Panel Interviews Sample Clauses

Panel Interviews. The Hospital and WSNA value the ability for nurses to actively participate in the hiring process on an advisory interview panel. To this end, managers may elect, or an applicant may request, to utilize “panel interviews” when skill and ability in a specialty area or qualities such as teaching ability or collaboration skills are deemed particularly important (for example for Charge Nurse, Specialty Educator or other positions). Panel interviews shall be subject to the following: 13.2.1.1 Where practical given the size of the unit, the panel must include at least three staff nurses from the department who hold a .5 or greater FTE; 13.2.1.2 Interview panels will be made up of nurses who are randomly selected to be invited to participate in the interview process by Human Resources; 13.2.1.3 The panel must interview all applicants and ask the same basic questions of each; 13.2.1.4 Panel interviewers shall rank the applicants from most qualified to least, giving due consideration to seniority. The Manager shall take into consideration the advisory panel’s ranking when determining who is the most qualified for the position; 13.2.1.5 A WSNA representative, not in the affected unit, shall attend the panel interviews as an observer to promote consistency in the interview process.
Sample 1Sample 2
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Panel Interviews. The Chief Education Officer (or Nominee), will chair the recruitment panel for Headteacher appointments. The Headteacher will chair the panel for Depute Headteacher and Principal Teacher appointments. For Headteacher recruitment questions will be selected from the Headteacher Recruitment Toolkit and agreed with the Recruitment Panel. For Depute Headteachers and Principal Teacher posts the Headteacher will in consultation with other panel members prepare, select and agree questions for the interview. The Chair of the recruitment panel will agree the format of the interview and it is expected that all Panel Members participate in the asking of the questions. The same questions will be asked of all candidates. The interview sheet, to be used by the panel to record candidate responses, should have prompts for the interviewers on what they should be listening out for in terms of the candidate’s response. For Headteacher posts, recruitment panels should meet together, no less than 30 minutes before the first interview is to begin, to ensure all members of the panel are briefed on the questions to ask candidates. Feedback from the Assessment Centre will be considered after the interviews have taken place. It is the responsibility of the recruitment panel to agree the preferred candidate and order of reserve candidates if this is agreed. The Chair of the panel will have the casting vote where the panel is unable to reach a consensus. There are guidance and proformas in the Schools, Learning and Education Headteacher Recruitment Pack to ensure a consistent approach is applied to the process.
Sample 1
Panel Interviews. The Hospital and WSNA value the ability for nurses to actively participate in the hiring process on an advisory interview panel. To this end, managers may elect, or an applicant may request, to utilize “panel interviews” when skill and ability in a specialty area or qualities such as teaching ability or collaboration skills are deemed particularly important (for example for Charge Nurse, Specialty Educator or other positions). Panel interviews shall be subject to the following: 13.2.1.1 Where practical given the size of the unit, the panel must include at least three staff nurses from the department who hold a .5 or greater FTE; 13.2.1.2 Interview panels will be made up of nurses who are randomly selected to be invited to participate in the interview process, or are randomly selected to participate after volunteering, by Human Resources and/or the hiring manager; 13.2.1.3 The panel must interview all applicants and ask the same basic questions of each; 13.2.1.4 Panel interviewers shall rank the applicants from most qualified to least, giving due consideration to seniority pursuant to Article 13.
Sample 1
Panel Interviews. The Hospital and WSNA value the ability for nurses to actively participate in the hiring process on an advisory interview panel. To this end, managers may elect, or an applicant may request, to utilize “panel interviews” when skill and ability in a specialty area or qualities such as teaching ability or collaboration skills are deemed particularly important (for example for Charge Nurse, Specialty Educator or other positions). Panel interviews shall be subject to the following: • Where practical given the size of the unit, the panel must include at least three staff nurses from the department who hold a .5 or greater FTE; • Interview panels will be made up of nurses who are randomly selected to be invited to participate in the interview process by Human Resources; • The panel must interview all applicants and ask the same basic questions of each; • Panel interviewers shall rank the applicants from most qualified to least, giving due consideration to seniority. The Manager shall take into consideration the advisory panel’s ranking when determining who is the most qualified for the position; • A WSNA representative, not in the affected unit, shall attend the panel interviews as an observer to promote consistency in the interview process.
Sample 1

Related to Panel Interviews

  • 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.

  • 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."

  • Investigatory Interviews ‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.

  • 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.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • 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 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.

  • Sessions Negotiation sessions will be held on a regular basis at times and places mutually agreed to. Negotiations with the Board will be held in open session at designated board meetings.

  • Trainings Appointment of any length involving two (2) or more Consumers who might need to split up to join different trainings, group discussions, etc.

  • Suggestions We shall have a royalty-free, worldwide, transferable, sublicenseable, irrevocable, perpetual license to use or incorporate into the Services any suggestions, enhancement requests, recommendations or other feedback provided by You, including Users, relating to the operation of the Services.

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