RECRUITMENT AND SELECTION PROCEDURES Sample Clauses

RECRUITMENT AND SELECTION PROCEDURES. All classified civil service vacancies are filled through Human Resources. This office coordinates all employment recruiting, testing, screening and referring of qualified candidates for consideration. Classified civil service vacancies are filled by posting a public notice that vacant positions are to be filled. Open competitive examinations are utilized for certain classified civil service vacancies. TESTED POSITIONS Youngstown State University administers competitive civil service examinations for several classifications used at YSU. Following each examination, an eligibility list is created. The term of each eligibility list is one (1) year. However, the University may extend the list’s life to two (2) years and/or test additional examinees and add their names (by grade) to the existing list. Tested position vacancies will be posted for ten (10) working days to allow for non-probationary employees on the eligibility list and non-probationary employees who wish transfers to apply. Only employees currently certified in a position in the same or higher classification in the same classification series as the posted tested position may apply for a transfer. Departments filling a vacancy for which a civil service examination has been administered will be provided by Human Resources with the names of up to the top ten (10) applicants on the eligibility list. Employees who request transfers will be referred with the candidates on the eligibility list.
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RECRUITMENT AND SELECTION PROCEDURES. 3.1.1 Recruitment and selection processes at the University will uphold the principle of merit based selection and ensure the application of fair, reasonable and consistent standards of selection against selection criteria. Recruitment and selection will be carried out in accordance with the University’s recruitment and selection policies as varied from time to time.
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RECRUITMENT AND SELECTION PROCEDURES. Recruitment and selection of permanent bargaining unit employees will be in accordance with campus policy. When filling a vacant or newly vacated position in the bargaining unit, where qualifications are equal in all respects, seniority shall prevail. A professional nurse will be included on search committees which are convened to fill bargaining unit vacancies. The same professional nurse will not be selected each time. At least one professional nurse II and the acute care M.D. will typically be included on search committees convened to recruit casual call nurses. Consideration will also be given to including a professional nurse on search committees convened to fill non-bargaining unit vacancies in Student Health Services.
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RECRUITMENT AND SELECTION PROCEDURES. C3.4.3.4.7.1 The Contractor shall be fully responsible for the recruitment and selection of workers to constitute the temporary workforce.
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RECRUITMENT AND SELECTION PROCEDURES. Advertisement of Positions Full-time and part-time positions which are to be advertised by the University will be circulated within the University including on its website. A copy of advertised positions will be sent to the Head Offices and appropriate branches of the Unions. When both an external and an internal application for a position are received, the University will request that a Union nominee take part in the selection process, except for positions at HEO Level 10 and above. The University will give the Union nominee at least five working days notice to attend selection procedure meetings. The Union nominee will be a full member of the selection committee and will participate in all the selection procedures including any initial short listing of applications. A staff member nominated by the Union to be a Union nominee on a selection committee must have completed a training course on procedures for the recruitment and selection of general staff run by the University before participating in selection procedures. If the Union does not nominate a Union member to participate in the selection process, the selection process will not be delayed and the decision of the Selection Committee will not be invalid.
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RECRUITMENT AND SELECTION PROCEDURES. A CROSS-NATIONAL COMPARISON 9
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RECRUITMENT AND SELECTION PROCEDURES. A CROSS-NATIONAL COMPARISON In this chapter we will describe the recruitment and selection procedures for postdoc and assistant professor positions in the XXXXXX countries. Then, we will give an overview of existing gender policies on recruitment and selection in the various countries and the implementation of these policies in practice.
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RECRUITMENT AND SELECTION PROCEDURES. 18.1 The Service Provider must have a well-defined recruitment and selection policy, and must provide evidence of this to the Council upon request.
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RECRUITMENT AND SELECTION PROCEDURES. Aim To ensure that there are no discriminatory barriers to the employment and promotion of members of any group.
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Related to RECRUITMENT AND SELECTION PROCEDURES

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • 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.

  • Evaluation Procedures 7.2.1 Evaluation procedures designed to fairly and adequately assess performance of full- time faculty employees shall be established and reviewed annually by the Vice President, after consultation with appropriate faculty groups at divisional/departmental meetings for their recommendations.

  • Induction Procedures a) The parties to this Agreement acknowledge that it is in the interests of the industry that all new employees and employers on a building project understand their obligations to this Agreement and are introduced to their jobs in a manner which will help them work safely and efficiently.

  • NEGOTIATION PROCEDURES A. It is contemplated that matters included in this Agreement and other areas of common concern to the parties shall be subject to negotiation by mutual agreement between them from time to time during the period of this Agreement. The parties undertake to cooperate in arranging meetings, selecting representatives for such discussions, furnishing necessary information, and otherwise constructively considering the resolving of any such matters.

  • Election Procedures Each holder of record of shares of Company Common Stock (“Holder”) shall have the right, subject to the limitations set forth in this Article II, to submit an election in accordance with the following procedures:

  • Review and Selection Process The Project Narratives of SAMHSA applications are peer-reviewed according to the evaluation criteria listed above. Decisions to fund a grant are based on the strengths and weaknesses of the application as identified by peer reviewers. The results of the peer review are advisory in nature. The program office and approving official make the final determination for funding based on the following: • Individual awards over $250,000 are approved by the Center for Mental Health Services National Advisory Council; • Availability of funds; • Equitable distribution of awards in terms of geography (including urban, rural, and remote settings) and balance among populations of focus and program size; • Submission of any required documentation that must be submitted prior to making an award; and • SAMHSA is required to review and consider any information about your organization that is in the Federal Award Performance and Integrity Information System (FAPIIS). In accordance with 45 CFR 75.212, SAMHSA reserves the right not to make an award to an entity if that entity does not meet the minimum qualification standards as described in section 75.205(a)(2). If SAMHSA chooses not to award a fundable application in accordance with 45 CFR 75.205(a)(2), SAMHSA must report that determination to the designated integrity and performance system accessible through the System for Award Management (XXX) [currently, FAPIIS]. You may review and comment on any information about your organization that a federal awarding agency previously entered. XXXXXX will consider your comments, in addition to other information in FAPIIS in making a judgment about your organization’s integrity, business ethics, and record of performance under federal awards when completing the review of risk posed as described in 45 CFR 75.205 HHS Awarding Agency Review of Risk by Applicants.

  • Application Procedures a) An employee applies for a listing on the system-wide registry through the employee’s Human Resources Department by completing the form in Appendix B.

  • NEGOTIATING PROCEDURES 4.01 A request for professional negotiations shall be submitted in writing by the SHTA to the Board or its designated representative or by the Board’s designated representative to SHTA before April 1 of the year (approximately 90 calendar days) of the expiration of the existing Agreement. A copy of the notice shall be filed with the State Employment Relations Board. A mutually convenient meeting shall be held by April 15th in which both parties shall exchange negotiation packages which shall include additions to, deletions from or revisions of the existing agreement. No new items shall be introduced for negotiations during said negotiations except what may be mutually agreed upon by both negotiation teams.

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