Coach Selection Sample Clauses

Coach Selection. Coach applicants received through registration will be reviewed by the Committee. If an application appears to be regular on its face and the candidate appears qualified and if the Committee is not aware of any disqualifying information and if the candidate passes the background investigation, the candidate will be recommended for appointment as a coach. The list of such coaches will be presented to the League President for approval, subject to their selection by a manager. Ultimately, managers select coaches, subject to approval by the President and the Board. But, the preliminary list will be made available to managers on the website so that they know who does not need further approval. The Board may eliminate a particular candidate from preliminary approval if a majority has a concern about that applicant. If a particular manager wishes to select that person as a coach, he or she should submit the nomination through the LD to the Board for final approval or disapproval.
Sample 1
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Coach Selection. Anyone interested in coaching must submit a YCMHA coaching application (found on the YCMHA website) to the Board. Those interested in coaching competitive teams must submit their application by July1st. Recreational coach applications must be submitted to the Board by October 1. Coaching applications will be made available after the AGM. Candidates selected for coaching positions must adhere to the YCMHA coaching philosophy as outlined in section 7.2. Anticipated timeline for coach selection is 2-4 weeks after the application deadline. Children of successful candidates are not guaranteed a position on that team. All players must go through the evaluation process.
Sample 1
Coach Selection. The GPS Vipers Director will make the final decision on coaches for each Age/Gender Group from the Coach Registrations. All coaches selected will participate in the player evaluation for the Age/Gender Group. A Coordinator (typically most qualified registered coach) will be selected to coordinate the try- outs for the Age/Gender Group. Coaches will not be assigned a specific Division until the selection process is completed. Please note that team coaches are appointed each year and no coach is guaranteed a position for future seasons.
Sample 1

Related to Coach Selection

  • Panel Selection 1. The Parties shall apply the following procedures in selecting a Panel: (a) the Panel shall comprise 3 members; (b) within 15 days following the date of the establishment of the Panel, each Party shall nominate a Panelist; (c) the Parties shall endeavor

  • Shift Selection In multiple shift operations, employees within each classification shall have a right to select their work shift on the basis of their seniority within a bureau or division thereof and competing only with employees covered under this agreement on the following basis:

  • Provider Selection To the extent applicable to Provider in performance of the Agreement, Provider shall comply with 42 CFR 438.214, as may be amended from time to time, which includes, but is not limited to the selection and retention of providers, credentialing and recredentialing requirements and nondiscrimination. If Subcontractor and/or Health Plan delegate credentialing to Provider, Subcontractor and/or Health Plan will provide monitoring and oversight and Provider shall ensure that all licensed medical professionals are credentialed in accordance with Health Plan’s and the State Contract’s credentialing requirements.

  • Single Source Selection Services for tasks in circumstances which meet the requirements of paragraph 3.10 of the Consultant Guidelines for Single Source Selection, may, with the Association's prior agreement, be procured in accordance with the provisions of paragraphs 3.9 through 3.13 of the Consultant Guidelines.

  • Least-cost Selection Services for assignments which the Association agrees meet the requirements of paragraph 3.6 of the Consultant Guidelines may be procured under contracts awarded on the basis of Least-cost Selection in accordance with the provisions of paragraphs 3.1 and 3.6 of the Consultant Guidelines.

  • Vacation Selection Beginning January 2 of each calendar year, employees will be scheduled a time, based on seniority, to select up to three (3) segments of available vacation leave during the time period of April 1 through March 31. A “segment” is one (1) or more contiguous days of vacation leave. No segment shall include more than ten (10) consecutive days of vacation leave in June, July, and/or August, provided that an employee may select contiguous segments of vacation leave. Each employee will be guaranteed one (1) scheduled workweek of vacation leave if requested as one of their segments. Off-shift times to select a vacation will not be considered as “time worked” for purposes of computing callback or overtime. If an employee is unable to be present during their scheduled time they may make their choice by telephone, email, or another individual with written documentation of designation, may select a vacation segment(s) for the employee. If the employee fails to select their vacation during their assigned time, the Employer may proceed with scheduling. The employee will be provided an opportunity to select their segment(s) at a later date when they are available. The Employer will publish the vacation schedule by March 1, after considering requests, as well as Agency program needs. Employees will complete a Leave Request Form no less than thirty (30) days prior to any approved vacation segment taken.

  • Contractor Selection In this section, please describe the selection process, including other sources considered and the rationale for selecting the contractor. Please answer all questions:

  • Criteria for Selection a. The Sabbatical Selection Committee shall use four (4) criteria for selection of academic employees to receive sabbaticals. These are: the merit of the sabbatical project, the applicant’s current and previous contributions to the College community, the proposal’s relevancy to the College’s Strategic Plan and whether or not the applicant has had a previous sabbatical. In instances where these criteria are equal, seniority shall be the determining factor.

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Quality-based Selection Services for assignments which the Bank agrees meet the requirements set forth in paragraph 3.2 of the Consultant Guidelines may be procured under contracts awarded on the basis of Quality-based Selection in accordance with the provisions of paragraphs 3.1 through 3.4 of the Consultant Guidelines.

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