PoDI Selection Process Sample Clauses

The PoDI Selection Process clause outlines the procedures and criteria for choosing a Proof of Delivery Item (PoDI) within a contractual or operational context. Typically, this clause details the steps parties must follow to nominate, review, and approve the specific item or document that will serve as evidence of delivery, such as a signed receipt or digital confirmation. By establishing a clear and agreed-upon method for selecting the PoDI, the clause helps prevent disputes over what constitutes valid proof of delivery and ensures both parties have a mutual understanding of the process.
PoDI Selection Process. FHWA has developed an internal process for the identification of PoDIs as required and in conformance with FHWA HQ guidance; this internal process will guide the yearly PoDI selection process. The identification of PoDIs will involve a seven-step process including a risk-based assessment to identify the project’s risks, development of the potential PoDIs, short-list of potential projects, project screening, oversight plan development, final PoDI selection, and sharing the PoDI list with MoDOT. The TEs are responsible for identifying the PoDIs and their project specific oversight plans, which incorporates those elements of the project to be reviewed. Each TE will work with the Project Director and Deputy within their respective MoDOT Districts and other MoDOT staff in the development and selection of the PoDIs for each District. The final PoDI selection decision will rest with the Program Implementation Team Leader. FHWA will provide MoDOT’s State Design Engineer, State Construction and Materials Engineer and others a copy of the PoDI Tracker Spreadsheet and Summary tab for inclusion in MoDOT’s EPG. For more information on the PoDI Selection Process see Appendix A.
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PoDI Selection Process. FHWA has developed an internal process for the identification of PoDIs, as required and in conformance with FHWA HQ guidance; this internal process will guide the yearly PoDI selection process. The TEs and Program Specialists are responsible for identifying their PoDIs and their project specific oversight plans, which incorporates those elements of the project to be reviewed. Each TE or Program Specialist will work with their respective MoDOT Program Lead or Districts and coordinate with other MoDOT and MoDIV staff in the development and selection of the PoDIs for each District. The TEs and Program Specialists will recommend their PoDIs to the team leader who will have the final decision on the PoDIs selected. The number of PoDIs should be limited to ensure time availability for detailed involvement with the projects. The PoDI identification process will start annually around June with the Division Office risk assessment and be completed by September 30th each year
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PoDI Selection Process. FHWA has developed an internal process for the identification of PoDI’s, which is required and in conformance with FHWA HQ guidance; this internal process will guide the yearly PoDI selection process. The PoDI process is a 7-step process, FHWA and MoDOT collaboration during each step will include:
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PoDI Selection Process. FHWA has developed an internal process for the identification of PoDIs as required and in conformance with FHWA HQ guidance; this internal process will guide the yearly PoDI selection process. The identification of PoDIs will involve a seven-step process including a risk-based assessment to identify the project’s risks, development of the potential PoDI projects, short-list of the potential projects, project screening, oversight plan development, final PoDI selection, and sharing the PoDI list with MoDOT. The TEs are responsible for identifying the PoDIs and their project specific oversight plans, which incorporates those elements of the project to be reviewed. Each TE will work with the Design Liaison within their respective MoDOT Districts and other MoDOT staff in the development and selection of the PoDIs for each District. The final PoDI selection decision will rest with the PI Team Leader.
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Related to PoDI Selection Process

  • Selection Process The Mortgage Loans were selected from among the outstanding one- to four-family mortgage loans in the Seller's portfolio at the related Closing Date as to which the representations and warranties set forth in Subsection 9.02 could be made and such selection was not made in a manner so as to affect adversely the interests of the Purchaser;

  • Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.

  • Selection Procedure 10.2.4.1 Internal applicants shall be defined as all applicants with seniority in accordance with Article 12.5. 10.2.4.2 In filling a posted vacancy, first consideration shall be given to internal applicants who meet the stated qualifications. All Faculty members who meet the stated qualifications for the posted vacancy shall be interviewed by the Selection Committee. Past service and evaluations shall be considered by the Committee. The best qualified candidate shall be recommended for appointment to the position. 10.2.4.3 Where the qualifications of two or more of the applicants are relatively equal, the applicant with the greatest seniority shall be recommended for appointment to the position. 10.2.4.4 In establishing the qualifications, and in evaluating the qualifications and past performance of the applicants, the committee shall act in good faith, in a fair and reasonable manner, and shall not act in an arbitrary or discriminatory fashion. 10.2.4.5 Following the interviews, the committee will submit its recommendations containing a list of qualified candidates in order of preference, through the appropriate ▇▇▇▇ to the President or delegate. 10.2.4.6 New faculty members shall be appointed only when there are no qualified internal applicants. 10.2.4.7 If there are no qualified internal applicants, the selection committee may consider external applications, in accordance with the procedure outlined above. 10.2.4.8 Internal applicants will be advised as soon as possible of the selection committee's decision that the committee will be considering external applications in accordance with Article 10.2.4.7.

  • Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

  • Selection Procedures In selecting the Loan Assets to be Pledged pursuant to this Agreement, no selection procedures were employed which are intended to be adverse to the interests of the Lenders.