Common use of MERIT SYSTEM AND HIRING Clause in Contracts

MERIT SYSTEM AND HIRING. 10 A. The PARTIES are committed to providing equal employment opportunity for all 11 new applicants for employment, as well as for present Employees. METRO shall recruit, select, and 12 promote Employees and/or individuals from the community workforce on the basis of their relative 13 knowledge, skills and abilities, and in accordance with METRO’s Equal Employment Opportunity 14 policy statement. Upon request, METRO will inform Employees of the knowledge, skills and 15 abilities that are the subject of interviews or role-plays for UNION positions. 16 B. Career Service and Term-Limited Temporary (TLT) Employees, as defined in 17 Article R26, who apply for a bargaining unit position and meet the minimum qualifications shall 18 proceed to the next step in the hiring process. 19 C. Employees are encouraged to apply for bargaining unit positions. They may apply 20 and compete with external candidates. Employees will receive an additional 5% on any passing test 21 scores. Employees who are advanced to the interview stage will receive an additional 5% added to 22 their interview scores. If an external and internal Employee candidate are equally qualified for a 23 bargaining unit position, hiring preference will go to the internal Employee candidate. If, after 24 minimum qualifications are evaluated in the recruitment process, there are only internal Employee 25 candidates remaining in the process, the 5% will not need to be added. 26 D. If an Employee requests a meeting for feedback within 90 days after a recruitment 27 process is complete, METRO will meet with the Employee to review the process and provide 28 feedback on how to improve as a candidate and/or offer resources to better prepare for future 1 requirements.

MERIT SYSTEM AND HIRING. 10 24 A. The PARTIES are committed to providing equal employment opportunity for all 11 25 new applicants for employment, as well as for present Employees. METRO shall recruit, select, select and 12 26 promote Employees and/or individuals from the community workforce on the basis of their relative 13 27 knowledge, skills and abilities, abilities and in accordance with METRO’s Equal Employment Opportunity 14 28 policy statement. Upon request, METRO will inform Employees of the knowledge, skills and 15 1 abilities that are the subject of interviews or role-plays for UNION positions. 16 2 B. Career Service and Term-Limited Temporary (TLT) Employees, as defined in 17 3 Article R2626, who apply for a bargaining unit position and meet the minimum qualifications shall 18 4 proceed to the next step in the hiring process. 19 5 C. Employees are encouraged to apply for bargaining unit positions. They may apply 20 6 and compete with external candidates. Employees will receive an additional 5% on any passing test 21 7 scores. Employees who are advanced to the interview stage will receive an additional 5% added to 22 8 their interview scores. If an external and internal Employee candidate are equally qualified for a 23 9 bargaining unit position, hiring preference will go to the internal Employee candidate. If, after 24 10 minimum qualifications are evaluated in the recruitment process, there are only internal Employee 25 11 candidates remaining in the process, the 5% will not need to be added. 26 12 D. If an Employee requests a meeting for feedback within 90 days after a recruitment 27 13 process is complete, METRO will meet with the Employee to review the process and provide 28 14 feedback on how to improve as a candidate and/or offer resources to better prepare for future 1 15 requirements.