Selection and Appointment Procedures. In the selection of bargaining unit members and academic administrators, the College Operations Manual will apply except as modified below:
Selection and Appointment Procedures. Normally teaching positions, except temporary positions of up to one term’s duration and casual positions, will be appropriately advertised and appointments will be made following a selection process. Such appointments will be made on the basis of merit and suitability in accordance with documented Employer selection and appointment procedures.
Selection and Appointment Procedures. In the selection of bargaining unit members and academic administrators, the Administrators’ Manual will apply except as modified below:
Selection and Appointment Procedures. 12.1. Except where the position is filled temporarily by the Assistant Principal, full- time and part-time positions of more than one term in duration will at the discretion of the employer be appropriately advertised and appointments made following a selection process. Appointments will be made on the basis of merit and suitability for the position in accordance with the documented Employer selection process and appointment procedures of the Employer.
Selection and Appointment Procedures. 9.1 Normally, full-time and part-time positions of more than one term in duration will be appropriately advertised and appointments made following a selection process. Appointments will be made on the basis of merit and suitability for the position in accordance with the documented Employer selection process and appointment procedures of the Employer.
9.2 The Employer will provide an Employee (other than a casual Employee), on appointment, with a letter of appointment which must include:
(a) the type of employment, that is full-time or part-time, and whether the appointment is on an ongoing or temporary basis. If the appointment is on a temporary basis, the letter will inform the Employee of the reason the employment is temporary, the term of the appointment and the date of commencement;
(b) in the case of a Teacher, the normal teaching load that will be required and, if the position is part-time, the FTE;
(c) the location(s) of work;
(d) the classification and rate of pay of the Employee applicable on commencement; and
(e) a statement in relation to superannuation benefits.
9.3 In addition to subclause 9.2, the letter of appointment provided by the Employer to a General Employee will also state:
(a) the number of hours to be worked each week (or in the case of a General Employee whose hours are rostered over a fortnight, the number of hours per fortnight);
(b) the number of weeks or days to be worked in the year, that is, whether the engagement is for 48 weeks per year, or less than 48 weeks per year; and
(c) in the case of a General Employee who works less than 48 weeks per year:
(i) that they will receive a weekly rate of pay averaged in accordance with
(ii) that the General Employee may be occasionally required to work during pupil vacation periods in accordance with Clause 30 - Work During Pupil Vacation Periods for General Employees.
Selection and Appointment Procedures. (1) The ECB shall specify and make public the criteria for the selection of the Chair of the Supervisory Board (Chair), including the balance of skills, knowledge of financial institutions and markets, and experience in financial supervision and macro-prudential oversight. In specifying the criteria, the ECB shall aim at the highest professional standards and take into account the need to safeguard the interest of the European Union as a whole.
(2) The ECB shall inform the Council two weeks before the Governing Council publishes the vacancy notice of the details, including the selection criteria and the specific job profile, of the "open selection procedure" that it intends to apply for the selection of the Chair.
(3) The Governing Council shall inform the Council of the composition of the pool of applicants for the position of Chair (number of applications, mix of professional skills, gender and nationality balance, etc.) as well as of the method through which the pool of applicants is screened in order to draw up a shortlist of at least two candidates and eventually determine the proposal by the ECB.
(4) The ECB shall provide to the Council the shortlist of candidates for the position of the Chair at least three weeks before submitting its formal proposal for the appointment of the Chair to Parliament for its approval.
(5) Following the proposal for the appointment of the chair by the ECB and the approval by Parliament, the Council appoints the Chair by adopting an implementing decision in accordance with Article 26(3) of Regulation (EU) No 1024/2013.
(6) Where Parliament or the Council has informed the ECB that it considers the conditions for the removal of the Chair or the Vice-Chair to be fulfilled for the purposes of Article 26(4) of Regulation (EU) No 1024/2013, the ECB shall provide its considerations in writing within four weeks.
Selection and Appointment Procedures. (i) The company is a preferential employer, whereby preference will normally be given to the employment of members of the Seventh-day Adventist Church.
(ii) Normally, teaching positions (except fixed term positions for up to two school terms duration and casual positions) may be advertised as deemed appropriate by the employer, in harmony with ASA appointment procedures.
(iii) After a teacher has been offered a position, a contract of employment shall be provided to the teacher by the employer stating classification, rate of salary, general expectations of the teacher, and other relevant terms and conditions of employment. The school will provide the teacher with details of the face-to-face teaching load, duties and any extra-curricular commitment required.
(iv) Appointments to leadership positions will be made according to Board employment procedures. Terms and conditions will be as stated in the school company employment procedures.
(v) Where a person applies for a casual teaching position, the employer shall provide, on initial receipt of required employment documents, a letter stating that the teacher is approved for casual teaching, his/her classification, and expectations of the school for casual teachers.
Selection and Appointment Procedures. 2.2.1 All Religious Education Co-ordinator positions will be advertised and appointments made by the Principal with the approval of the Parish Priest or Priest Co-ordinator following the recommendations submitted by the appropriate selection panel.
2.2.2 Panel for Secondary Religious Education Co-ordinators: - Principal (Convenor/Chair) - Priest Co-ordinator - Assistant Principal - Nominee of Head of Division, Religious Education - Parent Representative
2.2.3 Panel for Primary Religious Education Co-ordinators: - Principal (Convenor/ Chair) - Parish Priest - Assistant Principal - Nominee of Head of Division, Religious Education - Parent Representative
2.2.4 Letter of Appointment Appointees will be provided with a Letter of Appointment from the Principal. Shortly after appointment, the Religious Education Co-ordinator shall be welcomed in writing by the delegate of the Executive Director responsible for Diocesan Religious Education.
Selection and Appointment Procedures. 2.3.1 Full-time and part-time positions of more than one term in duration will normally be advertised and appointments made following a selection process. Appointments will be made on the basis of merit and suitability for the position in accordance with the documented Employer selection process and appointment procedures of the Employer.
Selection and Appointment Procedures
