Evaluation of Candidates. 1. Applications may be evaluated by a subject matter expert, a rating panel or a human resources representative. Regardless of the evaluator, ratings must be based solely on the application material submitted by the applicant. If an automated staffing system is used to qualify, rate and/or rank applicants, then a human resources representative will conduct a quality review before the rating is finalized. When a quality review is conducted for an automated rating, an adjustment will only be made in the event that an applicant’s answer(s) to the automated question(s) are not consistent with the applicant’s resume or other documentation provided in the promotion package.
2. All candidates who meet the minimum (basic) qualification requirements must be evaluated on job-related criteria (i.e., work experience, education and training) and the selecting official or interview panel will consider applicant awards and appraisals in the selection process, if they are required by the vacancy announcement.
3. Evaluation methods must include an analysis of the job to determine pertinent knowledge, skills and abilities (KSA’s) or competencies that are important for successful job performance. Based on the job analysis, the KSA’s/competencies to be used as Mandatory KSA’s/competencies and rating factors for the vacancy announcement will be identified and weighted. In an automated staffing system, the identified KSA’s/competencies will be elicited in the form of questions or requests for information that the applicant must answer.
4. A rating plan must be developed by the subject matter expert or human resources representative. Only the criteria and established point values given in the rating plan for the vacant position will be applied in this process. The automated staffing system or promotion panel/ranking official will provide an objective assessment of each applicant’s potential to perform in the vacant position.
5. All candidates meeting the minimum qualifications for the position will be rated and ranked, regardless of the number of applicants.
6. Anyone present during the panel/ranking official’s deliberations is prohibited from divulging to any unauthorized person, including the selecting official, any of the following: contents of rating and ranking worksheets, deliberations, and the numerical scores assigned to candidates until the selection is made. Under no circumstances will such matters be discussed with someone without a need to know.
Evaluation of Candidates. 1. The Agency may hire from among properly ranked and certified candidates for promotion; or any other appropriate source.
2. When two (2) or more onboard qualified applicants are identified in the First Area of consideration the evaluation process will not be extended beyond the First Area without justification from the nominating official IAW Section 15.6.
3. When less than two (2) qualified applicants are identified in the First Area of consideration the applicants may be considered from subsequent areas of consideration, in order from one to three.
4. The Agency will advise, in writing, those individuals who did not meet the qualifications required for the position.
Evaluation of Candidates. 1. The Agency will provide Area 1 applicants priority consideration over non-employee applicants to compete for all vacancies. When the minimum Area 1 applicant threshold in Paragraph 3 (below) is met, the Agency cannot consider other applicants until the Area 1 candidates have been duly considered, to include being interviewed IAW Section 15.6:
a. For both DST and T5 positions, the Agency will initially announce vacancies to Area 1 candidates only:
(1) When two (2) or more onboard qualified applicants are identified, those onboard applicants will be considered IAW Section 15.5.
(2) When less than two (2) onboard qualified applicants are identified, the Agency may consider the sole applicant, or they can choose to re-announce the position to the next Area of Consideration until the vacancy is filled.
2. When less than two (2) qualified applicants are identified in Area 1 the applicants may be considered from subsequent areas of consideration, in order from one to three.
3. A system-generated notice will be provided to those Area 1 applicants who did not meet the qualifications required for the position they applied for.
0. Xx response to a grievance filed, the Agency shall provide the Union the names of all certified applicants and their respective Area of Consideration.
Evaluation of Candidates. 1. The Agency will provide Area 1 applicants priority consideration over non-employee applicants to compete for all vacancies. Priority consideration requires that, when the minimum Area 1 applicant-threshold in Paragraph 2 is met, the Agency cannot consider other applicants until the Area 1 candidates have been duly considered, to include being interviewed IAW Section 15.6.
2. When two (2) or more qualified Area 1 applicants are identified, only those onboard applicants will be considered IAW Section 15.5.
3. When less than two (2) qualified Area 1 applicants are identified, the Agency may consider all qualified applicants.
4. The Agency will advise, in writing, those Area 1 applicants who did not meet the qualifications required for the position.
Evaluation of Candidates. A. In any instance where seven (7) or more applicants for each position to be filled (regardless of number of grade levels advertised) meet basic eligibility requirements, a Merit Promotion Panel will be convened in accordance with the requirements of the USDA and FCIC Merit Promotion Plans, and this Article.
B. The Employer will explain to the panel members the evaluation method to be used.
Evaluation of Candidates. The Selection Committee shall evaluate candidates in regard to subject area knowledge and competence, teaching and communication skills, commitment to professional growth and service, potential for effective participation in the College’s governance and sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disabled and ethnic backgrounds of the District’s students. The Selection Committee may require candidates to submit portfolios. These may include, but are not limited to, recorded teaching demonstrations, publications, websites and other creative work. Selection Committees are encouraged to be creative in establishing interviewing and evaluation techniques that meet the specific and unique requirements of the position being hired. The overriding criterion is that all candidates be treated equitably in the evaluation process. Equity is a key word. Candidates should receive the same kind of treatment, which might not necessarily be "equal". A committee is hiring a colleague in addition to a teacher, and this should be kept in mind when designing the interview process and/or questions. Follow-up questions during an interview may be needed to fully understand the candidate, though sometimes these should be limited in order to ensure there is enough time to complete an interview. The Selection Committee shall decide in advance how the questions may be handled.
Evaluation of Candidates. 1. The Agency may hire from among properly ranked and certified candidates for promotion; or any other appropriate source.
2. For T5 positions, the Agency will initially announce vacancies to Area 1 candidates only:
(1) When three (3) or more onboard qualified applicants are identified, those onboard applicants will be considered IAW Section 15.4.
(2) When less than three (3) onboard qualified applicants are identified, the Agency may consider the applicants, or they can choose to re-announce the position to all Areas until the vacancy is filled. The requirements of Section 15.4 do not apply to vacancies announced IAW this sub-paragraph.
Evaluation of Candidates. 1. The Agency may hire from among properly ranked and certified candidates for promotion; or any other appropriate source.
2. Except for positions covered by Paragraph 3 (below), T5 positions will initially be announced to Area 1 candidates only:
Evaluation of Candidates. 1. The Agency may hire from among properly ranked and certified candidates for promotion; or any other appropriate source.
2. A maximum of seven (7) qualified applicants per vacancy will be forwarded for to the nominating official. When more than seven (7) qualified applicants are certified for a single position the HRO will appoint a Qualification Review Analysis (QRA) to evaluate candidates IAW Section 15.6.
3. When two (2) or more onboard qualified applicants are identified in the first area of consideration the evaluation process will not be extended beyond the first area without justification from the nominating official IAW Section 15.7.
4. When less than two (2) qualified applicants are identified in the first area of consideration the applicants may be considered from subsequent areas of consideration, in order from one to two, until at least seven (7) qualified applicants are identified for the selection process.
Evaluation of Candidates. The Agency may hire from among properly ranked and certified candidates for promotion; or any other appropriate source.
