SEARCH PROCEDURES. Appointments for a period of one (1) year or more approved for search shall be advertised by the University on its website and in one (1) or more nationally-distributed print and/or electronic media selected so as to provide broad exposure to the position for potential applicants.
SEARCH PROCEDURES. Any disputes arising from the outcome of a search process will be immediately referred by the complainant (or the Union on his/her behalf) to the Labour Management Relations Committee, who will examine and make findings regarding the fairness of the process. The LMRC shall render its findings within 10 working days from the date the matter was referred to it. This deadline may be extended up to 5 working days by the LMRC. The grievance timelines will commence at the date the LMRC issues its findings.
SEARCH PROCEDURES. The search process is guided by the principles of fairness and transparency as per Article
SEARCH PROCEDURES. 5.1 Public announcements of the vacancy shall normally be for a forty-five (45) day period and shall consist of a notice of vacancy containing at least the following: title of the position, date the position is to be filled, filing deadline, location of assignment, job description and hiring criteria as developed pursuant to section 4 and application procedures. Timely review of the public announcement by discipline specific faculty, appropriate Administrator shall occur prior to distribution. Distribution of the notice of vacancy shall be a District Office responsibility.
5.2 If a vacancy occurs unexpectedly and the normal recruitment time lines will cause a hardship or delay in the start of classes, the College President may request a 30 day emergency recruitment.
5.3 All vacancy notices must also clearly state that interested persons are to submit their applications to the District Human Resources Office. After the filing deadline, all applicants for the position will be notified in a timely manner of the status of their applications. All correspondence to applicants will come from the District Human Resources Office.
5.4 If at the end of the recruitment period, the Associate Vice Chancellor for Human Resources believes that the applicant pool lacks sufficient applications he/she will immediately notify the College President. He/she or his/her designee will consult with the department chair/divisional representatives and subject area faculty. After such consultation, the College President will make a decision to extend the filing deadline, re-advertise the position, re-designate the position as full time temporary, cancel the recruitment for the position, or take any other action arrived at through consultation.
SEARCH PROCEDURES. If the school has reasonable grounds for suspecting that a search of a student or a student’s possessions will uncover evidence that the student has violated, or is violating, either the law or the rules of the school, the school official may search the student and the student’s pockets, pocketbook, book bag, desk, locker, vehicle or any other similar location within the student’s control. When requested by school officials, the SRO shall be present for the search in order to protect the safety of all persons involved in the search. If the search uncovers evidence of criminal misconduct, the evidence may be held for or turned over to the SRO.
SEARCH PROCEDURES. A flow chart, which sets forth the search procedures provided in this section of the Agreement, is attached as Appendix A.
7.4.1 The personnel needs of each Department shall be reviewed by the Department at least once a year. The review shall take into consideration University and departmental long- range goals, projected enrollments in the Department, curriculum requirements and the number of sections needed. Normally, such review and requests shall occur in conjunction with Departmental budget requests. Requests to fill a vacancy shall be submitted to the appropriate Academic Xxxx/Director who reviews and approves the Departmental request and forwards it to the Xxxxxxx/Vice President.
7.4.2 Within ten (10) working days after the Xxxxxxx/Vice President certifies that a position is to be filled, the Xxxxxxx/Vice President shall authorize a candidate search by the Department. The search shall conform with the Affirmative Action Plan of the University provided the Affirmative Action Plan does not conflict with Article 7 of this Agreement. The appropriate Academic Xxxx and the Department shall mutually agree on a timetable for the receipt of the Department recommendation(s).
7.4.3 Once the Xxxxxxx/Vice President “certifies” that a faculty position is to be filled, the Department Personnel Committee shall determine the basic qualifications for each position to be filled including academic credentials and experience in the appropriate discipline. The Department Personnel Committee shall then forward its recommendation to the Department Chair. The Department Chair shall forward the recommendation of the Department Personnel Committee, along with his/her own, if different, to the appropriate Academic Xxxx/Director who may modify the required basic qualifications in his/her discretion. In addition, a Request for Personnel Form along with the appropriate EEO Forms must be submitted. If the department’s recommendation as to the basic qualifications for the position is approved by the appropriate Academic Xxxx/Director, he/she shall recommend approval to the Xxxxxxx/Vice President. If the Academic Xxxx /Director’s recommendation is approved by the Xxxxxxx/Vice President, he/she shall recommend approval to Human Resources who shall post the position in appropriate professional journals and local and regional newspapers. Applications are sent to the appropriate Academic Xxxx/Director or the Department who will screen the applicants and select candidates to be invited f...
SEARCH PROCEDURES. If the school official has reasonable suspicion for suspecting that a search of a student or a student's possessions will uncover evidence that the student has violated or is violating either the law or the rules of the school, the school official may search the student and the student's pockets, pocketbook, book bag, desk, locker, vehicle or any other similar location within the student's control while on school property. When requested by school officials, the SRO shall assist with the search. If the search uncovers evidence of criminal misconduct, the evidence will be turned over to the SRO as soon as possible.
SEARCH PROCEDURES. Internal, or internal/external When a search is to be undertaken the Xxxx shall inquire of the Vice-President (Academic) whether the search is to be internal or both internal and external. If a tenure track position is available the President may authorize an internal and external search.
SEARCH PROCEDURES. Since search procedures are not part of the contractual relationship between the University and a member of the faculty, they are specified in a separate University document. However, the process of faculty hiring is sufficiently important to merit including here the following summary of those procedures. Faculty positions are allocated by the Administration with the advice and consultation of the faculty through the governance process of prioritizing faculty positions. When a position is allocated to a department or School, the appropriate Xxxx so informs the department chair or appropriate faculty members and authorizes the writing of a preliminary position description following the definition of the position recommended by governance committees, as approved by the Administration, and in accordance with University guidelines. The Xxxx then reviews the draft position description and suggests any revisions that may be needed. The Xxxx must approve the position description and any advertising copy before the position may be advertised; advertising copy also must be approved by the EEO Manager. The Xxxx then authorizes the department or School to advertise the position. The department chair and others as appropriate confer with the Xxxx, making any recommendations they see as appropriate concerning the membership of the search committee to ensure that the committee includes persons with the necessary expertise to select the candidate who best satisfies the criteria of the position description. Every search committee must include at least one member from outside the hiring department or School and one or two students. Committees may include additional members (e.g., faculty or administrative colleagues) depending upon the nature of the position being searched for and the expertise that the outside members would contribute. The Xxxx appoints the chair and the members of the search committee seeking to meet the needs and interests of the School or the department and the College, with the ultimate goal of conducting a successful search. All members of the search committee (including student members) are full voting participants in the search process. The chair of the search committee is responsible for seeing to it that appropriate procedures are followed throughout the search. When the search committee is ready to begin its work, the Xxxx or the Associate Xxxx and a representative from the Department of Human Resources meet with the search committee and the dep...
SEARCH PROCEDURES. The District will provide annual training to School administrators to promote understanding of and compliance with its procedures regarding student searches. Specifically, this training will address when, where, how, and under what circumstances a District employee may search a student.
