove。

worked example：career gapはlow reliability evidenceではない

hypotheticalでreal candidate/validated resultではない。2-year gap、contract operations、incident handoff portfolio。unsafe screenはgap penalty/employer prestige bonus。governed rubricは両proxyをremove。

evidenceをfunctionへmap。 incident artifactをcollaboration、stakeholder responsibility、control disciplineへlinkしpersonality scoreにしない。
uncertainty保持。 ownership/scale不明のためpartial + structured follow-up。AIでsilent fillしない。
gap理由をinvestigateしない。 gapはvalidated requirementでないためignore。medical/family/disability/age等を求めない。
reviewable decisionを記録。 2 reviewerがsame anchor、disagreement reconcile、evidence/gap記録、authorized assessmentへ。AI rankはdecisionにしない。

OpenMaxによるhuman-reviewed screening coordination

OpenMaxはapproved job version、notice、permitted intake、redaction、accommodation pause、evidence retrieval、exact citation付きproposal、independent review、disagreement、correction、audit sample、deadline、authorized next stepをcoordinate。job analysis、legal scope、validation、accommodation、sensitive evidence、threshold、interview、final decisionはhuman。

1 · governrole、law、purpose、owner、notice、audit

2 · configurecriteria、anchor、equivalent、accommodation

3 · reviewsource evidence、uncertainty、two reviewers

4 · decidehuman reason、authority、correction、challenge

5 · monitorselection rate、error、accommodation、drift

legal・fairness・privacy・accessibility boundary

qualified counselがlocation/toolごとのemployment、discrimination、disability、privacy、labor、recordkeeping、automated decision、notice、audit、candidate rightsを確認する前に使用しない。
protected trait/proxyをcollect/inferしない。必要に応じvoluntary demographic monitoring dataをdecision makerから分離。resume/prompt/note/accommodation/auditをsecure。
accessible process/accommodation routeを提供しrequestをscore低下に使わない。different disabilityのqualified personをscreen outしないかtestしrequired alternativeを提供。
bias audit、impact ratio、four-fifths、vendor assurance、human clickをlegality/fairness証明にしない。job relevance、full process、difference/intersectional limit、challenge、harm stopが必要。

情報源、編集方法、制限

OpenMax編集部はcurrent EEOC job-related selection/prohibited practice、DOJ disability/accommodation algorithmic hiring、NYC DCWP covered AEDT、NIST AI RMF Core governance/human oversightを確認し12-criterion rubric、state model、career-gap exampleを作成。2026年9月3日再確認。

範囲注記 global templateはselected US exampleでcomplete jurisdiction surveyではない。guidanceはnonbinding/変更可能。sourceはrubric validate、all role定義、tool certify、lawful/fair outcome保証なし。current applicable lawでactual role/process/population/tool/accommodation/decisionをtest。

よくある質問

AIはresumeを自動reject？

assumeしない。applicable law/tool scope、validation、notice/accommodation、impact audit、meaningful human authority、correction/challengeが必要。

career gapはscoreを下げる？

narrow validated job-related requirementがない限りno。protected explanationでなくcurrent essential-function evidenceを評価。

same rubricをall roleでreuse？

no。specific role/contextのapproved job analysisに基づきchangeをversion/revalidate。

human reviewでautomated toolはsafe？

aloneではno。reviewはinformed、independent、empowered、timely、documentedでoutcome変更/停止可能。full processにvalidation/accessibility/impact/legal complianceが必要。

OpenMaxで何をautomate？

approved criteria、evidence retrieval、exact citation、uncertainty、review assignment、accommodation pause、correction、audit、authorized next stepをcoordinateしvalidation/employment decisionはhuman。