Recruitment Strategy. Old growth forest management at the landscape level is generally approached in one of two ways, either through permanent reserves (Old Growth Management Areas) or through the development of a system of rotating reserves across the landscape. Given the high rate of natural disturbance within the boreal and sub- boreal regions, it is suggested that the permanent reserves approach does not suit these ecosystems and can only be part of a strategy to maintain old growth within the landscape (Xxxxxx, Xxxxxxxx & Xxxxxx. 1999). The LLOWG approach to recruitment strategies, as outlined in the Order is to rotate reserves across the landscape in view of the dynamic nature of the forest ecosystem. The recruitment strategies are aspatial and the strategies are not considered static but will adjust over time. In view of the uncertainties associated with the mountain pine beetle situation, these recruitment strategies are draft documents in the sense that they will constantly evolve as additional information becomes available.
Recruitment Strategy i. The Company must Prepare a strategy, which ensure workers in the local communities the possibility to be employed at the mine and associated facilities actively, to promote information on the mining industry and its career opportunities.
ii. The Company must actively collaborate with local educational institutions.
iii. The Company must actively collaborate with municipalities.
iv. The Company must actively collaborate with the labor market parties.
Recruitment Strategy. The E-COM will be in charge of the recruiting operations. It will produce specific guidelines for recruitment that will define the requirements needed for enrolment in the ITN and the subject area, open to first class degrees that qualify for enrolment on a PhD programme. They will enforce the EU Code of Conduct for the Recruitment of Researchers and provide practical recommendations to promote the effective implementation of the European Charter for Researchers, creating a supportive environment and working culture in each partner organisation. The E-COM will make sure that the job descriptions comply with the prerequisites and conditions for eligibility of candidates to ESR/ER positions as set out in the Xxxxx Xxxxx People work programme. The E-COM will ratify all the selection panels appointed by each partner for candidate selection recommending that they should be composed by at least 3 members and that at least 1 originate from a country other than the host and that at least 1 is female to grant gender balance. The E-COM will organise a specific training course on candidate selections procedures that is mandatory for each panel component, issuing specific evaluation criteria designed to judge impartially the achievements of each candidate taking into account a wide range of the candidate’s abilities including group work ability, mobility experience, project management, public awareness activities, industrial involvement and knowledge transfer. All recruitment procedures will be conducted in the same open, efficient and transparent way in all countries including assessment of CV, a set of interviews and written assignments. A minimum period of 2 months between the publication of the position advert and the deadline for submission will apply. All details of the recruiting procedures will be publicly accessible. Positions will be widely advertised via websites with banners and links but also with printed flyers, targeting the relevant stakeholders. National information days will be organised in country where partners are based. Adverts will be posted on the global European and the national Euraxess portal. All appointed ESRs will be briefed on The European Charter for Researchers and the ethical principles they should abide to, illustrating in detail what they should expect from their appointments and the constraints they will be subject to, detailing safe working practices, research freedom, intellectual property rights, joint data ownership, co-authors...
Recruitment Strategy. 3.1 The Contractor plans to keep the staff assigned to the current ASNSW operation to the new contract. The Contractor will be fully staffed to meet the requirements of the contract prior to the Commencement Date.
3.2 The Contractor shall recruit the required additional pilots and maintenance personnel to fulfill the requirements of the contract. This has been planned to take place before the commencement of the new contract to ensure it is established at the time of contract commencement. The recruitment for this will be carried out by the Flight Operations Manager, Engineering Manager and Base Manager.
3.3 Based on the Aircraft availability required the total number of pilots employed to meet the contract requirements will be 25.
3.4 The Contractor shall provide adequate numbers of staff to ensure the maintenance requirements of the contract are met. The Contractor plans to engage the following dedicated minimum staffing numbers to the maintenance and records requirements of the ASNSW operation:
(i) 1 Senior Base Engineer
(ii) 12 Licensed Aircraft Engineers (being a mix of Airframe / Engine and Avionics)
(iii) 2 Hangar Assistants
(iv) 1 Technical Records Clerk
(v) 1 Store Person
3.5 An additional engineer will be recruited from 2016, or sooner if necessary, to cater for increased maintenance requirements as the Aircraft age and flying hours increase.
Recruitment Strategy. African Americans are largely underrepresented in clinical research due to poor recruitment and retention of this population so special effort was made to ensure adequate representation of African Americans in the sample (Xxxxxx & Xxxxx, 2000; Xxxxxxxx, Harris, Burnett, & Xxxxxxxxxx, 1998). Barriers to recruitment and retention include distrust of researchers due to historical human experimentation of this population. Specifically, this group is seen as a vulnerable population due to the historical injustices that put African Americans at an increased risk for harm and exploitation (Xxxx, 2001). In light of this information, the following plan was used for the inclusion, recruitment, and retention of African-American women in the proposed study:
Recruitment Strategy. Charter and code of researchers. The CERN recruitment policy, employment conditions and staff career development prospects are in good compliance with the guidelines of the European Charter for Researchers and the Code of conduct for the Recruitment of Researchers, and most of the recommendations contained therein are effectively implemented and part of internal practice. This concerns in particular the recommendations on non- discrimination, gender balance, research environment, funding and salaries, continuous training, evaluation and appraisal systems, complaints and appeals, working conditions and carrier development.
Recruitment Strategy. Existing connections provided through GMIHRG will be most useful for this population, and snowball recruitment will be essential.
Recruitment Strategy. Recruitment: Fellows will be recruited in agreement with The European Charter for Researchers, in particular the Code of Conduct for the Recruitment of Researchers. Positions will be announced using all reasonable instruments, like print media, posters, flyers and electronic platforms, including the EC job database (xxxx://xx.xxxxxx.xx/euraxess/jobs), which also advertises via Nature jobs. Effort will be to ensure the best students from less favoured regions are informed. The criteria of selection, in particular for ESR, will be the quality of the candidates Studies + curriculum vitae, their expressed interest in research (via their letter of application) and the expected benefit of the ITN training for the candidate (also outlined in their letter of application). The selection criteria will be published in the calls, to ensure full transparency of the recruitment process. All partners will implement the tenets of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, and will ensure that the entire recruitment process is conducted within the scope of this charter. In the unlikely event that a fellow is not recruited through a round of interviews, another round of recruitment will be opened. If, following this there is no successful candidate the management board will be notified and appropriate action will be taken.
Recruitment Strategy. The recruitment of the ERs will follow the European Charter for researchers and the Code of Conduct for their Recruitment. The posts will be widely advertised to the international scientific community via scientific magazines and websites, including compulsory publication on Euraxess. The positions profile are already established within the network by the project very well defined needs and will be centrally advertised. . The curriculum vitas of the candidates will be circulated to all members of the Institute Board and a short list will be drawn based on their input. The short- listed candidates will be invited for an interview either to the host institute or to CERN, whichever is less costly. We will try to group the interviews when possible, to minimize traveling costs, or perform them via telephone conferencing.
Recruitment Strategy. The recruitment of the ERs will follow the European Charter for researchers and the Code of Conduct for their Recruitment. The posts will be widely advertised to the international scientific community via scientific magazines and websites, including compulsory publication on Euraxess. The positions profile are already established within the network by the project very well defined needs and will be centrally advertised. The announcement of the ER posts will take place as soon as the negotiations of the contract start.
