Selection Methods. A. The employer will maintain preferred assignment and promotion eligibility registers.
B. Newly established or vacant craft duty shall be filled by senior employees on the appropriate register.
Selection Methods. A. Preferred Assignment
1. The Employer will maintain and/or establish preferred assignment selection registers. During the first fourteen days in January of each year a notice advising the employees of the opportu- nity to submit changes in preferred assignment selections shall be posted on all official bulletin boards at the installation, including stations and branches, to assure that it comes to the attention of all employees eligible to submit forms.
2. The employee shall indicate preference(s) in numerical order for any vacancy that may occur during that year, including tours and days off that they prefer over their current duty assignment. Change in preferred assignment selections shall be submitted on or before January 31. If requested, an employee will be allowed to review the preferred assignment registers and the employee’s own preferred assignment selection form(s). If the employee does not submit a change in preferred assignment selections during this period, existing preferred assignment selections shall continue.
3. Newly established or vacant duty assignments shall be filled by senior employees on the ap- propriate preferred assignment registers. The relative standing for employees on the appropriate preferred assignment register shall be:
a. employees by preferred assignment seniority who entered a particular occupational group and level in an installation prior to June 25, 1992, followed by
b. employees by preferred assignment seniority who entered a particular occupational group and level in an installation on or after June 25, 1992.
4. All vacant or newly established craft duty assign- ments shall be filled from a preferred assignment register established on the basis of assignment selection forms submitted by Maintenance Craft employees.
5. Where a vacant or newly established duty assign- ment cannot be filled from an established preferred assignment register, and the assignment is to be filled by means of a promotion, selection shall be made from the appropriate promotion eligibility register.
6. An employee may submit a new or amended pre- ferred assignment selection form in the following situations:
a. the employee is promoted;
b. the employee’s duty assignment is eliminated;
c. the duty assignment would result in the employee being assigned closer to the employee’s place of residence;
d. because of substantiated medical or health reasons whereby continuation in the employee’s present assignment would be harmful;
e. three times duri...
Selection Methods. 1. A selection committee composed of the Superintendent of Schools, who will act as permanent chairperson, the Elementary or Secondary Assistant Superintendent, an elementary and a secondary teacher selected by the LEA President, and the appropriate building principal and department chairperson or district supervisor in the absence of a department chairperson, shall review the written plans of the applicant(s) and determine eligibility and selection.
2. Criteria for selection will be left to the judgment of the committee.
3. Final approval of all candidates granted sabbatical leave rests with the Board of Education.
Selection Methods. When an alternative is proposed regarding any specific requirement, it will be evaluated to ensure that the desired results will be achieved. Proponents should be aware that certain mandatory requirements may have been set out in the Terms of Reference. Proposals that fail to provide these requirements shall be deemed not responsible and will not be evaluated.
Selection Methods. The first ranking of candidates will be performed after a CV evaluation based on: • Scientific career: 50%; • Experience in the field: 50%. If necessary an interview will be done to the three top candidates, after which a final ranking will be performed based on: • CV and experience in the field evaluation: 50%; • Interview: 50%. The jury reserves the right to not assign the research contract if none of the candidates meets all requirements and match the desired profile.
Selection Methods. Applications are evaluated according to the regulations and procedures of the FCT doctoral scholarship competition. Admitted applications will be scored on a scale of 0 to 100 points for each of the following evaluation criteria: • Sub-criterion A1 – Academic background, with a weight of 30%; • Sub-criterion A2 – Scientific research activities, management, and participation in scientific projects; publications and relevant professional experience, with a weight of 20%; For the purpose of deciding on the awarding of scholarships, candidates will be ranked according to the weighted average of the scores obtained in each of the three criteria, translated by the following formula: 𝑭𝒊𝒏𝒂𝒍 𝑺𝒄𝒐𝒓𝒆 = [(𝟎, 𝟐𝟎 ×𝑨𝟏) + (𝟎, 𝟒𝟎 ×𝑨𝟐)] + (𝟎,3𝟎 ×𝑩) + (𝟎, 𝟏𝟎 ×𝑪)
Selection Methods. The ranking of candidates will be carried out after the evaluation of individual CVs and motivation letters, based on:
A - Assessment of mandatory and preferential requirements for admission and experience in the desired area;
B - Technical-scientific production;
C - Assessment of the candidate's profile considering motivation, knowledge in the desired scientific field and experience, as well as transversal knowledge. The selection criteria will be assigned the following weighting: 0.50 x A + 0.20 x B + 0.30 x C If considered necessary, an interview will be carried out with the first 3 candidates, which will have a maximum weight of 30% of the final evaluation:
Selection Methods. WOC assignments may be made using any of the following methods as determined by Agency: • WOC assignments for FileNet services will be assigned to Contractor with Enterprise Content Management Services Price Agreement for FileNet. • WOC assignments for ProjectWise services will be assigned to Contractor with Enterprise Content Management Services Price Agreement for ProjectWise.
Selection Methods. The ranking of candidates will be performed by a global evaluation based on: - Evaluation of the Curriculum Vitae -60%; - Interview – 40% . (Only the short listed candidates will be interviewed). The Evaluation of the Curriculum Vitae will be performed according to the following criteria:
i. Experience in cyanobacterial isolation and culturing techniques - 30 %
ii. Experience in cyanobacteria taxonomy– 40%
iii. Published papers – 30% In the second phase and after the sequencing of the candidates following cv evaluation, there will be an interview to a maximum of five candidates. If the candidates do not show up in the interview it will be considered as a withdrawal of application, being those candidates excluded from the competition.
Selection Methods. The candidates will be ranked based on:
A) Academic qualification: 50%;
B) Relevant experience and qualification to the contract: 50%; The evaluation process may include an interview with the three top candidates, since scored higher than 80%. Then, the interview will weight 20% of the final score, and the previous evaluation (A+B) will weight 80% of the final score. The jury reserves the right to not assign the contract depending on the quality of the applications.
