Initial Interview. Initial Interviews for Participants Résumé preparation
Initial Interview. Initial Interviews for Participants
92.1 During an Initial Interview for a Participant, the Provider must, in accordance with any Guidelines: confirm the Participant’s identity; explain the Program Services that the Provider will provide, including the relevant Service Guarantee and the Code of Practice; for Participants (Mutual Obligation), explain their rights and obligations under the Social Security Law and the consequences of not meeting their obligations; prepare and approve a Job Plan with the Participant, which includes any Interventions required at that point; where necessary to allow the Participant to understand the Initial Interview, provide access to an interpreter; for a Disability Support Pension Recipient (Compulsory Requirements), explain their rights and obligations, including their participation in a Program of Support requirement; and for other Disability Support Pension Recipients, as identified in the Department’s IT system, explain their participation in a Program of Support requirement.
92.2 Except in relation to a Work Assist Participant, in addition to the requirements set out in clause 92.1, either during the Initial Interview and/or at such other times as deemed appropriate by the Provider based on individual need, the Provider must provide: an initial list of appropriate job vacancies; advice about the best ways to look for and find work and about local employment opportunities; and information about Skills Shortage areas.
92.3 After an Initial Interview, the Provider must record completion of the Initial Interview in the Department’s IT Systems in accordance with any Guidelines.
92.4 Either during the Initial Interview and/or at such other times as deemed appropriate by the Provider based on individual need, the Provider: must assist the Participant (excluding Work Assist Participants) to prepare a résumé and load the completed résumé onto the Department’s IT Systems in accordance with any Guidelines; and may choose to complete the résumé summary fields in the Department’s IT Systems in accordance with any Guidelines.
92.5 During an Initial Interview for a New Program, the Provider: must explain to the Participant the Program Services that the Provider will provide and any other matters specified in any Guidelines; and may update the Participant’s Job Plan, if appropriate.
Initial Interview. Whether the initial interview is conducted in person or by telephone or by e-mail, there will be no fee charged unless and until the fee agreement is settled between the potential client and the firm. By the same token, we have no responsibility to the potential client to perform any services unless and until the fee agreement is settled as set out in ¶ 2.1.
Initial Interview. Initial Interviews for Participants
92.1 During an Initial Interview for a Participant, the Provider must, in accordance with any Guidelines:
92.2 Except in relation to a Work Assist Participant, in addition to the requirements set out in clause 92.1, either during the Initial Interview and/or at such other times as deemed appropriate by the Provider based on individual need, the Provider must provide: an initial list of appropriate job vacancies; advice about the best ways to look for and find work and about local employment opportunities; and information about Skills Shortage areas.
92.3 After an Initial Interview, the Provider must record completion of the Initial Interview in the Department’s IT Systems in accordance with any Guidelines.
92.4 Either during the Initial Interview and/or at such other times as deemed appropriate by the Provider based on individual need, the Provider: must assist the Participant (excluding Work Assist Participants) to prepare a résumé and load the completed résumé onto the Department’s IT Systems in accordance with any Guidelines; and may choose to complete the résumé summary fields in the Department’s IT Systems in accordance with any Guidelines.
92.5 During an Initial Interview for a New Program, the Provider: must explain to the Participant the Program Services that the Provider will provide and any other matters specified in any Guidelines; and may update the Participant’s Job Plan, if appropriate.
92.6 After an Initial Interview for a New Program, the Provider must record completion of the Initial Interview for a New Program in the Department’s IT Systems in accordance with any Guidelines.
Initial Interview at the opening of the Account, the Adviser shall obtain from the Client information sufficient to determine the Client’s financial situation and investment objectives;
Initial Interview. The College agrees to grant an interview to current employees who meet the minimum qualifications and who apply for a vacant position covered by this Agreement by the earlier of the screening date or the closing date. Any internal applicant not selected for the position may request a written analysis of their skills related to the position.
Section 18.4.1 When the qualifications and experience of a bargaining unit applicant and an outside applicant are determined by the College to be equivalent, the qualified bargaining unit applicant shall be given the available position. The College’s decision regarding qualifications is not subject to Article 21 of this Agreement.
Initial Interview. All employees whose sick leave utilization meets or exceeds any of the above criteria will be interviewed (while on duty) by the Chief or his/her designated analyst. The employee will be given one week notice of said interview so as to prepare and/or obtain any documents he/she might offer to alleviate any suspicion of sick leave abuse and to notify the Union. Up to two
Initial Interview. Before Advisor begins managing the Account, Client and Advisor will review Client’s financial position, investment goals and objectives, investment limitations and restrictions, and risk tolerance. This information will be used to develop a “Client Profile & Investment Goals” for Client.
Initial Interview. Details of candidate’s past experience and assignments, covering the types of environments the candidate has worked in and what they are seeking (technical, industry, management philosophy and style, pace, etc.), as well as responsibilities and specific projects. We also identify reasons for leaving other employers, promotions, and general job trends. • Behavioral Based Interviewing - DMS expect consultants placed in their organization to be properly screened not only for their skills but in their behaviors. It is this combination which will more accurately predict success. DMS deal with very urgent and confidential matters and we must conduct our due diligence in evaluation. Recruiting has created a Behavioral Based Manual for the purpose of evaluating behaviors or competencies. The manual provides sample questions which can be utilized to evaluate specific competencies focusing on a candidate’s competencies as it relates to the position at hand – views and perceptions on business and work philosophies, goals, priorities, and areas of strength and weakness as well as ability to work independently and qualities of leadership. We compare the candidate’s responses to RAPS and the client’s values, ethics, and goals to determine whether there is a match. • Educating candidates on being a part of the RAPS team. Topics such as expectations by management and peers, our service-oriented philosophy, the types of assignments and roles we provide, and image and professionalism are discussed in detail. • Finally allowing the candidate to discuss any of these areas to ensure that a complete understanding by both parties is accomplished. • A high-level overview of our benefits package.
Initial Interview. 4.6.2.1 The employee is to be interviewed regarding the alleged incident and a file note is to be made.
4.6.2.2 If following the interview it is deemed that disciplinary action is warranted the employee is to be informed in writing with as much information as possible regarding the alleged nature and date of the breach and given sufficient time (3-5 days) to reply to the allegations.
4.6.2.3 The employee is to respond within the time frame specified.
4.6.2.4 If a decision is made to proceed with a breach of discipline, the Officer is to be informed. Any proposed suspension is to be determined by the General Manager and the Officer to be advised.
4.6.2.5 Any Officer found guilty of an offence may be suspended without pay for a period of up to 14 days in any one-year. A year will be defined as 12 calendar months from any earlier suspension.
4.6.2.6 A Correctional Supervisor, not performing to the expectations of the position or subject to ongoing or a major disciplinary breach, or abrogating the responsibility of the position, may be dealt with by way of the disciplinary procedure which can include a re-evaluation of the title of Correctional Supervisor as such this may be removed and Correctional Supervisor reduced to the grading of Correctional Officer.
