Oral Interviews a. Oral interviews shall be conducted prior to the written examination. The oral interview shall account for a maximum of 20 points. Of the maximum 20 points, the Oral Interview Board may award a maximum of 15 points and the Chief may award a maximum of 5 points. The point- scoring system utilized to determine the above-described points (i.e. 5 points for the Chief and 15 points for the Oral Interview Board) shall be set forth in writing by the Department and provided to each member of the Oral Interview Board prior to the commencement of the oral interviews. A copy of the written point-scoring system shall also be provided to the President of the FOP prior to the commencement of the oral interviews.
b. The Oral Interview Board shall be composed of three officers from other departments in addition to the Chief. Officers selected for Sergeant Oral Interview Boards shall have held the rank of Sergeant for at least two years or be of a higher rank than Sergeant. Officers selected for Oral Interview Boards for ranks above Sergeant shall have held said rank for at least one year or hold a higher rank. Oral Interview Board members shall be chosen as follows: one member to be chosen by the Chief; two members to be chosen by the Chiefs of other Rhode Island Police Departments, such departments to be selected by the Chief.
c. Factors to be considered by the Oral Interview Board shall include the following: education, service ratings, experience in rank, appearance, presentation, demeanor, service record and other factors deemed relevant by the Board; provided however in no event shall the Oral Interview Board question any interview candidate concerning his/her prior or current use of sick time and/or on-the-job-injury (“OJI”) leave. To that end, prior to the commencement of the oral interviews the Chief will instruct each member of the Oral Interview Board not to question any interview candidate concerning his/her prior or current use of sick time and/or OJI leave. The above-referenced prohibition against questions concerning a candidate’s prior or current use of sick time and/or OJI leave shall not restrict the discretion of the Board to question a candidate on the other factors described above, including questions regarding a candidate’s current ability to perform the essential job functions of the rank which is the subject of the promotional list under examination.
d. The point results awarded by each Oral Interview Board member for an oral interview candidate s...
Oral Interviews. This may include a panel consisting of external panelists. A maximum score of one hundred (100) points is possible. A minimum score of seventy (70) points is required to continue in the promotional process.
Oral Interviews. Oral interviews shall be conducted by an independent panel of people who hold the equivalent rank, or a higher rank, than that being interviewed for. The panel shall consist of at least three (3) individuals. The oral interview shall be worth a maximum of twenty (20) points.
Oral Interviews. Oral interviews shall be scored by a seven (7) member panel. The panel shall consist of three (3) members of the Board of Fire and Police Commissioners (as determined by the Board of Fire and Police Commissioners), two (2) members selected by the Union, and two (2) members selected by the Fire Chief or his designee. The Board of Fire and Police Commissioners (BFPC), Union, and Fire Chief may each have one alternate scorer present. The Union and Fire Chief shall decide jointly whether their picks shall be from a pool of: (1) active and/or retired Palatine Fire Department employees of higher rank than the candidates, (2) certified assessors, and/or (3) other outside Fire Department personnel of a higher rank than candidate from a fire department of comparable size in the Chicago metropolitan area. If a joint decision cannot be reached by the Union and the Fire Chief within forty five (45) days of the written examination, the Union and the Fire Chief may make their selections from any of the three pools of panel members. The panel shall conduct an individual oral interview with each candidate. Questions asked during the oral interview shall be job- related and be applied uniformly to all candidates. Oral interviews shall be scored by each panel member separately, on a scale of a maximum of 100 points. The scores of each panel member shall then be added together by the BFPC or its designee, and such total shall be divided by seven (7) members in order to obtain the candidate’s average score. Such average score shall be multiplied by 25% in order to determine its weighted value. All scorers (including alternates) are authorized to maintain a copy of all personal notes taken during the Oral Interview to be used during the review sessions. The Union and the Fire Chief may each elect to have their selections for panel members present to monitor and review the administration, and calculation of scores.
Oral Interviews. Oral interviews shall be scored by a three (3) member panel. The panel shall consist of the Department’s (2) Deputy Chiefs and (1)
Oral Interviews. The Owners may determine after the completion of the Technical and Cost Proposal evaluation that oral interviews/presentations and/or demonstrations are required in order to determine the successful Vendor. In the event that interviews are conducted, the Owners reserve the right, in its discretion, to select only the top scoring Vendors to present/give oral interviews. The scores from the oral interviews/presentations and/or demonstrations will be added to the scores from the written evaluation.
1. The Owners will contact those short-listed Vendors to schedule interviews.
2. Interviews will include a formal presentation and a question and answer session based upon subject matter provided by the Owners in advance of the interview. The presentation process will allow the vendors to demonstrate their proposal offering, explaining and/or clarifying any unusual or significant elements related to their proposals. Vendors’ key personnel, identified in their proposal, may be requested to participate in the structured interview to ascertain their understanding of the requirements of this proposal, their authority and reporting relationships within their company, and their management style and philosophy. A written copy or summary of the presentation, and demonstrative information (such as briefing charts, et cetera) may be offered by the vendor, but the owners reserve the right to refuse or not consider the offered materials. Vendors shall not be allowed to replace their written proposal information by altering or amending the proposals in the interview process. Once the oral interviews/presentations and/or demonstrations have been completed the Owner reserves the right to make an award without any further discussion with the vendors regarding the proposals received. Any cost incidental to the oral interviews/presentations and/or demonstrations shall be borne entirely by the Vendor and will not be compensated by the Owners. The Owners will contact the awarded Vendor after all the interviews have been Completed and the Owners have had sufficient time to discuss and rank the Vendors.
Oral Interviews. The City may invite the most qualified and highly rated proposers to participate in video interviews.
Oral Interviews. The Board of Fire and Police Commissioners shall conduct an individual oral interview with each candidate who passes the written examination. The members of the BFPC conducting the oral interviews will remain consistent throughout all interviews. The BFPC will make every reasonable effort to conduct all oral interviews within three (3) weeks period of time from the date of the first oral interview. Questions asked during the oral interview shall be structured and applied uniformly for all candidates, shall be job-related and designed to enable the BFPC to determine the candidate’s qualifications and abilities to discharge the duties of Lieutenant.
Oral Interviews. A team of three Village administrators (i.e., the Village Personnel Director, the Fire Chief, and the Police Chief) shall conduct an individual oral interview with each candidate. The panel of Village administrators will remain consistent throughout all interviews. Questions asked during the oral interview shall be structured and applied uniformly for all candidates, shall be job-related and designed to enable the team of three Village administrators to determine the candidate’s qualifications and abilities to discharge the duties of Captain. The rates will attempt to reach a consensus on each criterion score. If the raters cannot reach a consensus, the high and low scores will be dropped and the remaining scores will be averaged to determine the score for the criterion.
Oral Interviews. Oral interviews shall be scored by the Carbondale Board of Fire and Police Commissioners. Questions asked during the oral interview shall be job-related and be applied uniformly to all candidates. Oral interviews shall be scored by each member of the Board of Police and Fire separately, on a scale of a maximum of 100 points. The scores of each Board Member shall then be added together by the Board of Fire and Police Commissioners, and such total shall be divided by the number of board members, in order to obtain the candidate’s average score. Such score shall then be multiplied by 20% in order to determine its weighted value. The Union and the Fire Chief shall have the right to review the scoring at the conclusion of the promotional process.
