REFERRAL AND SELECTION. A. The names of the best qualified candidates will be sent to the selecting official in alphabetical order. The selecting official will receive the evaluation materials for each applicant on the best qualified list, if available.
B. Any selection technique utilized by the selecting official will be uniformly applied to all referred candidates.
C. The Employer will provide first consideration to FCC employees for bargaining unit vacancies by considering the “best qualified” (BQ) candidates at all grades for which the position was announced.
1. In this regard, the Employer may simultaneously post vacancy announcements for, and separately rate, rank, and assess, as applicable, both internal and external candidates for such vacancies. However, the certificate(s) listing internal BQ candidates, as determined according to the procedures set forth in this Article, will be referred first to the selecting official for consideration.
2. Under no circumstances will the selecting official be permitted to review and/or consider external candidates prior to considering the internal BQ candidates.
3. This first consideration given to internal candidates may result in the selection of a BQ candidate or the selecting official may decide to review external candidates before making a selection. If the selecting official reviews external candidates and decides to interview one or more of them, the selecting official must also interview all internal BQ candidates.
D. Non-competitive eligibles who applied through the competitive merit promotion vacancy announcement will be referred to the selecting official in alphabetical order on a non-competitive referral list.
E. If the selecting official does not make a selection from among the best qualified applicants initially referred, the Employer may re-announce the vacancy.
REFERRAL AND SELECTION. (a) All certified promotional applicants will be sent to the selecting official in alphabetical order. Certificates will be valid for 30 days unless an extension is granted.
(b) If one candidate is interviewed, all candidates must be interviewed unless the selecting official is the first or second line supervisor having first hand knowledge of the candidates’ experience, knowledge, skills, and abilities relative to the position being filled.
(c) The selecting official may select from among any of the candidates on a promotion certificate. The selecting official may also elect not to fill the position from the promotion certificate.
(d) An employee’s use of approved annual or sick leave should not be considered by the selecting official as a basis for selection/non- selection.
REFERRAL AND SELECTION. (a) The selecting official may select from among any of the candidates on a promotion certificate. The selecting official may also elect not to fill the position from the promotion certificate.
(b) An employee’s use of approved annual or sick leave should not be considered by the selecting official as a basis for selection/non-selection.
(c) All certified promotional applicants will be sent to the selecting official in alphabetical order. The expiration of certificates will be in accordance with the Departmental Regulation. As of the effective date of this Agreement, certificates will be valid for fifteen (15) calendar days. Extensions may be granted in fifteen (15) day increments up to a total of ninety (90) calendar days.
REFERRAL AND SELECTION. 1. All competitive candidates who meet the Well Qualified Group will be compared within their grade level based on the job related standards specified in the vacancy announcement to determine best qualified. If there are three or fewer best qualified candidates, all well qualified candidates may be deemed best qualified and referred together. Best qualified candidates will be referred to the selecting official on Certificate of Eligibles by grade level in alphabetical order. Noncompetitive candidates will be referred separately.
2. Upon receipt of the Certificate of Eligibles, selecting officials, in consultation with their servicing HR specialist, will determine the best method for making a selection. Telephonic or in person interviews may be conducted.
3. The selecting official will comply with all applicable laws, rules and regulations and this Agreement. The selecting official must consider candidates for the vacancy(ies) being filled according to the following order of precedence:
a. Quality CTAP applicants.
b. Former Department employees who are on the Department’s priority reemployment or repromotion list; and
c. Best Qualified or quality applicants from all other sources.
4. The selecting official is not required to fill a vacancy by selection of one of the candidates listed on the certificate. He or she may:
a. request to readvertise the position with an extension of the area of consideration;
b. request additional recruitment efforts; and/or
c. fill the job by some other type of placement action (e.g., reassignment).
5. Bargaining Unit employees covered by this Agreement will be notified of their selection within ten (10) days if the selection results in a promotion and within two (2) pay periods if not a promotion.
REFERRAL AND SELECTION. A reasonable number of best qualified, available candidates will be certified on the selection roster. Non- selectees will be furnished with the non-selection notification.
REFERRAL AND SELECTION. A. Employees involved in the selection process (including rating and interviewing) are prohibited from participating in the process if a relative is under consideration. Supervisors and managers must not advocate the selection of a relative.
B. Management must give an applicant special priority consideration when it is determined that an applicant was not given proper consideration in a prior competitive promotion action. The HR service provider must ensure Management gives an applicant a one-time priority consideration for the next available position that is the same title, series, and grade and which is in the same division and geographic location. Management must consider the person before other applicants. The HR service provider will maintain documentation of consideration as part of the official file.
C. The HR service provider will ensure Management gives special selection priority to those eligible under the Department of the Treasury’s Career Transition Assistance Plan (CTAP) and Reemployment Priority List (RPL) and those eligible under the Interagency Career Transition Plan (ICTAP). The order of selection is listed in Treasury Personnel Policy Manual (TPPM) 330 and 5 CFR 330. Additionally, the HR service provider will maintain a list of all TTB employees who are on grade and/or pay retention, and will ensure Management gives these employees special selection priority for vacancies for which they qualify.
D. The HR service provider will refer the best-qualified competitive applicants to Management on a list in alphabetical order without scores. The HR service provider will refer the best qualified applicants based on the logical break in scores, which usually will be three to five candidates and one additional candidate for each additional open position. Additional names will be certified if tied scores exist.
E. The HR service provider will also separately refer any qualified noncompetitive applicants to Management. The referral will be made at a time of Management’s request, which may be any time up until a selection is made.
F. If Management interviews one competitive applicant, they must interview all competitive applicants from the same merit promotion certificate. (If the HR service provider advertises a position at multiple grade levels, the HR service provider will issue a separate selection certificate for each grade level.) If Management interviews one noncompetitive applicant, they do not have to interview other noncompetitive applicant...
REFERRAL AND SELECTION. After it has selected an applicant for a position, the Employer will attempt to notify all internal applicants before announcing the selection. Non-selectees may solicit from the selecting official information regarding the reason for their non-selection and how to improve the likelihood of being chosen in the future.
REFERRAL AND SELECTION. The selecting official may select any of those candidates referred. The selecting official will document on the referral and selection register the reasons for selection specifically related to knowledge, skills, abilities, and personal characteristics necessary for successful performance of duties of the position. The referral and selection register will then be returned to the NAF Human Resources Office.
REFERRAL AND SELECTION.
a. The selecting official may or may not select any candidate referred under this plan. Selections will be based solely on job-related criteria and reasons for selection will be documented. The selecting official maintains the right to select from any source, to include reinstatement, transfer, handicapped or Veterans Readjustment Authority Eligible, or those within reach on an appropriate OPM/DEU certificate.
b. The selecting official will review and screen all resumes received and ensure that employees referred under this plan receive the consideration to which they are entitled. Based on the resumes submitted, the selecting official will review the resumes to determine selection or to determine which candidates will be interviewed.
c. The selecting official will furnish definitive reasons for selections, based on merit principles and their judgment of the qualifications of all candidates.
d. After the XXXX determines that the selectee is qualified the XXXX will make a job offer and arrange a release date with the losing supervisor. An employee will be released no later than the beginning of the second pay period following the commitment. An earlier or later date may be arranged by agreement between the gaining and losing supervisors.
e. Status of selections are posted on the current automated personnel system through RESUMIX. SECTION 5.
