Recruitment Processes. The ARC encourages the Training Centre or Research Hub to use innovative ways to recruit for prospective high quality positions including ICHDRs and ICPDs. If recruitment is staggered across the Project Activity Period, particularly if recruitment is occurring after year 3 of the Project, serious consideration must be given to a wind-down period for the Training Centre or Research Hub particularly supporting the supervision and mentoring of any students and postdoctoral researchers. C3 Strategic Planning The Training Centre or Research Hub should develop, implement and maintain a strategic plan, which should be revised annually and updated over the Project Activity Period, ideally with input from a broad range of members. The strategic plan should incorporate, as appropriate: a clear plain language statement of the Training Centre or Research Hub’s purpose and vision; the expected outcomes of the research through the period of ARC Funding and at its conclusion, and indicators of success in achieving these; research translation and/or Intellectual Property strategies; identified and/or potential opportunities for end-user and industry collaborations; broad succession plans for critical positions, including that of Training Centre Director or Research Hub Director; opportunities for involvement in emerging research areas; and identified and/or potential sources of funding to support projects both during the Centre’s Project Activity Period and particularly beyond the Project Activity Period. As far as practicable, the Training Centre or Research Hub should develop and implement a Centre or Hub-specific gender equality plan which will support recruitment and employment of postdoctoral researchers, students and other staff including committees. The equality plan should position the Centre as a flexible and family-friendly work environment, and encourage the recruitment and employment of women as well as men with family or carer responsibilities. The equality plan should be developed in conjunction with the appropriate human resources areas of the Participating Organisations. C4 On-going Hubs and Centres Funded in Previous ITRP rounds If the Administering Organisation has been successful in submitting a new Proposal, a transition statement must be provided to the ARC within 3 months of the Project’s Funding Offer being executed by the ARC. The transition statement should include: a comparative evaluation of the two Project’s research plans, including an explana...
Recruitment Processes i. the parties will develop recruitment processes for fulltime, part-time, permanent and locum physicians to provide the Services at the Site, and at a minimum, to ensure that the number of Physicians does not drop below the Threshold Number of Physicians. The recruitment process will not alter, but will supplement, the processes in the medical staff bylaws and rules and will strengthen the commitments around proactive and transparent recruitment;
Recruitment Processes. C2.1 The ARC encourages the Training Centre or Research Hub to use innovative ways to recruit for prospective high quality positions including ICHDRs and ICPDs.
Recruitment Processes. A. Laid off Employees – Individuals on layoff who have provided an email address to the Human Resources Department will be notified of SacRT-wide Internal Only and Internal/External vacancy postings. A laid off employee interested in applying for the vacancy will be subject to the applicable recruitment procedures set out in paragraphs B.2, or B.3, below. Additional information specific to laid off employee recall rights is located in Article 30, Layoff and Recall.
Recruitment Processes
