Common use of Internal Competition Clause in Contracts

Internal Competition. (1) The Committee shall review all internal applications, interview the applicants as it sees fit and, if a suitable applicant is found, make a recommendation of appointment to the Peer Evaluation Committee. The Committee may be requested by the University Librarian to substantiate its rejection of a candidate. Unsuccessful applicants shall be notified promptly of the decision not to appoint them. (2) The Committee shall make every effort to reach agreement upon a candidate. However, in those instances where the supervisor is in disagreement with the other two committee members, the matter shall be referred to the University Librarian who shall forthwith submit his/her resolution of this disagreement to the Peer Evaluation Committee. (3) Within two (2) working days of receipt of the name of a suitable candidate from the Committee, the Peer Evaluation Committee shall review the candidate's qualifications in the light of the minimum criteria mentioned in Article 9.7(a)(i) and (ii). If the Peer Evaluation Committee approves the candidate, it shall recommend to the University Librarian that an offer of employment be made at a specified rank commensurate with the experience and qualifications of the candidate. (4) The University Librarian shall decide whether to reject the recommendation or to accept and forward it to the President. No more than seven (7) working days shall elapse between the time the recommendation is made by the Peer Evaluation Committee and either: -the Peer Evaluation Committee and the Committee are informed of a decision to reject the candidate and of the grounds for doing so; or -a written offer is sent to the candidate. Both the Peer Evaluation Committee and the Committee shall receive all particulars of the offer excepting only salary. (5) If the candidate rejects the offer, the University Librarian shall decide either to continue negotiations with the candidate, or to inform the Peer Evaluation Committee and the Committee that the competition is to be continued. (6) If an internal candidate accepts an offer of a different position within the Library, it shall not adversely affect the employee's eligibility for career development increments, or any other increment to his/her nominal salary, or his/her eligibility for sabbatical leave, or his/her eligibility for or status of confirmation or Professional Achievement Award. (7) If a professional librarian employee should prove unsatisfactory in his/her new position, transfer from that position to any other position in the Library shall not adversely affect that employee's eligibility for career development increments, or any other increments to his/her nominal salary, or his/her eligibility for sabbatical leave, or his/her eligibility for or status of confirmation or Professional Achievement Award.

Internal Competition. (1) The Hiring Committee shall review all internal applications, interview the applicants as it sees fit and, if a suitable applicant is found, make a recommendation of appointment to the Peer Evaluation Committee. The Committee may be requested Any recommendation by the University Librarian to Hiring Committee must be by majority vote. The Hiring Committee shall substantiate its rejection of a candidate. Unsuccessful applicants shall be notified promptly promptly, and in writing, of the decision not to appoint them. (2) The Committee shall make every effort to reach agreement upon a candidate. However, in those instances where the supervisor is in disagreement with the other two committee members, the matter shall be referred to the University Librarian who shall forthwith submit his/her their resolution of this disagreement to the Peer Evaluation Committee. (3) Within two (2) working days of receipt of the name of a suitable candidate from the Hiring Committee, the Peer Evaluation Committee shall review the candidate's qualifications in the light of the minimum criteria mentioned in Article 9.7(a)(i) and (ii). If the Peer Evaluation Committee approves the candidate, it shall recommend to the University Librarian that an offer of employment be made at a specified rank commensurate with the experience and qualifications of the candidate. (4) The University Librarian shall decide whether to reject the recommendation or to accept and forward it to the President. No more than seven (7) working days shall elapse between the time the recommendation is made by the Peer Evaluation Committee and either: -the Peer Evaluation Committee Committee, the Hiring Committee, and the Committee candidate are informed of a the President’s decision to reject the candidate and of the grounds for doing so; or -a written offer is sent to the candidate. Both the Peer Evaluation Committee and the Hiring Committee shall receive all particulars of the offer excepting only salary. (5) If the candidate rejects the offer, the University Librarian shall decide either to continue negotiations with the candidate, or to inform the Peer Evaluation Committee and the Hiring Committee that the competition is to be continued. (6) If an internal candidate accepts an offer of a different position within the Library, it shall not adversely affect the employee's eligibility for career development increments, or any other increment to his/her their nominal salary, or his/her their eligibility for sabbatical leave, or his/her their eligibility for or status of confirmation or Professional Achievement Award. (7) If a professional librarian employee should prove unsatisfactory in his/her Transfer from their new position, transfer from that position to any other position in the Library shall not adversely affect that employee's eligibility for career development increments, or any other increments to his/her their nominal salary, or his/her their eligibility for sabbatical leave, or his/her their eligibility for or status of confirmation or Professional Achievement Award. (8) In cases where a professional librarian employee holding a confirmed appointment is appointed to a different position from that held as a result of competition or transfer, the initial appointment to the new position shall be for a period of one (1) year. Three (3) months prior to the end of the year, a performance appraisal shall be conducted in accordance with the provisions of Article 11.3 to determine whether the appointment to the new position shall be made a continuing one. The appointment shall be renewed upon the recommendation of the Peer Evaluation Committee to the University Librarian. In the event that the employee does not wish or is not able to continue in the position, or that the Employer finds the employee's performance unsatisfactory, the employee shall be transferred to an equivalent position without loss of previous salary or benefits and subject to the provisions of Article 37.2(a).

