Formal Selection Procedures Sample Clauses
The Formal Selection Procedures clause establishes a structured process for choosing vendors, contractors, or service providers in a transparent and consistent manner. Typically, this involves setting out clear criteria, timelines, and steps such as requests for proposals, evaluation of bids, and final selection based on predefined standards. By outlining these procedures, the clause ensures fairness, reduces the risk of bias or disputes, and provides a defensible framework for making procurement decisions.
Formal Selection Procedures. 1. When a position is posted and the position is not filled through one of the above procedures, there shall be an initial screening of applicants to determine those applicants whose combination of training and experience most closely match the published qualification for the position and who will be included in the procedures of the Interview Committee. The screening process shall include two (2) qualified individuals from the department who is hiring to lend their expertise to help prevent a qualified candidate from being overlooked in the initial screening process. Talent Acquisition & Operations (Non-Instructional) will be responsible for verifying the educational background of candidates. Preference shall be given to current employees in the screening process.
2. Upon completion of appropriate reference and clearance checks, the candidate selected by the Superintendent, or designee, shall be recommended to the Board for approval. Once a candidate has been selected for and has accepted a position, those candidates not selected shall be notified that another candidate will be recommended for employment. Employment of the successful candidate shall not be final until approved by the Board. The resulting salary for a current employee chosen for promotion shall follow the provisions of Article 11, Section F. The Board will make every effort to be consistent when assigning salaries to newly hired employees.
3. The parties agree to refer the issue of the interview and selection process for filling vacancies to a labor/management committee. The committee shall be charged with identifying problems and making recommendations to the Superintendent and BTU-TSP President for improvements. The parties agree that:
a. The district shall review with BTU-TSP current procedures and methods to monitor adherence to them.
Formal Selection Procedures. A. When a position is advertised, there shall be an initial screening of applications to determine those applicants whose combination of training and experience most closely match the published qualifications for the position and who will be included in the procedures of the Interview Committee.
B. The Interview Committee will interview eligible candidates.
C. Human Resources will be responsible for securing the persons to serve on pre- screening and oral interview committees for each position. Persons identified will be trained in selection and interview procedures. The immediate supervisor for the open position shall serve on the Interview Committee, if available.
Formal Selection Procedures. A. When a position is advertised, there shall be an initial screening of applications to determine those applicants whose combination of training and experience most closely match the published qualifications for the position and who will be included in the procedures of the Interview Committee.
B. The Interview Committee will interview eligible candidates.
C. Human Resources will be responsible for securing the persons to serve on pre- screening and oral interview committees for each position. Persons identified will be trained in selection and interview procedures. The immediate supervisor for the open position shall serve on the Interview Committee, if available.
D. Human Resources shall convene the Interview Committee which shall be constituted as follows:
1. three individuals from the affected bureau, office, division or department;
2. one district or region office administrator;
3. one school site administrator; and
4. an Executive Director/Supervisor for Human Resources, or designee (non- voting).
E. At the conclusion of the interviews, the Interview Committee will attempt to identify a minimum of two finalists. If a minimum of two finalists are identified, the names and records will be forwarded to a Review Committee by Human Resources. If the Interview Committee identifies only one finalist, the name and records of the single finalist candidate shall be forwarded to the Review Committee and/ or be retained for further consideration.
F. The Review Committee consisting of the appropriate Chief Officer (or pay grade equivalent) or designee, and two ranking administrators from the affected bureau, office, division or department who did not serve on the initial Interview Committee shall examine all interview data and interview each finalist. The Review Committee may opt to consider a single successful candidate.
G. The Review Committee may select no more than one candidate to be recommended to the Superintendent.
▇. The name and records of the recommended candidate will be returned to Human Resources to initiate, when applicable, necessary and appropriate reference and clearance checks.
I. Upon completion of appropriate reference and clearance checks, when applicable, Human Resources will forward the name and records of the recommended candidate to the Superintendent for consideration and School Board approval.
J. If no applicant is a successful candidate for the open position, the Superintendent, or designee, shall determine if the position is to be r...
Formal Selection Procedures. A. When a posit ion is advertised, there shall be an initial screening of applications to determine those applicants w hose combination of t raining and experience most closely match the published qualifications for the posit ion and w ho w ill be included in the procedures of the Interview Committee.
B. The Interview Committee w ill interview eligible candidates.
C. Human Resources w ill be responsible for securing the persons to serve on pre-screening and oral interview committees for each posit ion. Persons identified w ill be t rained in select ion and interview procedures. The immediate supervisor for the open posit ion shall serve on the Interview Committee, if available.
D. Human Resources shall convene the Interview Committee w hich shall be const ituted as follow s:
1. three individuals f rom the affected bureau, office, division or department;
2. one dist rict or region office administ rator;
3. one school sit e administ rator; and