Evaluation of Applicants. (a) In evaluating applicants for a vacancy, the Employer shall consider education, experience, ability, knowledge, skill, and length of service with the Employer. The Employer and Union further agree that, in the event of any grievance or arbitration concerning the meaning or interpretation of Article 10.3 (a) that, such grievance or arbitration shall be resolved in accordance with the above language.
(b) Where, in the judgment of the Employer, which shall not be exercised in an arbitrary or unfairly discriminatory manner, the qualifications in Article 10.3 (a) are relatively equal to the extent that such factors are relevant to the job, the most senior candidate shall be awarded the position.
(c) The Employer recognizes that an employee’s length of service can enhance suitability for job opportunities within the organization.
Evaluation of Applicants. A. Applications will be evaluated by a committee consisting of three (3) management representatives that will be selected by the Employer, and the three (3) year round Terminal Supervisors that will be elected by the Terminal Supervisors. This committee shall be called the Selection Committee.
B. Following the evaluation process, the committee will submit to the Employer the names of the top three (3) candidates for the first vacancy and one additional candidate for each additional vacancy for the Employer’s final selection. The Employer will then select one (1) of the three (3) names submitted to fill the vacancy, provided that the applicant meets the minimum requirements of the position. The committee’s selection decision and the Employer’s final selection decision are not subject to the grievance procedure.
C. If requested by an applicant, the Employer will provide, in writing, the reason or reasons for not being selected.
Evaluation of Applicants. The Employer will evaluate the job applicants in the following categories to determine if the applicants meet the job qualifications: knowledge, skills, and abilities, past work record, references, or other categories deemed job related and consistent with business necessity as determined by the Employer. This may include an interview process to determine qualifications. The employee may be required by the Employer to perform a practical demonstration of his skills, abilities, and qualifications. The Employer, at its sole and exclusive discretion, may select the employee that it determines to be the most qualified after taking into consideration the relative skills and abilities of all internal applicants with respect to the requirements of the open position. Where the Employer has determined that two (2) or more applicants are equally qualified in all respects, the most senior applicant shall be granted the position. The Employer, at its sole and exclusive discretion, may also determine that it will not fill the position internally.
Evaluation of Applicants a) The Employer shall consider education, related experience, flexibility, availability, special aptitudes, fitness, knowledge, skills and ability and work record in determining the successful applicant.
b) Where, in the judgment of the Employer, which shall not be exercised in an arbitrary or unfairly discriminatory manner, the qualifications in (a) are relatively equal, the most senior candidate shall be awarded the position.
c) In the event of a dispute on filling a vacancy the Union shall have the right of the grievance procedure.
Evaluation of Applicants. All positions will include an interview process to determine qualifications. The employee may be required by the Employer to perform a practical demonstration of his skills, abilities, and qualifications. The Employer will select the employee determined to be the most qualified after taking into consideration the relative knowledge, skills, abilities, work history, and seniority of all bidders with respect to the requirements of the open position. Where the Employer determines the qualifications of a less senior employee to be superior, material, meaningful, and relevant, it may award the position to a less senior applicant.
Evaluation of Applicants. Applications will be evaluated based on the applicant’s qualifications. A desk review of applicant’s performance will be conducted. UN Women may decide to utilize a second-stage procedure in evaluating the profiles, which can include written tests, formal or informal interviews. The award of the contract should be made to the individuals whose profile has been evaluated and determined as responsive/compliant/acceptable. The technical qualification of the individual is evaluated based on desk review and following technical qualification evaluation criteria: Technical Evaluation Criteria Maximum obtainable Points
Evaluation of Applicants. Initially, individual consultants will be short-listed based on the following minimum qualification criteria indicated in the ToR. For evaluation of short-listed candidates, a cumulative analysis scheme will be applied with a total score being obtained upon the combination of weighted technical and financial attributes. Cost under this method of analysis is rendered as an award criterion, which will be 30% out of a total score of 300 points. Evaluation of submitted offers will be done based on the following formula: B = T + Xxxx × X where: T is the total technical score awarded to the evaluated proposal (only to those proposals that pass 70% of maximum 210 points obtainable under technical evaluation); C is the price of the evaluated proposal; Xxxx is the lowest of all evaluated proposal prices among responsive proposals; and X is the maximum financial points obtainable (90 points) Technical evaluation will be represented through desk review of applications and further interview will be organized if needed, depending on the short-listed candidates’ qualifications.
Evaluation of Applicants. A. An ad hoc evaluation committee is to be appointed by the Chief, U.S. Park Police, to evaluate applications and rank candidates for Special Assignment Position vacancies. When the number of applicants is more than five Applicants shall be grouped as appropriate into "Well Qualified" and/or "Qualified" categories.
B. The Union has the right to appoint an observer to an; ad hoc evaluation committee. This observer has the right to attend all meetings of the committee and to present the Union's position on issues to the committee. This observer shall have access to all information before the committee in accordance with law, rule, and regulation.
C. Prior to the publishing of the list, the Union Observer shall certify or object to the list in writing to the chair of the committee within 3 days of receipt.
Evaluation of Applicants. A. Applications will be evaluated by a committee consisting of three (3) management representatives and the three (3) year round Terminal Supervisors, who will be elected by the Terminal Supervisors.
B. Following the evaluation process the committee will submit to the Employer the names of the top three (3) candidates for the first vacancy and one additional candidate for each additional vacancy for the Employer’s final selection. The Employer will then select one (1) of the three (3) names submitted to fill the vacancy provided that the applicant meets the minimum requirements of the position. The committee’s selection decision and the Employer’s final selection decision are not subject to the grievance procedure.
C. If requested by an applicant, the Employer will provide, in writing, the reason or reasons for not being selected.
Evaluation of Applicants. 12 A. Applications will be evaluated by a committee consisting of three (3) 13 management representatives who will be selected by the Employer, and the 14 three (3) year- round Terminal Supervisors who will be elected by the 15 Terminal Operations Supervisors. This committee shall be called the 16 FASPAA Selection Committee.
17 B. Following the evaluation process, the committee will submit to the 18 Employer the names of the top three (3) candidates for the first vacancy and 19 one additional candidate for each additional vacancy for the Employer’s 20 final selection. The Employer will then select one (1) of the three (3) names 21 submitted to fill the vacancy, provided that the applicant meets the 22 minimum requirements of the position. The committee’s selection decision 23 and the Employer’s final selection decision are not subject to the grievance 24 procedure.
25 C. If requested by an applicant, the Employer will provide, in writing, the 26 reason or reasons for not being selected.
1 D. When the Terminal Operations Supervisor selection has concluded, the