Interview and Selection. 6.1 The Selection Panel will select a shortlist of Applicants based on the selection criteria listed in Section 5 above.
6.2 The shortlisted Applicants will be interviewed and the Selection Panel will select the five (5) successful applications based on the interview and the Applicant meeting the selection criteria. The Selection Panel’s decision at all stages of the selection process is final and no correspondence will be entered into.
6.3 Interviews will be conducted for a shortlist of Applicant finalists. The five successful Applicants will be notified by telephone or email.
Interview and Selection. (a) The Board shall fill known long term occasional teaching positions from among the occasional teachers whose names appear on the last published List. At least three (3) qualified applicants, including occasional teachers who are not in receipt of a teacher’s pension will be interviewed. If fewer than three
Interview and Selection. 8.1 Participate in the Program as directed by the Steering Group including attending placement at engineering, architectural and design firms as selected by the Steering Group. Attendance is required at these firms on all business days unless illness evidenced by a medical certificate prevents such attendance;
8.2 Participate in a group project as determined by the host Steering Group;
8.3 Participate in study tours, masterclasses and workshops relevant to the program;
8.4 Submit a group project report or project panels to both Steering Groups;
8.5 At the end of the 6-week program, present the completed project to the host Steering Group;
8.6 On return to home country, present the completed project to their home country Steering Group;
8.7 Submit an individual reflection statement to the host Steering Group about the MADE Student’s learning experience;
8.8 Participate in interactive activities including blogging and interviews during the 6 weeks of the Program; MADE Sponsors and Partners 2013 – 2023
Interview and Selection a. Applicants are interviewed by the members of the Screening Committee in person unless an exception is made by the Xxxx, Associate Vice President or equivalent level manager. During the interview, the members of the Screening Committee must ask the same agreed-upon questions to each applicant but are able to ask appropriate follow-up questions. The first in-person interviews may include a teaching demonstration or other activity that demonstrates the skills the candidate will bring to the position, as determined by the Screening Committee, and as determined at the time of invitation to in-person interview.
b. The Screening Committee will develop a Strengths and Gaps document based on their evaluation of all relevant criteria, for all candidates to provide justification for who is and who is not advanced to the second in-person interview conducted by the Hiring Committee.
c. Only applicants recommended by the Screening Committee will advance to a final in-person interview with the Hiring Committee. The Hiring Committee is composed of the Xxxx, Associate Vice President or equivalent level manager, Department Chair or Director and Faculty Senate Chair or his/her designee. The Screening Committee Chair will serve as requested as a resource to the Hiring Committee.
d. Within one (1) – three (3) business days, the Hiring Committee will consult with the Screening Committee and Program Director, if not on the Screening Committee to discuss the interview process and hiring selection in advance of an extension of an offer to the identified candidate.
e. All full-time faculty interviewees may be hosted by the respective department. Hosts will be chosen and notified in advance by the Xxxx, Associate Vice President or equivalent level manager. Reimbursement for the candidate and host will be in accordance with CSN Hosting Policy, for purposes of recruiting coordination with the Human Resources Office through the VP Finance & Administration budget prior approval will be required.
f. Within one (1) – three (3) working days of the completion of interviews, the Hiring Committee decides on its ranking of interviewed candidates.
g. The Hiring Committee reporting structure or equivalent shall complete the Candidate Information Sheet and submit the following paperwork to Human Resources within one (1) – three (3) working days of the final decision:
1) CSN employment application
2) Resume or CV
3) Transcripts
4) Strengths and Gaps form and any/all additional search paperwork,...
Interview and Selection. 3.1 Teachers returning from leave who have by March 1 made written commitment to return to work should also participate in the interview and selection process.
3.2 Schools and departments with counseling, social work and nursing positions will post positions through this process. Teachers who occupy positions which are essentially itinerant or are regularly assigned by District administration (such as psychologists, OT, PT and Speech Language Pathologist) should contact the program person in charge of scheduling to request movement to a different location.
Interview and Selection. 3.1 Teachers returning from leave who have by March 1 made written commitment to return to work should also participate in the interview and selection process .
