Common use of Recruitment and Selection Clause in Contracts

Recruitment and Selection. Principle (a) The Employer selects candidates for position vacancies, whether full-time or temporary, based on the knowledge, skills, ability, experience and education of the applicant. The successful candidate will be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual work. Where a short-term vacancy is created, an available person from the relief pool shall be placed in the position, subject to the circumstances and availability of resources. (d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations. (e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without posting or holding a competition for a period of 12 months from competition end date. The start date of the eligibility list is the date the successful candidate commenced their duties after winning the competition. An offer shall be made from the eligibility list based on the ranking in the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person shall be hired from any new eligibility list until the old list has expired. A list expires either one year from its start date or when every person on the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list in the same relative order as the previous expired list. This is subject to the successful candidate's completion of at least 40 continuous working days in an acting or temporary capacity in the position for which they are qualified. All others working must apply.

Recruitment and Selection. Principle (a) The Employer selects candidates for position vacancies, whether full-time or temporary, based on the knowledge, skills, ability, experience and education of the applicant. The Employer will accept an internal applicant’s equivalent combination of education and experience in place of a formal educational credential. The successful candidate will be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual work. Where a short-term vacancy is created, an available person from the relief pool shall be placed in the position, subject to the circumstances and availability of resources. (d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations. (e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without posting or holding a competition for a period of 12 months from competition end date. The start date of the eligibility list is the date the successful candidate commenced their duties after winning the competition. An offer shall be made from the eligibility list based on the ranking in the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person shall be hired from any new eligibility list until the old list has expired. A list expires either one year from its start date or when every person on the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list in the same relative order as the previous expired list. This is subject to the successful candidate's completion of at least 40 continuous working days in an acting or temporary capacity in the position for which they are qualified. All others working must apply.

Recruitment and Selection. Principle (a) The Employer selects candidates for position vacancies, whether full-time or temporary, based on the knowledge, skills, ability, experience and education of the applicant. The successful candidate will be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five (5) employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise practice exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual work. Where a short-short term vacancy is created, an available person from the relief pool shall be placed in the position, subject to the circumstances and availability of resources. (d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 fourteen (14) days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations. (e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without posting or holding a competition for a period of 12 twelve (12) months from competition end date. The start date of the eligibility list is the date the successful candidate commenced their duties after winning the competition. An offer shall be made from the eligibility list based on the ranking in the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person shall be hired from any new eligibility list until the old list has expired. A list expires either one year from its start date or when every person on the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list in the same relative order as the previous expired list. This is subject to the successful candidate's completion of at least 40 forty (40) continuous working days in an acting or temporary capacity in the position for which they are qualified. All others working must apply.

Recruitment and Selection. Principle (a) The Employer selects candidates for 9:01 Management shall recruit and appoint without competition to the Adjustor and Senior Adjustor position vacancies, whether full-time or temporary, levels based on satisfactory performance, training and completion of the knowledgerequisite amount of adjusting work at each level. 9:02 The Corporation shall, skillswhenever possible, fill vacancies at the Team Leader levels by promotion from within its present staff on the basis of ability, experience prior work performance, qualifications and education of the applicantseniority. The successful candidate will Where ability, prior work performance and qualifications are relatively equal, seniority shall be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual workdetermining factor. Where a short-term vacancy at the Team Leader level occurs or a new position is created, an available person the Corporation shall take reasonable steps to notify all employees of the vacancy or new position. Normally a notice of vacancy 9:03 The Corporation shall, whenever possible, fill vacancies at the Senior Team Leader levels by promotion from within the relief pool Team Leaders in the applicable Region on the basis of ability, prior work performance, and qualifications. Where ability, prior work performance and qualifications are relatively equal, seniority shall be placed in the position, subject to the circumstances and availability of resources. (d) When determining factor. Where a vacancy arises which will increase at the workload of existing employeesSenior Team Leader level occurs or a position is created with Senior Team Leader duties, the Employer shall, within 14 days, advise Corporation shall take reasonable steps to notify all eligible employees of what it is doing to deal with the situationvacancy or new position. If it is not possible or practical to backfill Normally a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations. (e) An eligibility list by position notice of vacancy shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without posting or holding a competition posted for a period of 12 months from competition end date. The start date not less than ten (10) days prior to an appointment. 9:04 Where, in the opinion of the eligibility list Corporation, response to a vacancy that has been posted fails to provide a suitable qualified candidate from within its present staff, the Corporation shall be at liberty to fill the vacancy in any manner it chooses. 9:05 Wherever possible, the Corporation shall endeavour to fill any vacancy within a reasonable period following the time after such vacancy has been posted. 9:06 An employee who is notified that he or she is an unsuccessful applicant for a vacant position shall be supplied with the date reasons for non-acceptance within ten (10) days of making a written request to the successful candidate commenced their duties after winning the competitionCorporation. An offer Such a request shall be made from within ten (10) days of receipt of the eligibility list based on notification that the ranking employee was an unsuccessful applicant. An employee who has been given the reasons for non-acceptance verbally, may then request that the reasons be provided in writing and the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person reasons shall be hired from any new eligibility list until provided in writing by the old list has expiredCorporation. A list expires either one year from its start date or when every person on provided the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list in the same relative order as the previous expired list. This is subject to the successful candidate's completion of at least 40 continuous working days in an acting or temporary capacity in the position for which they are qualified. All others working must apply.employee applies in

