Interview Process. Interviews will take place over a period of ninety (90) days. The interviews both of bargaining unit employees and of managers will be conducted jointly by Union/Industry members of the Technical Committee (or designates).
Interview Process. A. The candidates selected for referral shall be interviewed by a committee composed of at least three (3) persons including:
1. One
(1) employee selected from an Association generated list;
2. The immediate supervisor (Chairperson);
3. A gender and ethnically diversified committee.
B. The interview questions and final overall scores shall be made available for review to the grievant or representative in preparation for Level II grievance proceedings. The ESP will be charged a reasonable rate for copies of documents provided.
Interview Process. In addition to the above, competing external candidates will participate in an interview process in accordance with the University’s Administrative and Support Staff Recruitment Policy and Procedures.
Interview Process. A. Certified eligibles for vacancies within the bargaining unit for classes above the entry level in the custodial department and certified eligibles for Elementary School Head Custodian and Middle School/High School Head Custodian shall only be required to be interviewed by the designated Human Resources administrator. Certified eligibles for vacancies within the bargaining unit for classes above the entry level in the food service department shall be interviewed by central office food service administrative staff. Nothing in this paragraph is intended to restrict or prohibit the right of the Board to invite such eligibles to visit the work location and discuss the vacant position with theadministrator at the work site.
B. No administrator or classified supervisor shall be involved in the interview process for the selection of an employee where such potential employee is a relative of the administrator or supervisor.
C. All notices from the Civil Service Office of interviews for vacancies shall be sent to employees by U.S. mail to home addresses or hand-delivered to employees at the job site. It is the employee’s responsibility to keep an accurate home address on file in the Civil Service Office.
Interview Process. The Board will continue its long standing practice of involving staff in the interview process. That process is as follows:
a. The building administrator in charge shall be responsible for the development of the collaborative interview process.
b. The interview session(s) may include the administrators in charge and up to six teachers.
c. Teacher representatives selected by the Association and the administration shall be from as broad a spectrum as the vacancy warrants.
d. Persons involved in the interview process shall be advised of the need of confidentiality and respect the rights and dignity of those involved.
e. The building administrator has the final say in the hiring process. Before the job is offered the committee will meet with the Building Administrator to discuss the final choice and reasons for same.
Interview Process. Candidates for a promotion shall be granted leave of absence without loss of pay as required for any interview. The applicant will, upon pre-approval, have her/his travelling, accommodation and meal expenses paid.
Interview Process. An interview of the employee should be conducted by the Company’s representative. It is appropriate for another member of management to be present as well as another nominated responsible employee from the site acceptable to the employee being disciplined. At the time of the interview the employee should be informed of the nature of the problem and be given the opportunity to explain his or her actions. The Company would then consider the employee’s response. If the employee’s explanation is a reasonable one, the matter would conclude. If, however, the employee’s explanation is not reasonable and the problem is not work related, efforts should be made to provide appropriate professional counselling or other outside assistance, where available. If the employee’s explanation is not reasonable and the problem is work related the employee will be disciplined in accordance with the “Formal Written Warnings” provisions set out below. At the same time a record of the disciplinary interview will be made which includes information such as: ▪ The nature of alleged poor work performance or unsatisfactory conduct and the specific details. ▪ The date/s of alleged poor work performance or unsatisfactory conduct. ▪ The date and time of the interview. ▪ The employee’s response to the allegations. ▪ The subsequent disciplinary action (if any) to be taken by the Company following the interview. ▪ Signature of the parties present at the interview. If the employee being disciplined refuses to sign this fact should be recorded. A copy of this record should be supplied to the employee concerned and the original placed on the employee’s personnel file. At the conclusion of the interview a date should be set for the parties to again meet and review the employee’s progress in addressing or correcting the issues that are the subject of a disciplinary warning unless a progress review would not be appropriate given the nature of the issue that has given rise to the disciplinary action.
Interview Process. Each qualified applicant will be invited to participate in an interview/selection process.
A. An interview team will be formed that will include: • An OAPSE building representative from the affected Local or his/her designee; • Another employee with a site-based perspective selected by the OAPSE representative; • The administrative head of the affected opening or his/her designee; (The Nutrition Service Supervisor, Buildings & Grounds Supervisor, Transportation Supervisor, and Early Childhood Education or ExtendEd Supervisor will be the administrative head on interview teams for their area.);
Interview Process. The candidates selected for referral shall be interviewed by a committee composed of at least three (3) persons including:
A. One (1) employee selected from a CWA generated list; if one is not available, a Supervisory Professional employee may be used with the approval of CWA.
B. The immediate supervisor (Chairperson);
C. All interview questions or applicable skills tests, if necessary, shall be job-related and approved in advance by Human Resources in consultation with the Department Head.
D. The chairman of the interview committee shall forward the name of the applicant being recommended for hire to the department director who will forward the packet to the Chief Human Resources Officer or Food Services. No selection process shall be considered completed until Human Resources has reviewed the process and validated the selection.
E. In the event that an applicant files a grievance relating to the interview process, the interview questions and final overall scores shall be made available for the grievant or representative to review in preparation for any grievance proceedings.
Interview Process. An interview panel shall be formed for each Department Lead position under review, even if only one candidate applies, and even if that one candidate is the incumbent. The interview panel shall include a representative from each of the English, Mathematics, Science, Social Studies, Special Education, and World Language departments. Representatives from all other departments shall be invited, but their attendance is not mandatory. The FEA site President shall communicate with the unit members to solicit department representatives. The unit members of each department, not the site administrators or Department Lead, shall select their representative. Any unit member of the department who is not a candidate for the position may be selected by the department as the representative.
