Recruitment & Selection. CLASSIFICATION See applicable Administrative Policy No. 16.006.
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 the School Business Officer. 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 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.
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. EEO STATEMENT The City of Green Bay is committed to the equality of opportunity for all people. It is the policy of the City of Green Bay to provide equal employment opportunities for all individuals on the basis of their skills, abilities, and qualifications without regard to race, color, national origin, religion, political affiliation, sex, age, disability, marital status, arrest or conviction record, sexual orientation, disabled veteran or covered veteran status, membership in the National Guard or any other reserve component of the United States, State or Military Forces, use or non-use of lawful products off the employer’s premises during non-working hours, or any other non-merit factors, except where such factors constitute a bona fide occupational qualification.
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:
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 Xxxxxxxxx from the school office. The experience, qualities, skills and needs of any volunteer will be taken into account when deciding about the recruitment of a volunteer in school. The school will require two references either from a current employer, previous employer, tutor or a personnel reference. 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 volunteer. An interview 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 school policies at the interview. Any placement may however be terminated by the school at any time without notice if the Head of the school 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 (obtained from the HR team) which gives permission to obtain character references and a Disclosure and Barring Scheme (DBS) application form (criminal records check) when required. There may be a charge for the DBS depending on the reason for volunteering. The DBS definition of a volunteer is “a person who is engaged in any activity which involves spending time, unpaid, doing something which aims to benefit someone (individuals or groups) other than, or in addition to, close relatives”. Therefore, for example, if the voluntary work is being undertaken to give the individual experience in a school prior to taking up a university place then this would not be classed as volunteering and the cost of the DBS would be charged to the volunteer. The experience, qualities, skills and needs of any volunteer will be taken into account when deciding about the recruitment of a volunteer in school. There is no guarantee that a volunteer will be found an immediate placement or any placement at all within the school. An interview may 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 School policies at the interview. Any placement of a volunteer shall be of a fixed term e.g. 1 term/2 terms/1 year 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, students or staff. Such termination need not involve any fault, shortcoming or wrongdoing attributable to the volunteer.
Recruitment & Selection. 12:08 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.
