Interview Panel. Applicants selected for an interview will be interviewed by a panel of not less than three (3) members. The Association president or designee shall be provided the opportunity to serve as one member of the Panel. At the conclusion of the interview panel process, all panel members shall be afforded the opportunity to provide input.
Interview Panel. The Hiring Unit can establish an ad hoc panel made up of at least three UNDP members of personnel, either FTA or PSA holders habitually at the same level or higher as that of the IPSA position under assessment. The panel will normally be chaired by a FTA holder, however, when this is not possible, the Head of the Business Unit may authorize the chair of the interview panel to be the PSA holder holding the highest level. Due consideration should be given to diversity and gender considerations, as appropriate for the duty station. The panel provides its recommendation to the Head of the Business Unit for a final decision. Note: Notwithstanding that programme delivery increasingly relies upon building a close partnership with governments, participation of national counterparts or government officials on UNDP interview panels is generally discouraged but may be permissible in the capacity of “observer”. In considering if a national counterpart or government official will participate in a panel as an observer, Hiring Units must fully consider the principle of independence as articulated in the United Nations Charter, and determine whether or not such participation would compromise the actual, or perceived, independence of UNDP.
Interview Panel. One (1) CSEA bargaining unit member shall be included on the interview panel for each vacancy.
Interview Panel. The District will include one employee in the job classification being interviewed (selected from an XXX-generated list which shall be updated annually by XXX) on the interview panel for Principal, Psychologist, and/or Research Project Managers. This provision does not apply to interviews of Assistant Principals. For Principal interviews, the employee will be included on the site interview panel only. If no employee from the XXX-generated list is available, the District may select another employee in the same classification to serve.
Interview Panel. All candidates who meet the minimum qualifications will be scheduled for a qualifying interview with a panel, which will include at least one bargaining unit employee who works directly with the position being filled.
Interview Panel. 41.3.1 All job vacancy interviews shall be conducted under the direction of the Human Resources department who shall exercise due diligence, as with transfer considerations, to provide that the interview panel for each position vacancy shall remain the same for all interviews for that position. The interview panel shall consist of at least three (3) representatives and shall include a bargaining unit member familiar with the duties of the position, an administrator with jurisdiction over the position, and a representative of the Human Resources department.
41.3.2 In order to avoid even the appearance of a conflict of interest and to help ensure the objective selection of the most qualified candidates, the number of representatives of the department or site where the vacant position is assigned shall be in balance with, but in any event, shall not exceed the number of neutral representatives on the panel. All job interviews will be conducted at the District Office or another site location than that to which the position is to be assigned.
Interview Panel. An interview panel will be utilized when appointing an employee to a permanent position and may be used for temporary and apprentice appointments at the University’s discretion. When an interview panel is utilized and the Union recommends one (1) unit member from the occupational group being recruited to serve on the panel; such unit member shall serve on the panel. The campus may appoint an additional unit member or members to the interview panel as well as management representative(s). If a member of the occupational group being recruited is not available on the campus and the Union appoints a member from another campus, release time will be reimbursable and the Union will be responsible for any costs related to the member’s participation on the interview panel. Release time must be requested and processed in accordance with provision 7.14 a, but the employee does not have to be a Union officer. SETC recommendations are expected to be timely. If SETC appointees are not available in a timely manner, the interview process will not be delayed.
Interview Panel. An OFNHP bargaining unit member may be invited to participate in an interview with external candidates.
Interview Panel. 8 The Principal/Supervisor shall contact the CSEA site representative to be a part 9 of the interview panel at least five working days before the interviews. If the site 10 representative(s) cannot participate on the interview panel, the site 11 representative can designate another CSEA member in good standing or contact 12 the CSEA President to obtain a CSEA representative to be part of the 13 interviewing panel. If a site does not have a site representative, the Principal/ 14 Supervisor shall contact the CSEA President to obtain a CSEA representative to 15 be part of the interviewing panel. 16 O. Maintenance and Operations Employees 17 Maintenance and Operations employees located at the District Office (non-office) 18 shall be required to wear District provided and maintained uniforms. 19 20 21 24 25 26 27 28
1 A. Types of Evaluation 2 Evaluations of employee work performance shall be either regular or special.
3 1. Regular evaluations are those routinely conducted at regular intervals in 4 accordance with Section B.1. below.
5 2. Special evaluations are those which may be conducted at any time, and 6 supplement the regular evaluations; they may be commendatory in nature, 7 or may serve notice of unsatisfactory performance or behavior.
8 B. General Procedures for Evaluation
9 1. Time Evaluation 10 Employees shall be formally evaluated at regular intervals:
11 a. Probationary employees shall be evaluated at the end of their second 12 (2nd) and fifth (5th) months of employment.
13 b. A permanent employee whose last evaluation was satisfactory shall 14 be evaluated every other year under normal circumstances within thirty 15 (30) days of their anniversary date.
16 2. Persons Responsible for Evaluation 17 Evaluations shall be made by the employee’s immediate supervisor and 18 shall be reviewed by the Human Resources Office.
19 a. Evaluations shall be based on observation and/or knowledge and data 20 possessed by the evaluator. No evaluation should be based on 21 statements or events which can not be investigated.
22 b. In position whereby the classified employee works under the 23 supervision of the principal and as directed by a certificated employee, 24 (as provided for in the job description) the certificated employee may 25 provide input to the evaluator about the performance of the classified 26 employee.
27 c. Classified employees shall not be required to evaluate fellow classified 28 employees. However, a classified employee with lead/supervisory 1 re...
Interview Panel. The interview will be conducted by the Promotional Committee, which shall be comprised of five (5) members above the rank of Staff Sergeant, with the Chief or a Deputy Chief as the Chair. A quorum will be a minimum of four, with the fifth member acting as an alternate. The persons comprising the Promotional Committee may change at the various interview levels. The alternate may be present throughout the entire process and will rate candidates where present. However, the rating by the alternate will not be considered unless one (1) of the other Promotional Committee members is absent from a vote or abstains from a particular interview. Where an obvious conflict situation exists, identified by the Committee or by the candidate, the involved Committee member shall disqualify him or herself. A candidate shall only be entitled to declare a conflict with respect to one (1) Committee member during a Promotional Process. All conflicts must be brought to the attention of the Human Resources Manager prior to the interview. Interview time and dates will be awarded based on a random draw, once the interview list has been determined as per Stage Two. Candidates will not be allowed to bring any materials, other than their prepared memo and a personal biography into the interview.
