Recruitment Procedure. Except as otherwise specified in this Agreement, the Employer retains all rights to determine whether and in what manner to fill a vacant position.
A. If a vacancy occurs in a trade that operates on a multiple shift basis, the employees of that trade who are currently assigned to another shift will be asked if they desire to move to the shift where the opening exists. Should an employee desire to change shifts, this change will take effect and the opening will be posted on the shift vacated by that employee. Should more than one employee desire to change shifts, the senior employee will be given the opportunity to do so.
Recruitment Procedure. 5.1 The Vendor shall be involved in the entire process of recruitment and provide and facilitate all logistic support till the final joining of the candidate in accordance with the Company Recruitment Procedure laid down under Exhibit A of this Agreement.
Recruitment Procedure. Recruitment of Project Personnel shall only be on the basis of merit, equal opportunity, and without discrimination. The recruitment shall be open solely to nationals of the Implementing Country and key considerations in the selection of personnel shall be proficiency in spoken and written English, competent interpersonal skill, integrity, adequate technical knowledge and experience in regional forestry cooperation matters. The Implementing Country shall ensure to apply a standard transparent recruitment procedure.
Recruitment Procedure. (a) Publication of vacancies The beneficiaries are required to publicise internationally the vacancies available in the framework of the project for early stage researchers to as many potential applicants as possible using all appropriate means of advertising (press, posters, websites, internet, information at conferences, etc.). The beneficiaries are also required to publish the vacancies on the EURAXESS portal through the EURAXESS job vacancy tool.
(b) Recruitment criteria The beneficiaries must recruit the researchers, following open, transparent, impartial and equitable recruitment procedures, on the basis of: - their scientific skills and the relevance of their research experience with the research area set out in Xxxxx X; - their ability to undertake the initial training activities; - the expected impact of the proposed training on the researchers’ career; - their conformity with the required criteria for eligibility of the
(c) Equal opportunities Pursuant to Article III.2.1.a), the beneficiaries will endeavour to ensure a fair female representation by promoting genuine equal access opportunities between men and women throughout the recruitment process. To that end, the beneficiaries shall encourage female candidates to apply taking into account the publicity referred to in point a) of this paragraph, and pay particular attention to ensure no gender discrimination in the application of the recruitment criteria referred to in point b) of this paragraph.
Recruitment Procedure. Participants who completed the current study were recruited from within Her Majesty’s Prison, Youth Offending Institute, ISIS (HMP YOI ISIS), which is a category C prison for sentenced young adults and category C offenders who are under the age of 30. A category C prison is for prisoners who cannot be trusted in open conditions but who do not have the resources and will to make a determined escape attempt.1 All resident young offenders are screened during their first two-week induction to prison for an ‘at risk mental state’ (ARMS; Xxxx et al., 2005) by the OASiS in Prison service. The OASiS in Prison service is a psychological service for prisoners at high risk of developing psychosis. For the purpose of this study only demographic information and exposure to adverse childhood experiences (ACEs) collected during the OASiS in Prison screening were reviewed for the analysis (see measures for further details). Following completion of the OASiS in Prison screening assessment, consisting of a brief semi-structured interview with a member of the OASiS in prison team that lasted between 20-40minutes, all eligible participants were verbally offered the opportunity to take part in the current study. If they agreed to consider this they were given a Participant Information Sheet to review. The Participant Information Sheet and Consent Form were both adapted to accommodate for the possibility of low levels of literacy (see Appendices 2 & 3). Due to the prison population being transitory in nature the time between initial recruitment and participation within the research (xxxx://xxx.xxxxxxxxxxxxxxx.xxx.xx/DOCS/INFORMATION/CATEGORISATIONMale. was no longer than two weeks. At this time, the researcher made contact with eligible participants who had agreed to read the Participant Information Sheet. If eligible participants chose to take part they were invited to meet with the researcher. The participant information sheet was then verbally presented to them to ensure informed consent and offer participants the opportunity to ask any questions. Whilst reviewing the Participant Information Sheet participants were reminded that they could stop to ask questions or withdraw at any stage without any consequences if they so wished. It was made clear to all participants that their participation or non-participation in the study would not adversely affect their stay in the prison or negatively impact the support that they received from services within the prison. Confidentiality ...
Recruitment Procedure. The purpose of this procedure is to: Encourage best practice in all aspects of the recruitment and selection process; Ensure an open, fair and consistent approach to recruitment and promotion opportunities; Recruit with reference to Age UK’s Equality and Diversity policy and requirements of the law; To ensure legislative requirements are met.
Recruitment Procedure. A sample of first episode psychosis patients (FEP) was recruited from the South London and Maudsley (SLAM) catchment area from both inpatient and outpatient services. The SLAM catchment area includes the Maudsley, Lambeth and Bethlem Royal Hospitals, which provide care to a large area of South London, encompassing the boroughs of Lambeth, Southwark, Croydon and Lewisham (figure 2.1).
Recruitment Procedure. Candidates should apply for admission online, through the QUEEN’S postgraduate direct application portal. Selection decisions will be made by QUEEN’S on the basis of information provided in the online application and may include an interview either in PARTNER or via teleconference. Formal offers will be provided by the Admissions and Access Service at QUEEN’S.
Recruitment Procedure. XXXX shall provide QUEEN’S with statements of the academic results of applicants and any other appropriate formal or informal reports on their performance. Selection decisions will be made by QUEEN’S on the basis of information provided in the application form and by an interview either in XXXX or via teleconference. Successful applicants will be required to complete a UG Direct Application Form to formalise the position. This will be provided by the Admissions and Access Service at Queen’s.
Recruitment Procedure
