Chief’s Interview Clause Samples
The Chief’s Interview clause establishes the right or requirement for a candidate or employee to be interviewed by the chief executive or highest-ranking official of an organization, typically as part of a hiring or disciplinary process. In practice, this clause may apply to final-stage job applicants, internal promotions, or employees facing significant personnel actions, ensuring that the chief has direct input or oversight. Its core function is to provide a final level of review or approval, promoting accountability and ensuring that key decisions reflect the leadership’s standards and expectations.
Chief’s Interview. The Chief’s interview will constitute twenty (20%) percent of the candidate’s total score.
Chief’s Interview. The Fire Chief shall conduct an interview of the applicants in a manner deemed appropriate. Whatever process the Chief chooses, it must be clearly stated before the written test and must be consistent throughout the process.
Chief’s Interview. Each applicant will be interviewed by the Fire Chief 138 prior to the above oral examination. An applicant’s interview will be 139 scored, using a 15-point scale, by the Chief. Each applicant will be 140 allowed to view his/her score after the eligibility list is published. If a 141 candidate is given a score of less than three (3) points, the Chief will 142 provide feedback to the candidate explaining why their score was low. 143 144 Scores, both cumulative and by category, with the exception of seniority, 145 will be posted and identified by random code number assigned to each 146 applicant for this promotion. The code number of each successful 147 candidate will be shared with the Union. 148
Chief’s Interview. The Chief’s interview will be with the Chief of Police only.
Chief’s Interview. The chief may, at his discretion, conduct one-on-one interviews with the candidate(s) being considered for promotion as determined by the Chief. These interviews will be conducted last and will not count in the point totals.
Chief’s Interview. Each applicant will be interviewed by the Fire Chief. An applicant's interview will be scored, using a 15 point scale, by the Chief. Each applicant will be allowed to view his/her score after the eligibility list is published, if a candidate is given a score of less than three (3) points, the Chief will provide feedback to the candidate explaining why their score was low. Scores, both cumulative and by category, with the exception of seniority, will be identified by random code number assigned to each applicant for this promotion. The code number of all successful candidate(s) will be shared with the Union President.
Section 5: An eligibility list will be established consisting of all candidates with a cumulative score of more than 60%, or higher for the position the candidate applied for. The eligibility list will be used to fill vacancies occurring within twelve (12) months from the posting date of the promotional results.
Section 6: The promoted employee shall serve a probationary period of six (6) months. If this probationary period is not successfully completed he/she will be returned to his/her former position without loss in seniority or benefits.
Chief’s Interview. The Chief’s interview will constitute 10% of the candidate’s total score.
Chief’s Interview. Each applicant will be interviewed by the Fire Chief prior to the above oral examination. An applicant’s interview will be scored, using a 15-point scale, by the Chief. Each applicant will be allowed to view his/her score after the eligibility list is published. If a candidate is given a score of less than three (3) points, the Chief will provide feedback to the candidate explaining why their score was low. Scores, both cumulative and by category, with the exception of seniority, will be posted and identified by random code number assigned to each applicant for this promotion. The code number of each successful candidate will be shared with the Union. A promotional eligibility list will be established consisting of all candidates with a cumulative score of 60% or higher for the position the candidate applied for. The eligibility lists will be used to fill vacancies occurring within twenty-four (24) months from the posting date of the promotional results. The promoted employee shall serve a probationary period of six (6) months. If this probationary period is not successfully completed or if the employee is not satisfied with the new position, he/she will be returned to his/her former position without loss in seniority or benefits. This probationary period shall also apply to departmental promotions outside the bargaining unit.