Interview Panel Criteria Sample Clauses

Interview Panel Criteria. In filling positions, ability and seniority shall be considered with the District giving first consideration to seniority. Applicants will be considered based upon the applicants’ training, demonstrated abilities, qualifications, skills, experience, records, and other relevant factors. As defined in Article XI, seniority is the length of service with the District, as of the employee's first workday. Interview panel recommendation – a recommendation resulting from performance of applicants in the interview. Ability - an employee must be able to perform the duties and possess the qualifications as outlined in the job description. Past work record - will consist of material contained within an employee's personnel file, and will be considered a major part of determining an employee's ability. The Union shall be advised of any decision to eliminate a position.
Sample 1Sample 2Sample 3
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Interview Panel Criteria. The Interview Panel will take the following into consideration when rating the interview: personal work history of the member; an appraisal of any qualities that a candidate possesses that do not emerge from formalized testing; leadership potential; appearance, deportment, bearing, presence; knowledge and appreciation of their duties, Service goals and willingness to their duties and Service goals; ability to form answers to situation questions; ability to communicate thoughts, ideas and answers; creativity; and potential for personal and professional development.
Sample 1

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  • Origin Criteria For the goods that meet the origin criteria, the exporter should indicate in Box 8 of this Form, the origin criteria met, in the manner shown in the following table: Circumstances of production or manufacture in the country named in Box 11 of this form: Insert in Box 8

  • Additional RO Review Criteria (1) In addition to the requirements in Subparagraph 34A, the RO must:

  • Promotional Criteria Subject to the utilisation of the skills, as required by the Employer, an employee remains at this level until he/she has developed the skills to allow the employee to effectively perform the tasks required of this function and is assessed to be competent to perform effectively at a higher level or has successfully completed appropriate training to ASF level 1 and has the demonstrated skills to perform at a higher level. An employee must be prepared to undertake appropriate training. LEVEL 3

  • General Criteria a) Approved varieties shall be those varieties recommended by the Department, the Corporation, or those listed in the Atlantic Provinces Field Crop Guide, Publication 100A.

  • Exclusion Criteria Subjects fulfilling any of the following criteria are not eligible for participation in this study.

  • Training Objectives It is important that the objectives for the employee(s) enrolling in this course or program is related to the strategic objectives of the organization for which the employee works. Provide text to explain how the training event meets agency objective(s) and purpose type.

  • Criteria (1) Annual Evaluation Criteria. All performance evaluations shall be based upon assigned duties, and shall carefully consider the nature of the assignment in terms, where applicable, of:

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  • Selection Criteria for Awarding Task Order The Government will award to the offeror whose proposal is deemed most advantageous to the Government based upon an integrated assessment using the evaluation criteria. The Government will evaluate proposals against established selection criteria specified in the task order RFP. Generally, the Government's award decision will be based on selection criteria which addresses past performance, technical acceptability, proposal risk and cost. Among other sources, evaluation of past performance may be based on past performance assessments provided by TO Program Managers on individual task orders performed throughout the life of the contract. The order of importance for the factors will be identified in the RFP for the specified task order.

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