REFERRAL AND SELECTION Sample Clauses

REFERRAL AND SELECTION. A. The top ranked candidates will be referred to the selecting official. The number referred will be as follows: 1. Five (5) unless there is a tie at the lowest of the group, in which case all tied candidates will be referred. 2. Five (5) for the first vacancy and one (1) additional person for each additional vacancy. B. If there are declinations from among referred candidates, a corresponding number of additional names may be added to ensure that the selecting official has an adequate number of candidates to consider. C. 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. D. Any selection technique utilized by the selecting official will be uniformly applied to all referred candidates. E. 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. F. 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. G. When the selection official does not make any selection from the best qualified (BQ) list referred to him or her, upon request Human Resources will provide the specific reason(s) why no selection was made. H. If the selecting official does not make a selection from among the best qualified applicants...
Sample 1
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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...
Sample 1
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.
Sample 1
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.
Sample 1
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.
Sample 1
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.
Sample 1
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.
Sample 1
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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.
Sample 1
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.
Sample 1

Related to REFERRAL AND SELECTION

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Shift Selection Employee assignments within the Patrol Bureau will occur between approximately April 1-15 and shall be awarded based upon seniority. Approximately three (3) months before then the Department will publish a call for written requests on shift assignment. Employees will make their first three (3) choices known. Employees will learn of the assignment, including days off associated with their assignment, immediately after the bidding process is completed. Assignments will take effect on the schedule immediately following July 1st. Residence Hall assignments will be made prior to all others. No officer will be required to work a Residence Hall assignment in consecutive years. Assignment of the remaining officers will begin with selection(s) for day and night shifts. The bid for assignments will continue until all positions are filled. The following general rules apply to assignments: 1. During the term of this Agreement, no employee will be reassigned to a different shift other than the shift awarded by seniority except in situations where the University cannot continue to provide police services. In the event a shift reassignment must occur, it will be offered to volunteers based on seniority. If there are no volunteers it will be assigned to the least senior officer in the department. 2. Shift selection shall be an appropriate subject for the Joint Labor/Management Committee. 3. If a shift becomes available as a result of trainees being released for duty, and if there is at least four (4) months until the next shift change, the shift will be posted and awarded by seniority. The new trainee released for duty will take the senior officers shift. If no employee desires the shift, the trainee scheduled for assignment will be assigned that shift. The parties recognize that for the betterment of the Department it may be necessary to assign a trainee to a specific shift. 4. Voluntary shift trades will be allowed as long as overtime costs are not incurred. 5. Except in a bona fide emergency, no employee shall be assigned to work more than sixteen (16) hours in a twenty-four (24) hour period, provided however employees may volunteer to work up to eighteen (18) hours in a twenty-four (24) hour period.

  • Selection Criteria Each Contract is secured by a new or used Motorcycle. No Contract has a Contract Rate less than 1.00%. Each Contract amortizes the amount financed over an original term no greater than 84 months (excluding periods of deferral of first payment). Each Contract has a Principal Balance of at least $500.00 as of the Cutoff Date.

  • Panel Selection 1. The Parties shall apply the following procedures in selecting a Panel: (a) the Panel shall comprise 3 members; (b) within 15 days following the date of the establishment of the Panel, each Party shall nominate a Panelist; (c) the Parties shall endeavor 2. If a Panelist appointed under this Article resigns or becomes unable to act, a successor Panelist shall be appointed within 30 days in accordance with the selection procedure as prescribed for the appointment of the original Panelist and the successor shall have all the powers and duties of the original Panelist. The work of the Panel shall be suspended during the appointment of the successor Panelist.

  • Site Selection 5.1.1 If the parties have not designated the street address of the Franchised Location on Exhibit A on the Effective Date, Franchisee shall identify, submit and obtain Franchisor’s prior written approval of the Franchised Location meeting the requirements of this Agreement prior to entering a lease or sublease for the Franchised Location. Franchisee shall provide Franchisor all information required by Franchisor, as determined by Franchisor in Franchisor’s sole determination, necessary for Franchisor to evaluate the Franchised Location. Franchisor shall have ten (10) business days to review Franchisee’s written site proposal for the Franchised Location and notify Franchisee of its approval or disapproval in writing. Franchisor’s failure to respond within ten (10) business days shall signify Franchisor’s disapproval of the site. Franchisor shall not unreasonably withhold Franchisor’s approval of a proposed site for the Franchised Location. 5.1.2 Franchisee must have a site for the Franchised Location approved by Franchisor, receive the opening notice from Franchisor described in Section 5.4 below, and open Franchisee’s Franchised Business for business within six (6) months from the Effective Date, except as otherwise provided in Section 5.1.3 All matters related in any way to Franchisee’s site are Franchisee’s sole responsibility, regardless of any assistance Franchisor may choose to provide. Franchisee is responsible for obtaining any architectural and engineering services required for Franchisee’s facility and for ensuring its compliance with local law. Neither Franchisor, nor any other person or company associated with Franchisor shall have any liability for any site‐related matter. Xxxxxxxxxx agrees not to make any claims against Franchisor and/or any of Franchisor’s affiliates or associates with regard to such matters. 5.1.4 If Franchisor makes a loan to Franchisee for (i) Franchisee’s purchase of the franchise for the Franchised Business; (ii) the remodeling of the Franchised Location; (iii) the transfer of any interest in this franchise or this Agreement; or (iv) any other purpose; Franchisee shall open (or re‐open, as the case may be), the Franchised Business for business within sixty (60) days from the loan origination date.