Internal Competition. (1) The Committee shall review all internal applications, interview the applicants as it sees fit and, if a suitable applicant is found, make a recommendation of appointment to the Peer Evaluation Committee. The Committee may be requested by the University Librarian to substantiate its rejection of a candidate. Unsuccessful applicants shall be notified promptly of the decision not to appoint them. (2) The Committee shall make every effort to reach agreement upon a candidate. However, in those instances where the supervisor is in disagreement with the other two committee members, the matter shall be referred to the University Librarian who shall forthwith submit his/her their resolution of this disagreement to the Peer Evaluation Committee. (3) Within two (2) working days of receipt of the name of a suitable candidate from the Committee, the Peer Evaluation Committee shall review the candidate's qualifications in the light of the minimum criteria mentioned in Article 9.7(a)(i) and (ii). If the Peer Evaluation Committee approves the candidate, it shall recommend to the University Librarian that an offer of employment be made at a specified rank commensurate with the experience and qualifications of the candidate. (4) The University Librarian shall decide whether to reject the recommendation or to accept and forward it to the President. No more than seven (7) working days shall elapse between the time the recommendation is made by the Peer Evaluation Committee and either: -the Peer Evaluation Committee and the Committee are informed of a decision to reject the candidate and of the grounds for doing so; or -a written offer is sent to the candidate. Both the Peer Evaluation Committee and the Committee shall receive all particulars of the offer excepting only salary. (5) If the candidate rejects the offer, the University Librarian shall decide either to continue negotiations with the candidate, or to inform the Peer Evaluation Committee and the Committee that the competition is to be continued. (6) If an internal candidate accepts an offer of a different position within the Library, it shall not adversely affect the employee's eligibility for career development increments, or any other increment to his/her their nominal salary, or his/her their eligibility for sabbatical leave, or his/her their eligibility for or status of confirmation or Professional Achievement Award. (7) If a professional librarian employee should prove unsatisfactory in his/her their new position, transfer from that position to any other position in the Library shall not adversely affect that employee's eligibility for career development increments, or any other increments to his/her their nominal salary, or his/her their eligibility for sabbatical leave, or his/her their eligibility for or status of confirmation or Professional Achievement Award.

Internal Competition. (1) The Committee shall review all internal applications, interview the applicants as it sees fit and, if a suitable applicant is found, make a recommendation of appointment to the Peer Evaluation Committee. The Committee may be requested by the University Librarian to substantiate its rejection of a candidate. Unsuccessful applicants shall be notified promptly of the decision not to appoint them. (2) The Committee shall make every effort to reach agreement upon a candidate. However, in those instances where the supervisor is in disagreement with the other two committee members, the matter shall be referred to the University Librarian who shall forthwith submit his/her resolution of this disagreement to the Peer Evaluation Committee. (3) Within two (2) working days of receipt of the name of a suitable candidate from the Committee, the Peer Evaluation Committee shall review the candidate's qualifications in the light of the minimum criteria mentioned in Article 9.7(a)(i) and (ii). If the Peer Evaluation Committee approves the candidate, it shall recommend to the University Librarian that an offer of employment be made at a specified rank commensurate with the experience and qualifications of the candidate. (4) The University Librarian shall decide whether to reject the recommendation or to accept and forward it to the President. No more than seven (7) working days shall elapse between the time the recommendation is made by the Peer Evaluation Committee and either: -the Peer Evaluation Committee and the Committee are informed of a decision to reject the candidate and of the grounds for doing so; or -a written offer is sent to the candidate. Both the Peer Evaluation Committee and the Committee shall receive all particulars of the offer excepting only salary. (5) If the candidate rejects the offer, the University Librarian shall decide either to continue negotiations with the candidate, or to inform the Peer Evaluation Committee EvaluationCommittee and the Committee that the competition is to be continued. (6) If an internal candidate accepts an offer of a different position within the Library, it shall not adversely affect the employee's eligibility for career development increments, or any other increment to his/her nominal salary, or his/her eligibility for sabbatical leave, or his/her eligibility for or status of confirmation or Professional Achievement Award. (7) If a professional librarian employee should prove unsatisfactory in his/her new position, transfer from that position to any other position in the Library shall not adversely affect that employee's eligibility for career development increments, or any other increments to his/her nominal salary, or his/her eligibility for sabbatical leave, or his/her eligibility for or status of confirmation or Professional Achievement Award.