Application Procedure and Review Mechanism Sample Clauses

Application Procedure and Review Mechanism. (a) Applications for professional development leave will be made in writing. The application will include: (i) the starting and ending date of the proposed leave, and the phasing, if proposed; (ii) an outline of the activity proposed; (iii) a statement of how the proposed activity will benefit the employee, the profession, the Library and/or the University; (iv) a current curriculum vitae; (v) disclosure of any external funding received or applied for in support of the activity; and, (vi) any other information the applicant wishes to be considered. (b) Librarians will submit their completed applications to the University Librarian or the Director, Health Sciences Library, as applicable. The University Librarian or the Director, Health Sciences Library will ask the librarian’s supervisor for comment on the value of the proposal and the department’s operational requirements. (c) The University Librarian or the Director, Health Sciences Library, as applicable, will consider each application against the following criteria: (i) the value of the project to the librarian, the Library, the University and the broader library and research community; (ii) the Library’s operational requirements. (d) The University Librarian or Director, Health Sciences Library will communicate its decision to the applicant in writing within a reasonable timeframe. (e) Applications may be submitted at any time.
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Application Procedure and Review Mechanism. (a) Applications for RPDL will be made in writing. The application will include: (i) the starting and ending date of the proposed leave; (ii) an outline of the activity proposed; (iii) a statement of how the proposed activity will benefit the employee, the profession, the Library and/or the University; (iv) a current curriculum vitae; (v) disclosure of any external funding received or applied for in support of the activity; (vi) any other information the applicant wishes to be considered. (b) Employees will submit their completed applications to the Associate Vice-President and University Librarian or the Director, Health Sciences Library, as applicable. The Associate Vice-President and University Librarian or the Director, Health Sciences Library will ask the librarian’s supervisor for comment on the value of the proposal and the department’s operational requirements. (i) Written application for Short Term RPDL is to be made no later than two months prior to the proposed leave. (ii) Written application for Extended RPDL is to be made no less than six months prior to the proposed leave. (c) The Associate Vice-President and University Librarian or the Director, Health Sciences Library, as applicable, will consider each application against the following criteria: (i) the value of the project to the employee, the Library, the University and the broader library and research community; (ii) the Library’s operational requirements. (d) The Associate Vice-President and University Librarian or Director, Health Sciences Library will communicate the decision to the applicant in writing within 30 days for Short Term RPDL and 90 days for Extended RPDL. (e) Upon return from an RPDL, normally within 30 days for Short Term RPDL and 90 days for Extended RPDL, the employee is required to submit a written report (normally a maximum 3 pages) to the Associate Vice-President and University Librarian or Director of the Health Sciences Library, as applicable, documenting the outcomes achieved during the RPDL. (f) Any professional service or activity undertaken during the RPDL will be counted as professional service or activity in the employee’s annual activity report. (g) Applications may be submitted at any time.
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Related to Application Procedure and Review Mechanism

  • Application Procedure 7.4.1. Application Priority........................................ 7.4.2. [Reserved].................................................. 7.4.3. Advance Payments............................................

  • Notification Procedure (i) Each such notice shall be deemed to have been delivered: (A) when presented personally to the GOB; (B) when transmitted by facsimile; or (C) five (5) Days after being deposited in a regularly maintained receptacle for the postal service in Bangladesh, postage prepaid, registered or certified, return receipt requested, addressed to the GOB, at the address indicated in Section 17 of the Implementation Agreement (or such other address as the GOB may have specified by written notice delivered in accordance therewith). Any notice given by facsimile under this Section 4.6 shall be confirmed in writing delivered personally or sent by prepaid post, but failure to so confirm shall not void or invalidate the original notice if it is in fact received by the GOB.

  • Application Procedures i) An employee applies for a listing on the system-wide registry through the employee’s Human Resources Department by completing the form in Appendix A. ii) The institution will immediately forward the completed form to the PSEA who will list eligible employees on the system-wide registry. iii) A registrant is responsible to ensure the information is current and to immediately notify the Employer and the local Union if the registrant is no longer available for employment through the Registry.

  • Evaluation Procedure 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy. 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month. 6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.) 6.1.3 A bargaining unit member has the right to attach a response to the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days, present the employee’s objections to the evaluation decision to the Director Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing. 6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure. 6.1.7 The probation period shall be defined as the initial six (6) month employment period. 6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification. 6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.

  • Notification Procedures To address non-compliance, the receiving Competent Authority would notify the providing Competent Authority pursuant to Article 5 of the IGA. The notification procedures would differ depending upon whether the receiving Competent Authority seeks to address administrative or other minor errors or significant non-compliance.