Common use of Selection Advisory Committee Functions Clause in Contracts

Selection Advisory Committee Functions. (1) The Selection Advisory Committee will begin by defining the qualifications and criteria required for the position. The committee will determine appropriate evidence, definitions and measurements for such qualifications and criteria. (2) The Selection Advisory Committee will establish in writing (a) the minimum qualifications which must be met for a candidate to qualify for consideration; (b) the threshold a candidate must meet to be advanced to a final interview; and (c) how the selection criteria will be used for rank ordering of candidates. These may be revised by agreement of the Committee. (3) Once the qualifications and criteria have been developed, the position will be posted. The method(s) of posting will be determined by the administrator, in accordance with the College’s Excluded Working Conditions document and posting/advertising procedures, and with the advice of the Selection Advisory Committee. (4) The Selection Advisory Committee will review all applications and select candidates for an initial interview. Selections for interview will be done jointly according to agreed methods of evaluating, prioritizing and weighting qualifications and criteria. (5) Additional tasks, such as reference checks, will be done by standard, professional practices. Reference checks will normally be done by the administrator. A standard reference check report will be provided to the Committee. A professional recruitment agency and/or the College’s Human Resources Department may be used for some of these tasks. (6) In rare and extenuating circumstances, where the Administrative and Faculty representatives cannot agree on the inclusion of a candidate for the interview process, the chair will determine whether or not to include the candidate. The chair will provide written reasons to the committee. (7) For permanent vacancies, a two (2) interview process will normally be used, followed by a public presentation to the appropriate College community. All interviews and presentations will follow a standard format. (8) The Selection Advisory Committee will make a recommendation by consensus. Where consensus is not possible, a vote will be taken. A majority of the Selection Advisory Committee must agree for a recommendation to go forward. The recommendation will be presented with a written rationale to the appropriate administrator making the appointment. (9) Where a tied vote occurs, in recognition of the recommending role of the Committee, the Committee will forward their respective positions, in writing, to the administrator. The administrator will review the submissions made by the Committee and make the final decision. The administrator will provide the final decision and reasons, in writing, to the Committee. (10) Where no candidate is deemed qualified for the position, the selection process will recommence. (11) A candidate who is not deemed qualified shall not be appointed to the position. (12) Where an internal candidate is not recommended, the Committee will state which qualifications and criteria were not met and provide rationale. (13) Internal candidates who lose an administrative position as a result of a new permanent vacancy, i.e., reorganization, are eligible to join the faculty as per Article 11.06.

Selection Advisory Committee Functions. (1) The Selection Advisory Committee will begin by defining the qualifications and criteria required for the position. The committee will determine appropriate evidence, definitions and measurements for such qualifications and criteria. (2) The Selection Advisory Committee will establish in writing (a) the minimum qualifications which must be met for a candidate to qualify for consideration; (b) the threshold a candidate must meet to be advanced to a final interview; and (c) how the selection criteria will be used for rank ordering of candidates. These may be revised by agreement of the Committee. (3) Once the qualifications and criteria have been developed, the position will be posted. The method(s) of posting will be determined by the administrator, in accordance with the College’s Terms and Conditions of Employment for Excluded Working Conditions document Employees and posting/advertising procedures, and with the advice of the Selection Advisory Committee. (4) The Selection Advisory Committee will review all applications and select candidates for an initial interview. Selections for interview will be done jointly according to agreed methods of evaluating, prioritizing and weighting qualifications and criteria. (5) Additional tasks, such as reference checks, will be done by standard, professional practices. Reference checks will normally be done by the administrator. A standard reference check report will be provided to the Committee. A professional recruitment agency and/or the College’s Human Resources Department may be used for some of these tasks. (6) In rare and extenuating circumstances, where the Administrative administrative and Faculty faculty representatives cannot agree on the inclusion of a candidate for the interview process, the chair will determine whether or not to include the candidate. The chair will provide written reasons to the committee. (7) For permanent vacancies, a two (2) interview process will normally be used, followed by a public presentation to the appropriate College community. All interviews and presentations will follow a standard format. (8) The Selection Advisory Committee will make a recommendation by consensus. Where consensus is not possible, a vote will be taken. A majority of the Selection Advisory Committee must agree for a recommendation to go forward. The recommendation will be presented with a written rationale to the appropriate administrator making the appointment. (9) Where a tied vote occurs, in recognition of the recommending role of the Committee, the Committee will forward their respective positions, in writing, to the administrator. The administrator will review the submissions made by the Committee and make the final decision. The administrator will provide the final decision and reasons, in writing, to the Committee. (10) Where no candidate is deemed qualified for the position, the selection process will recommence. (11) A candidate who is not deemed qualified shall not be appointed to the position. (12) Where an internal candidate is not recommended, the Committee will state which qualifications and criteria were not met and provide rationale. (13) Internal candidates who lose an administrative position as a result of a new permanent vacancy, i.e., reorganization, are eligible to join the faculty as per Article 11.06. (14) Where the College believes a vacancy needs to be filled quickly, the administrator may request the Selection Advisory Committee to use a quicker process. It is understood this will only occur in very rare situations where an accelerated process is essential to College operations. Where the Committee is unable to agree on an accelerated process, the administrator will determine the timing of the process, following consultation with the Committee. It is further understood that the administrator will attempt to resolve the dispute with the Committee, including calling an additional, special purpose meeting of the Committee to attempt to reach a resolution. The Responsible Administrator will put in writing the reasons for impasse and their decision.

