Interview Team Sample Clauses

Interview Team. To assure a fair and equitable system for the selection of non-administrative certificated staff, the District will strive to organize an interview team that will consist of: a. The building principal or designee. b. The building department chairperson, team leader, or specialist. c. A non-administrative, certificated staff member. d. A non-certificated interview team member may be added on the recommendation of the building principal and the approval of the Superintendent or designee. e. The Assistant Superintendent of Human Resources shall make every effort to have both gender represented on the team and, if possible, to include at least one (1) protected classification member. f. In the event of special circumstances, the District may modify the size and composition of the interview team. i. Special circumstances are defined as interviewing for and hiring hard-to-fill positions as identified by the Association and the District or when recruiting, such as at job fairs. ii. The modified team will consist of at least a principal and a non-administrative certificated member. iii. The Superintendent or designee will select the special circumstances interview teams after consultation with the Association.
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Interview Team. 1. The Personnel Office, in accordance with the appropriate administrator, shall appoint the interview team. CSEA shall appoint a trained representative to participate in interviews for positions in classifications above range 40. In addition, CSEA shall have the right to appoint a representative to serve on the interview panel for Head Custodian. 2. Release time for interviews will be with the approval of the immediate supervisor. In no case shall the selection process be impeded if a bargaining unit member is unavailable to participate on the interview panel.
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Interview Team. Each Employee who participates on an interview team outside of the contracted workday will receive a stipend of $75 for that series of interviews. If the interview team needs to interview a second round of candidates outside of the contracted workday, each participant will receive an additional $75 stipend.
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Interview Team. To assure a fair and equitable system for the selection of non- administrative certificated personnel, the District will strive to organize an interview team that will consist of: 1. The building principal or designee. 2. The building department head, team leader, or specialist. 3. A non-administrative, certificated staff member. 4. A non-certificated interview team member may be added on the recommendation of the building principal and the approval of the Executive Director of Personnel. In the event of special circumstances, the District may modify the size and composition of the interview team. The modified team will consist of at least a principal and a non-administrative certificated member. Special circumstances are defined as interviewing for and hiring hard-to-fill positions as identified by IEA and the District or when recruiting, such as at job fairs. The Executive Director of Personnel or designee will select the special circumstances interview teams after consultation with IEA.
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Related to Interview Team

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: ▇▇▇.▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇/▇▇▇▇▇▇▇▇▇▇.▇▇▇ A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: ▇▇▇.▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇▇▇_▇▇▇▇▇.▇▇▇. DATED : December 16, 2019

  • Project Team To accomplish Owner’s objectives, Owner intends to employ a team concept in connection with the construction of the Project. The basic roles and general responsibilities of team members are set forth in general terms below but are more fully set forth in the Design Professional Contract with respect to the Design Professional, in the Program Management Agreement with any Program Manager, and in this Contract with respect to the Contractor.

  • Management Team Subject to any approval or consulting rights of the --------------- Joint Operations Committee, Manager shall engage or designate one or more individuals experienced in dental group management and direction, including, but not limited to, an administrator, who will be responsible for the overall administration of the Practice including day-to-day operations and strategic development activities.