Selection Procedure Sample Clauses

Selection Procedure. Internal applicants shall be defined as all applicants with seniority in accordance with Article 12.5.
Selection Procedure. Selection of the successful candidate for a job posting shall be made within ten (10) calendar days following the closing date. If the Employer finds it necessary to delay selection for more than ten (10) calendar days after date of closing then the Union shall be informed in writing giving reasons for the delay.
Selection Procedure. (a) The Committee and the Xxxx shall examine all applications and supporting documents submitted to the Office of the Director of Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed.
Selection Procedure. The parties to an arbitration proceeding will make a good faith effort to mutually agree to the selection of the Chairman. If they cannot, each party shall nominate two candidates from the panel established by Company and Union, Subsection C. If the parties are still unable to agree upon the selection of a Chairman, then the Chairman shall be chosen by lot from the panel names submitted.
Selection Procedure. 13-16-1 The Personnel Committee shall review all applications and determine how many and which applicants will be interviewed. When there are two or more applicants for a position, the Personnel Committee shall interview a minimum of two candidates.
Selection Procedure. A Department Chair shall be appointed according to the following procedure:
Selection Procedure. A. All eligible employees who bid for job vacancies shall be screened by the Human Resources Department to verify that the employees possess the required licensure/certificate. Employees shall receive notification as to the status of the licensure/certificate screening from the Human Resources Department at the end of the posting period. If for some reason an employee has not been notified by the three (3) days following the posting period, he/she should contact Human Resources. Employees who do not meet the minimum requirements will be so advised by the Human Resources representative.
Selection Procedure. 29.5.1 A Chair shall be appointed according to the following procedure:
Selection Procedure. In cases where there is no Coordinator, or there is a conflict which prohibits a Coordinator from serving on the ITRC, the Xxxx or Vice President shall select a tenured faculty member for position 1 of the ITRC. The faculty member who serves in this position must be familiar with the type of students or programs under which the candidate will be counseling, appropriate academic librarianship, or other non-teaching activities, and should be familiar with the professional duties that all faculty members are required to perform and be willing to serve. For filling position 2 of the ITRC, the probationary faculty member shall be provided with a short list of 3 to 5 persons from which they may select their chosen ITRC member. This list will be developed by the Coordinator and Student Services or Academic Xxxx (positions 1 and 3 of the ITRC) prior to the start of the candidate’s employment and include the names of tenured faculty members who are familiar with the position that candidate will be working in and who have agreed in advance that they are willing to serve if selected. This list must be made available to the candidate at the Tenure Review Orientation meeting so that the candidate has time to meet with prospective members of their committee. In filling position 3 of the ITRC, the Xxxx overseeing the area in which the probationary faculty member works would normally be selected. However, if there is no Xxxx overseeing the area then the appropriate Vice President may either choose to serve on the ITRC or may appoint a Xxxx from another area to serve on the committee. However, a change in the administrative organization shall not delay the selection of an administrative representative for the ITRC.
Selection Procedure a) Publication of vacancies The beneficiaries are required to publicise internationally the vacancies available in the framework of the project for early stage and experienced researchers to as many potential applicants as possible using all appropriate means of advertising (press, posters, websites, internet, information at conferences, etc.).