  • Compensation for Providing Information The Party requesting Information agrees to reimburse the other Party for the reasonable out-of-pocket costs, if any, of creating, gathering and copying such Information, to the extent that such costs are incurred for the benefit of the requesting Party.

  • Contractor Selection In this section, please describe the selection process, including other sources considered and the rationale for selecting the contractor. Please answer all questions: a. What specific skill set does this contractor bring to the project? Please attach a copy of the contractor’s resume if an individual or link to contractor website if a company: i. Xxxxxxxx Xxxx Xxxxx is a retired NHPS teacher with thirty-seven years of experience, with nearly thirty of those teaching years in the Talented and Gifted Program. The Monk Center has worked with New Haven's students and continue to provide programming specific to the New Haven Public Schools. The Monk Center has demonstrated an ability to engage and encourage our students in meaningful and engaging activities. The summer program provides opportunities for students to participate in dance and music activities which allow them to express themselves and learn the historical content of the dance and music. b. How was the Contractor selected? Quotes, RFP/RFQ, Sealed Bid or Sole Source designation from the City of New Haven Purchasing Department? i. RFQ c. Is the contractor the lowest bidder? If no, why? Why was this contractor selected? i. Yes, the contractor provides an activities that usually are offered at high prices than the one proposed. d. Who were the members of the selection committee that scored bid applications? i. Xxxxxx Xxxxxxx, Xxxxx Xxxxxxxxx, Xxxxx Xxxxxx Xxxxxxx, Xxxxxxxxx Xxxxxxx, Xxxxxx Xxxxxxx, Xxxxxxx Xxxxx, Xxxxxxxx Xxxxxxx, Xxxx Xxxxxxx e. If the contractor is Sole Source, please attach a copy of the Sole Source designation letter from the City of New Haven Purchasing Department. i. N/A

  • Desirable Selection Criteria Post registration qualification in the area of specialty or evidence of significant progression towards one.

  • PROFESSIONAL DUES OR FEES AND PAYROLL DEDUCTIONS 5.1 Any unit member who is a member of the Association, or who has applied for membership, may sign and deliver to the District an assignment authorizing deduction of unified membership dues, initiation fees, and general assessments of the Association. Pursuant to such authorization, the District shall deduct one-tenth of such dues from the regular salary check of the bargaining unit member each month for ten (10) months. Deductions for bargaining unit members who sign such authorization after the commencement of the school year shall be appropriately pro-rated to complete payments by the end of the school year. 5.2 Any unit member who is not a member of the Association, or who does not make application for membership within thirty (30) days of the effective date of this Agreement, or within thirty (30) days from the date of commencement of assigned duties, shall become a member of the Association or pay to the Association a fee in an amount equal to unified membership dues, initiation fees and general 5.3 Any unit member who is a member of a religious body whose traditional tenets or teaching include objections to joining or financially supporting employee organizations shall not be required to join or financially support the Association, as a condition of employment, except that such unit member shall pay, in lieu of a service fee, sums equal to such service fee to one of the following non-religious, non- labor organizations, charitable funds exempt from taxation under section 501 (c) (3) of Title 26 of the Internal Revenue Code. Such payment shall be made on or before October 15 of each year. (For example: Murrieta Fire Protection District) 5.3.1 Proof of payment and a written statement of objection, along with verifiable evidence of membership in a religious body whose traditional tenets or teachings object to joining or financially supporting employee organizations, pursuant to section 5.3 above, shall be made on an annual basis to the District as a condition of continued exemption from the provisions of sections 5.1 and 5.2 of this Article. Evidence shall be in the form of receipts and/or canceled checks indicating the amount paid, date of payment, and to whom payment in lieu of the service fee has been made. Such proof shall be presented on or before November 1 of each school year. The Association shall have the right of inspection in order to review said proof of payment. 5.3.2 Any unit member making payments as set forth in sections 5.3 and 5.3.1, above, and who requests that the grievance or arbitration provisions of this Agreement be used on his or her behalf, shall be responsible for paying the reasonable cost of using said grievance or arbitration procedures. 5.4 With respect to all sums deducted by the District pursuant to sections 5.1 and 5.2 above, whether for membership dues or agency fee, the District agrees to promptly remit such monies to the Association, accompanied by an alphabetical list of bargaining unit members for whom such deductions have been made, categorizing them as to membership or non-membership in the Association, and indicating any changes in personnel from the list previously furnished. The Association agrees to furnish any information needed by the District to fulfill the provisions of this Article.

  • Claims Review Methodology ‌‌ a. C laims Review Population. A description of the Population subject‌‌ to the Quarterly Claims Review.

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