Factors to be considered. I n considering diminished capital and credit opportunities, recipients will examine factors relating to the personal financial condition of any individual claiming disadvantaged status, including personal income for the past two years (including bonuses and the value of company stock given in lieu of cash), personal net worth, and the fair market value of all assets, whether encumbered or not. Recipients will also consider the financial condition of the applicant compared to the financial profiles of small businesses in the same primary industry classification, or, if not available, in similar lines of business, which are not owned and controlled by socially and economically disadvantaged individuals in evaluating the individual's access to credit and capital. The financial profiles that recipients will compare include total assets, net sales, pre-tax profit, sales/working capital ratio, and net worth.
Factors to be considered. In making determinations under subpara- graph (A) the administering authority shall take into account—
Factors to be considered. Relevant to the Allocation of Workload The following factors should be taken into consideration when the workload is determined by the Employer:
Factors to be considered. When determining whether a good faith effort has been established the City will consider all relevant efforts, including but not limited to the following factors:
Factors to be considered during preparation of Annual Work Plan In preparing the Annual Work Plan the employer and the employee shall recognise and have regard for:
Factors to be considered. In approving an application for assistance under this provision, the following factors shall be considered:
Factors to be considered. The following factors will be considered by the City in selecting employees for promotion:
Factors to be considered. The following listed factors are not a prioritized ranking. In cases where factors being considered are relatively equal in most respects, then seniority will be heavily weighted: • Efficient management of Departmental workload. • Service needs to Court, client and community. • Fiscal constraints. • Equal Employment Opportunity • Professional growth and development. • Special Skills. • Length of time in and nature of current assignment. • Seniority as determined by total, continuous department service. • Legislative requirements. In any circumstance which may dictate agency need to invoke involuntary transfer, those staff who do not come under exemption will be considered. Longevity in assignment will be a primary factor.
Factors to be considered. The following listed factors are not a prioritized ranking. In cases where factors being considered are relatively equal in most respects, then seniority will be heavily weighted: • Service needs to Court, client and community. • Administrative mandates. • Professional growth and development. • Preference of staff involved. • Length of time in and nature of current assignment. • Seniority as determined by total, continuous department service.
Factors to be considered a. The Boards should consider for promotion those individuals whose records indicate the experience and ability to perform at the higher level at the present time and who have displayed superior long-range potential. This is one of the Boards’ most important functions and must be exercised with care and discernment.
