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Oral Interview Sample Clauses

Oral Interview i. As soon as the document is available after the conclusion of the interview, the employee shall have the opportunity to review the questions and answers documented by the investigator. ii. Once reviewed, the employee shall have the right to place his/her initials on each page of the recorded answer or summary to affirm its accuracy. iii. If the employee finds that a recorded answer is inaccurate or incomplete and the record is not modified by the investigator, the employee shall be allowed to provide a written response to the specific question of concern. iv. The employee will be given a copy of the final interview document and have 24 hours to amend his/her answers by providing a written response to the specific question(s) he/she is amending. v. If the interview is electronically recorded, the employee shall be provided a copy of the recording or verbatim transcript when it becomes available, and shall then have 24 hours to submit a statement amending his/her statements reflected in the record of the interview.
Oral Interview. The oral board will be comprised of four (4) members. Two (2) of the members will be selected by the Police Chief, who may choose to select qualified police subject matter experts from other agencies as evaluators. The other two (2) members of the oral board will be selected by the Police Chief from a list of four (4) names submitted by the Inglewood Police Officers Association (IPOA) Board of Directors within ten (10) days of a request by the Chief or his/her designee.
Oral Interview. Members will be scheduled for an oral interview with designated supervisory staff member(s).
Oral Interview. Any of the categories may consist of several parts.
Oral Interview. That part of an examination conducted by a competent interview panel to evaluate the candidate's education, experience, and general qualifications pertinent to the position for which examined. When a regular (non‐probationary) employee's performance is evaluated as overall “needs improvement” on two (2) successive performance reviews, and with Management approval, the employee may be placed on performance probation for ninety (90) days. An employee may be placed on performance probation before receiving two (2) successive needs improvement ratings if serious performance or attitude problems exist. The employee may be terminated or demoted if performance does not improve within the ninety (90) day period.
Oral Interview. The Oral Interview The Oral Interview will include questions and scenarios. Possible total points for this exercise - 15 (15% of the promotional process).
Oral Interview i. As soon as the document is available after the conclusion of the interview, the employee shall have the opportunity to review the questions and answers documented by the investigator. ii. Once reviewed, the employee shall have the right to place his/her initials on each page of the recorded answer or summary to affirm its accuracy. iii. If the employee finds that a recorded answer is inaccurate or incomplete and the record is not modified by the investigator, the employee shall be allowed to provide a written response to the specific question of concern. iv. The employee will be given a copy of the final interview document and have 24 hours to amend his/her answers by providing a written response to the specific question(s) he/she is amending. v. If the interview is electronically recorded, the employee shall be provided a copy of the recording or verbatim transcript when it
Oral Interview. Staff may elect to invite responsive and responsible Proposers, or a short list of the highest ranking responsive and responsible Proposers, to an oral interview. The interview will consist of standard questions asked of each of the invited Proposers. Evaluation panelists will then have an opportunity to revise their scores before submitting a final score.
Oral Interview. This component shall be conducted by a panel consisting of no more than three (3) members of the Board of Fire and Police Commissioners, one member selected by the fire chief or his designee, one member selected by the human resources director, and one member selected by the union holding the rank of captain or higher who is an active or retired member of a fire department located in the Chicago Metro Region which is similar or larger than the St. Xxxxxxx Fire Department. Scoring shall be based on the Olympic Model (i.e. the highest and lowest scores are disregarded, and the remaining scores are then averaged, tallied and recorded).
Oral Interview a) The Promotional Panel shall conduct an oral interview of all candidates who have met the previously outlined criteria. The structured interview will further evaluate the candidate’s suitability to perform the competencies required for the position. b) The same questions shall be asked of each candidate and may encompass some or all of the following knowledge and skill areas: i) Technical police knowledge, ii) Interpreting the Police Services Act and Regulations, iii) Interpreting other relevant legislation (e.g. Occupational Health and Safety Act and Regulations, R.S.O.), iv) Interpreting collective agreements,