Rating and Ranking Sample Clauses
The Rating and Ranking clause establishes a system for evaluating and ordering items, services, or participants based on specific criteria. Typically, this clause outlines the methods or metrics used to assign scores or ranks, such as performance reviews, quality assessments, or competitive bids. Its core practical function is to ensure a transparent and objective process for comparison, which aids in decision-making and helps prevent disputes over selection or prioritization.
Rating and Ranking a. If there are eleven (11) or more qualified competitive applicants,
i. Evaluation for positions will be made by a Merit Promotion panel consisting of subject matter experts. A personnel specialist from the SPO will serve as a facilitator.
ii. Based upon the span of numerical scores, the evaluator(s) must determine which of the qualified candidates are best qualified and should therefore be referred to the selecting official. The best qualified applicants are those with the highest scores. This will generally be determined by a significant or meaningful break in numerical rankings which separate the best qualified group from the remaining applicants.
iii. The best qualified applicants will be referred for each position and/or grade level. The number of best qualified applicants referred may vary based on a meaningful break in scores, the number of vacancies, or other relevant factors.
b. In cases often (10) or fewer qualified competitive applicants, a single evaluator may rank all applications.
c. The names of the best qualified applicants will be listed alphabetically for referral to the selecting official. Individual scores will not be listed.
Rating and Ranking. A. The Employer has decided to implement the automated ranking system described below to fill all bargaining unit positions. To utilize the automated rating and ranking system, the Employer has determined that the procedures in 7.B and 7.C below will be followed.
Rating and Ranking. The criteria for, and method of, rating and ranking applicants for vacancies will be documented in the vacancy announcement case file. The criteria for rating must:
A. Be related to the job to be filled;
B. Provide adequate measure of the qualifications needed for the job to be filled;
C. Make meaningful distinctions among the applicants, i.e., indicate those who are the best qualified from the group of applicants; and
D. Distinguish between the knowledge, skills, abilities, and competencies an employee must possess at the time of promotion and those that can be quickly and easily acquired after promotion through experience or training.
A. The selecting official will make a selection without nepotism or consideration of a close personal relationship, illegal discrimination, or for any other non-merit reason.
B. The selecting official’s decision to select a particular applicant is subject to final review by OHR and to such other approvals as may be required by law, regulation, or policy. Approvals are primarily concerned with compliance with legal requirements and not the substance of the selection that is a prerogative of the selecting official.
▇. ▇▇▇ will arrange for the release of the selected applicant from the current Federal employing organization, as applicable. Employees will be released from the losing organization/business unit within one full pay period of receipt of the request for promotion release. Under unusual circumstances (e.g. to permit completion of essential assignments or for other acceptable reasons) the release date may be extended. If mutual agreement for release cannot be reached, OHR may negotiate the release date.
Rating and Ranking a. If there are more than ten qualified candidates, evaluation for positions at grades GS-12 and below will be made by servicing personnel office or rating panel as determined by Employer.
b. Based upon the span of numerical scores, the evaluator(s) must determine which of the eligible candidates are best qualified and should therefore be referred to the selecting official. The best qualified candidates are those individuals with the highest scores. There should be a significant, or meaningful, break in numerical rankings separating the best qualified group from the remaining candidates.
c. The best qualified candidates will be referred for each bargaining unit position and/or grade level. The number of best qualified candidates referred may vary based on a meaningful break in scores, the total number of qualified applicants, the past history of declinations for the same or similar positions, or other relevant factors.
d. The names of the best qualified candidates will be listed alphabetically for referral to the selecting official. Individual scores will not be listed.
Rating and Ranking. A. An Employee’s eligibility for an advertised position will be accomplished through an on− line self−certification process that will require an applicant to respond to the OPM approved assessment. The servicing Shared Service Center will screen an applicant’s experience against the appropriate OPM Qualification Standards and specialized experience statement. The Shared Service Center may initiate a screening of Employee applications by an appropriately qualified subject matter expert (SME) to provide recommendations regarding applicants’ experience for unique or technically complicated positions where the servicing HR specialist may require subject matter expertise in order to determine the Best Qualified candidates.
B. If the Shared Service Center’s screening of an applicant’s experience is or may be reviewed by an SME. The SME will be selected at the discretion of DOE and must meet the following criteria:
1. SMEs may not be in the supervisory chain of the position for which candidates are being evaluated.
2. SMEs should be bona fide experts in the same or very similar positions with a thorough knowledge of the job’s requirements.
3. SMEs must be at the same grade level or above the grade level of the position being reviewed.
C. SMEs are entrusted with assuring that there is adherence to the Merit System Principles and that they avoid committing Prohibited Personnel Practices.
D. SMEs must be careful not to repeat any discussions that take place during the evaluation process, or reveal to anyone any personal information, individual qualifications, rankings or number of candidates who were certified for inclusion on the certificate.
E. SMEs are to only discuss the details of the hiring action with the HRBP or HR Shared Service Center (SSC) personnel. SMEs must not discuss their evaluations with anyone else, including anyone in the supervisory chain within the hiring organization.