Interview Committee. The hiring manager shall select members for an interview committee who can provide insight regarding unique job functions of the position. The hiring manager shall train the committee members as to their responsibilities regarding confidentiality and objectivity. The hiring manager and interview committee will use a quantifiable, job-specific rubric to identify the candidate to be recommended for hire.
Interview Committee. The selection of non?administrative career development roles will be through the Personnel Committee, recognizing the Board of Education has the final responsibility for all employment in the District. The Assistant Superintendent for Personnel shall advise the faculty of career enhancement opportunities and how to apply for them. Description of the position, eligibility criteria and responsibilities will be posted on the Intranet. Interview committees will be comprised of staff members who are familiar with the role being sought and may include representation of principals, other administrators, instructional coaches, teachers on assignment, standing committee representatives and building representatives. Appeal Process: Staff members may make appeals to the District Coordinating Council. The Board of Education shall be appraised of all appeals and has the right to review said appeals.
Interview Committee. For all classes represented by SEIU, Local 1021, an SEIU member representing classified employees in the SEIU Unit shall serve on the Panel Committee.
Interview Committee. The Interview Committee shall consist of three members of the City Council of Steamboat Springs and three members of the Board of County Commissioners of Routt County. The Interview Committee shall be responsible for notifying those parties having nominating power with respect to members of the Airport Commission of that power and the deadlines for exercising that power. The Interview Committee shall also be responsible for providing notice to the public including, without limitation, by advertisements in the newspapers designated as the official publications of the City and the County, that the Interview Committee is accepting letters of interest and resumes for such seats on the Airport Commission as the Interview Committee has responsibility for making recommendations to the City and the County. The Interview Committee shall make recommendations to the City Council and the Board of County Commissioners as to replacements for members occupying Seats Six, Seven, Eight and Nine in the event that any of those seats should become vacant for any reason during a term. In such case, the Interview Committee shall make its recommendation within 45 days after the seat becomes vacant. Additionally, the Interview Committee shall make recommendations as to the members to occupy Seats Six, Seven, Eight and Nine no later than 45 days before the expiration of the terms of the members occupying those seats in accordance with Paragraph 3 hereof. The Interview Committee shall request the Board of County Commissioners of Moffat County and the City Council of the City of Xxxxx to provide their nomination for Seat Three in the event that such seat becomes vacant during a term and shall also request their nomination for that seat at least 90 days prior to the end of the term of Seat Three. In the event that the Board of County Commissioners of Moffat County and the City Council of the City of Xxxxx fail to make the requested nomination within 30 days after the request is made by the Interview Committee, then the Interview Committee shall make a recommendation to the City Council of the City of Steamboat Springs and the Board of County Commissioners of Routt County as to the member to occupy such seat within 30 days after the expiration of the 30 day period for nominations by those entities. The Interview Committee shall request the Town Council of Hayden to provide its nomination for Seat Four in the event that such seat becomes vacant during a term and shall also request thei...
Interview Committee. Upon notice of the candidate list as established in Section 11(b), the School District will establish a committee of stakeholders to participate in the process of interviewing and recommendation placements of a new (not a currently placed SRO) SRO (the “Interview Committee”). The Interview Committee can be comprised of School District and school building administrator, student, and a youth development expert as related to the position to be filled. By way of example, if an SRO position is available at the secondary level, the committee will be created to include secondary administrators, and students for the purposes of placing that particular SRO candidate. The Interview Committee shall be convened for solely the purpose of evaluating and making recommendations regarding the staffing of the vacant SRO position. The committee shall communicate with the County through School District administration. This section is intended for the process of hiring newly assigned SRO, not for currently assigned SRO.
Interview Committee. The District will make an effort to utilize a representative selected from the Association, as well as principals, vice–principals and area specialists in the process of interviewing prospective certificated employees.
Interview Committee. The District shall include a classified employee on interview committees for classified positions. Classified employee participation on an interview committee shall be voluntary and if participation on the interview committee is during or outside of the employee’s regular time, the employee will be paid at the employee’s regular rate.
Interview Committee. The Parties agree that CSEA will have the right to have a CSEA representative serve on interview panels in accordance with Article 12 section 12.
Interview Committee. When the County Office uses interview panels/committees for open SMCEA certificated positions, it agrees to provide SMCEA with the opportunity to have representation on that panel/committee by being able to place up to two (2) unit members with the same or closely related credential/experience as compared to the open position. The County Office will contact the Association President or designee – identified in writing by the Association President – in advance of the scheduled interview and will make reasonable efforts to provide 72-hours advance (understanding that not all interviews are scheduled with 72-hours’ notice). The Association President will be responsible for locating up to two (2) qualified unit members to serve on the interview panel. The Association President will provide notice to the County Office of the unit member(s) who will be serving on the interview panel by 4:00 p.m. the day before the interview. In the absence of available qualified unit members to serve on the panel, the Association President or designee may serve on the panel. If there are no qualified panel members and the Association President and designee choose not to participate in the panel, the County Office may proceed with the interview panel without the participation of Association unit members.
Interview Committee. 1. The administration will form an interview committee made up of the following:
a. Two certified teachers, who have expertise in the content area or grade level;
b. Building and district administration; and
c. A board member, if deemed necessary by the board.
2. Committee members will attend interviews and discuss applicants as a group. If the group agrees on the individual selected for the position, a recommendation will be made to the board for employment. If there is a split decision regarding what candidate should be recommended, the final recommendation will be made by the building principal to the Superintendent and the Board of Education for employment.
3. If a vacancy becomes available during the summer; continue to have the same hiring policies and committees as during the school year. Interviews will proceed at designated times regardless if certified staff is available – interviews will not be postponed if certified individual(s) are not available.
4. The administrative team has the right to offer a teaching position to a teacher without having an interview committee, if the teacher (interviewee) is a strong candidate for a hard-to-fill position during teacher interview days.
