Recruitment and Hiring. In order to integrate a service focus into the
Recruitment and Hiring. In order to integrate a service focus into the organization’s recruitment and hiring practices, the parties agree that all job descriptions, performance evaluations and job competencies will include a jointly developed service component. All job postings will include language that emphasizes service skills.
Recruitment and Hiring. 6.3.1 The Superintendent shall seek the advice of the NJPMC on recruitment and hiring for all Parks-related positions, including, without limitation:
(a) policies and procedures for filling positions, including methods of advertising;
(b) hiring criteria and qualifications, including the weight to be attached to these; and
(c) job descriptions and statements of qualifications.
6.3.2 The GN shall give special consideration to the following criteria when establishing hiring criteria and qualifications for Parks-related positions:
(a) knowledge of Inuit culture, society and economy;
(b) community awareness;
(c) fluency in Inuktitut;
(d) knowledge of environmental characteristics of the Nunavut Settlement Area;
(e) relevant northern experience; and
(f) knowledge of this IIBA and the NLCA.
6.3.3 The Superintendent shall invite an Inuit-appointed member of the NJPMC to be involved in the selection panel or board for all Parks-related positions. If an Inuit member of the NJPMC is not available, the NJPMC may designate another of its members or any other person to be involved in the panel or board.
6.3.4 When recruiting for Parks-related positions, the GN shall give preference to qualified Inuit, including unilingual Inuktitut speakers when knowledge of English is not necessary for safety purposes.
Recruitment and Hiring. In cooperation with the Chief Academic Officer, the Department Chairperson will recruit Employees and part-time Faculty, including participation in committees, to recommend and interview applicants for referral to the Chief Academic Officer and the College President. Concerning part-time Faculty, the Department Chairperson will make recommendations for assignment to the Chief Academic Officer. Department Chairpersons will have access to all applicants’ files as maintained in the Human Resources Department, where necessary to perform these responsibilities.
Recruitment and Hiring. Administrative regulations shall be established for the recruitment and selection of employees including, but not limited to, the following criteria: • An Equal Employment Opportunity plan shall be implemented according to Title 5 and Board Policy 3420. • Academic employees shall possess the minimum qualifications prescribed for their positions by the Board of Governors. The criteria and regulations for hiring academic employees shall be established and implemented in accordance with board policies and regulations regarding the Academic Senate’s role in local decision-making. The criteria and regulations for hiring classified employees are governed by Education Code and Personnel Commission rules. See Administrative Regulation 7120 References: Education Code Sections 70901.2, 70902 (b) (7) & (d), 87100, et seq.; Title 5 Sections 53000, et seq., 51023.5; Accreditation Standard III.1.A. Adopted by the Governing Board: June 8, 1978; June 28, 1978; September 3, 1985; June 4, 1996; April 4, 2006 Revised: July 1, 2008 Academic employees are all persons employed by the District in academic positions. Academic positions include every type of service, other than paraprofessional service, for which the Board of Governors has established minimum qualifications for the California Community Colleges. Faculty members are those employees who are employed by the District in academic positions that are not designated as supervisory or management. Faculty employees include, but are not limited to, instructors, librarians, counselors, and professionals in health services, DSPS, and EOPS. Decisions regarding tenure of faculty shall be made in accordance with the evaluation procedures established for the evaluation of probationary faculty and in accordance with the requirements of the Education Code. The Board reserves the right to determine whether a faculty member shall be granted tenure. The District may employ temporary faculty from time to time as required by the interests of the District. Temporary faculty may be employed full time or part time. The Board delegates authority to the Chancellor to determine the extent of the District’s needs for temporary faculty. Notwithstanding this policy, the District shall comply with its goals under the Education Code regarding the ratio of full-time to part-time faculty to be employed by it and for making progress toward the standard of 75% of total faculty work load hours taught by full-time faculty. Reference: Education Code Secti...
