Recruitment and Selection. Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.
Recruitment and Selection. Principle
(a) The Employer selects candidates for position vacancies, whether full-time or temporary, based on the knowledge, skills, ability, experience and education of the applicant. The successful candidate will be the person best qualified for the position. Wherever possible, preference in hiring shall be given to internal applicants. Where internal candidates are equally well qualified, service seniority shall apply.
(b) At least once each calendar year, the Employer will offer a 'promotion preparedness' training workshop for interested members of the bargaining unit provided that there are at least five employees at each location that have agreed to attend. The curriculum will include classroom training, identification of skills and attributes which contribute to success in a position, suggested reading and practise exercises, and may include an opportunity to work with an individual holding the desired position for a time and on a schedule to be mutually agreed. Training may be offered outside of office hours, and will be without compensation. On the job training will be at the Employer's expense. Participation in this workshop is not a condition for promotion nor will it be a factor in selection or rejection.
(c) The Employer will use its best efforts to establish a 'relief pool' of persons who meet or have met the qualifications for bargaining unit positions and are available to perform temporary or casual work. Where a short-term vacancy is created, an available person from the relief pool shall be placed in the position, subject to the circumstances and availability of resources.
(d) When a vacancy arises which will increase the workload of existing employees, the Employer shall, within 14 days, advise employees of what it is doing to deal with the situation. If it is not possible or practical to backfill a position, the Employer shall consult with the affected employees to see what can be done to minimize the impact. Employees who are required to complete some additional work, due to a temporary vacancy, will receive ongoing, clear and reasonable direction from his/her supervisor regarding work priorities and expectations.
(e) An eligibility list by position shall be maintained and will be published containing the names of those who qualified for the job in a competition. Subsequent vacancies for the same position and work location shall be filled from the eligibility list (except when a placement is made as per Articles 39.6 or 25.8) without ...
Recruitment and Selection. (1) The employer will review the Recruitment and Selection policy in consultation with Together Queensland Union.
Recruitment and Selection. 1 Recruitment and selection shall take place in compliance with the Recruitment Code of the Netherlands Association for Personnel Policy (NVP). 2 The employer may adopt its own recruitment and selection code with the approval of the works council. This recruitment and selection code shall in any case describe the rights of the job applicant as set out in the NVP code referred to in the first paragraph. 3 Job applicants are entitled to reimbursement of travel expenses and any other reasonable costs incurred.
Recruitment and Selection. PRINCIPLE 1
1. All members of the UK research community should understand that researchers are chosen primarily for their ability to advance research at an institution.
2. Employers should strive to attract excellence and respect diversity (see Principle 6). Recruitment and selection procedures should be informative, transparent and open to all qualified applicants regardless of background. Person and vacancy specifications must clearly identify the skills required for the post and these requirements should be relevant to the role.
3. Research posts should only be advertised as a fixed-term post where there is a recorded and justifiable reason.
4. To assure fairness, consistency and the best assessment of the candidates’ potential, recruitment and progression panels should reflect diversity as well as a range of experience and expertise. In order to promote these values, individuals who are members of recruitment and promotion panels should have received relevant recent training. Unsuccessful applicants should be given appropriate feedback if requested as this may be of assistance to the researcher in considering their further career development.
5. The level of pay or grade for researchers should be determined according to the requirements of the post, consistent with the pay and grading arrangements of the research organisation. The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations came into force in October 2002.
1. limit the use of successive fixed term contracts (this aspect of the legislation came into full effect in July 2006).
2. prevent fixed term employees being treated less favourably than similar permanent employees. “The University has welcomed these changes as an opportunity to move towards an employment environment where our reliance on fixed term contracts is greatly reduced. This is because we believe this will provide: greater security of employment and a more positive working experience for all staff. enhanced ability to recruit and retain top quality people. an opportunity for staff to develop a broader skill base, leading to a more highly skilled, flexible and effectively managed workforce”. B. Recognition and Value PRINCIPLE 2
1. Employers are encouraged to value and afford equal treatment to all researchers, regardless of whether they are employed on a fixed term or similar contract. In particular, employers should ensure that the development of researchers is not undermined by instability of employment contracts. This...
Recruitment and Selection. The parties agree that it is their mutual intent to strengthen the merit principles in the bargaining unit and, pursuant to AS 23.40.070(3), shall use all due diligence to maintain merit principles among public employees to the end that public employees be selected, appointed, and promoted from among the most qualified, not on the bases proscribed in Article 6.01.A (Nondiscrimination). Except as specifically provided in this Agreement, all recruitment and selection for positions in the General Government Unit shall be made consistent with the Personnel Rules. No provision of this Agreement shall be construed to interfere with the rights of injured workers pursuant to AS 39.25.158 and AS 23.40.075.
Recruitment and Selection a. The employer will advertise open task force positions for a period of not less than ten
Recruitment and Selection. The provider must meet all CQC standards in relation to recruitment and selections.
Recruitment and Selection. Recruitments for classifications covered by the Agreement will be posted for “VTA Only” for a minimum of five (5) days prior to being opened to the public. In the event that no TAEA members meet the minimum qualifications of the position being posted, the five (5) day requirement shall be waived and the position will be open to both VTA employees and to the public simultaneously.
Recruitment and Selection. 7.1 Recruitment and selection processes at the University will uphold the principle of merit-based selection and ensure the application of fair, reasonable and consistent standards of selection against selection criteria. Recruitment and selection will be carried out in accordance with the University’s recruitment and selection policies as varied from time to time. Appeals Against Non-Appointment
7.2 A Staff Member, who is an unsuccessful applicant for appointment to a vacant position that has been advertised, may request a written report stating the reasons for their non-selection. Such a request must be made to the Chair of the selection panel within 2 days of being notified of the selection decision, and the report, by the Chair, must be provided within 7 working days of receiving the Staff Member’s request.
7.3 The Staff Member may apply to have the decision reviewed by the Director, Human Resources if they consider that:
(a) the decision not to appoint was made in contravention of the appointment procedures; and/or
(b) the reasons given for not being appointed were inappropriate.
7.4 An appeal in respect of non-appointment to an advertised position may only be made if:
(a) the Staff Member (appellant):
(i) is not a casual Staff Member or a fixed-term Staff Member who has had less than 6 months service with the University;
(ii) satisfies the advertised minimum requirements for the position; and
(iii) is willing and able to take up the duties of the position concerned.
(b) the person appointed to the position concerned was an internal candidate (already employed by the University);
(c) the appointment is a continuing appointment or, if it is a fixed-term appointment or secondment, the term is for 2 years or more; and
(d) the position applied for carries a higher salary than that currently occupied by the appellant.
7.5 An appeal must be lodged with Human Resources within 7 working days of the Staff Member receiving the reasons for non-appointment. The Staff Member must provide a signed statement giving full details of the appeal.
7.6 Appeals will be dealt with in accordance with the University’s recruitment and selection policies as varied from time to time.
