Final Interview Sample Clauses

Final Interview. The EEO Counselor shall, insofar as is practicable, conduct a final interview with the aggrieved employee within thirty (30) calendar days after the date on which the matter was called to the attention of the EEO Counselor by the aggrieved employee.
Sample 1Sample 2
AutoNDA by SimpleDocs
Final Interview. The date of the employee’s final interview with the Equal Employment Opportunity Counselor.
Sample 1Sample 2
Final Interview. ▪ Candidates will move forward into the Final Interview ranked based on their combined score of the Assessment Center and Interview #1. ▪ The Final Interview Board shall consist of a minimum of four (4) and include; one (1) Senior Staff Chief level rank, from Redmond Fire Department, one (1) Senior Staff Chief level rank, from the Consortium Board, one (1) Physician; and one (1) Xxxxxxx Fire Department Medical Services Officer. ▪ The Redmond Fire Department Medical Services Administrator, or their designee, shall be responsible for the selection of the interview board participants. The Medical Director of Redmond Fire Department Medic One shall have discretion concerning the Physician who sits on the board. ▪ Applicants’ responses will be scored on a 1-5 scale with 5 being the highest. ▪ Passing score = seventy percent (70%) ▪ A passing score must be achieved to move on to the final selection process, however, the Final Interview score will not affect ranking established during the Assessment Center and Interview #1. ▪ After interviews are complete, all applicants that have a passing score in the Final Interview will continue in the selection process. One (1) individual per available Firefighter Paramedic position will be selected for Paramedic Training based on their ranking coming into the Final Interview.
Sample 1
Final Interview. 1. Did you consider the training pilot course help you to fill some need of training in the field of homecare education?
Sample 1
Final Interview. All qualified candidates will be required to present themselves for an interview with the Director of Public Safety, who will have access to the Step 1 and 2 scores, the Step 3 promotional questionnaires, each candidate’s length of service and the summary of the Oral Board interviews. Upon completion of all interviews, the Director of Public Safety will select one candidate for promotion. Section 2: Association Liaison. An individual appointed by the Association shall serve as an Association liaison who will have access to all promotion related data. The purpose of the liaison will be to work with the representative of the City in 1) identifying and correction of unintentional errors that may occur during any part of the promotion process and 2) to assist in establishing a promotional process that will be acceptable to the City and the Association. The Liaison selected by the Association shall be ineligible for promotion during the period he or she serves as Association Liaison.
Sample 1
Final Interview.  Final Interview Participants = Number of Positions X 1.5. With any fractional result rounded up to the next whole number. This number will be declared to the candidates prior to the Final Interview  The Interview Board shall consist of the Program Director of Paramedic Training and Medical Director of Paramedic Training and/or their designees.  One (1) individual per available position will be chosen for Paramedic Training. The number of available positions will be announced prior to the Final Interview.
Sample 1
Final Interview. 7.3.1 The Selection Panel should comprise precisely the same people throughout the process, if at all possible. In the unlikely event that one of these people is unavailable, a substitute, in accordance with section 5.2, should be appointed.
Sample 1
AutoNDA by SimpleDocs
Final Interview. A Step III grievance must be initiated at fifteen (15) calendar days after receipt of the notice of right to file a complaint of discrimination. Election of this option does not toll the time limit for filing a grievance over alleged contract violations or violations of laws that are not enforced by the EEOC.
Sample 1

Related to Final Interview

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." No Other "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Exit Interview Upon termination of Employee’s employment for any reason, Employee agrees, if requested, to participate in an exit interview with the Company and reaffirm in writing Employee’s post-employment obligations as set forth in this Agreement.

  • Representative of the Recipient; Addresses Section 7.01. The Minister of Finance of the Recipient is designated as representative of the Recipient for the purposes of Section 11.03 of the General Conditions.

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: xxx.xxxx.xxx/xxxxxxxx/xxxxxxxxxx.xxx A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. Conduct interviews with candidates (interviews may occur in closed session pursuant to 5 ILCS 120/2(c)(3)). Interview Plan Explanation In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Assist the appointed Board member in filing his or her statement of economic interest (5 ILCS 420/4A-105(c). Announce the appointment to District staff and community. Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. Administer the Oath of Office and begin orientation. Guidelines Explanation See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: xxx.xxxx.xxx/xxxxxxxxxx_xxxxx.xxx. Inform IASB of the newly appointed Board member's name and directory information. DATED : December 16, 2019 Ottawa THSD 140

  • Employee Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to 15 minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program.

  • Exit Interviews A. If a regular status employee provides timely notice that they are voluntarily separating from Agency service, the Agency will offer an exit interview that focuses on the reason(s) for the employee leaving Agency service and what changes they recommend to the Agency to improve Agency operations, or,

  • Final Report Outline The Recipient shall Prepare a Final Report Outline in accordance with the Energy Commission Style Manual provided by the CAM. Recipient Products: • Final Report Outline (draft and final) CAM Product: • Energy Commission Style Manual • Comments on Draft Final Report Outline • Acceptance of Final Report Outline

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!