Common use of Selection Procedure Clause in Contracts

Selection Procedure. (a) The Committee and the ▇▇▇▇ shall examine all applications and supporting documents submitted to the Office of the Director of Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed. (b) The Committee Chair, in collaboration with the Office of the Director of Human Resources shall arrange for the applicants’ interviews. (c) The Committee shall make a recommendation, with supporting rationale, in writing, that a specific applicant(s) is (are) suitable for the appointment and if in its view, more than one applicant is recommended, shall list them in order of priority. The Committee may recommend that none of the short listed applicants be appointed. If the Committee recommends the appointment of an applicant(s), the Committee may also suggest salary scale level, and any special conditions for the appointment. (d) If the ▇▇▇▇ disagrees with the Committee’s recommendation and proposes to hire another applicant, she/he shall meet with the Committee to discuss the matter. If following that meeting, the ▇▇▇▇ still disagrees with the Committee’s recommendation, he/she shall decide which applicant is to be hired and inform the Committee of his/her decision together with a written rationale for it.

Selection Procedure. (a) The Committee and the relevant ▇▇▇▇ shall examine all applications and supporting documents submitted to the Office of the Director of Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed. (b) The Committee Chair, in collaboration with the Office of the Director of Human Resources shall arrange for the applicants’ interviews. (c) The Committee shall make a recommendation, with supporting rationale, in writing, that a specific applicant(s. The recommendation may be that: (i) there is only one suitable candidate (areii) there is one preferred candidate and other suitable for the appointment and if in its view, more than one applicant is recommended, shall list them candidates ranked in order of priority. The Committee may recommend that none of the short listed applicants be appointedpreference; or (iii) there is no suitable candidate. If the Committee recommends the appointment of an applicant(s), the Committee may also suggest rank, salary scale level, and any special conditions for the appointment. (d) If the ▇▇▇▇ disagrees with the Committee’s recommendation and proposes to hire another applicant, she/he shall meet with the Committee to discuss the matter. If following that meeting, the ▇▇▇▇ still disagrees with the Committee’s recommendation, he/she shall decide which applicant is to be hired and inform the Committee of his/her decision together with a written rationale for it.

Selection Procedure. (a) The Committee and the ▇▇▇▇ shall examine all applications and supporting documents submitted to the Office of the Director of Director, Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed. (b) The Committee Chair, in collaboration with the Office of the Director of Director, Human Resources shall arrange for the applicants’ interviews. (c) The Committee shall make a recommendation, with supporting rationale, in writing, that a specific applicant(s) is (are) suitable for the appointment and if in its view, more than one applicant is recommended, shall list them in order of priority. The Committee may recommend that none of the short listed applicants be appointed. If the Committee recommends the appointment of an applicant(s), the Committee may also suggest salary scale level, and any special conditions for the appointment. (d) If the ▇▇▇▇ disagrees with the Committee’s recommendation and proposes to hire another applicant, she/he shall meet with the Committee to discuss the matter. If following that meeting, the ▇▇▇▇ still disagrees with the Committee’s recommendation, he/she shall decide which applicant is to be hired and inform the Committee of his/her decision together with a written rationale for it.

Selection Procedure. (a) The Committee and the relevant ▇▇▇▇ shall examine all applications and supporting documents submitted to the Office of the Director of Director, Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed. (b) The Committee Chair, in collaboration with the Office of the Director of Director, Human Resources shall arrange for the applicants’ interviews. (c) The Committee shall make a recommendation, with supporting rationale, in writing, that a specific applicant(s) is (are) suitable for the appointment and if in its view, more than one applicant is recommended, shall list them in order of priority. The Committee may recommend that none of the short listed applicants be appointed. If the Committee recommends the appointment of an applicant(s), the Committee may also suggest rank, salary scale level, and any special conditions for the appointment. (d) If the ▇▇▇▇ disagrees with the Committee’s recommendation and proposes to hire another applicant, she/he shall meet with the Committee to discuss the matter. If following that meeting, the ▇▇▇▇ still disagrees with the Committee’s recommendation, he/she shall decide which applicant is to be hired and inform the Committee of his/her decision together with a written rationale for it.