Search Process Sample Clauses

Search Process. 8.4.1 The Search Committee will consider the following when determining shortlisted candidates, planning recruitment activities, and recommending a candidate for appointment: 8.4.1.1 A candidate’s curriculum vitae; 8.4.1.2 Documentation provided by a candidate that is considered, by the Committee, to be relevant to the search; 8.4.1.3 Written feedback from Members of the Academic Unit, when the search has had a public component; and 8.4.1.4 Other factors considered pertinent by the Committee. 8.4.2 When appropriate, the Search Committee will seek written feedback from the wider University community, including students, following the recruitment activities of shortlisted candidates. 8.4.3 Upon request, the University will provide the Association the text of a job advertisement, the scope of its distribution, the number of applicants, and the number of shortlisted candidates.
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Search Process. Every faculty2 member who will teach or supervise in a conjoint degree program must be hired through a properly constituted search process consistent with the principles and practices set out in the U of T Policy and Procedures on Academic Appointments, the TST’s Board-approved policies and procedures on academic appointments, and Clause 28 of the current Memorandum above. In addition: i. The Director of the TST should convene at least annually a complement planning meeting with the heads of the Member Institutions to coordinate effectively each Member Institution’s contribution to the faculty resources supporting the conjoint degree programs. ii. The Director of the TST should review the composition of all Member Institution Search Committees for positions where the incumbent will teach in conjoint degree programs and confirm that their membership is consistent with U of T policy before it goes forward. iii. Search committees shall state the reasons for the selection of the recommended candidate as per U of T, Policy and Procedures on Academic Appointments.
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Search Process. 1. The search committee shall execute the approved search plan in conformity with legal requirements and academic unit guidelines. Applications, held as confidential by the committee, shall be screened and those that do not meet the minimum criteria stated on the search plan shall be eliminated from the pool. The final pool of candidates meeting the minimum criteria may, if the number of applications is large, be reduced to a short list. This reduction process results in a smaller pool of candidates who will be part of phone or virtual interviews before on-campus visits. Following the phone or virtual interviews the committee shall recommend a final list. 2. The final list, with a rationale as to why some candidates may have met the minimum criteria but are not being selected for on-campus interviews, shall be submitted to the academic unit chair/director and forwarded to the ▇▇▇▇. If the chair/director and ▇▇▇▇ approve, the proposed final list shall be forwarded to the ▇▇▇▇▇▇▇. Should the chair/director or ▇▇▇▇ not approve, they shall confer immediately with the search committee to achieve a resolution. If the ▇▇▇▇▇▇▇ approves, he/she shall forward the final list and rationale to Human Resources for review of equal employment opportunity and other legal requirements. 3. In the event that the Office of Human Resources determines that equal employment opportunity or other legal requirements have not been met, it shall inform the academic unit chair/director and the search committee chair immediately, and the search committee and a designee from Human Resources shall work jointly to resolve the issue as quickly as possible so that the search process may resume. 4. During the search process, the search committee may discuss current working conditions and reasonable expectations for applicants, but the search committee has no authority to make guarantees to applicants about future terms of employment, including workload and salary.
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Search Process. The supervising ▇▇▇▇ will chair the search committee or select an Association Member to chair the search committee. The supervising ▇▇▇▇ and the search committee chair (if the ▇▇▇▇ is not chairing the committee) will collaborate with the Association Members in the department to select the remaining search committee members. The search committee will include, at minimum, the supervising ▇▇▇▇, the Department/Program Chair, or an Association Member of the program/discipline. If there are more than two people on a search committee for an Association Member position, the majority of the search committee must be Association Members. HR will identify a diverse pool of qualified candidates for the search committee to consider. The search committee will review the qualified applicant pool regularly and send a list of proposed candidates to be interviewed to HR. Interviews may be conducted onsite or remotely depending on the candidate’s location and ability to meet in person. Following the candidate(s) interviews, the search committee will consult with one another for feedback on candidate(s). The search committee will make finalist(s) recommendation(s) and then notify HR of finalist(s). HR will perform employment verification and attempt to obtain at least three reference checks. The supervising ▇▇▇▇ will make the final hiring decision in consultation with the ▇▇▇▇▇▇▇ and Vice President of Academic Affairs and the President. HR will then notify all the finalists of the results of the search.
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Search Process. During the Portal Service Period, the Agent shall diligently search for and locate potentially suitable vehicles, including but not limited to auction services, dealers, advertised sales and through the Agents’ contacts.
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Search Process. Every faculty2 member who will teach or supervise in a conjoint degree program must be hired through a properly constituted search process consistent with the principles and practices set out in the U of T Policy and Procedures on Academic Appointments, the TST’s Board-approved policies and procedures on academic appointments, and Clause 25 of the current Memorandum above. In addition: i. The Executive Director of the TST should convene at least annually a complement planning meeting with the heads of the Member Institutions to coordinate effectively each Member Institution’s contribution to the faculty resources supporting the conjoint degree programs. The Executive Director of the TST will advise the Office of the Vice-President and ▇▇▇▇▇▇▇ by August 31 of each year of the number of search, tenure, and promotion committees that the Member Institutions will strike that year, for purposes of arranging U of T representation to those committees, as set out in section 28. ii. The Executive Director of the TST should review the composition of all Member Institution search committees for positions where the incumbent will teach in conjoint degree programs and confirm that their membership is consistent with U of T policy before it goes forward. 2 Faculty is a narrower term than Teaching Staff. At the U of T it is used to refer to someone appointed under the Policy and Procedures on Academic Appointments and the Policy and Procedures on Employment Conditions of Part-time Faculty, January 1, 2021. iii. Search committees shall state the reasons for the selection of the recommended candidate as per U of T’s Policy and Procedures on Academic Appointments. iv. In line with the norms of U of T practice, some positions may require applicants to possess specific professional designations.
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Search Process. Every faculty2 member who will teach or supervise in a conjoint degree program must be hired through a properly constituted search process consistent with the principles and practices set out in the U of T Policy and Procedures on Academic Appointments, the TST’s Board-approved policies and procedures on academic appointments, and Clause 28 of the current Memorandum above. In addition:‌ i. The Director of the TST should convene at least annually a complement planning meeting with the heads of the Member Institutions to coordinate effectively each Member Institution’s contribution to the faculty resources supporting the conjoint degree programs. ii. The Director of the TST should review the composition of all Member Institution Search Committees for positions where the incumbent will teach in conjoint degree programs and confirm that their membership is consistent with U of T policy before it goes forward. iii. Search committees shall state the reasons for the selection of the recommended candidate as per U of T, Policy and Procedures on Academic Appointments. 2 Faculty is a narrower term than Teaching Staff. At the U of T it is used to refer to someone appointed under the Policy and Procedures on Academic Appointments and the Policy and Procedures on Employment Conditions of Part-time Academic Staff, March 7, 1994.‌ iv. In line with the norms of U of T practice, some positions may require applicants to possess specific professional designations.‌
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Search Process. A detailed description of your firm’s philosophy and approach in conducting searches outlined in Section 1.4, Tab 5 Search Process.
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Related to Search Process

