Hiring Criteria Clause Samples
The Hiring Criteria clause defines the specific qualifications, experience, and attributes required for candidates to be considered for a particular position. It typically outlines mandatory educational backgrounds, relevant work experience, technical skills, and sometimes personal qualities or certifications needed for the role. By clearly establishing these requirements, the clause ensures that only suitable candidates are shortlisted, streamlining the recruitment process and reducing the risk of hiring unqualified personnel.
Hiring Criteria. As used in this Article, “hiring criteria” are comprised of site-determined and District recognized programmatic elements or Site and Teacher Agreements which require fulfillment of specific teacher responsibilities essential to the operation of the school.
12.2.2.6.1 These programmatic elements can apply to individual schools and programs integrated within a larger school and must be deeply integrated into the organizing principles of the school or program such that the specialized program could not function without them.
12.2.2.6.2 Site and Teacher Agreements must be clearly linked to the mission and vision of the specialized program and clearly identify essential instructional practices and commitments that all staff hold and which are different from traditional educational programs or courses of study.
12.2.2.6.3 The site based requirements referred to in sections 12.2.2.6.1 and 12.
Hiring Criteria. In all competitions, the Employer shall consider qualifications, teaching competence, capability, skill and ability and prior relevant experience. In cases where applicants are relatively equal in the opinion of the Employer, preference in hiring will be given to the bargaining unit applicant with the greatest seniority in that discipline. Employees who, have passed their probationary period, are applying for a position and have taught that course within the last twenty-four (24) months shall be deemed relatively equal to all candidates and to have the ability and qualifications to perform the work of the position, unless there is a written unsatisfactory performance evaluation in accordance with Article 15, within the last twenty-four (24) months in their personnel file, which has not been removed through the grievance procedure.
Hiring Criteria. The school district's selection of a candidate for a new or vacant teaching position not otherwise required to be filled pursuant to Section 24-12 of the School Code (RIF Recall) must be based upon the consideration of factors that include without limitation 1) licensure 2) endorsements 3) qualifications, 4) merit and ability (including performance evaluations, if available), and 5) relevant experience. Length of continuing service with the school district must not be considered as a factor, unless all other factors are determined by the school district to be equal. A school district's decision to select a particular candidate to fill a new or vacant position is not subject to grievance, provided that, in making such a decision, the district does not fail to adhere to procedural requirements as set forth above.
Hiring Criteria. The parties agree that the Chief shall have the discretion to set the wages of new hires. Based on level of relevant education and/or prior law enforcement or dispatcher experience, the chief will set the wages of a new employee at an appropriate step of the pay plan
Hiring Criteria. As used in this Article, “hiring criteria” are comprised of site-determined and District recognized programmatic elements or Site and Teacher Agreements which require fulfilment of specific teacher responsibilities essential to the operation of the school.
12.2.2.6.1 These programmatic elements can apply to individual schools and programs integrated within a larger school and must be deeply integrated into the organizing principles of the school or program such that the specialized program could not function without them.
Hiring Criteria. Course Instructors
Hiring Criteria. Teaching excellence is a crucial component of the academic mission of the University of Toronto. Subject to the provisions of Article 15:02, applicants for positions shall be selected in furtherance of that goal. In considering the applicants who possess the qualifications required for a position, academic qualifications, demonstrable suitability for the position, past relevant professional experience, and teaching ability shall be the criteria used in selection of the most qualified applicant. Each individual job posting shall list all the hiring criteria. Each applicant who possesses the minimum threshold qualifications for the posted position shall be assessed by the hiring Department against the criteria in a consistent manner. When choosing between two qualified candidates who are relatively equal based on the criteria set out in the posting and in this Collective Agreement, preference shall be given to the candidate who has the most experience with the particular course (or closely related course). In the event that each such candidate has the same experience with the particular course (or closely related course), preference shall be given to the candidate whose experience is most recent. Candidates who are members of Indigenous, Black, racialized, and 2SLGBTQ+ communities, persons with disabilities, and other equity- deserving groups are encouraged to apply, and their lived experience shall be taken into consideration as applicable to the position. Hiring decisions shall not be based on the consideration or assessment of criteria not listed above. Previous satisfactory employment under the provisions of this Collective Agreement continues to be considered in the normal course.
Hiring Criteria. The parties agree that when the Chief hires a new employee, the Chief shall have the discretion to set the wages of the new hire. The Chief may adjust the wages of current employees whose wages are compressed as a result of the new hire’s wages. The Chief will use the following criteria to set wages and make adjustments: Master’s Degree 7.50% Bachelor’s Degree 5.00% Associate’s Degree 2.50% Other Relevant Training or Experience such as: Relevant Military Sergeant/Officer/Dispatch Training Experience within Vermont as a Dispatcher, Service Officer, Police Officer, Sergeant, or Equivalent Experience within higher education (knowledge of laws, policies, or best practices related to higher education) 1.50% Prior Law Enforcement/Dispatcher/Service Officer Experience 1% of base pay hiring minimum for every two years, up to a maximum of 20% The University will notify the Union about the wages of new hires. If the University intends to hire an employee above 30% of the hiring minimum, the University will notify the Union and will meet and confer to discuss the rate of hire.
Hiring Criteria. The bargaining agent or a designee and the employer agree to work together to develop hiring criteria for permanent positions.
Hiring Criteria. In all competitions, the Employer shall consider qualifications, teaching competence, capability, skill and ability and prior relevant experience. In cases where applicants are relatively equal in the opinion of the Employer, preference in hiring will be given to the bargaining unit applicant with the greatest seniority in that discipline. Employees who, have passed their probationary period, are applying for a position and have taught that course within the last twenty-four (24) months shall be deemed relatively equal to all candidates and to have the ability and qualifications to perform the work of the position, unless it is a shared course (less than full responsibilities) or there is a written unsatisfactory performance evaluation in accordance with Article 15, within the last twenty-four (24) months in their personnel file, which has not been removed through the grievance procedure.