Audition Procedure Clause Samples

The Audition Procedure clause outlines the process by which individuals or entities are evaluated for a role, position, or opportunity, typically in the context of performing arts or entertainment. It details the steps candidates must follow, such as submitting applications, attending scheduled auditions, and possibly participating in callbacks or additional assessments. This clause ensures a transparent and standardized selection process, helping both organizers and participants understand expectations and timelines, and ultimately facilitates fair and efficient decision-making.
Audition Procedure. The purpose of an audition for a vacancy is to find the best qualified player who will contribute to the maintenance or improvement of the standard of excellence of the orchestra.
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Audition Procedure a. Auditions shall be guided by the Code of Ethical Audition Practices approved by the International Conference of Symphony and Opera Musicians, the Major Orchestra Managers’ Conference and the American Federation of Musicians. b. Resumes shall be required as part of the application for audition procedures. c. Preliminary and final auditions shall be screened in order to preserve the anonymity of candidates. Screens for final auditions may be removed upon mutual agreement of a majority of the audition committee and the Music Director. However, screens shall not be removed if any finalist candidate is a current SWFSO member. d. Members of the Audition Committee and the Music Director shall consult freely among themselves regarding the evaluation of audition candidates. In the event that the members of the Audition Committee unanimously oppose the decision of the Music Director, that candidate shall not be hired. e. Candidates will be identified by number only, until auditions are concluded and winners selected. When auditions are concluded, only those who win probationary positions will be identified by name to the Audition Committee. Resumes of winning candidates may be reviewed by the Audition Committee after the audition. f. When the screens are elected to be removed and no clear winner can be determined from the finalist pool, the Music Director and the audition committee may request to see the orchestral experience section of the finalists’ resumes, excluding any references to their identity and gender.
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Audition Procedure. Fixed-term musicians may be placed on contract with or without audition, according to the circumstances surrounding the position, as determined by the Management Committee in consultation with the groups concerned. These circumstances may include the length of time the position has been vacant, the number of auditions held for the position, and the current permanent establishment strength of the section.
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Audition Procedure a. Applicant’s names will not be provided to the Audition Committee until a decision has been reached; b. gender pronouns will not be used by staff assisting during screened auditions; c. each Audition Committee member will have one vote; and d. the Music Director will be entitled to veto the decision of the Audition Committee.
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Audition Procedure. 1. Auditions shall be guided by the Code of Ethical Audition Practices approved by the International Conference of Symphony and Opera Musicians, the Major Orchestra Managers’ Conference and the American Federation of Musicians. 2. Resumes shall be required as part of the audition application. Preliminary and final auditions shall be screened in order to preserve candidates’ anonymity. However, the screen may be removed for the final round upon agreement by the Music Director and a majority of the members of the Audition Committee. 3. The National Philharmonic shall provide a ▇▇▇▇▇▇▇ to work with candidates behind the screen and to facilitate any communication between the candidate, the Audition Committee and the Music Director. 4. Members of the Audition Committee and the Music Director shall consult freely among themselves regarding the evaluation of audition candidates. In the event that the Members of the Audition Committee unanimously oppose the decision of the Music Director to hire a candidate, that candidate shall not be hired.
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Audition Procedure. ‌ Prior to the commencement of each season of the Chicago Symphony Orchestra (the Orchestra), the Association will hold auditions for the selection and designation of Professional Members. A panel of observers composed of no more than three (3) members of the current AGMA committee shall be given the opportunity to observe all auditions for Professional Membership in the Chorus. The role of the panel shall be solely that of observers.
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Audition Procedure. 29.3.1 Auditions form the first part of the selection process. 29.3.2 Each audition will have a fixed and limited repertoire requirement along with a selection of orchestral excerpts. 29.3.3 Auditions shall be conducted in accordance with QSO Audition and Appointment Policy, which outlines panel membership and voting procedure. The decision to advance a candidate beyond the first round will be made by secret ballot without discussion, and will require a supporting vote from at least 50% of the panel. In subsequent rounds the decision to advance a candidate to the next round will be made by secret ballot and will require a supporting vote from at least 60% of the panel. 29.3.4 A candidate will be offered a trial period if, following discussion at the end of the final round, they receive a minimum 70% supporting vote of the panel. 29.3.5 A fixed term engagement may be offered to more than one person. 29.3.6 The membership of the audition panel will be determined by the Players Committee after consultation with the Director - Orchestra Management or delegate and the Artistic Committee and may vary from time to time. 29.3.7 The audition panel will be chaired by a non-voting person appointed by the orchestra's Players’ Committee. 29.3.8 If a musician is successful at the audition process, he or she may be interviewed by a panel. The panel will consist of up to 4 musicians and the CEO and/or the Director – Orchestra Management and/or the Chief Operating Officer.
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Audition Procedure 
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Related to Audition Procedure

  • Verification Procedure (1) The signature file of each processed file is validated. (2) If processed files are pieces of a bigger file, the latter is put together. (3) Each file obtained in the previous step is then decrypted and uncompressed. (4) Each data file contained in the previous step is then validated against the format defined in Part A, Section 9, reference 1 of this Specification. (5) If Part A, Section 9, reference 1 of this Specification includes a verification process, that will be applied at this step. If any discrepancy is found in any of the steps, the Deposit will be considered incomplete.

