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Interview Phase Sample Clauses

Interview Phase. The interview must involve two NRCS employees who have both received training in handling potentially volatile situations. This phase of the investigation could very well determine the success in resolving any dispute. · Identify yourself and the assisting employee and state that you represent the NRCS of the U.S. Department of Agriculture. The individual must know that he or she is meeting with a Federal employee. This may be extremely important if the interview results in an NRCS employee being assaulted. · Establish the identity of the individual to be interviewed. Initially, this may be the landowner or tenant. Obtain the individual’s address. · Identify the manager of the land in question. · Try to establish who is responsible for the activity that is considered a violation. It may also be possible to establish who ordered the activity and whether it was done by an alleged violator’s employee or through contract. · Identify all persons involved and conduct an interview with each, as necessary. · Share photos and location maps of the violation. Do not take the case file to the meeting. The whole file is not open for viewing by the landowner, operator, or the general public. Only USDA, NRCS, and OGC officials are permitted to have access to the file. · If at any point during the conversation issues arise that may confuse the issues surrounding the case, it is best to tell the individual that you will get back to them after completing your investigation. Contact the local OGC for a legal opinion before you make any demands. NRCS personnel should withdraw from any situation that becomes hostile.
Sample 1Sample 2Sample 3See All (4)
Interview Phase. The interview must involve two NRCS employees who have both received training in handling potentially volatile situations. This phase of the investigation could determine the success in resolving any dispute. (i) Identify yourself and the assisting employee, and state that you represent the United States Department of Agriculture’s Natural Resources Conservation Service. The individual must know that it is a Federal employee who is meeting with them. This may be extremely important if the interview results in an NRCS employee being assaulted. (ii) Establish the identity of the individual to be interviewed. Initially, this may be the landowner or tenant. Obtain the individual’s address. (iii) Identify the manager of the land in question. (iv) Try to establish who is responsible for the activity that is considered a violation. It may also be possible to establish who ordered the activity, and whether it was done by an alleged violator’s employee or through contract. (v) Identify all persons involved and conduct an interview with each, as necessary. (vi) Share photos and location maps of the violation. Do not take the case file to the meeting. The whole file is not open for viewing by the landowner, operator, or the general public. Only USDA, NRCS, and OGC officials are permitted to have access to the file. (vii) If, at any point during the conversation, issues arise that may confuse the issues surrounding the case, it is best to tell the individual that you will contact them after completing your investigation. Contact the local OGC for a legal opinion, before you make any demands. NRCS personnel should withdraw from any situation that becomes hostile.
Sample 1Sample 2Sample 3See All (4)
Interview Phase. Interview and evaluation of all eligible candidates will be conducted by the members of the VHIR Internal Scientific Committee, who will also prepare a motivated report with arguments and conclusions for the evaluation of each candidate that will drive to the proposal of the selected candidate, if applicable. The interview will assess the strategic interest for the institution. All interviews will be governed by the OMT-R (Open, Transparent and Merit-based Recruitment) principles of the Foundation's Recruitment and Selection policy established by the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers (Charter & Code). It will be positively valued that the candidate has, at the time of the interview, an endorsement from some Vall d’Hebron University Hospital Clinical Service.
Sample 1Sample 2
Interview Phase a. Develop appropriate interview questions for the interview phase. b. Conduct interviews with promising candidates to obtain a better understanding of their background and suitability for the target position. c. Coordinate interviews for the selection committee so that a full understanding of the suitability of the front-running candidates.
Sample 1
Interview Phase. Interview and evaluation of all eligible candidates will be conducted by the members of the VHIR Internal Scientific Committee, who will also prepare a motivated report with arguments and conclusions for the evaluation of each candidate that will drive to the proposal of the selected candidate, if applicable. All interviews will be governed by the OMT-R (Open, Transparent and Merit-based Recruitment) principles of the Foundation's Recruitment and Selection policy established by the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers (Charter & Code).
Sample 1
Interview Phase. The pre-selected applicants will be invited to a 30 minutes videoconference interview. Each interview panel will be composed by 4 members: - E4F Programme Coordinator (FIBE´s Director) - A member of the relevant (first choice) Hosting Partner Organisation - An external non-academic international expert on the Research Area - FIBE’s Human Resources representative The interview will be fully conducted in English and will consist of a 15 minutes long PowerPoint based presentation, (max 5 pages, without taking into account the front page and submitted in advance) followed by additional 15 minutes of questions/discussion. Each of the Interview Committee members will rank the results individually, giving a score for the candidate’s performance, based on the criteria defined in ANNEX 2 attached hereto. The final score will be calculated as the average of the individual scores.
Sample 1
Interview Phase. Once a participant receives the opportunity to interview, it is up to the student to successfully pass this interview as well as any further selection process required by the internship site. The TAU International Internship Coordinator provides guidance and support during this phase, but it is ultimately the responsibility of the student to pass the selection process. Participants are expected to actively participate in this phase of the process and respond to emails, calls or any other messages in a timely manner. Failure to do so may result in loss of an interview opportunity, and even possibly dismissal from the program. Should the student successfully pass the interview and selection process to the satisfaction of the prospective internship site, the student is officially placed. See below in the Student Expectations section for details on expected behavior and conduct during the student’s internship experience. Please note that TAU International cannot guarantee a placement, because much of the responsibility for being placed rests on the student and in addition, a certain amount of flexibility is required by the student. However, TAU International does everything possible to arrange internship possibilities and to guide a student to successful placement. In the event that a student is not placed successfully, the student will be offered to move to the regular TAU Study Abroad program.
Sample 1
Interview Phase. A single list will be prepared with the scores of all eligible candidates (Tenure Track and Tenure phase researchers). The list will be ranked by the overall score obtained in points 2.3.1.a, 2.3.1.b and 2.3.1.c for researchers in the Tenure Track phase and by points 3.3.1a, 3.
Sample 1

