Common use of Candidate Selection Process Clause in Contracts

Candidate Selection Process. a. The interview panelists will recommend their most qualified candidate(s) to the hiring Department Manager. The hiring Department Manager will make the final determination of which candidate will be offered the position after confirming with the Human Resources Manager. The Department Manager will take into consideration all of the information gathered during the interview panel, written test results if any, and the entirety of the application of each individual including the candidate’s length of service with the District; however, no one factor will be relied upon exclusively . The decision to select an internal applicant for promotion or transfer is the District’s prerogative, and is not grievable. b. Once an applicant has been selected, the hiring Department Manager will inform any internal applicants not selected. The Human Resources Department will notify all other applicants. c. If an internal applicant who is not selected disputes the hiring Department Manager’s decision, the applicant may submit the dispute in writing to the Human Resources Manager within 15 days of the hiring Department Manager’s decision. The Human Resources Manager will then conduct interviews with the panelists and consider the entire selection process, and will provide the results to the General Manager who may take whatever appropriate action may be warranted. d. An internal applicant selected for a position for promotion or transfer who has at least five (5) years of service with the District and whose performance in the new position shows an inability to fulfill the duties of the position, shall within ninety (90) days of their promotion or transfer be entitled to return to their former position and pay. During that 90 days their former position may be filled by a temporary worker or other resource as determined by the Department manager. The Department manager, may at their sole discretion decide to extend the probationary period, but no more than a total of six (6) months. In such a case, the decision to extend the probationary period shall be communicated in writing to the employee.

Candidate Selection Process. a. The interview panelists will recommend their most qualified candidate(s) to the hiring Department Manager. The hiring Department Manager will make the final determination of which candidate will be offered the position after confirming with the Human Resources Manager. The Department Manager will take into consideration all of the information gathered during the interview panel, written test results if any, and the entirety of the application of each individual including the candidate’s length of service with the District; however, no one factor will be relied upon exclusively . The decision to select an internal applicant for promotion or transfer is the District’s prerogative, and is not grievable. b. Once an applicant has been selected, the hiring Department Manager will inform any internal applicants not selected. The Human Resources Department will notify all other applicants. c. If an internal applicant who is not selected disputes the hiring Department Manager’s decision, the applicant may submit the dispute in writing to the Human Resources Manager within 15 days of the hiring Department Manager’s decision. The Human Resources Manager will then conduct interviews with the panelists and consider the entire selection process, and will provide the results to the General Manager who may take whatever appropriate action may be warranted. d. An internal applicant selected for a position for promotion or transfer who has at least five (5) years of service with the District and whose performance in the new position shows an inability to fulfill the duties of the position, shall within ninety (90) days of their promotion or transfer be entitled to return to their former position and pay. During that 90 days their former position may be filled by a temporary worker or other resource as determined by the Department manager. The Department manager, manager may at their sole discretion decide to extend the probationary period, but no more than a total of six (6) months. In such a case, the decision to extend the probationary period shall be communicated in writing to the employee.