Required Developmental Interview Score Clause Samples

Required Developmental Interview Score. To be placed on the CDL, an employee must receive a score which, although less than the minimum score normally required for the position, is within five (5) percentage points of that minimum score (the lower score hereafter referred to as the “required developmental interview score”). At present, the requisite score for positions at level 19 and below (Schedule “A”) and level 2 and below (Schedule “B”) is seventy percent (70%) and therefore an employee who receives an interview score of at least sixty-five percent (65%) will be placed on the CDL; the requisite score for positions above level 19 (Schedule “A”) and above level 2 (Schedule “B”) is seventy-five percent (75%) and therefore an employee who receives an interview score of at least seventy percent (70%) will be placed on the CDL.
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Required Developmental Interview Score. To be placed on the CDL, an employee must receive a score which, although less than the minimum score normally required for the position, is within five (5) percentage points of that minimum score (the lower score hereafter referred to as the “required developmental interview score”). At present, the requisite score for positions at level 19 and below is seventy percent (70%) and therefore an employee who receives an interview score of at least sixty-five percent (65%) will be placed on the CDL; the requisite score for positions above level 19 is seventy-five percent (75%) and therefore an employee who receives an interview score of at least seventy percent (70%) will be placed on the CDL.
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Required Developmental Interview Score. To be placed on the CDL, an employee must receive a score which, although less than the minimum score normally required for the position, is within five (5) percentage points of that minimum score (the lower score hereafter referred to as the “required developmental interview score”). At present, the requisite score for positions at level 19 and below (Schedule “A”) and level 2 and below (Schedule “B”) is seventy percent (70%) and therefore an employee who receives an interview score of at least sixty-five percent (65%) will be placed on the CDL; the requisite score for positions above level 19 (Schedule “A”) and above level 2 (Schedule “B”) is seventy-five percent (75%) and therefore an employee who receives an interview score of at least seventy percent (70%) will be placed on the CDL. [NTD The appropriate levels in the new Schedule “B” were not discussed during negotiations. but were added for consistency.]
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Related to Required Developmental Interview Score

  • Supplier Development lf the Buyer identifies problems in supplier performance based on supplier monitoring, he shall initiate improvement measures at the Supplier. The Buyer shall pursue the possibilities of continuous improvement of the Supplier. The supplier audit is a form of supplier development; the exchange of information and experience between the Buyer and the Supplier also serves this purpose.

  • Research Independence The Company acknowledges that each Underwriter’s research analysts and research departments, if any, are required to be independent from their respective investment banking divisions and are subject to certain regulations and internal policies, and that such Underwriter’s research analysts may hold and make statements or investment recommendations and/or publish research reports with respect to the Company and/or the offering that differ from the views of its investment bankers. The Company hereby waives and releases, to the fullest extent permitted by law, any claims that the Company may have against such Underwriter with respect to any conflict of interest that may arise from the fact that the views expressed by their independent research analysts and research departments may be different from or inconsistent with the views or advice communicated to the Company by such Underwriter’s investment banking divisions. The Company acknowledges that the Representative is a full service securities firm and as such from time to time, subject to applicable securities laws, may effect transactions for its own account or the account of its customers and hold long or short position in debt or equity securities of the Company.

  • Independent Development Receiving Party may currently or in the future be developing information internally, or receiving information internally, or receiving information from other parties that may be similar to the Disclosing Party's Confidential Information. Accordingly, nothing in this Agreement will be construed as a representation or inference that Receiving Party will not develop or have developed products or services, that, without violation of this Agreement, might compete with the products or systems contemplated by the Disclosing Party's Confidential Information.

  • Staff Development As part of their induction, new staff will be made aware of this policy and will be asked to ensure compliance with its procedures at all times.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.