Interview Process. Interviews will take place over a period of ninety (90) days. The interviews both of bargaining unit employees and of managers will be conducted jointly by Union/Industry members of the Technical Committee (or designates).
Interview Process. A. The candidates selected for referral shall be interviewed by a committee composed of at least three (3) persons including:
Interview Process. A. Certified eligibles for vacancies within the bargaining unit for classes above the entry level in the custodial department and certified eligibles for Elementary School Head Custodian and Middle School/High School Head Custodian shall only be required to be interviewed by the designated Human Resources administrator. Certified eligibles for vacancies within the bargaining unit for classes above the entry level in the food service department shall be interviewed by central office food service administrative staff. Nothing in this paragraph is intended to restrict or prohibit the right of the Board to invite such eligibles to visit the work location and discuss the vacant position with theadministrator at the work site.
Interview Process. In addition to the above, competing external candidates will participate in an interview process in accordance with the University’s Administrative and Support Staff Recruitment Policy and Procedures.
Interview Process. The Board will continue its long standing practice of involving staff in the interview process. That process is as follows:
Interview Process. Each qualified applicant will be invited to participate in an interview/selection process.
Interview Process. Registration of new students is handled on an individual basis. Once paperwork is submitted, an interview will be scheduled between the parents and administration. Middle School students also attend the interview. The interview process is an excellent opportunity to get to know you better and for you to learn more about our school. Acceptance of your child is determined by administration for grade placement or position on the waiting list. If you request to have your application removed, it must be in writing. Once accepted, the commitment fee is non-refundable.
Interview Process. Up to ten (10) of the senior candidates who have satisfied the exam criteria will participate in an interview with the Apprentice Selection Committee. If there is no successful candidate from this first group, the process will be repeated for up to the next ten (10) senior candidates that have satisfied the exam criteria.
Interview Process. Candidates for a promotion shall be granted leave of absence without loss of pay as required for any interview. The applicant will, upon pre-approval, have her/his travelling, accommodation and meal expenses paid.
Interview Process. An interview of the employee should be conducted by the Company’s representative. It is appropriate for another member of management to be present as well as another nominated responsible employee from the site acceptable to the employee being disciplined. At the time of the interview the employee should be informed of the nature of the problem and be given the opportunity to explain his or her actions. The Company would then consider the employee’s response. If the employee’s explanation is a reasonable one, the matter would conclude. If, however, the employee’s explanation is not reasonable and the problem is not work related, efforts should be made to provide appropriate professional counselling or other outside assistance, where available. If the employee’s explanation is not reasonable and the problem is work related the employee will be disciplined in accordance with the “Formal Written Warnings” provisions set out below. At the same time a record of the disciplinary interview will be made which includes information such as: ▪ The nature of alleged poor work performance or unsatisfactory conduct and the specific details. ▪ The date/s of alleged poor work performance or unsatisfactory conduct. ▪ The date and time of the interview. ▪ The employee’s response to the allegations. ▪ The subsequent disciplinary action (if any) to be taken by the Company following the interview. ▪ Signature of the parties present at the interview. If the employee being disciplined refuses to sign this fact should be recorded. A copy of this record should be supplied to the employee concerned and the original placed on the employee’s personnel file. At the conclusion of the interview a date should be set for the parties to again meet and review the employee’s progress in addressing or correcting the issues that are the subject of a disciplinary warning unless a progress review would not be appropriate given the nature of the issue that has given rise to the disciplinary action.
