Evaluation of Applicants. (a) In evaluating applicants for a vacancy, the Employer shall consider education, experience, ability, knowledge, skill, and length of service with the Employer. The Employer and Union further agree that, in the event of any grievance or arbitration concerning the meaning or interpretation of Article 10.3 (a) that, such grievance or arbitration shall be resolved in accordance with the above language.
Evaluation of Applicants. A. Applications will be evaluated by a committee consisting of three (3) management representatives that will be selected by the Employer, and the three (3) year round Terminal Supervisors that will be elected by the Terminal Supervisors. This committee shall be called the Selection Committee.
Evaluation of Applicants. The Employer will evaluate the job applicants in the following categories to determine if the applicants meet the job qualifications: knowledge, skills, and abilities, past work record, references, or other categories deemed job related and consistent with business necessity as determined by the Employer. This may include an interview process to determine qualifications. The employee may be required by the Employer to perform a practical demonstration of his skills, abilities, and qualifications. The Employer, at its sole and exclusive discretion, may select the employee that it determines to be the most qualified after taking into consideration the relative skills and abilities of all internal applicants with respect to the requirements of the open position. Where the Employer has determined that two (2) or more applicants are equally qualified in all respects, the most senior applicant shall be granted the position. The Employer, at its sole and exclusive discretion, may also determine that it will not fill the position internally.
Evaluation of Applicants. All positions will include an interview process to determine qualifications. The employee may be required by the Employer to perform a practical demonstration of his skills, abilities, and qualifications. The Employer will select the employee determined to be the most qualified after taking into consideration the relative knowledge, skills, abilities, work history, and seniority of all bidders with respect to the requirements of the open position. Where the Employer determines the qualifications of a less senior employee to be superior, material, meaningful, and relevant, it may award the position to a less senior applicant.
Evaluation of Applicants a) The Employer shall consider education, related experience, flexibility, availability, special aptitudes, fitness, knowledge, skills and ability and work record in determining the successful applicant.
Evaluation of Applicants. Initially, individual consultants will be short-listed based on the following minimum qualification criteria indicated in the ToR. For evaluation of short-listed candidates, a cumulative analysis scheme will be applied with a total score being obtained upon the combination of weighted technical and financial attributes. Cost under this method of analysis is rendered as an award criterion, which will be 30% out of a total score of 300 points. Evaluation of submitted offers will be done based on the following formula: B = T + Xxxx × X C where: T is the total technical score awarded to the evaluated proposal (only to those proposals that pass 70% of maximum 210 points obtainable under technical evaluation); C is the price of the evaluated proposal; Xxxx is the lowest of all evaluated proposal prices among responsive proposals; and X is the maximum financial points obtainable (90 points) Technical evaluation will be represented through desk review of applications and further interview will be organized if needed, depending on the short-listed candidates’ qualifications.
Evaluation of Applicants. Applications will be evaluated based on the applicant’s qualifications. A desk review of applicant’s performance will be conducted. UN Women may decide to utilize a second-stage procedure in evaluating the profiles, which can include written tests, formal or informal interviews. The award of the contract should be made to the individuals whose profile has been evaluated and determined as responsive/compliant/acceptable. Technical criteria - 100% of total evaluation. Total max 100 points: The technical qualification of the individual is evaluated based on desk review and following technical qualification evaluation criteria: Technical Evaluation Criteria Maximum obtainable Points
Evaluation of Applicants. A. An ad hoc evaluation committee is to be appointed by the Chief, U.S. Park Police, to evaluate applications and rank candidates for Special Assignment Position vacancies. When the number of applicants is more than five Applicants shall be grouped as appropriate into “Well Qualified” and/or “Qualified” categories.
Evaluation of Applicants. The Employer will evaluate the job applicants in the following categories to determine if the applicants meet the job qualifications: knowledge, skills, and abilities, past work record, and seniority. This may include an interview process to determine qualifications. The employee may be required by the Employer to perform a practical demonstration of his skills, abilities, and qualifications. The Employer, at its sole and exclusive discretion, may select the employee that it determines to be the most qualified after taking into consideration the relative skills and abilities of all bidders with respect to the requirements of the open position. The Employer, at its sole and exclusive discretion, may also determine that it will not fill the position internally.
Evaluation of Applicants. For the selection process, the evaluation committee will carry out a technical evaluation of qualifications (80%) and the evaluation of financial proposals (20%) based on established requirements and criteria. The award of the contract should be made to the individuals whose offer has been evaluated and determined as: ▪ Responsive/compliant/acceptable. ▪ Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation. The total number of points allocated for the technical qualification component is 80. The technical qualification of the individual is evaluated based on desk review and following technical qualification evaluation criteria (mandatory and desirable): Technical Evaluation Criteria MaximumObtainable Points Criteria A – Relevant Education 25 Degree in Communications, Public Relations, Law, Social Sciences, International Relations, Human Rights, Development Studies, or other related areas is required. 5 Postgraduate studies and/or specializations in Sustainable Development, Communications, Social Sciences, or other related areas is desirable. 20 Criteria B - Relevant Professional Experience 50 Demonstrable experience in the field of rights of indigenous peoples and/or quilombola is required. 20 At least 3 years of experience in liaising and coordinating partnerships with government and civil society partners is required 20 Experience working with Gender Equality and Women's and Girls' Empowerment issues is desired. 10 Criteria C - Language and other skills (5 including:) Working knowledge of English is required 5 Financial/Price Proposal evaluation 20% Total Obtainable Score 100% Evaluation process Phase 1: longlisting, based on minimum requirements and completion of documentation Phase 2: shortlisting based on desk review of application documents based on evaluation criteria Phase 3: technical evaluation of the shortlisted candidates Phase 4 (optional): based on shortlisting - written test Phase 5 (optional): based on shortlisting/results of the written test - interview
