Evaluation of Candidates. 1. The Agency may hire from among properly ranked and certified candidates for promotion; or any other appropriate source.
Evaluation of Candidates. 1. Applications may be evaluated by a subject matter expert, a rating panel or a human resources representative. Regardless of the evaluator, ratings must be based solely on the application material submitted by the applicant. If an automated staffing system is used to qualify, rate and/or rank applicants, then a human resources representative will conduct a quality review before the rating is finalized. When a quality review is conducted for an automated rating, an adjustment will only be made in the event that an applicant’s answer(s) to the automated question(s) are not consistent with the applicant’s resume or other documentation provided in the promotion package.
Evaluation of Candidates. 1. The Agency will provide Area 1 applicants priority consideration over non-employee applicants to compete for all vacancies. When the minimum Area 1 applicant threshold in Paragraph 3 (below) is met, the Agency cannot consider other applicants until the Area 1 candidates have been duly considered, to include being interviewed IAW Section 15.6:
Evaluation of Candidates. Applications for promotion will be in writing as prescribed by the Personnel Office. Personnel, in consultation with the Department Manager, will assign each qualified applicant points in each of six (6) areas outlined below. Selecting/recommending officials will consider candidates on a list prepared by Personnel showing the rating of candidates.
Evaluation of Candidates. All job applications for positions on this base will be screened for basic qualifications by HRO and then returned to this base for rating, ranking, and selection, in accordance with the Merit Placement Plan. This would allow personnel who are more familiar with the requirements of the job to evaluate the skills and knowledge of the basically qualified applicants. The following statement will be included on vacancy announcements: “Individual must meet all the military requirements of the position without creating a grade- inversion, as determined by the supervisor.”
Evaluation of Candidates. The Selection Committee shall evaluate candidates in regard to subject area knowledge and competence, teaching and communication skills, commitment to professional growth and service, potential for effective participation in the College’s governance and sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disabled and ethnic backgrounds of the District’s students. The Selection Committee may require candidates to submit portfolios. These may include, but are not limited to, recorded teaching demonstrations, publications, websites and other creative work. Selection Committees are encouraged to be creative in establishing interviewing and evaluation techniques that meet the specific and unique requirements of the position being hired. The overriding criterion is that all candidates be treated equitably in the evaluation process. Equity is a key word. Candidates should receive the same kind of treatment, which might not necessarily be "equal". A committee is hiring a colleague in addition to a teacher, and this should be kept in mind when designing the interview process and/or questions. Follow-up questions during an interview may be needed to fully understand the candidate, though sometimes these should be limited in order to ensure there is enough time to complete an interview. The Selection Committee shall decide in advance how the questions may be handled.
Evaluation of Candidates. A. In any instance where seven (7) or more applicants for each position to be filled (regardless of number of grade levels advertised) meet basic eligibility requirements, a Merit Promotion Panel will be convened in accordance with the requirements of the USDA and FCIC Merit Promotion Plans, and this Article.
Evaluation of Candidates. The State shall evaluate the resumes and references of submitted candidates. Selection shall be based on a best value evaluation using the criteria identified in the SOW and the rate provided by the contractor. The State reserves the right to refuse any or all individuals presented by the contractor(s). The State will evaluate the resumes of the submitted candidates and communicate its initial feedback (Reject/Interview) within 7 business days of receipt for regular requests and within 2 business days of receipt for urgent requests. The State may contact the contractor to request an interview with the candidate. The contractor must be responsible for setting up all interviews. At the State’s discretion, this initial interview may be conducted over the telephone. The State will attempt to pre-screen candidates over the phone. The State may, at its discretion, request a face-to-face interview. The State shall bear no cost for the time and travel of the candidate for attendance at the interview. After selecting the candidate(s), the State will notify contractor regarding its selection within 2-3 days. The contractor shall provide the results of a criminal background check and any additional screening required by a specific SOW to meet agency requirements. The contractor shall provide verification of a candidate’s permission to work in the United States.
