Recruitment, Selection and Induction Sample Clauses
Recruitment, Selection and Induction. 29.1 CASA will aim to recruit the most suitable person available for the job. Recruitment and selection decisions will be based on merit, relative efficiency, and the requirements for the position and will be undertaken in a fair and open process without patronage, favouritism, or discrimination on a prohibited ground. Subject to the merit principle, wherever possible, vacancies will be filled from within CASA.
29.2 CASA requires that all new permanent employees and new fixed term employees greater than 6 months should undertake an induction program to introduce and integrate them into their workplace and build good working relationships.
29.3 For new fixed term employees engaged for less than 6 months and casual employees a local induction should be provided to inform the employee about CASA’s role and expectations of the position.
29.4 Where CASA takes action to fill a vacancy (except a fixed term vacancy of 6 months or less) it must be advertised internally and may be advertised externally to coincide with internal advertising. Vacancies of greater than 3 months to be filled on a HDA basis must be advertised.
29.5 Where a fixed term vacancy extends for greater than 6 months due to rolling contracts, the vacancy must be advertised when the total period of the vacancy exceeds 6 months.
Recruitment, Selection and Induction. Assistance will be provided with personnel recruitment, selection and induction tasks. The City has the option of being represented on any employment interview panel; • Statement of Duties and Employment Contracts will be prepared consistent with the Western Australian Local Government Association Guidelines; • The induction program provided to the City of Armadale employees will be extended to AGLG employees.
Recruitment, Selection and Induction. 11.1 The selection process for filling position vacancies will be based on merit. The merit of applicants will be determined by considering the abilities, competence, qualifications, experience, standard of work performance and work history of candidates relative to the position.
11.2 All selection decisions will reflect Pacific National’s commitment to equal employment opportunity and the elimination of unlawful discrimination.
11.3 Pacific National will advertise all vacancies for positions covered by this Agreement, unless those vacancies are filled in accordance with prevailing policy related to redeployment or transfer or employees.
11.4 All vacancies will be advertised internally. At times, Pacific National may also advertise a vacancy simultaneously internally and through media advertisements, recruitment agencies and other sources.
11.5 Where a position covered by this Agreement is advertised and no grade or classification is included in the advertisement, Pacific National will provide advice as to the appropriate classification when asked by an applicant for the position
11.6 Where an offer is made to appoint employees under the terms of this Agreement, following advertising, the offer will be in writing in the form of a letter of engagement. The letter of engagement will contain the following:
(a) Position title;
(b) Appointment date;
(c) Position level, as contained within this Agreement;
(d) Salary level; and
(e) That in addition to the terms of the letter of engagement, this Agreement applies to the employee’s employment.
11.7 Pacific National will ensure that all employees are appropriately inducted into their workplace following appointment.
Recruitment, Selection and Induction. The induction program provided to the City of Gosnells employees will be provided to AGLG employees.