Chief’s Points Sample Clauses

Chief’s Points. At the beginning of the process, the Fire Chief will submit in a sealed envelope his points, from zero (0) to a maximum of one hundred points (100) points for each candidate to the City’s Director of Human Resources. The Chief shall assign points based on his/her assessment of each candidate’s qualifications and abilities to perform the duties of Lieutenant. The Chief’s points shall be based on job related criteria. Such criteria shall be based on leadership skills, teamwork, supervisory evaluations, decision making, interpersonal skills, and disciplinary history consistent with Section 19.4 of this Agreement.
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Chief’s Points. The Fire Chief or his designee shall award up to a maximum of 10 points. In awarding Chief’s Points, the Fire Chief or his designee may consider, however will not be bound to award specified points based on the following criteria: Teamwork – treats co-workers fairly and equally; has patience and understanding with others; shows enthusiasm for the job; leads by example.
Sample 1
Chief’s Points. The Fire Chief shall assign points based on his/her assessment of each candidate’s qualifications and abilities to perform the duties of Lieutenant. The criteria used in assigning Chief’s points shall be disclosed to all candidates prior to assigning points, shall be job-related and be applied uniformly to all candidates. Upon completion of assigning points, the Fire Chief will seal and maintain such scores until the completion of the Oral Interview. The Fire Chief shall keep and maintain records of all scores for the duration of the Final Promotion List. Monitors shall not be required regarding the process of assigning Chief’s Points.
Sample 1
Chief’s Points. The Fire Chief or his designee shall assign points based on his/her assessment of each candidate’s qualifications and abilities to perform the duties of Captain. The criteria used in assigning Chief’s points shall be disclosed to all candidates prior to assigning points, shall be job-related and be applied uniformly to all candidates. The Fire Chief or his designee shall keep and maintain records of all scores for the duration of the Final Promotion List. Monitors shall not be required regarding the process of assigning Chief’s Points. The Chief’s Points shall be sealed prior to the beginning of the Oral Interviews and posted at the same time as the preliminary promotion list.
Sample 1
Chief’s Points. The Chief shall award points based upon job-related merit criteria uniformly applied to all applicants. Examples of such criteria include, but are not limited to: participation in specialized teams, department committees or projects; service as a coordinator of a specialized team or services; service in public education or fire investigation; scores on relicensing examinations; scores on performance evaluations. Such criteria shall be disclosed to the applicants at least 90 days prior to the awarding of the points. If the candidate or Union requests, the Chief shall disclose information as to how the criteria was applied.
Sample 1
Chief’s Points. The Fire Chief or his designee shall assign points based on his/her assessment of each candidate’s qualifications and abilities to perform the duties of Lieutenant or Battalion Chief. The criteria used in assigning Chief’s points shall be disclosed to all candidates prior to assigning points, shall be job related, and be applied uniformly to all candidates. The Fire Chief or his/her designee shall keep and maintain records of all scores for the duration of the final promotion list. Monitors shall not be required regarding the process of assigning Chief’s Points. The Chief Points shall be sealed prior to the beginning of the Assessment Center and posted at the same time as the preliminary promotion list
Sample 1
Chief’s Points. The Fire Chief will submit his points, from zero (0) to a maximum of five (5) points to the Village’s Personnel Director.
Sample 1
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Chief’s Points. The Fire Chief shall assign points based on his/her assessment of each candidate’s qualifications and abilities to perform the duties of Battalion Chief in a manner consistent with Section 50 of the Act. The criteria used in assigning Chief’s points shall be developed and disclosed by posting to all candidates ninety (90) days prior to the initiation of the test. Prior to the posting, the Chief shall notify the Union of the criteria he has formulated and proposes to use and offers to meet with Union representatives for discussion and input prior to final action. Scoring of posted criteria shall be done on a forced matrix basis. The Chief’s points shall be job-related and be applied uniformly to all candidates. The Fire Chief shall keep and maintain records of all scores for the duration of the Final Promotion List. Monitors shall not be required regarding the process of assigning Chief’s Points. The scores shall be kept confidential until such time as they are posted simultaneously as a group with the Peer Review and Commission Oral Interview points.
Sample 1
Chief’s Points. Candidates shall be evaluated by the Village Fire Chief (“Chief”) as to various attributes as determined by the Chief in a manner consistent with Section 50 of the Act. By way of example, the assessment may include evaluation of the following categories: • Preparation and maintenance of written reports and records • Participation in training activities and study of modern firefighting methods and techniques • Leading drills • Assumption of command of personnel and apparatus at fire scenes • Conducting size-up of situations • Directing and coordinating suppression • Conducting rescue and salvage operations • Inspection of commercial, industrial and other buildings for fire hazards, adequacy of fire prevention equipment and fire escapes, and compliance with fire prevention codes • Planning, organization, supervision, monitoring and evaluation of the work of subordinate personnel Examples of factors to be considered in the assessment of each category are attached as appendix F. The Chief may also consider the factors set forth in the attached Appendix G.
Sample 1

