Screening of Applicants Sample Clauses

Screening of Applicants. 824 The District will paper screen all applications to determine if all the minimum 825 qualifications are met based on the job description. The District retains the 826 right to determine qualifications of candidates. A bargaining unit applicant 827 who meets the minimum qualifications for the vacancy shall be granted an 828 interview. Unit members on probationary or remediation status shall not be
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Screening of Applicants. All applicants will be eligible to be included in the screening process to attain Preliminary Candidate status. • After the posting closes, all applications from permanent employees will be reviewed to determine whether the applicant has met the established minimum requirements. This will include a systematic review of each applicant’s knowledge, skills and experience gained through WSIB employment, volunteer work and/or other employment. o Minimum requirements may include prerequisite internal job experience for positions not posted externally. • If applicable, the employer may also administer a job relevant objective competency/aptitude test. When such a screening tool is utilized and where there is more than one candidate being assessed, it will be graded without personal identifiers. The results of the assessment(s) will be communicated to each applicant prior to the beginning of the selection process.
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Screening of Applicants. 1. Resumes are to be reviewed and screened carefully to highlight those applicants who have demonstrated abilities or qualities as per the position description.
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Screening of Applicants. All applications will be screened to determine the viability of each applicant.
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Screening of Applicants. The applications shall be screened by the personnel department to ascertain the eligibility of each applicant for consideration for the position, after which each applicant shall be notified of the time and place of the interview or the reason for ineligibility.
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Screening of Applicants. (1) The District shall create criteria and training programs for staff before the screening process commences. These criteria are subject to review by counsel for both parties and shall meet acceptable standards of personnel practices. Such criteria and programs shall be jointly approved before any screening of applicants takes place. (2) SBPTs will screen completed questionnaires and resumes and determine whom they shall interview. SBPTs will establish a ranked list of transfers for their school after the interviews. SBPTs are not required to place every teacher who interviews on the ranked list. Teachers who are interviewed and not placed on the ranked list may receive the reason, upon request, to the SBPT. The remaining teachers will constitute the ranked list of voluntary transfer candidates for that school. If SBPTs so choose, they retain the right during the interview period to call in additional applicants from those who had applied to that school by the end of the first semester.
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Screening of Applicants. The District will paper screen all applications to determine if all the minimum qualifications are met based on the job description. The District retains the right to determine qualifications of candidates. A bargaining unit applicant who meets the minimum qualifications for the vacancy shall be granted an interview. Unit members on probationary or remediation status shall not be eligible automatically for an interview. 10.2.7
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Screening of Applicants. (1) Prior to the end of the first semester of the 1997-98 school year, the District shall create criteria and training programs for staff before the screening process commences. These criteria are subject to review by counsel for both parties and shall meet acceptable standards of personnel practices. Such criteria and programs shall be jointly approved before any screening of applicants takes place. (2) School-based Planning (SBP) teams will screen completed questionnaires and resumes and determine whom they shall interview. SBP teams will establish a ranked list of transfers for their school after the interviews. SBP are not required to place every teacher who interviews on the ranked list. Teachers who are interviewed and not placed on the ranked list may receive the reason, upon request, to the SBP team. The remaining teachers will constitute the ranked list of voluntary transfer candidates for that school. If SBP teams so choose, they retain the right during the interview period to call in additional applicants from those who had applied to that school by the end of the first semester.
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Related to Screening of Applicants

  • Screening Services Disclosure to Applicant Pursuant to MN Statute 504B.173, the tenant screening service that we use is the following: Rental History Reports ▇▇▇▇ ▇. ▇▇▇▇ ▇▇▇▇▇▇, #▇▇▇ ▇▇▇▇▇, ▇▇ ▇▇▇▇▇ (▇▇▇) ▇▇▇-▇▇▇▇ Applicant Screening Criteria, upon which the decision to rent to the Applicant is based, will be applied to the information provided in this application and the information gathered from the screening report and/or background check we obtain. If we reject your rental application pursuant to Minnesota Statutes and local laws, we will notify you within 14 days of such rejection, identifying the criteria you failed to meet. We are not obligated to return your application fee or deposit except as provided in MN Statute 504B.173 and local laws.