  • Mediation Procedure The Chairman shall promptly advise the parties of a scheduled Mediation Hearing date. Unless a party requests an expedited procedure, or unless all parties to the proceeding agree to one or more extensions of time, the Mediation Hearing set forth below shall be completed within forty (40) days of BCBSA's receipt of the Complaint. The selected mediators, unless the parties otherwise agree, shall adhere to the following procedure: i. Each party must be represented by its CEO or other representative who has been delegated full authority to resolve the dispute. However, parties may send additional representatives as they see fit. ii. By no later than five (5) days prior to the date designated for the Mediation Hearing, each party shall supply and serve a list of all persons who will be attending the Mediation Hearing, and indicate who will have the authority to resolve the dispute. iii. Each party will be given one-half hour to present its case, beginning with the complaining party (or parties), followed by the other party or parties. The parties are free to structure their presentations as they see fit, using oral statements or direct examination of witnesses. However, neither cross- examination nor questioning of opposing representatives will be permitted. At the close of each presentation, the selected mediators will be given an opportunity to ask questions of the presenters and witnesses. All parties must be present throughout the Mediation Hearing. The selected mediators may extend the time allowed for each party's presentation at the Mediation Hearing. The selected mediators may meet in executive session, outside the presence of the parties, or may meet with the parties separately, to discuss the controversy. iv. After the close of the presentations, the parties will attempt to negotiate a settlement of the dispute. If the parties desire, the selected mediators, or any one or more of the selected mediators, will sit in on the negotiations. v. After the close of the presentations, the selected mediators may meet privately to agree upon a recommendation for resolution of the dispute which would be submitted to the parties for their consideration and approval. If the parties have previously agreed to be bound by the results of this procedure, this recommendation shall be binding upon the parties. vi. The purpose of the Mediation Hearing is to assist the parties to settle their grievances short of mandatory dispute resolution. As a result, the Mediation Hearing has been designed to be as informal as possible. Rules of evidence shall not apply. There will be no transcript of the proceedings, and no party may make a tape recording of the Mediation Hearing. vii. In order to facilitate a free and open discussion, the Mediation proceeding shall remain confidential. A "Stipulation to Confidentiality" which prohibits future use of settlement offers, all position papers or other statements furnished to the selected mediators, and decisions or recommendations in any Mediation proceeding shall be executed by each party. viii. Upon request of the selected mediators, or one of the parties, BCBSA staff may also submit documentation at any time during the proceedings.

  • Notification Procedure (i) Each such notice shall be deemed to have been delivered: (A) when presented personally to the GOB; (B) when transmitted by facsimile; or (C) five (5) Days after being deposited in a regularly maintained receptacle for the postal service in Bangladesh, postage prepaid, registered or certified, return receipt requested, addressed to the GOB, at the address indicated in Section 17 of the Implementation Agreement (or such other address as the GOB may have specified by written notice delivered in accordance therewith). Any notice given by facsimile under this Section 4.6 shall be confirmed in writing delivered personally or sent by prepaid post, but failure to so confirm shall not void or invalidate the original notice if it is in fact received by the GOB.

  • Selection Procedure 10.2.4.1 Internal applicants shall be defined as all applicants with seniority in accordance with Article 12.5. 10.2.4.2 In filling a posted vacancy, first consideration shall be given to internal applicants who meet the stated qualifications. All Faculty members who meet the stated qualifications for the posted vacancy shall be interviewed by the Selection Committee. Past service and evaluations shall be considered by the Committee. The best qualified candidate shall be recommended for appointment to the position. 10.2.4.3 Where the qualifications of two or more of the applicants are relatively equal, the applicant with the greatest seniority shall be recommended for appointment to the position. 10.2.4.4 In establishing the qualifications, and in evaluating the qualifications and past performance of the applicants, the committee shall act in good faith, in a fair and reasonable manner, and shall not act in an arbitrary or discriminatory fashion. 10.2.4.5 Following the interviews, the committee will submit its recommendations containing a list of qualified candidates in order of preference, through the appropriate ▇▇▇▇ to the President or delegate. 10.2.4.6 New faculty members shall be appointed only when there are no qualified internal applicants. 10.2.4.7 If there are no qualified internal applicants, the selection committee may consider external applications, in accordance with the procedure outlined above. 10.2.4.8 Internal applicants will be advised as soon as possible of the selection committee's decision that the committee will be considering external applications in accordance with Article 10.2.4.7.

  • Evaluation Procedure 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy. 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month. 6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.) 6.1.3 A bargaining unit member has the right to attach a response to the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days, present the employee’s objections to the evaluation decision to the Director Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing. 6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure. 6.1.7 The probation period shall be defined as the initial six (6) month employment period. 6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification. 6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.