Common use of Competition Process Clause in Contracts

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  provide a combination of classroom education, on-the-job training and experience and one-on- one coaching;  set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved;  determine the defined window of learning - usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, she is returned to her previous position, with all other employees moving backwards.

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  • provide a combination of classroom education, on-the-job training and experience and one-on- one coaching;  • set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved;  • determine the defined window of learning - usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, she is returned to her previous position, with all other employees moving backwards.

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process process, which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  • provide a combination of classroom education, on-the-job training and experience and oneone- on-on- one coaching;  coaching • set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved;  involved • determine the defined window of learning - – usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, he/she is returned to his/her previous position, with all other employees moving backwards.

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  provide a combination of classroom education, on-the-job training and experience and one-on- one coaching; coaching  set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved; involved  determine the defined window of learning - – usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, he/she is returned to his/her previous position, with all other employees moving backwards.

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  • provide a combination of classroom education, on-the-job training and experience and oneone- on-on- one coaching;  coaching • set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved;  involved • determine the defined window of learning - – usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, he/she is returned to his/her previous position, with all other employees moving backwards.

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process process, which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  provide a combination of classroom education, on-the-job training and experience and one-on- on-one coaching;  coaching set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved;  involved determine the defined window of learning - – usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, he/she is returned to his/her previous position, with all other employees moving backwards.

Competition Process. The Employer will conduct interviews with all applicants meeting the threshold qualifications, as stated in the Expression of Interest. Selection of the successful applicant will be based on the qualifications and abilities as set out in the invitation for Expression of Interest. The decision of the Selection Committee will not be grievable. Make Up of the Mentoring Program: Candidates in the mentoring program are not qualified for the new position and, as a result, would not be successful in a competition built to determine those skills. The mentoring program uses a process process, which tries to determine potential and works with the candidate to bring the skill set to the level needed. The Credit Union will do the following to assist the candidate:  • provide a combination of classroom education, on-the-job training and experience and one-on- on-one coaching;  coaching • set in place formal, documented, regular performance reviews, completed by the manager of the work unit involved;  involved • determine the defined window of learning - – usually somewhere between three months and one year, depending upon the position. This length of time for the learning window will be established at the time of appointment and will be given to the candidate in writing. Process if the Candidate is Unable to Master the Position: If a candidate is not able to master the position, she is they are returned to her their previous position, with all other employees moving backwards.