Testing and Process
A Graham Interpreter understands the importance of professionalism and provides the ethical and courteous service Deaf consumers deserve. Each Interpreter is held to the Code of Professional Conduct/Code of Ethics as stated by the Registry of Interpreters for the Deaf (RID). http://www.rid.org/ethics/code/index.cfm
Graham Interpreters are required to have at least 2 years hands-on interpreting experience and must undergo a qualifications review, in-depth interview, skills screening, and background investigation prior to working with us.
All Interpreters are screened by Graham's Manager of Interpreting Services (MIS) who evaluates each prospective Interpreter in four major ways:
1) Hard Skills. We test the quantifiable skills using a video recorded medical lesson to test Sign to Voice capabilities. We utilize voice recordings and have the Interpreter Sign the material. We also communicate with our applicant utilizing ASL, if applicable, during the interview.
2) Soft Skills. We evaluate soft skills through the interview process. We learn about the Interpreter's work history, educational background, past achievements, and future goals. The Interpreter is evaluated and scored in five different soft skill categories: communication, composure, grooming, speech, and attire. Graham realizes a quality Interpreter must not only have the necessary ability and knowledge to perform the duties required, they must also possess the necessary soft skills to fit into our client's culture and relate to the consumer. During the interview we clearly define our expectations regarding professional and appropriate appearance, attendance and punctuality, reliability, and appropriate work attitude and conduct.
3) Reference Check. We check references to verify an Interpreter's work history and past job performance. Reference checking is an essential element in our hiring process. It is our policy to verify at least three previous employers or clients. Our MIS contacts the provided reference and gathers information regarding their relationship, length of time known, length of time worked together, salary, title, dates of employment, performance, attitude, attendance, and rehire eligibility. If a reference provides a negative evaluation, the Interpreter is subject to further evaluation and possibly removed from consideration. In cases where Interpreters do not possess three work references, they must provide personal references. We have the ability to perform Employment Verification, Education Verification, Professional License Verification, Consumer Credit, Social Security Verification, and Criminal Background.
4) Commitment Verification. Graham takes all the necessary steps to ensure our Interpreter is properly prepared to successfully perform and dedicate their time to an assignment. When checking an Interpreter's availability, we require 100% commitment to the assignment. If for any reason, this commitment is not possible, we identify an Interpreter who is capable of making such commitment. This helps ensure your assignment is staffed and completed properly.
See our Interpreter Requirements