context: While Plaintiff, along with other candidates, may have been invited to initially interview, Plaintiffs subjective belief, articulated in a conclusory fashion, that he was qualified for the position does not establish that he was as qualified as the applicant who was ultimately selected or even as qualified as the top seven applicants.
citation_a.signal: see
citation_a.identifier: 104 F.3d 267, 270
citation_a.parenthetical: "[A]n employee's subjective personal judgments of her competence alone do not raise a genuine issue of material fact."
citation_a.sentence: See Bradley v. Harcourt, Brace & Co., 104 F.3d 267, 270 (9th Cir.1996) (“[A]n employee’s subjective personal judgments of her competence alone do not raise a genuine issue of material fact.”); Coleman, 232 F.3d at 1285 (same); see also Nichols v. S. Ill. Unwersity-Edwardsville, 510 F.3d 772, 784 (7th Cir.2007) (concluding that the “subjective beliefs” of African-American plaintiffs “that they were as qualified or even more qualified” for a position upgrade than the non-African-Americans the employer selected did not create a genuine dispute as to this issue, and thus the plaintiffs failed to create a prima facie case of race discrimination).
citation_b.signal: see also
citation_b.identifier: 510 F.3d 772, 784
citation_b.parenthetical: concluding that the "subjective beliefs" of African-American plaintiffs "that they were as qualified or even more qualified" for a position upgrade than the non-African-Americans the employer selected did not create a genuine dispute as to this issue, and thus the plaintiffs failed to create a prima facie case of race discrimination
citation_b.sentence: See Bradley v. Harcourt, Brace & Co., 104 F.3d 267, 270 (9th Cir.1996) (“[A]n employee’s subjective personal judgments of her competence alone do not raise a genuine issue of material fact.”); Coleman, 232 F.3d at 1285 (same); see also Nichols v. S. Ill. Unwersity-Edwardsville, 510 F.3d 772, 784 (7th Cir.2007) (concluding that the “subjective beliefs” of African-American plaintiffs “that they were as qualified or even more qualified” for a position upgrade than the non-African-Americans the employer selected did not create a genuine dispute as to this issue, and thus the plaintiffs failed to create a prima facie case of race discrimination).