Recruitment and Selection. Principle (a) The Employer selects candidates for position vacancies, whether full-time or temporary, based on the knowledge, skills, ability, experience and education of the applicant. The successful candidate will be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, and more frequently if mutually agreed, the Employer will offer a '‘promotion preparedness' ’ training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attendunit. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise practice exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's ’s expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a '‘relief pool' ’ of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual work. Where a short-short term vacancy is created, an available person from the relief pool shall be placed in the position, subject to the circumstances and availability of resources. (d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 fourteen (14) days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations. (e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without posting or holding a competition for a period of 12 twelve (12) months from competition end date. The start end date of the eligibility list is the date the successful candidate commenced their duties after winning the competition. An offer shall be made from the eligibility list based on the ranking in the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person shall be hired from any new eligibility list until the old list has expired. A list expires either one year from its start date or when every person on the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list in the same relative order as the previous expired list. This is subject to the successful candidate's completion of at least 40 continuous working days in an acting or temporary capacity in the position for which they are qualified. All others working must apply.

Recruitment and Selection. Principle (a) The Employer selects candidates for 9:01 Management shall recruit and appoint without competition to the Adjustor and Senior Adjustor position vacancies, whether full-time or temporary, levels based on satisfactory performance, training and completion of the knowledgerequisite amount of adjusting work at each level. 9:02 The Corporation shall, skillswhenever possible, fill vacancies at the Team Leader levels by promotion from within its present staff on the basis of ability, experience prior work performance, qualifications and education of the applicantseniority. The successful candidate will Where ability, prior work performance and qualifications are relatively equal, seniority shall be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual workdetermining factor. Where a short-term vacancy at the Team Leader level occurs or a new position is created, an available person from the relief pool Corporation shall take reasonable steps to notify all employees of the vacancy or new position. Normally a notice of vacancy shall be placed in the position, subject to the circumstances and availability of resources. (d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations. (e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without posting or holding a competition posted for a period of 12 months not less than ten (10) days prior to an appointment. 9:03 The Corporation shall, whenever possible, fill vacancies at the Senior Team Leader levels by promotion from competition end datewithin the Team Leaders in the applicable Region on the basis of ability, prior work performance, and qualifications. The start date Where ability, prior work performance and qualifications are relatively equal, seniority shall be the determining factor. Where a vacancy at the Senior Team Leader level occurs or a position is created with Senior Team Leader duties, the Corporation shall take reasonable steps to notify all eligible employees of the eligibility list vacancy or new position. Normally a notice of vacancy shall be posted for a period of not less than ten (10) days prior to an appointment. 9:04 Where, in the opinion of the Corporation, response to a vacancy that has been posted fails to provide a suitable qualified candidate from within its present staff, the Corporation shall be at liberty to fill the vacancy in any manner it chooses. 9:05 Wherever possible, the Corporation shall endeavour to fill any vacancy within a reasonable period following the time after such vacancy has been posted. 9:06 An employee who is notified that he or she is an unsuccessful applicant for a vacant position shall be supplied with the date reasons for non-acceptance within ten (10) days of making a written request to the successful candidate commenced their duties after winning the competitionCorporation. An offer Such a request shall be made from within ten (10) days of receipt of the eligibility list based on notification that the ranking employee was an unsuccessful applicant. An employee who has been given the reasons for non-acceptance verbally, may then request that the reasons be provided in writing and the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person reasons shall be hired from any new eligibility list until provided in writing by the old list has expiredCorporation. A list expires either one year from its start date or when every person on provided the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list employee applies in the same relative order as the previous expired list. This is subject writing to the successful candidate's completion of at least 40 continuous Corporation requesting said reasons within ten (10) working days in of receipt of the notification that he or she is an acting or temporary capacity in the position for which they are qualified. All others working must applyunsuccessful applicant.

Recruitment and Selection. Principle (a) The Employer selects candidates for position vacancies, whether full-time or temporary, based on the knowledge, skills, ability, experience and education of the applicant. The Employer will accept an internal applicant’s equivalent combination of education and experience in place of a formal educational credential. The successful candidate will be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply. (b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection. (c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual work. Where a short-term vacancy is created, an available person from the relief pool shall be placed in the position, subject to the circumstances and availability of resources. (d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her their supervisor regarding work priorities and expectations. (e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles Clauses 39.6 [Right to Position] or 25.825.8 [Unable to Place Into Vacancy Because of Operational Requirements]) without posting or holding a competition for a period of 12 months from competition end date. The start date of the eligibility list is the date the successful candidate commenced their duties after winning the competition. An offer shall be made from the eligibility list based on the ranking in the original competition. The Employer may hold a competition at any time while an eligibility list is still in effect, but no person shall be hired from any new eligibility list until the old list has expired. A list expires either one year from its start date or when every person on the list has been placed or has turned down a reporting date, whichever comes first. Any candidates remaining on the eligibility list at the time of expiration who have not rejected permanent employment, will move to a new list in the same relative order as the previous expired list. This is subject to the successful candidate's completion of at least 40 continuous working days in an acting or temporary capacity in the position for which they are qualified. All others working must apply.