Interviews and Selection Sample Clauses

The 'Interviews and Selection' clause outlines the procedures and criteria for evaluating and choosing candidates for a particular role or project. It typically details the steps involved in the interview process, such as initial screenings, panel interviews, and any required assessments or background checks. By establishing a clear and consistent framework for candidate evaluation, this clause ensures fairness, transparency, and efficiency in the hiring or selection process.
Interviews and Selection. First consideration and an opportunity to interview shall be given to those employees in the bargaining unit who apply for the vacancy and have advised the Employer that they meet the minimum qualifications for the opening and who are available and interested in appointment. If the appointing authority determines an employee does not meet the minimum qualifications for an opening, the appointing authority shall contact the employee to discuss the specific reasons for non- qualification. The employee shall have three (3) days from receipt of notice from the appointing authority to provide additional information regarding their qualifications. The above provisions apply only to appointments to vacancies in this bargaining unit. An applicant pool shall expire 90 days following the date of the recruitment closure. An applicant pool may be extended by mutual agreement of the parties.
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Interviews and Selection. All qualified current Members who apply for summer school positions will be granted interviews for the position if there are more qualified applicants than positions. To fill all available positions, only member applicants with meets or exceeds evaluations will be placed in positions prior to outside applicants. Selection of summer school teachers will be based on program needs.
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Interviews and Selection. 3.4.1. Contractor shall provide the following services: 3.4.1.1. Contractor shall facilitate the scheduling of interviews for recommended candidates and provide guidance to the County on interview strategies, appropriate questioning techniques and evaluation tools. 3.4.1.2. Contractor shall collaborate with the County in the selection of finalist(s) from the interviewed candidates. 3.4.1.3. Contractor shall conduct a thorough screening of final candidate(s) including background, criminal and credit checks as well as references and media checks to ensure the candidates possess backgrounds of high integrity. Prepare a confidential reference report on the final candidate(s). 3.4.1.4. Contractor shall assist the County in employment contract negotiations as necessary. 3.4.1.5. Contractor shall maintain comprehensive correspondence and meticulous record-keeping throughout the entirety of the process.
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Interviews and Selection. First consideration and an opportunity to interview shall be given to those employees in the bargaining unit who apply for the vacancy and have advised the Employer that they meet the minimum qualifications for the opening and who are available and interested in appointment. If the appointing authority determines an employee does not meet the minimum qualifications for an opening, the appointing authority shall contact the employee to discuss the specific reasons for non- qualification. The employee shall have three (3) days from receipt of notice from the appointing authority to provide additional information regarding their qualifications. The above provisions apply only to appointments to vacancies in this bargaining unit. An applicant pool shall expire 90 days following the date of the recruitment closure. An applicant pool may be extended by mutual agreement of the parties. 20.4 Rehire‌ An individual, who separated from a job class in good standing while holding a permanent or probationary appointment, may be appointed with or without application or examination of other applicants to the same class, provided such reappointment takes place within three (3) years, from the individual's date of separation from the job class. Upon advance approval of the Director of the Division of Personnel, such reappointment may be in a lower class in the same class series, a successor class, or in a parallel class.
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Interviews and Selection. Once a date for interviews has been established by the Board, the City Clerk, or his designee will contact all verified applicants and will inform them of the date set. Interviews will be conducted, with Board Members asking questions to the applicants present. Following interviews, the Board shall convene a duly announced “Executive Session” to review the applications. Ballots will be presented. In the case of ties or lack of consensus, the process shall be repeated until a consensus is reached. Immediately following the Executive Session, the Board shall submit their individual preference forms to the City Clerk, or otherwise assigned staff, who shall tally the preferences and report to the Mayor.
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Related to Interviews and Selection

  • 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