Recruitment Processes Clause Samples
The Recruitment Processes clause outlines the procedures and standards that must be followed when hiring new employees or contractors. It typically details steps such as job posting, candidate screening, interviewing, and selection criteria, and may specify requirements for background checks or equal opportunity compliance. By establishing a clear and consistent framework for recruitment, this clause helps ensure fairness, transparency, and legal compliance throughout the hiring process.
Recruitment Processes. The ARC encourages the Training Centre or Research Hub to use innovative ways to recruit for prospective high quality positions including ICHDRs and ICPDs. If recruitment is staggered across the Project Activity Period, particularly if recruitment is occurring after year 3 of the Project, serious consideration must be given to a wind-down period for the Training Centre or Research Hub particularly supporting the supervision and mentoring of any students and postdoctoral researchers. C3 Strategic Planning The Training Centre or Research Hub should develop, implement and maintain a strategic plan, which should be revised annually and updated over the Project Activity Period, ideally with input from a broad range of members. The strategic plan should incorporate, as appropriate: a clear plain language statement of the Training Centre or Research Hub’s purpose and vision; the expected outcomes of the research through the period of ARC Funding and at its conclusion, and indicators of success in achieving these; research translation and/or Intellectual Property strategies; identified and/or potential opportunities for end-user and industry collaborations; broad succession plans for critical positions, including that of Training Centre Director or Research Hub Director; opportunities for involvement in emerging research areas; and identified and/or potential sources of funding to support projects both during the Centre’s Project Activity Period and particularly beyond the Project Activity Period. As far as practicable, the Training Centre or Research Hub should develop and implement a Centre or Hub-specific gender equality plan which will support recruitment and employment of postdoctoral researchers, students and other staff including committees. The equality plan should position the Centre as a flexible and family-friendly work environment, and encourage the recruitment and employment of women as well as men with family or carer responsibilities. The equality plan should be developed in conjunction with the appropriate human resources areas of the Participating Organisations. C4 On-going Hubs and Centres Funded in Previous ITRP rounds If the Administering Organisation has been successful in submitting a new Proposal, a transition statement must be provided to the ARC within 3 months of the Project’s Funding Offer being executed by the ARC. The transition statement should include: a comparative evaluation of the two Project’s research plans, including an explana...
Recruitment Processes. C2.1 The ARC encourages the Training Centre or Research Hub to use innovative ways to recruit for prospective high quality positions including ICHDRs and ICPDs.
C2.2 If recruitment is staggered across the Project Activity Period, particularly if recruitment is occurring after year 3 of the Project, serious consideration must be given to a wind- down period for the Training Centre or Research Hub particularly supporting the supervision and mentoring of any students and postdoctoral researchers.
Recruitment Processes i. the parties will develop recruitment processes for fulltime, part-time, permanent and locum physicians to provide the Services at the Site, and at a minimum, to ensure that the number of Physicians does not drop below the Threshold Number of Physicians. The recruitment process will not alter, but will supplement, the processes in the medical staff bylaws and rules and will strengthen the commitments around proactive and transparent recruitment;
ii. the recruitment process will require the parties to address optimal hiring timelines, role definitions (scope, call requirements) and other selection criteria;
iii. the parties agree that while priority will be given to physicians with Anesthesiology Certification by the Royal College of Physicians and Surgeons of Canada, recruitment will be open to anesthesiologists with full FRCPC specialist licensure and anesthesiologists with eligibility for full or provisional specialist licensure (including international medical graduates), [and GP-anesthetists with appropriate experience].
iv. should an anesthesiologists with provisional licensure be recruited, that anesthesiologist will obtain Certification in Anesthesiology from the Royal College within three (3) years of recruitment or they will be terminated from this Contract;
v. the Physicians and the Agency (through the Agency Representatives) will share all information regarding recruitment efforts in a timely fashion, including if and why candidates decline positions and will discuss the assessment of all candidates before hiring decisions are made;
vi. the parties will utilize HEABC Recruitment Services (HEABC-RS) to assist with ▇▇▇▇▇▇▇▇ and supporting candidates as proactively as possible, including by assisting candidates through the BC licensing and immigration process; and
vii. the Physicians may source candidates on their own and offer positions to them in accordance with the terms of this Contract, provided the Physicians keep the Agency apprised of any efforts as they are taken and align any such efforts with the process and commitments outlined herein.
Recruitment Processes the parties will develop recruitment processes for fulltime, part-time, permanent and locum physicians to provide the Services at the Site, and at a minimum, to ensure that the number of Physicians does not drop below the Threshold Number of Physicians. The recruitment process will not alter, but will supplement, the processes in the medical staff bylaws and rules and will strengthen the commitments around proactive and transparent recruitment;
Recruitment Processes. A. Laid off Employees – Individuals on layoff who have provided an email address to the Human Resources Department will be notified of SacRT-wide Internal Only and Internal/External vacancy postings. A laid off employee interested in applying for the vacancy will be subject to the applicable recruitment procedures set out in paragraphs B.2, or B.3, below. Additional information specific to laid off employee recall rights is located in Article 30, Layoff and Recall.
B. The Human Resources (HR) Department is responsible for managing and monitoring the recruitment and selection processes for SacRT pursuant to applicable Federal and State regulations, the provisions contained herein and established Standard Operating Procedures (SOP’s). There are 3 recruitment processes, which may be utilized depending on the circumstances of the vacancy for which recruitment has been initiated.
Recruitment Processes