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Search Process Sample Clauses

Search Process. 8.4.1 The Search Committee will consider the following when determining shortlisted candidates, planning recruitment activities, and recommending a candidate for appointment: 8.4.1.1 A candidate’s curriculum vitae; 8.4.1.2 Documentation provided by a candidate that is considered, by the Committee, to be relevant to the search; 8.4.1.3 Written feedback from Members of the Academic Unit, when the search has had a public component; and 8.4.1.4 Other factors considered pertinent by the Committee. 8.4.2 When appropriate, the Search Committee will seek written feedback from the wider University community, including students, following the recruitment activities of shortlisted candidates. 8.4.3 Upon request, the University will provide the Association the text of a job advertisement, the scope of its distribution, the number of applicants, and the number of shortlisted candidates.
Search Process. Every faculty2 member who will teach or supervise in a conjoint degree program must be hired through a properly constituted search process consistent with the principles and practices set out in the U of T Policy and Procedures on Academic Appointments, the TST’s Board-approved policies and procedures on academic appointments, and Clause 28 of the current Memorandum above. In addition: i. The Director of the TST should convene at least annually a complement planning meeting with the heads of the Member Institutions to coordinate effectively each Member Institution’s contribution to the faculty resources supporting the conjoint degree programs. ii. The Director of the TST should review the composition of all Member Institution Search Committees for positions where the incumbent will teach in conjoint degree programs and confirm that their membership is consistent with U of T policy before it goes forward. iii. Search committees shall state the reasons for the selection of the recommended candidate as per U of T, Policy and Procedures on Academic Appointments.
Search Process. 1. The search committee shall execute the approved search plan in conformity with legal requirements and academic unit guidelines. Applications, held as confidential by the committee, shall be screened and those that do not meet the minimum criteria stated on the search plan shall be eliminated from the pool. The final pool of candidates meeting the minimum criteria may, if the number of applications is large, be reduced to a short list. This reduction process results in a smaller pool of candidates who will be part of phone or virtual interviews before on-campus visits. Following the phone or virtual interviews the committee shall recommend a final list. 2. The final list, with a rationale as to why some candidates may have met the minimum criteria but are not being selected for on-campus interviews, shall be submitted to the academic unit chair/director and forwarded to the xxxx. If the chair/director and xxxx approve, the proposed final list shall be forwarded to the Xxxxxxx. Should the chair/director or xxxx not approve, they shall confer immediately with the search committee to achieve a resolution. If the Xxxxxxx approves, he/she shall forward the final list and rationale to Human Resources for review of equal employment opportunity and other legal requirements. 3. In the event that the Office of Human Resources determines that equal employment opportunity or other legal requirements have not been met, it shall inform the academic unit chair/director and the search committee chair immediately, and the search committee and a designee from Human Resources shall work jointly to resolve the issue as quickly as possible so that the search process may resume. 4. During the search process, the search committee may discuss current working conditions and reasonable expectations for applicants, but the search committee has no authority to make guarantees to applicants about future terms of employment, including workload and salary.
Search Process. The supervising Xxxx will chair the search committee or select an Association Member to chair the search committee. The supervising Xxxx and the search committee chair (if the Xxxx is not chairing the committee) will collaborate with the Association Members in the department to select the remaining search committee members. The search committee will include, at minimum, the supervising Xxxx, the Department/Program Chair, or an Association Member of the program/discipline. If there are more than two people on a search committee for an Association Member position, the majority of the search committee must be Association Members. HR will identify a diverse pool of qualified candidates for the search committee to consider. The search committee will review the qualified applicant pool regularly and send a list of proposed candidates to be interviewed to HR. Interviews may be conducted onsite or remotely depending on the candidate’s location and ability to meet in person. Following the candidate(s) interviews, the search committee will consult with one another for feedback on candidate(s). The search committee will make finalist(s) recommendation(s) and then notify HR of finalist(s). HR will perform employment verification and attempt to obtain at least three reference checks. The supervising Xxxx will make the final hiring decision in consultation with the Xxxxxxx and Vice President of Academic Affairs and the President. HR will then notify all the finalists of the results of the search.
Search Process. A detailed description of your firm’s philosophy and approach in conducting searches outlined in Section 1.4, Tab 5 Search Process.
Search Process. During the Portal Service Period, the Agent shall diligently search for and locate potentially suitable vehicles, including but not limited to auction services, dealers, advertised sales and through the Agents’ contacts.
Search Process. Every faculty2 member who will teach or supervise in a conjoint degree program must be hired through a properly constituted search process consistent with the principles and practices set out in the U of T Policy and Procedures on Academic Appointments, the TST’s Board-approved policies and procedures on academic appointments, and Clause 25 of the current Memorandum above. In addition: i. The Executive Director of the TST should convene at least annually a complement planning meeting with the heads of the Member Institutions to coordinate effectively each Member Institution’s contribution to the faculty resources supporting the conjoint degree programs. The Executive Director of the TST will advise the Office of the Vice-President and Xxxxxxx by August 31 of each year of the number of search, tenure, and promotion committees that the Member Institutions will strike that year, for purposes of arranging U of T representation to those committees, as set out in section 28. ii. The Executive Director of the TST should review the composition of all Member Institution search committees for positions where the incumbent will teach in conjoint degree programs and confirm that their membership is consistent with U of T policy before it goes forward. 2 Faculty is a narrower term than Teaching Staff. At the U of T it is used to refer to someone appointed under the Policy and Procedures on Academic Appointments and the Policy and Procedures on Employment Conditions of Part-time Faculty, January 1, 2021. iii. Search committees shall state the reasons for the selection of the recommended candidate as per U of T’s Policy and Procedures on Academic Appointments. iv. In line with the norms of U of T practice, some positions may require applicants to possess specific professional designations.
Search Process. Every faculty2 member who will teach or supervise in a conjoint degree program must be hired through a properly constituted search process consistent with the principles and practices set out in the U of T Policy and Procedures on Academic Appointments, the TST’s Board-approved policies and procedures on academic appointments, and Clause 28 of the current Memorandum above. In addition:‌ i. The Director of the TST should convene at least annually a complement planning meeting with the heads of the Member Institutions to coordinate effectively each Member Institution’s contribution to the faculty resources supporting the conjoint degree programs. ii. The Director of the TST should review the composition of all Member Institution Search Committees for positions where the incumbent will teach in conjoint degree programs and confirm that their membership is consistent with U of T policy before it goes forward. iii. Search committees shall state the reasons for the selection of the recommended candidate as per U of T, Policy and Procedures on Academic Appointments. 2 Faculty is a narrower term than Teaching Staff. At the U of T it is used to refer to someone appointed under the Policy and Procedures on Academic Appointments and the Policy and Procedures on Employment Conditions of Part-time Academic Staff, March 7, 1994.‌ iv. In line with the norms of U of T practice, some positions may require applicants to possess specific professional designations.‌