Determining Basic Eligibility Clause Samples
The "Determining Basic Eligibility" clause establishes the criteria that must be met for a party to qualify for participation, benefits, or services under an agreement or program. Typically, this clause outlines specific requirements such as age, residency, employment status, or other relevant qualifications that applicants must satisfy. By clearly defining who is eligible, the clause ensures that only appropriate individuals or entities are considered, thereby preventing misunderstandings and streamlining the application or approval process.
Determining Basic Eligibility. The minimum qualification standards prescribed by the Office of Personnel Management and, in addition, selective placement factors, if any, identified as essential to satisfactory job performance, shall be used to determine basic eligibility of candidates for competitive placement consideration.
(a) The minimum qualification standards and selective placement factors, for a position to be filled by competitive placement procedures, shall be stated on the vacancy announcement.
(b) Candidates who shall meet all requirements within thirty (30) calendar days after the closing date of the vacancy shall be considered qualified and eligible for further consideration.
(c) Ineligible applicants shall be promptly notified in writing of the reasons for their ineligibility.
Determining Basic Eligibility. Each employee who files an application shall be given prompt notice in writing by the appropriate Personnel Office as to whether or not he/she meets the qualification requirements for the position.
a. Any qualification required in addition to mandatory Office of Personnel Management (OPM) standards must be approved by the Department's Director of Personnel Management and included in the announcement. Such additional requirements must be essential to the proper performance of the duties of the position and shall be documented, with Local 12 being so advised. Additional qualifications concerning sex or physical condition will be approved only when required by the actual duties and working conditions of the position under requirements established by OPM. Changes in basic qualification standards shall be available to employees for their inspection upon request. No candidate may be eliminated from consideration on the basis of an additional standard not specified in the announcement or listing.
b. All outside and employee candidates shall be rated against the same standards without prejudicial regard to race, color, religion, sex, national origin, politics, marital status, disability, age, or membership or nonmembership in an employee organization. Sex or physical condition will be a factor in determining eligibility only as specified in Subsection a. above.
c. Outside candidates in merit staffing actions will be evaluated on the basis of an appraisal of current job performance.
d. Written tests may not be used on a pass-fail basis in determining basic eligibility unless OPM requires that an employee must pass the written test for in- service placement. If a written test is to be used, this fact must be included in the vacancy announcement.
e. An employee's present classification, per se, shall not be cause for disqualification from any vacancy in a higher level position in a different series if the employee otherwise meets the requirements for such vacancy.
Determining Basic Eligibility. Subject matter experts will be involved in the development of the job analysis, crediting plan, assessment questions and weighting of assessment questions. Applicants are evaluated based on their responses to the assessment questions. Applications may be reviewed by a Human Resources (HR) Specialist to determine or validate whether minimum qualifications have been met, including any announced selective placement factors.