Related to Chief’s Points

  • Contact Points 1. Each Party shall designate a contact point to facilitate communications between the Parties on any matter covered by this Agreement. 2. Upon request of the other Party, the contact point shall identify the office or official responsible for the matter and assist, as necessary, in facilitating communication with the requesting Party. Contact points shall work jointly to develop agendas and make other preparations for the Free Trade Commission meetings and follow-up on the Free Trade Commission's decisions as appropriate; provide administrative support to the Panels established under Chapter 15 (Dispute Settlement) and address any other matter entrusted by the Free Trade Commission.

  • Points 9.6 The points to be assigned to the classification levels under this Agreement shall be: Award Classification Level Recommended Points C14 - C13 - C12 32 C11 64 C10 96 C9 12 additional points above C10 C8 24 additional points above C10 C7 36 additional points above C10 C6 48 additional points above C10 C5 60 additional points above C10 C4 Standards and points to be finalised C3 Standards and points to be finalised C2a Standards and points to be finalised C2b Standards and points to be finalised C1a Standards and points to be finalised C1b Standards and points to be finalised and in accordance with Table 2 in the National Metal and Engineering Competency Standards Implementation Guide. Mixed functions

  • Number Resources, Rate Center Areas and Routing Points 13.1 Nothing in this Agreement shall be construed to limit or otherwise adversely affect in any manner either Party’s right to employ or to request and be assigned any Central Office Codes (“NXX”) pursuant to the Central Office Code Assignment Guidelines and any relevant FCC or Commission orders, as may be amended from time to time, or to establish, by Tariff or otherwise, Rate Center Areas and Routing Points corresponding to such NXX codes.

  • Metrics The DISTRICT and PARTNER will partake in monthly coordination meetings at mutually agreed upon times and dates to discuss the progress of the program Scope of Work. DISTRICT and PARTNER will also mutually establish criteria and process for ongoing program assessment/evaluation such as, but not limited to the DISTRICT’s assessment metrics and other state metrics [(Measures of Academic Progress – English, SBAC – 11th grade, Redesignation Rates, mutually developed rubric score/s, student attendance, and Social Emotional Learning (SEL) data)]. The DISTRICT and PARTNER will also engage in annual review of program content to ensure standards alignment that comply with DISTRICT approved coursework. The PARTNER will provide their impact data based upon these metrics.

  • Delivery Points ‌ Project water made available to the Agency pursuant to Article 6 shall be delivered to the Agency by the State at the delivery structures established in accordance with Article 10.

  • Weights light, moderate and heavy, have their normal everyday meanings, and are to be applied consistently, regardless of the physical characteristics of the jobholder and whether the duties are normally carried out by women or by men; or by small people or large people; or by fit or unfit people. So, a sack of cement or a sack of potatoes is a heavy weight, even if it is lifted and carried without obvious exertion by a tall, fit, young person.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Level 3 An employee at this level performs work above and beyond the skills of an employee at Level 2.

  • Enquiry Points Each Party shall designate an enquiry point which is able to answer all reasonable enquiries from the other Party regarding SPS measures and, if appropriate, to provide the relevant information.

  • FREQUENCY AND CAPACITY LEVELS No restriction on frequency, capacity and aircraft type.

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