Selection and Notification Clause Samples
The Selection and Notification clause outlines the process by which one party chooses and formally informs the other party about a specific decision, action, or individual relevant to the agreement. Typically, this clause details the criteria or method for making a selection—such as appointing a subcontractor or designating a representative—and specifies the required manner and timing for providing notice, such as written communication within a set period. Its core function is to ensure transparency and timely communication, thereby reducing misunderstandings and disputes regarding selections made under the contract.
Selection and Notification. The right to decide which applicant is selected to fill a vacancy will be made by the Employer and its designee(s). The Employer will place the applicant in the position based on the individual who, in the opinion of the Employer, is best qualified for the position. Bargaining unit employees who apply for, and are interviewed for a vacant position, shall be informed of the final outcome in writing.
Selection and Notification. 1. All applicants who meet the qualifications shall be interviewed. All other applicants shall receive email notification that they were not selected for an interview.
2. Interviews will be coordinated by the Department of Human Resources according to interview procedures posted on the SMCPS website for employees to access.
3. Following action by the Board to fill an administrative or supervisory vacancy, and prior to the official public announcement, the Superintendent will notify orally or via email all applicants who were interviewed as to the person receiving the appointment.
4. Following interviews to fill a “pool” of similar vacancies (positions for which there are more than one opening and for which the site is yet to be determined), the Superintendent shall make a good faith effort to notify either orally or via email all applicants who were interviewed as to whether or not they were accepted into the pool.
5. Upon request from an employee who was not selected to fill a promotional vacancy, the Superintendent will provide feedback to the employee as to suggestions based on the interview that the employee may take to improve chances for future advancement or change of assignment and the reasons for the denial without revealing personal information about other applicants.
Selection and Notification. 1. All applicants who meet the qualifications shall be interviewed. All other applicants shall receive notification in writing that they were not selected for an interview.
2. Interviews will be coordinated by the Department of Human Resources according to interview procedures posted on the SMCPS web site for employees to access.
3. Following action by the Board to fill an administrative or supervisory vacancy, and prior to the official public announcement, the Assistant Superintendent of Fiscal Services and Human Resources or designee will notify orally or in writing all applicants who were interviewed as to the person receiving the appointment. Upon request, the Assistant Superintendent of Fiscal Services and Human Resources will meet with individuals to discuss why they were not selected.
4. Following interviews to fill a “pool” of similar vacancies (positions for which there are more than one opening and for which the site is yet to be determined), the Assistant Superintendent of Fiscal Services and Human Resources or designee shall make a good faith effort to notify either orally or in writing all applicants who were interviewed as to whether or not they were accepted into the pool.
5. Upon request from an employee who has been denied a promotional vacancy, the Assistant Superintendent of Fiscal Services and Human Resources or designee will provide written feedback to the employee as to suggestions based on the interview that the employee may take to improve chances for future advancement or change of assignment and the reasons for the denial without revealing personal information about other applicants.
Selection and Notification. Bidders determined by FMFB-A that possess the capacity to compete for this contract will be selected to move into the negotiation phase of this process. Written notification will be sent to these vendors via mail. Those vendors not selected for the negotiation phase will not be notified.
Selection and Notification. The HUD decision to approve, disapprove or con- ditionally approve a proposal or appli-
Selection and Notification. 1. All applicants who meet the qualifications shall be interviewed. All other applicants shall receive notification in writing that they were not selected for an interview.
2. Interviews will be coordinated by the Department of Human Resources according to interview procedures posted on the SMCPS web site for employees to access.
3. Following action by the Board to fill an administrative or supervisory vacancy, and prior to the official public announcement, the Assistant Superintendent of Fiscal Services and Human Resources or designee will notify orally or in writing all applicants who were interviewed as to the person receiving the appointment.
4. Following interviews to fill a “pool” of similar vacancies (positions for which there are more than one opening and for which the site is yet to be determined), the Assistant Superintendent of Fiscal Services and Human Resources or designee shall make a good faith effort to notify either orally or in writing all applicants who were interviewed as to whether or not they were accepted into the pool.
5. Upon request from an employee who has been denied a promotional vacancy, the Assistant Superintendent of Fiscal Services and Human Resources or designee will provide written feedback to the employee as to suggestions based on the interview that the employee may take to improve chances for future advancement or change of assignment and the reasons for the denial without revealing personal information about other applicants.
Selection and Notification. In submitting their applications to host the bid applicants have acknowledged that the decision to award the hosting of the City Finals, Provincial Championships or Touring side games rests solely with Edmonton Rugby Union (ERU) through the Selection Committee. The ERU selection committee will make its decisions and will forward a copy of the Hosting Manual and Agreement to the selected clubs prior to December 13th. A signed copy will be due back from each selected host group prior to any public announcement being made • TIMELINES & PROCESS STEP 4: February 28th – Announcement of Host Sites Upon receiving a signed copy of the Hosting Agreement, The ERU will announce the selected host sites to the public. It is the responsibility of the host committee, host club, and any other bid partners to begin fulfilling the obligations of the bid guidelines as well as the commitments laid out in the winning bid immediately upon being awarded the event
Selection and Notification. 6.5.1 Where in a surplus staffing situation staff cannot be placed under the provisions of 6.4 above the employer shall advise this in writing to NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa, and shall provide the following details:
(a) localities of the surplus staff
(b) the number of surplus staff
(c) the date by which the surplus needs to be discharged.
6.5.2 Following the advice given above, the employer shall consult with NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa on options which should apply and the conditions on which they may be made available as a means of discharging the surplus. In addition to redeployment and any other options which the parties may agree to, options will include:
(a) attrition
(b) leave without pay
(c) retraining for alternative work
(d) enhanced early retirement
(e) permanent part time
(f) supernumerary employment for up to one year (by agreement between the employer and the adviser).
6.5.3 The option of severance may be considered at any stage on a case by case basis dependent on the circumstances by agreement of the parties.
6.5.4 Where the surplus staffing situation cannot be satisfactorily resolved by application of the options negotiated and the employer finds it is not possible to successfully redeploy any person found to be surplus the employer may consider severance as an option.
6.5.5 In determining which advisers are surplus the employer will consult with NZEI Te Riu Roa and (TEU) Te Hautū Kahurangi o Aotearoa.
6.5.6 The period of advice given to the advisers concerned will be three months prior to the date the staff surplus is required to be discharged.
6.5.7 On completion of the above the employer shall provide NZEI Te RiuRoa and (TEU) Te Hautū Kahurangi o Aotearoa with the positions, names and ages of the surplus advisers.
Selection and Notification. The Hospital will recognize one Shop ▇▇▇▇▇▇▇ and one alternate Shop ▇▇▇▇▇▇▇ from the bargaining unit. The Shop ▇▇▇▇▇▇▇ and alternate, who shall be currently employed in a bargaining unit position, shall be appointed by the Union in such manner as it determines. The Union will furnish the Hospital with written notification of the names of the Shop ▇▇▇▇▇▇▇ and alternate.
Selection and Notification. After the evaluation of Technical Information in envelope B the Commercial offer in envelope C would be opened and read out aloud on the said date and venue in the presence of the representatives of the Bidders who choose to be present. The Bidder quoting the highest commercial bid would be selected as the successful Bidder and would be intimated through a "Letter of Acceptance". Such “ Letter of Acceptance" would be issued by MPAKVN, addressed to the successful Bidder.