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 highest final composite scoring bidder would be selected as successful bidder and would be call for negotiation. Further the same will be intimated through notice of Award. In the event of two or more bidders securing same composite score. The bidder with highest financial offer among the bidder will be selected as successful bidder.
Selection and Notification. Baseball cap winner(s) will be selected based on the number of likes and shares the post receives under the supervision of Xxxx Manufacturing. Winner will be notified by Xxxx Manufacturing, Marketing Department within 10 days following selection of Winner. The winner of the Grand Prize Accessories Package will be selected by a XXXX judges’ panel. All entrants are eligible for the Grand Prize, regardless of number of “likes” and “clicks”. Xxxx Manufacturing shall have no liability for Winner’s failure to receive notices due to spam, junk e-mail or other security settings or for Winner’s provision of incorrect or otherwise non-functioning contact information. If Winner cannot be contacted, is ineligible, fails to claim the prize within 30 days from the time award notification was sent, or fails to timely return a completed and executed declaration and release as required, the prize may be forfeited and an alternate Winner selected. Receipt by Winner of the prize offered in this Contest is conditioned upon compliance with any and all federal, state, and local laws and regulations. ANY VIOLATION OF THESE OFFICIAL RULES BY WINNER (at Xxxx Manufacturing’s sole discretion) WILL RESULT IN WINNER’S DISQUALIFICATION AS WINNER OF THE CONTEST, AND ALL PRIVILEGES AS WINNER WILL BE IMMEDIATELY TERMINATED.
