Interview Phase Sample Clauses

Interview Phase. The interview must involve two NRCS employees who have both received training in handling potentially volatile situations. This phase of the investigation could very well determine the success in resolving any dispute. · Identify yourself and the assisting employee and state that you represent the NRCS of the U.S. Department of Agriculture. The individual must know that he or she is meeting with a Federal employee. This may be extremely important if the interview results in an NRCS employee being assaulted. · Establish the identity of the individual to be interviewed. Initially, this may be the landowner or tenant. Obtain the individual’s address. · Identify the manager of the land in question. · Try to establish who is responsible for the activity that is considered a violation. It may also be possible to establish who ordered the activity and whether it was done by an alleged violator’s employee or through contract. · Identify all persons involved and conduct an interview with each, as necessary. · Share photos and location maps of the violation. Do not take the case file to the meeting. The whole file is not open for viewing by the landowner, operator, or the general public. Only USDA, NRCS, and OGC officials are permitted to have access to the file. · If at any point during the conversation issues arise that may confuse the issues surrounding the case, it is best to tell the individual that you will get back to them after completing your investigation. Contact the local OGC for a legal opinion before you make any demands. NRCS personnel should withdraw from any situation that becomes hostile.
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Interview Phase. The interview must involve two NRCS employees who have both received training in handling potentially volatile situations. This phase of the investigation could determine the success in resolving any dispute.
Sample 1Sample 2Sample 3See All (4)
Interview Phase. Interview and evaluation of all eligible candidates will be conducted by the members of the VHIR Internal Scientific Committee, who will also prepare a motivated report with arguments and conclusions for the evaluation of each candidate that will drive to the proposal of the selected candidate, if applicable. The interview will assess the strategic interest for the institution. All interviews will be governed by the OMT-R (Open, Transparent and Merit-based Recruitment) principles of the Foundation's Recruitment and Selection policy established by the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers (Charter & Code). It will be positively valued that the candidate has, at the time of the interview, an endorsement from some Vall d’Hebron University Hospital Clinical Service.
Sample 1Sample 2
Interview Phase a. Develop appropriate interview questions for the interview phase(s).
Sample 1
Interview Phase. The pre-selected applicants will be invited to a 30 minutes videoconference interview. Each interview panel will be composed by 4 members: - E4F Programme Coordinator (FIBE´s Director) - A member of the relevant (first choice) Hosting Partner Organisation - An external non-academic international expert on the Research Area - FIBE’s Human Resources representative E4F Programme Manager will also be present in the interviews, not as an interview committee member, but with the responsibility of gathering the final scores and conclusions. The interview will be fully conducted in English and will consist of a 15 minutes long PowerPoint based presentation, (max 5 pages, without taking into account the front page and submitted in advance) followed by additional 15 minutes of questions/discussion. Each of the Interview Committee members will rank the results individually, giving a score for the candidate’s performance, based on the criteria defined in ANNEX 2 attached hereto. The final score will be calculated as the average of the individual scores.
Sample 1
Interview Phase. A single list will be prepared with the scores of all eligible candidates (Tenure Track and Tenure phase researchers). The list will be ranked by the overall score obtained in points 2.3.1.a, 2.3.1.b and 2.3.1.c for researchers in the Tenure Track phase and by points 3.3.1a, 3.3.1b and 3.3.1.c for Tenure phase researchers. Only the three top-ranking candidates will be interviewed for each position. Candidates from both categories will always be interviewed for each position. The evaluation will be based on a maximum score of 30 points. The VHIR candidate’s strategic interest in research will be evaluated at this stage, and five ANEP members will evaluate the research project in question. The interview will be conducted by members of XXXX’s Internal Scientific Council. The final decision will be up to the Board of the Foundation based on the report drafted by the Internal Scientific Council and ratified by the External Scientific Committee. Positions may remain vacant should the threshold criteria not be met by any of the candidates.
Sample 1
Interview Phase. Once a participant receives the opportunity to interview, it is up to the student to successfully pass this interview as well as any further selection process required by the internship site. The TAU International Internship Coordinator provides guidance and support during this phase, but it is ultimately the responsibility of the student to pass the selection process. Participants are expected to actively participate in this phase of the process and respond to emails, calls or any other messages in a timely manner. Failure to do so may result in loss of an interview opportunity, and even possibly dismissal from the program. Placement Phase Should the student successfully pass the interview and selection process to the satisfaction of the prospective internship site, the student is officially placed. See below in the Student Expectations section for details on expected behavior and conduct during the student’s internship experience. Please note that TAU International cannot guarantee a placement, because much of the responsibility for being placed rests on the student and in addition, a certain amount of flexibility is required by the student. However, TAU International does everything possible to arrange internship possibilities and to guide a student to successful placement. In the event that a student is not placed successfully, the student will be offered to move to the regular TAU Study Abroad program. Tips for Placement – A Note From the TAU International Internship Coordinator
Sample 1
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Related to Interview Phase

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." No Other "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Project Representatives The Contractor designates the following individual as project representative for all matters concerning this Agreement: Xxxxxx Xxxxxx Housing & Education Specialist 000 000xx Xxxxxx Xxxxxxx, XX 00000 Phone: 000-000-0000, ext. 127 Email: xxxxxxx@xxxxxxxxxxxxxxxxxxxx.xxx The Authority designates the following individual as Contract Administrator/project representative to be the initial point of contact for all matters concerning this Agreement: Xxxx Xxxxxxxxxxxxx Authority Buyer 000 Xxxx Xxxxxxxx Xxxxxx Xxxxxxx, XX 00000 Email: XxxxxxxxxxxxxX0@xxxxxxxx.xxx The Contractor shall contact only the designated Contract Administrator with any Authority-related questions, work requests, etc., as described in this Agreement, as well as any Authority-related questions, work requests, etc., falling outside the scope of this Agreement. Except for changes to the performance schedule (not including the project’s completion date), the designated project representatives shall have no authority to make promises or binding obligations on behalf of the Authority, as such authority rests with the duly authorized persons executing this Agreement.

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend.

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Transition Review Period In accordance with Article 35, Layoff and Recall, the Employer may require an employee to complete a transition review period.

  • Project Review A. Programmatic Allowances

  • Project Representative City shall designate a Project Manager to represent City in coordinating this Project with Consulting Engineer/Architect, with authority to transmit instructions and define policies and decisions of City.

  • Review Period The Asset Representations Reviewer will complete the Review of all of the Review Receivables within sixty (60) days after having received access to the Review Materials pursuant to Section 3.2(a). However, if additional Review Materials are provided to the Asset Representations Reviewer in respect of any Review Receivables pursuant to Section 3.2(b), the Review period will be extended for an additional thirty (30) days in respect of any such Review Receivables.

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