Interviewing. All applicants for certificated positions shall be interviewed by the superintendent and/or members of the staff designated by the superintendent. Terms of employment shall be clearly transmitted to the applicant at the time of interview or as soon as possible thereafter.
Interviewing. 8.01 A representative of the Union shall be given the opportunity to interview each new employee within regular working hours without loss of pay for a maximum of thirty (30) minutes. Such interview is to take place during the first month of employment at a time and place acceptable to the department head. The purpose of such meeting is to acquaint the new employee of their responsibilities and obligations to the Union.
Interviewing. Each department determines its own interview format. Some will use a committee, some will interview one- on-one. Many will require a teaching demonstration. It would be prudent to learn about the departmental expectations for preferred teaching style before scheduling your interview. You may be able to schedule an observation of a current ACC faculty member’s class; contact department chair if you are interested. During the interview, be prepared to discuss: ● your perceptions of the differences between high school and college course instruction/expectations ● the best book you’ve read in your field in the last 6 months ● how you would handle being contacted by a parent about student work ● see additional possible questions on the HR website: o interview evaluation form: xxxxx://xxxx.xxxxxx.xxx/viewer?a=v&pid=sites&srcid=YXVzdGluY2MuZWR1fGFjYy1mb3Jtcy1pb nZlbnRvcnl8Z3g6NWFjOTY3NTNlOWYyNGM3Mg o possible interview questions (from full-time documentation): xxxx://xxx.xxxxxxxx.xxx/hr/hireguide/ftfaculty/sampleqs.html High school faculty who are interested in teaching dual credit courses on their high school campus for Austin Community College need to be aware of expectations from both their high school and the community college. This checklist will help acquaint instructors with the similarities and differences in requirements for teaching across both school levels. Where there are differences between the requirements listed below, an asterisk indicates which rules apply when dual credit courses are being taught. In some cases, the college rules will apply, in some cases, faculty will have to adhere to both the college and high school requirements. SACSCOC (Southern Association of Colleges and Schools Commission on Colleges) is the accrediting body for Austin Community College. Every prospective dual credit instructor at ACC must meet these minimum requirements. The requirements are below, and more detailed credentialing requirements by course can be found at: xxxx://xxx.xxxxxxxx.xxx/employment-at-acc/full-time-and-adjunct-faculty-position- information/minimum-credential-qualification-requirements Academic courses toward AA or AS degrees Master’s degree in teaching discipline or Master’s plus 18 graduate hours in teaching discipline Workforce courses toward AAS degree Bachelor’s degree or higher in the discipline or Associate’s degree in the discipline plus three years documented work experience in the field Courses toward certificate only High school diploma ...
Interviewing. The immediate Supervisor shall introduce the new employee to the employee's Union Xxxxxxx or representative. An Officer of the Union shall be given an opportunity to interview each new employee within regular working hours, without loss of pay, for a maximum of thirty (30) minutes for the purpose of acquainting the new employee with the benefits and duties of Union membership and the employee's responsibilities and obligations to the Union.
Interviewing. The Board shall not request or require OSSTF members to be a part of any team assembled for the purpose of interviewing candidates for positions in OSSTF Bargaining Units.
Interviewing. The MPCA will accept and screen all applications for Member positions. The MPCA will sort and review applications, and select candidates for interviews.
Interviewing. 6.5 Health & Safety
Interviewing. 1. Generate a list of suggested interview questions
2. Participate in interviews
3. Completion of Administrative Interview Question form for each applicant interviewed
4. Summary discussion-strengths and weaknesses of applicants interviewed Upon final verification of references/credentials and completion of the Chronological Record Report by the Superintendent/Designee, a recommendation will be made to the Board of Education for approval. Adopted by the Board of Education on 12-9-93. Revised 9-8-94, Revised 7-21-11 (July 2020)
Interviewing. (a) In general, at least three candidates will be interviewed on campus for each vacancy. The xxxx of the college will review short lists before campus visits with an eye toward whether the search process is addressing the College’s diversity goals.
(b) After the appropriate credentials have been secured, the search committee shall invite the most promising candidates for interviews on campus at the earliest possible date.
(c) The search committee will arrange for transportation and accommodations and make advance appointments with the persons to be interviewed on campus. Candidates’ travel expenses will be paid in advance.
(d) The candidate will be asked to give a public presentation of their scholarly or artistic work. The search committee will see that an appropriate venue is reserved and suitable publicity prepared.
(e) The search committee will prepare an itinerary for each candidate that will ensure that the candidate meets with relevant faculty members from across the College. All candidates who visit will have a comparable itinerary. The itinerary must be approved by the Office of the Xxxx of the College.
(f) All members of the search committee will interview all candidates considered on campus for a particular position.
(g) The candidate will meet with a group of students, especially those studying in the relevant program. After this meeting, the opinions of the students will be sought.
(h) Interviews will be concerned with the candidate’s: probable teaching ability, preparation and training, professional competence, breadth of knowledge, understanding of related fields, general intellectual and creative potential, ability to support institutional diversity efforts, and prospective contribution to the program and the College.
Interviewing. All interviews with victims should be conducted in a thorough and unbiased manner, using techniques that enhance free recall. The interviewer should ask open-ended questions that elicit detailed accurate information and minimize the use of leading questions that could contaminate the child’s statement and/or memory of the event(s). Coercive questioning should never be used. The interview should be conducted in a developmentally appropriate manner with regard to the victim’s language ability and cognitive level and with consideration for the victim's emotional state. Law enforcement is required to attend every forensic interview in person. Whenever possible, DCYF should attend forensic interviews for their cases with open investigations.
