Qualified Candidate. A qualified candidate meets or exceeds the required job qualifications for the position, as specified in the job posting and position description (a.k.a. desk description), and determined by Human Resources to possess the skills, knowledge, and abilities for the position. Internal candidates who are determined to not qualify under this provision may request and will be provided a written explanation for their disqualification, including the specific qualifications and/or requirements the candidate did not meet.
Qualified Candidate. An economically disadvantaged individual, as defined in section 83.4 of the San Francisco Administrative Code, who meets the minimum bona fide occupational qualifications provided by Applicant to the System in the job availability notices required under this Agreement.
Qualified Candidate. In the event that two (2) or more employees, as determined qualified by the Company apply for the same position, the Company in making its decision will be governed by the factors in Article 13.01 (c) hereof.
Qualified Candidate. Has experience but lacks length or depth; experience may be with a small project with limited functionality. Participated in a closely supervised role rather than independent journey level. Worked on a portion of a project rather than involvement in all phases. Used software other than Intergraph, Arc/Info or ARCVIEW software. 1 point – Minimally Qualified Candidate: Meets the minimum qualifications of degree in MIS or BIS plus 1 year of experience but experience has been as a GIS user or in a support role rather than as a developer. For certain general KSAs, the same rating guidelines can be used in each question rating that KSA. The rating guidelines serve to focus the raters’ attention on the specific KSAs being assessed. For KSAs that are heavily weighted, it is suggested that more than one question be included in the T&E. The basis for scoring this type of examination is slightly different than that of the traditional T&E rmethod. Rather than evaluating past “exposures” that applicants have had in terms of work or education (e.g., work experience involving ), this method emphasizes past behaviors or achievements of the applicant. Since the focus is more on behaviors and achievements, and not broadly-defined experience or “exposures”, this method is better geared to evaluate the quality of what an applicant has done, achieved or accomplished (i.e., results achieved), than traditional T&E’s. The term “behavioral consistency” therefore stems from the idea that people tend to be consistent in their behaviors, and that future behaviors can be predicted by measuring past behaviors of a similar nature. This is not to say that individuals don’t change. They can. However, most of the important behaviors for most people do not change dramatically over reasonable periods of time. Again, because the Behavioral Consistency method is based on content validity, applicants are evaluated on only those behavioral dimensions that show large differences between superior and barely acceptable workers. Behaviorally anchored T&Es must be rated by more than one rater. The panel(s) of SMEs review the narrative descriptions provided by candidates and match them with the rating guideline’s set of detailed pre-established benchmarks, which exemplify performance at different levels of proficiency. Ideally, the different proficiency benchmarks associated with each task or function represent such markedly different levels of performance that they do not overlap. If there are highly...
Qualified Candidate. Qualified candidate is defined as any visitor to ------------------- XXxxxxxxx.xxx or XXxxxxx.xxx who clicks through to Leaders!Online.
Qualified Candidate a. Public Works shall define qualified as having passed all hands-on testing stations with a cumulative score of seventy five percent (75%) or higher, when applicable. Management retains the right to evaluate candidates in an oral interview on a case-by-case basis to determine if the candidate is qualified for the position.