Selection Advisory Committee Functions. (1) The Selection Advisory Committee will begin by defining the qualifications and criteria required for the position. The committee will determine appropriate evidence, definitions and measurements for such qualifications and criteria. (2) The Selection Advisory Committee will establish in writing (a) the minimum qualifications which must be met for a candidate to qualify for consideration; (b) the threshold a candidate must meet to be advanced to a final interview; and (c) how the selection criteria will be used for rank ordering of candidates. These may be revised by agreement of the Committee. (3) Once the qualifications and criteria have been developed, the position will be posted. The method(s) of posting will be determined by the administrator, in accordance with the College’s Terms and Conditions of Employment for Excluded Working Conditions document Employees and posting/advertising procedures, and with the advice of the Selection Advisory Committee. (4) The Selection Advisory Committee will review all applications and select candidates for an initial interview. Selections for interview will be done jointly according to agreed methods of evaluating, prioritizing and weighting qualifications and criteria. (5) Additional tasks, such as reference checks, will be done by standard, professional practices. Reference checks will normally be done by the administrator. A standard reference check report will be provided to the Committee. A professional recruitment agency and/or the College’s Human Resources Department may be used for some of these tasks. (6) In rare and extenuating circumstances, where the Administrative administrative and Faculty faculty representatives cannot agree on the inclusion of a candidate for the interview process, the chair will determine whether or not to include the candidate. The chair will provide written reasons to the committee. (7) For permanent vacancies, a two (2) interview process will normally be used, followed by a public presentation to the appropriate College community. All interviews and presentations will follow a standard format. (8) The Selection Advisory Committee will make a recommendation by consensus. Where consensus is not possible, a vote will be taken. A majority of the Selection Advisory Committee must agree for a recommendation to go forward. The recommendation will be presented with a written rationale to the appropriate administrator making the appointment. (9) Where a tied vote occurs, in recognition of the recommending role of the Committee, the Committee will forward their respective positions, in writing, to the administrator. The administrator will review the submissions made by the Committee and make the final decision. The administrator will provide the final decision and reasons, in writing, to the Committee. (10) Where no candidate is deemed qualified for the position, the selection process will recommence. (11) A candidate who is not deemed qualified shall not be appointed to the position. (12) Where an internal candidate is not recommended, the Committee will state which qualifications and criteria were not met and provide rationale. (13) Internal candidates who lose an administrative position as a result of a new permanent vacancy, i.e., reorganization, are eligible to join the faculty as per Article 11.06.

Selection Advisory Committee Functions. (1) The Selection Advisory Committee will begin by defining the qualifications and criteria required for the position. The committee will determine appropriate evidence, definitions and measurements for such qualifications and criteria. (2) The Selection Advisory Committee will establish in writing (a) the minimum qualifications which must be met for a candidate to qualify for consideration; (b) the threshold a candidate must meet to be advanced to a final interview; and (c) how the selection criteria will be used for rank ordering of candidates. These may be revised by agreement of the Committee. (3) Once the qualifications and criteria have been developed, the position will be posted. The method(s) of posting will be determined by the administrator, in accordance with the College’s Excluded Working Conditions document and posting/advertising procedures, and with the advice of the Selection Advisory Committee. (4) The Selection Advisory Committee will review all applications and select candidates for an initial interview. Selections for interview will be done jointly according to agreed methods of evaluating, prioritizing and weighting qualifications and criteria. (5) Additional tasks, such as reference checks, will be done by standard, professional practices. Reference checks will normally be done by the administrator. A standard reference check report will be provided to the Committee. A professional recruitment agency and/or the College’s Human Resources Department may be used for some of these tasks. (6) In rare and extenuating circumstances, where the Administrative and Faculty representatives cannot agree on the inclusion of a candidate for the interview process, the chair will determine whether or not to include the candidate. The chair will provide written reasons to the committee. (7) For permanent vacancies, a two (2) interview process will normally be used, followed by a public presentation to the appropriate College community. All interviews and presentations will follow a standard format. (8) The Selection Advisory Committee will make a recommendation by consensus. Where consensus is not possible, a vote will be taken. A majority of the Selection Advisory Committee must agree for a recommendation to go forward. The recommendation will be presented with a written rationale to the appropriate administrator making the appointment. (9) Where a tied vote occurs, in recognition of the recommending role of the Committee, the Committee will forward their respective positions, in writing, to the administrator. The administrator will review the submissions made by the Committee and make the final decision. The administrator will provide the final decision and reasons, in writing, to the Committee. (10) Where no candidate is deemed qualified for the position, the selection process will recommence. (11) A candidate who is not deemed qualified shall not be appointed to the position. (12) Where an internal candidate is not recommended, the Committee will state which qualifications and criteria were not met and provide rationale. (13) Internal candidates who lose an administrative position as a result of a new permanent vacancy, i.e., reorganization, are eligible to join the faculty as per Article 11.06. (14) Where the College believes a vacancy needs to be filled quickly, the administrator may request the Selection Advisory Committee to use a quicker process. It is understood this will only occur in very rare situations where an accelerated process is essential to College operations. Where the Committee is unable to agree on an accelerated process, the administrator will determine the timing of the process, following consultation with the Committee. It is further understood that the administrator will attempt to resolve the dispute with the Committee, including calling an additional, special purpose meeting of the Committee to attempt to reach a resolution. The responsible administrator will put in writing the reasons for impasse and their decision.