Related to Interview Phase

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: xxx.xxxx.xxx/xxxxxxxx/xxxxxxxxxx.xxx A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: xxx.xxxx.xxx/xxxxxxxxxx_xxxxx.xxx. DATED : December 16, 2019

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Transition Review Period In accordance with Article 35, Layoff and Recall, the Employer may require an employee to complete a transition review period.

  • Project Review A. Programmatic Allowances 1. If FEMA determines that the entire scope of an Undertaking conforms to one or more allowances in Appendix B of this Agreement, with determinations for Tier II Allowances being made by SOI-qualified staff, FEMA shall complete the Section 106 review process by documenting this determination in the project file, without SHPO review or notification. 2. If the Undertaking involves a National Historic Landmark (NHL), FEMA shall notify the SHPO, participating Tribe(s), and the NPS NHL Program Manager of the NPS Midwest Regional Office that the Undertaking conforms to one or more allowances. FEMA shall provide information about the proposed scope of work for the Undertaking and the allowance(s) enabling FEMA’s determination. 3. If FEMA determines any portion of an Undertaking’s scope of work does not conform to one or more allowances listed in Appendix B, FEMA shall conduct expedited or standard Section 106 review, as appropriate, for the entire Undertaking in accordance with Stipulation II.B, Expedited Review for Emergency Undertakings, or Stipulation II.C, Standard Project Review. 4. Allowances may be revised and new allowances may be added to this Agreement in accordance with Stipulation IV.A.3, Amendments. B. Expedited Review for Emergency Undertakings

  • Review Period The Asset Representations Reviewer will complete the Review of all of the Review Receivables within sixty (60) days after having received access to the Review Materials pursuant to Section 3.2(a). However, if additional Review Materials are provided to the Asset Representations Reviewer in respect of any Review Receivables pursuant to Section 3.2(b), the Review period will be extended for an additional thirty (30) days in respect of any such Review Receivables.

  • Scheduling i) The designated employer will provide the employee with their schedule of shifts in accordance with the collective agreement for both homes. [Insert the split/sharing of shift numbers here] Similarly, the employee will submit all requests for time off including vacation to the designated employer in accordance with the collective agreement. ii) Posted schedules will include home identification. An employee will only be scheduled in one home per shift. iii) Overtime payment and other premiums will be in accordance with the collective agreement of the designated employer. iv) Weekends off, consecutive work days and all other scheduling provisions will be in accordance with the collective agreement at the designated employer.

Most Referenced Clauses

Most Referenced Definitions