Screening Process. The University will determine if applicants possess the requirements of a position. The University will consider all qualified bargaining unit applicants and offer interviews to at least two (2) bargaining unit candidates possessing the position requirements, and expressing interest in the position. In accordance with applicable law, affirmative action goals will be considered when filling vacancies.
Screening Process. A. The sample collection, testing methodology, and screening standards for drugs of abuse will be a routine 8 - panel screen, which is performed with chain of custody procedures. An automatic confirmation process is to be included with this screen; i.e., the specimen has been through two rounds of testing. The first screening is via the immuno-assay method and then any positive screen is confirmed via gas chromatography/mass spectroscopy (GC/MS).
B. The sample collection, testing methodology, and screening standards for alcohol will be done in accordance with established standards acceptable to the Ohio Department of Health as if the sample was collected and processed for a driving under the influence violation. Chain of custody procedures will be maintained.
Screening Process. If the background check results in any criminal history information then Human Resources will consult with the Principal/Administrator to apply guidelines applicable to screening new employees. Volunteers whose history demonstrates a risk to the safety or well-being of students and staff will be denied participation. Among the factors taken into consideration is the nature of the offense, the age of the person at the time of the offense, and the amount of time between the date of the offense and the date of the application.
Screening Process i. Symantec shall directly contract with its own Affiliate Network Partners. Digital River shall not be involved or participate in those discussions or matters and shall not interfere with the same.
ii. Digital River will use the Screening Criteria to perform an initial screen of each potential affiliate, subject to update by Symantec from time to time at its sole discretion. All potential affiliate recruitment processes must be preapproved in writing by Symantec. Symantec will be involved in the screening and acceptance process for all potential affiliates. Symantec will provide Digital River with the screening criteria and guidelines (the “Screening Criteria”) to incorporate in an affiliate agreement that Digital River may share with the Affiliate Network Partners. Digital River will use the Screening Criteria to select Affiliates; provided that, notwithstanding anything to the contrary: (a) Symantec will have final control over the ongoing participation of each Affiliate in the Symantec Affiliate Program; and (b) Except as otherwise limited herein or as limited elsewhere in this Agreement, Symantec may, at any time, choose to engage a certain Affiliate in a direct contractual relationship, which would remove such an Affiliate from the Symantec Affiliate Program. Subject to any contractual limitations with the given Affiliate or ANP, Symantec shall have the right to refuse or to terminate any Affiliate relationship, or to take any action to restrict access to, or of availability of objectionable material, inaccurate listings, unlawful items or any items prohibited in the guidelines of the Affiliate agreement. Symantec may update and change the Screening Criteria and guidelines, as well as the terms for Affiliate agreements, without prior notice at any time.
Screening Process. A. Prescreening
1. Every attempt will be made by the EEO and Human Resources to obtain a diverse applicant pool.
2. Human Resources will screen for all required materials, which include the application form, the applicable degree transcripts and the resume. The office will also prescreen the applications for all minimum qualifications. Human Resources will notify the chair when the applications have been screened and are ready for committee review.
3. EEO or designee will analyze the composition of the applicant pool to ensure that any failure to obtain projected representation for any monitored group is not due to discriminatory recruitment procedures. If the EEO identifies problems with the recruitment process that result in an adverse impact, the EEO will meet with the screening committee and the Vice President of Human Resources and shall take effective steps to address them.
B. Timelines for Review of Applications
1. Human Resources will normally forward applicant pools to the EEO or designee within 7 working days of the end of the advertising period.
2. The EEO will have 5 working days to review the diversity of the applicant pool and, if approved, forward the applications to the screening committee. In the absence of the EEO, the Vice President of Human Resources will make the determination.
3. All committee members must review the applications before the meeting to select the interviewees.
4. The committee will agree as to which candidates to interview and schedule interviews (according to the job announcement) in a timely manner.
5. The chair or representative will contact the candidates to be interviewed. If the candidate requires accommodation, then the candidate should fill out the online accommodations request form and a representative from Human Resources will contact the candidate to make arrangements. If necessary, consultation regarding accommodation arrangements may be made with the Special Resource Center. Examples of accommodations may include wheelchair access, American Sign Language interpreter, access technology or materials in an alternate print format.
C. Evaluation of Candidates
1. Screening committee members must be present for all interviews to participate in the committee decision.
2. Committee members will document the screening/interview/evaluation process as specified by Human Resources.
3. Evaluation of the candidates may be based on:
a. knowledge of subject area
b. communication ability (written and verbal as applicable)
c...
Screening Process. 1. GU Holdings shall submit to the CMAs no later than sixty (60) days after the execution of this Agreement a screening policy that will include, at a minimum, criminal background checks, public records check, and other generally accepted industry standards to ascertain a person’s trustworthiness for the following circumstances:
a. Any person whose position could involve logical access to the U.S.- Taiwan Segment or DCI; and
b. Any person charged with securing the U.S.-Taiwan Segment or DCI (“Screened Personnel”).
2. The CMAs will approve or disapprove the screening policy pursuant to Article 6. If GU Holdings utilizes a vendor or service provider, the selection of the vendor or service provider is also subject to review and approval by the CMAs. GU Holdings agrees to cooperate with any request by the CMAs to provide additional identifying information regarding Screened Personnel.
3. GU Holdings will provide the CMAs a list of all Screened Personnel within thirty
Screening Process. The Foundation will evaluate those applications from students who have requested consideration for your scholarship. The Foundation may include applications from applicants who, in their opinion, are worthy and eligible for your scholarship.
Screening Process. 2.1.2.1 Employment Standards
Screening Process. The District shall use the following process for filling vacancies:
8.1 The District shall screen outside applicants in a manner it deems appropriate and forward to the school or program the names of unit member applicants and those outside applicants whom the District deems qualified. The names of applicants forwarded shall not be ranked.
8.2 An interview panel shall be utilized at the school level or at the program level. The interview panel shall interview all applicants who have been screened in this process for the vacancy. A WTA unit member from the site/program will serve on the interview panel, and when possible a WTA site representative is preferred.
8.3 At the conclusion of the interviews, the interview panel shall recommend to the immediate supervisor an applicant to fill each vacancy. The interview panel may recommend more than one applicant.
Screening Process. The District shall use the following process for filling vacancies:
8.1 The District shall screen outside applicants in a manner it deems appropriate and forward to the school or program the names of unit member applicants and those outside applicants whom the District deems qualified. The names of applicants forwarded shall not be ranked.
8.2 A screening committee shall be utilized at the school level or at the program level. It shall consist of no more than six (6) persons. The screening committee shall paper-screen and/or interview all applicants who meet the qualifications.
8.3 At the conclusion of the screening process, the committee shall recommend to the immediate supervisor an applicant to fill each vacancy. The committee may recommend more than one applicant.