  • Applicants If the NRMP's investigation of an alleged Match violation by an applicant results in a finding that an applicant has committed a violation of this Agreement, the processing of the applicant's rank order list may be interrupted. The NRMP at its discretion may withdraw the applicant from the SMS Match. If a matched applicant is the subject of a violation investigation, the program to which the applicant matched may not fill the position with another applicant until the NRMP has issued the Final Report or granted a waiver, whichever is earlier. If the violation investigation has not concluded by the start date of training, the program shall begin training the matched applicant unless NRMP has granted a waiver or issued a deferral. The NRMP’s Final Report on the confirmed violation will be delivered to the applicant with copies to: (1) the applicant's medical school official, with a request that the Final Report be placed in the applicant’s permanent file (2) the Educational Commission for Foreign Medical Graduates if the applicant is a graduate of an international medical school (3) the NRMP institutional official and the director of the program to which the applicant matched (4) the NRMP institutional official and the director of the program to which the applicant has applied or switched (if known) (5) the party who originally reported the violation (6) the NRMP Executive Committee (7) the American Board of Medical Specialties (8) the American Osteopathic Association (9) the applicant's residency program director (10) the Federation of State Medical Boards if the applicant is to be permanently identified as a Match violator or permanently barred from future NRMP Matches (11) any parties whom the NRMP has determined are relevant to its investigation (12) state medical licensure boards, if requested by the applicant In addition, the applicant may be barred from subsequent NRMP Matches and/or identified as a Match violator to participating programs for one to three years or permanently, as determined by the NRMP. The applicant also may be barred for one year from accepting an offer of a position or a new training year, regardless of the start date, in any program sponsored by a Match-participating institution, and/or starting a position or a new training year in any program sponsored by a Match-participating institution if training would commence within one year from the date of issuance of the Final Report. Further, any applicant who has been denied a waiver of a binding commitment and who does not accept the matched position may be barred for one year from accepting an offer of a position or a new training year, regardless of the start date, in any program sponsored by a Match- participating institution and/or from starting a position or a new training year in any program sponsored by a Match- participating institution if training would commence within one year from the date of the NRMP's decision on the waiver. The decision conveyed in the Final Report will be displayed in the R3 system Applicant Match History for one to three years or permanently, as determined by the NRMP. Term limits of any sanction(s) imposed for the violation will be included to identify the length of time the action is in effect. The NRMP has sole discretion to determine which of the sanctions described above shall be applied in the event an applicant violates this Agreement. Failure to comply with sanctions levied as a result of a confirmed violation that is final may result in a new investigation and additional sanctions.

  • Search, Enquiry, Investigation, Examination And Verification a. The Property is sold on an “as is where is basis” subject to all the necessary inspection, search (including but not limited to the status of title), enquiry (including but not limited to the terms of consent to transfer and/or assignment and outstanding charges), investigation, examination and verification of which the Purchaser is already advised to conduct prior to the auction and which the Purchaser warrants to the Assignee has been conducted by the Purchaser’s independent legal advisors at the time of execution of the Memorandum. b. The intending bidder or the Purchaser is responsible at own costs and expenses to make and shall be deemed to have carried out own search, enquiry, investigation, examination and verification on all liabilities and encumbrances affecting the Property, the title particulars as well as the accuracy and correctness of the particulars and information provided. c. The Purchaser shall be deemed to purchase the Property in all respects subject thereto and shall also be deemed to have full knowledge of the state and condition of the Property regardless of whether or not the said search, enquiry, investigation, examination and verification have been conducted. d. The Purchaser shall be deemed to have read, understood and accepted these Conditions of Sale prior to the auction and to have knowledge of all matters which would have been disclosed thereby and the Purchaser expressly warrants to the Assignee that the Purchaser has sought independent legal advice on all matters pertaining to this sale and has been advised by his/her/its independent legal advisor of the effect of all the Conditions of Sale. e. Neither the Assignee nor the Auctioneer shall be required or bound to inform the Purchaser of any such matters whether known to them or not and the Purchaser shall raise no enquiry, requisition or objection thereon or thereto.

  • Random Testing Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.6 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of random testing in accordance with the Grievance Procedure set out in this Collective Agreement.

  • Identity Verification In the case that the Subscriber provides telecommunication services to any Subscriber’s Customers pursuant to Section 8.1, the Subscriber is responsible for performing and shall perform personal identification of Subscriber’s Customer. SORACOM shall not bear any responsibility in relation to dealing with such matters.