3.2 Schools and departments with counseling, social work and nursing positions will post positions through this process. Teachers who occupy positions which are essentially itinerant or are regularly assigned by District administration (such as, psychologists, OT, PT and Speech Language Pathologist) should contact the program person in charge of scheduling to request movement to a different location.
3.3 Special Education and ELL teachers may use the interview and selection process only for reassignment to other Special Education and ELL positions.
3.4 The Human Resource Department will identify new classroom positions on the Human Resources Job Openings Website that are submitted by principals through the staff requisition process. The listings are limited to new positions created by staffing changes by reason of staff resignations, transfers, leaves and student enrollment changes that occur and affect the staffing composition and the need for teacher placement in the following school year. Teachers may submit their name for consideration for transfer by applying for the listed vacancies and following the application instructions on the job openings website. The district will keep all teacher job postings open and listed on the district Job Openings Website for a minimum of seven (7) calendar days. The listing of vacancies for positions less then 0.5 FTE is not open to grievance and is only intended to enhance the interview and selection process and provide teachers with information about transfer opportunities.
3.5 Principals will create a site selection team that includes teachers in the building/program. Each building/program should have an interview schedule and then bring in teachers who have expressed an interest in the building/program for interviews. Teachers are encouraged to bring resumes or portfolios of their work and to upload these items to the district’s online system. Sites are encouraged to have portfolios, site improvement plans or other information for teachers to review.
3.6 The following list of teachers are ineligible for the interview and selection process unless approved by the Human Resource Department: Probationary teachers, (exception for teachers completing their third year probation) teachers on Improvement Plans or who have any documented performance problems or issue...
Interview and Selection. The District may include in any group of candidates to be interviewed for any vacant position, current District employees who have requested consideration for voluntary transfer, either by responding to posting or by being on the voluntary transfer list. Employee interviews shall be scheduled by the appropriate manager during non-instructional hours. On-site certificated managers shall select for interview those employees from the voluntary transfer request list who are the best qualified for the vacant position on the basis of criteria specified in Section 3. below. Employees not interviewed, or not selected for a vacant position, shall, upon request, be entitled to a conference with the responsible manager to discuss the reasons for his/her non-selection.
Interview and Selection. Our 10 Step Process takes someone through the entire placement cycle. It allows for maximum collaboration between the account managers and recruiters and the customer. This collaboration is essential in both openly competitive and managed vendor environments because the account manager or single point of contact will be the person with his/her pulse on the customer. We understand that cultural and personality fits are essential because tight deadlines on critical path projects mean that contractors are usually brought in during stressful times.
Interview and Selection. 6.5.1 Administer and coordinate interview schedules, responding to request from LS&Co. for scheduling within agreed upon timeframe ✓ ✓ ✓
6.5.2 Respond to interview scheduling invitations within timeframe mutually agreed. ✓ ✓ ✓
6.5.3 Administer and coordinate selection process for requisitions. ✓ ✓ ✓
6.5.4 Conduct screening interview for requisitions ✓ ✓ ✓
6.5.5 Coordinate candidate’s travel utilizing LS&Co.’s travel center and follow LS&Co. prescribed recruitment travel policies, as requested by LS&Co. All candidate travel costs are reimbursed and retained by LS&Co. ✓ ✓ ✓
6.5.6 Conduct interview. ✓ ✓ ✓
6.5.7 Provide Interview feedback within two (2) business days. ✓ ✓ ✓
6.5.8 Status candidates in the ATS upon feedback from Managers. ✓ ✓ ✓ 6.5.9 Assist Managers with hiring decision. ✓ ✓ ✓
6.5.10 Make hiring decision and final approval for extending offer details. ✓ ✓ ✓
6.5.11 Extend verbal offer for positions if directed by LS&Co. ✓ ✓ ✓ 6.5.12 Negotiate offers. ✓ ✓ ✓
Interview and Selection. Teachers returning from leave who have by March 1 made written commitment to return to work should also participate in the interview and selection process.
