Recruitment & Selection. CLASSIFICATION
Recruitment & Selection. 12.1 Florida International University shall recruit external and internal employees through competitive searches and internal marketing and promotional processes. Recruitment & Selection processes must be guided by the University’s commitment to diversity. Internal recruitment will be utilized to support career mobility of qualified existing employees, consistent with the University’s commitment to diversity. The recruitment and selection of new hires and internal promotions and transfers must be approved by the Division of Human Resources. The purpose of this policy is to ensure that Florida International University will attract and retain diverse and the most highly qualified workforce available to effectuate its academic research, and service mission. It is our intention to make public, any information about employment opportunities at the University to as many people as necessary to ensure compliance with the EEO and other applicable laws. To do so, it is essential to conduct effective external recruitment searches and also support current employees in their career goals by providing fair and equitable internal transfer and promotional processes. This policy is specifically concerned with the recruitment phase of the selection process and addresses the behavior expected from all persons in the University community who have a role in conducting specific recruitment activities when an employment opportunity exists. Commitment to EEO/AA and Diversity It is required by law that Florida International University provides equal employment opportunity to all, without regard to race, color, religion, age, disability, sex, sexual orientation, national origin, marital status, and veteran status. It is further required by law that the University ensures that its policies and practices are non-discriminatory. As a federal contractor, goals have been established to address any underutilization of women and/or minorities. The Equal Opportunity Program & Diversity department annually updates its written plan for Women and Minorities. Upon completion, the University analyzes the participation of women and minorities in each job group. The University must be able to document that it made good faith efforts to meet any established goals, which means that the appropriate steps will be taken to ensure that persons of the underutilized group, whether women or minorities or both, as well as all others, are considered in the selection process. The following career-pathing opp...
Recruitment & Selection for the benefit of working for the Client recruiting, selecting and introducing one or more candidates by or via us.
Recruitment & Selection. The volunteer applicant must complete a simple application form which gives permission to obtain a character reference and a Disclosure and Barring Scheme (DBS) application form (criminal records check), obtainable from Xxx Xxxxxx, Office Manager. The experience, qualities, skills and needs of any volunteer will be taken into account when deciding about the recruitment of a volunteer at Pitcheroak. Please note, there is no guarantee that a volunteer will be found an immediate placement or any placement at all within the school or elsewhere. The placement should be mutually beneficial to the school and the volunteer. A discussion will take place with a view to agreeing a placement in order that the school and volunteer will have the opportunity to find out about each other and to agree a role, timetable, support, dress code etc. The school will outline relevant policies at this stage. Any placement of a volunteer shall be of a fixed term and shall at the expiry of the period terminate unless expressly renewed in writing. Any placement may however be terminated by the school at any time without notice if the Headteacher deems this to be in the best interest of the school, pupils or staff. Such termination need not involve any fault, shortcoming or wrongdoing attributable to the volunteer. The school has a duty to promote disability and as a part of our actions to do this we will invite local disabled people to volunteer to help within school. In order to do this we will contact local community groups to forge links and partnerships.
Recruitment & Selection. The volunteer applicant must complete a simple application form which gives permission to obtain a character reference and a Disclosure and Barring Scheme (DBS) application form (criminal records check), obtainable from the Office Manager. The experience, qualities, skills and needs of any volunteer will be taken into account when deciding about the recruitment of a volunteer in the Trust/Academy/School. Please note, there is no guarantee that a volunteer will be found an immediate placement or any placement at all elsewhere. The placement should be mutually beneficial to the Trust/Academy/School and volunteer. An interview will take place with a view to agreeing a placement in order that the Trust/Academy/School and volunteer will have the opportunity to find out about each other and to agree a role, timetable, support, dress code etc. The Trust/Academy/School will outline relevant policies at the interview. Any placement of a volunteer shall be of a fixed term of 1term/2terms/1 year and shall at the expiry of the period terminate unless expressly renewed in writing. Any placement may however be terminated by the Trust/Academy/School at any time without notice if the Head of the Academy/School deems this to be in the best interest of the Academy/School, pupils or staff. Such termination need not involve any fault, shortcoming or wrongdoing attributable to the volunteer.
Recruitment & Selection. 13.01 The Employer shall post within the Centre notices of vacant positions within the Bargaining Unit not less than ten (10) calendar days in advance of making an appointment. The posting shall contain the following information:
(a) qualifications required;
(b) employment status. For information purposes only, a notice of vacancy shall specify the number of hours per shift, shifts per shift cycle and the current shift pattern for the position. During the employment interview the Employer shall advise the applicant of the wage range for the position.
13.02 Applications for vacancies, transfers or promotions, shall be made in writing on such forms as provided by the Employer and submitted to the designated individual or location set by the Employer.
13.03 The Employer may fill posted vacancies on a casual basis only, until a permanent candidate is selected.
13.04 When making promotions and transfers and filling vacancies within the Bargaining Unit, the determining factors shall be the most requisite job related skills, training, knowledge, acceptable performance and other relevant attributes.
13.05 Applicants for a posted transfer, promotion or vacancy, shall be informed in writing of their acceptance within ten (10) calendar days of the date of the appointment. The name of the Employee who is appointed to fill the transfer, promotion or vacancy shall be posted on the job posting bulletin board and shall remain posted for ten (10) calendar days.
(a) Transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period of three hundred and forty-eight point seven five (348.75) regular hours worked, in which to demonstrate the ability to fill the new position satisfactorily. The trial period may be extended by the number of working hours absent for any reason during the trial period.
(b) If the Employer finds the Employee to be unsatisfactory during the trial period, the Employer shall endeavor to reinstate the Employee in her former position without loss of seniority, or, if such reinstatement is not possible, place the Employee in another suitable position without loss of seniority, and at the rate of pay equivalent to that of her former position.
(c) If during the trial period, the Employee finds her new position to be unsatisfactory, she may request in writing to be returned to her former position. At the sole discretion of the Employer, if the Employee’s former position is still vacant, the Employer shall r...
Recruitment & Selection. 13.1 Should a permanent position become available the position will be advertised internally and externally (if required).
13.2 All applications (internal and external) must satisfy the recruitment and selection criteria as set out by Capral.
a) There will be no automatic right to any permanent position by current casual labour.
b) Appointment of new employees may be in the capacity of casual status for a maximum period of six (6) months.
Recruitment & Selection. EEO STATEMENT
Recruitment & Selection. Employees with a minimum of five (5) years northern service shall be given preference, by way of a transfer to a position vacancy within the same classification or from one position to another position where both positions have the same maximum salary. The most senior qualified aforementioned employee seeking transfer shall be selected. If there are no applicants seeking transfer then the Corporation shall fill the position vacancy from qualified applicants in accordance with Article 12.09.
Recruitment & Selection. Reassigned assignments will be advertised for ten (10) days and shall include the job description. All regular faculty who meet the minimum qualifications and submit the required documents by the deadline date will be interviewed. Division assignments will be advertised by the division Xxxx and District- wide and tenure-track assignments will be advertised by the Human Resources department. The interview committee structure will be as follows:
26.6.1 Tenure-track assignments: In accordance with the faculty hiring procedures.