  • Review Process A/E's Work Product will be reviewed by County under its applicable technical requirements and procedures, as follows:

  • Research Project The findings of any research project, which would change the provisions of this Agreement will not be implemented until such changes are negotiated and agreed to by the parties.

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.8 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone. B. If both parties agree, a mediation session conducted by a trained and experienced mediator shall be scheduled at a mutually convenient date and time. Either party may choose to have an attorney represent them during mediation. Persons attending the mediation session shall have the authority to resolve the dispute. If mediation is unsuccessful, the parties may proceed to follow the provisions for Arbitration. Information disclosed during mediation will not be revealed to anyone. C. The parties and, if they desire, their representatives and/or attorneys, are invited to attend a mediation session. No one else may attend without the permission of the parties and the consent of the mediator(s). D. The mediator(s) will not function as the representative of either party. However, the mediator(s) may assist the parties in understanding their rights and the terms of any proposed settlement agreement. Each party acknowledges being advised to seek independent legal review prior to signing any settlement agreement. E. The parties acknowledge that the mediator(s) possesses the discretion to terminate the mediation at any time of any impasse occurs or either party or the mediator deems the case inappropriate for mediation. F. Prior to mediation, both the City and the PBA (or Employee, only in disciplinary matters) shall enter into a confidentiality agreement, as follows: 1. This is an agreement by the parties to participate in a mediation involving the City against the above named employee. The parties understand that mediation is a voluntary process, which may be terminated at any time. 2. The parties agree to participate voluntarily in mediation in an effort to resolve the charge(s) filed by the City. 3. The parties agree that all matters discussed during the mediation are confidential, unless otherwise discoverable, and cannot be used as evidence in any subsequent administrative or judicial proceeding. Confidentiality, however, will not extend to threats of imminent physical harm or incidents of actual violence that occur during the mediation. 4. Any communications between the mediator(s) and/or the parties are considered dispute resolution communications with a neutral and will be kept confidential. 5. The parties agree not to subpoena the mediator(s) or compel the mediator(s) to produce any documents provided by a party in any pending or future administrative or judicial proceeding. The mediator(s) will not voluntarily testify on behalf of a party in any pending or future administrative or judicial proceeding. The parties further agree that the mediator(s) will be held harmless for any claim arising from the mediation process. 6. The parties recognize and agree that the City is subject to Chapter 119, Fla. Stat., relating to public documents. Therefore, all information including all notes, records, or documents generated during the course of the mediation shall be subject to the exemption contained in Section 119.071 (d)(1), Fla. Stats., until the settlement of the matter, or the conclusion of the arbitration, if any, with the exception of the personal notes of the mediator. 7. If a settlement is reached by all the parties, the agreement shall be reduced to writing and when signed shall be binding upon all parties to the agreement, unless the agreement requires City Commission approval, in which case the agreement will not become binding until publicly approved by the City Commission. Said agreement shall be subject to the provisions of Chapter 119, Fla. Stats. If the charge(s) is not resolved through mediation, the parties may proceed to follow the provisions for arbitration.

  • Scope of Collaboration As part of the collaboration, the Controllers will act as Joint Controller. The roles of the Controller and the associated tasks are specified in more detail in Appendix 1. If one party is solely responsible for a data processing operation, this party will implement all relevant data protection provisions on its own responsibility. However, such data processing procedures are not subject to this Agreement. Joint data processing and the type of Personal Data collected and processed within the framework of collaboration are specified in Appendix 1.