Recruitment and Hiring. Canada will seek the advice of the JPMC concerning recruitment or hiring for a position in the Park or for a position in the Nunavut Field Unit if that position involves responsibilities for the Park, including advice concerning:
Recruitment and Hiring. 4.1. Contractor shall ensure all positions are filled by individuals with lived experience, as parents/caregivers of someone served in the CSOC, including behavioral health, substance use, child welfare, probation, and representing the diverse communities of Placer County.
4.2. Contractor shall develop and implement a procedure to identify qualified candidates, who are parents or other relatives with lived experience of navigating public service systems, and provide recruitment and hiring of individuals selected for the positions of Family Advocacy Program Director, and Family Advocates. Recruitment and hiring procedures shall be conducted with input from the assigned CSOC Program Manager, including development of an on-going process for recruitment of qualified candidates to serve as Family Advocates.
4.3. To the fullest extent possible, upon contract commencement Contractor shall recruit and hire Family Advocates who are fully trained and experienced with working in partnership with Placer County CSOC.
4.4. All Contractor staff assigned to this Program must first pass a criminal/ background check and agree to submit Livescan (or equivalent) verification of criminal/background history to the County. The County has the right to request replacement or reassignment of individual staff as a result of information obtained at any time during this process.
Recruitment and Hiring. C.2.1 The Parties will seek the advice of the Thaı́dëne Nene xá dá yáłtı on the recruitment and hiring of all Thaidene Nëné staff including:
(a) methods of advertising; and
(b) selection criteria based on the job descriptions.
C.2.2 The Government of the Northwest Territories will, in addition to its core competencies, consider and incorporate the following competencies into decisions concerning the recruiting and hiring of Thaidene Nëné employees:
(a) knowledge of Łutsël K’e Denesǫłine culture;
(b) familiarity with Xxxxxxxxxx Xxxx;
(c) knowledge of Thaidene Nëné and competency in travelling and using
(d) awareness of local communities.
C.2.3 The Government of the Northwest Territories will invite the Thaı́dëne Nene xá dá yáłtı to appoint an advisor to each selection committee responsible for hiring Government of the Northwest Territories Thaidene Nëné employees. If the Thaı́dëne Nene xá dá yáłtı does not appoint a member to be an advisor within a reasonable timeframe set by the Government of the Northwest Territories or if the member appointed to be an advisor is not available upon reasonable notice for any of the activities of the selection committee set out below, the selection committee can proceed in the absence of that person. The advisor will participate in the following activities of the selection committee:
(a) preparing interview questions;
(b) conducting hiring interviews; and
(c) making selection recommendations.
C.2.4 The Government of the Northwest Territories will, in the evaluation of Łutsël K’e Denesǫłine applicants for employment, consider equivalent prior experience and informal training as per the approved selection criteria.
C.2.5 The Affirmative Action Policy as modified from time to time and any successor program will apply to hiring for all positions.
C.2.6 Geographic eligibility criteria may be set by the Government of the Northwest Territories for certain positions based in Łutsël K’e that are primarily associated with Thaidene Nëné.
C.2.7 The Regional Recruitment Program as modified from time to time and any successor program will apply.
C.2.8 Any future programs of the Government of the Northwest Territories intended to facilitate Indigenous persons obtaining employment with the Government of the Northwest Territories will apply to Łutsël K’e Denesǫłine for positions primarily associated with Thaidene Nëné.
Recruitment and Hiring. Elm City Montessori teacher candidates will be interviewed and selected by the Principal of Elm City Montessori and others assigned to the recruitment and hiring team by the Elm City Montessori Board of Trustees.
Recruitment and Hiring. 11.2.1 The Superintendent shall seek the advice of the UPMC on recruitment and hiring of Park Staff and Nunavut Field Unit Staff including: policies and procedures for filling positions, including methods of advertising; hiring criteria and qualifications, including the relative importance of these; and
