Competitive Selection Process. When using the competitive selection process, management will fill a special assignment by one of the following methods:
Competitive Selection Process. When an opportunity becomes available, a Request for Qualifications (RFQ) will be advertised on Alberta Purchasing Connection (xxxx://xxx.xxxxxxxxxxxxxxxxxxxx.xx/) and XxxxxxxXxxxx.xx. The first step in the process is to respond to the RFQ. The RFQ contains details about the opportunity and outlines the information required from the respondent. An information session may be hosted during the RFQ submission period to provide additional information and guidance. After the submission period ends, submissions are evaluated according to criteria specified in the RFQ. Successful respondents are invited to move to the next stage and respond to the Request for Proposal (RFP). At the RFP stage, proponents must provide a detailed proposal (e.g. site development plans, business plans, organization charts). An information session may also be held at this stage. Proposals are then evaluated individually against a set of criteria specific to the project. The successful proponent will move to the Disposition Development Process.
Competitive Selection Process. (CSP). To address the looming power shortage in Luzon, San Xxxxxx Consolidated Power Corporation (SCPC) is constructing a 2 x 150 MW Circulating Fluidized Bed Coal-Fired Thermal Power Plant (the Plant) located in Barangay Lamao, LImay, Bataan, which is expected to be commercially operational by the first quarter of calendar year 2016;
Competitive Selection Process. Through an extensive competitive process, BLJC – WSI was selected out of five proponents as the preferred service provider. The procurement strategy included the issuing of a request for expression of interest (RFEOI), followed by a request for qualifications (RFQ), request for comment (RFC) and finally a request for proposal (RFP) to qualified proponents. An independent fairness advisor was also hired to oversee the procurement process and review the award decision. The procurement strategy was designed to ensure fairness, instill perception of being fair and to be formally measured as fair. All proponents expressed satisfaction with the process. The purpose of the RFEOI was to advise the market of Government’s intent to seek a service provider to deliver and manage property management services, as well as to identify interested parties. The RFQ enabled SSBC to confirm the capacity, experience, expertise and commitment of the identified parties to proceed to the next state in the procurement process. The five proponents were then issued a RFC, designed to create an opportunity for the exchange of information between SSBC and the Qualified Parties with a view to improving the mutual understanding of the requirements for the formal RFP, the quality of the RFP and proposals submitted. SSBC’s evaluation committee followed the prescribed evaluation process described in the RFP document and objectively and consistently applied the RFP criteria to each proposal. Proponents were evaluated on service quality, flexibility, costs savings, cost avoidance, new business, and transfer/transition of employees. The fairness advisor provided assurance that SSBC satisfied and exceeded the general standard for government procurement across Canada and complied with all specific Canadian laws relating to competitive contracting.
Competitive Selection Process. 3.1 When the number of posts is less than the number of eligible individuals, appointment to new posts will be ring fenced to individual schools in the first instance and solely to substantive Principal Teacher Curriculum and Pupil Support postholders within their particular school.
Competitive Selection Process. The Department and Union recognize that certain job assignments within the Department may require specialized skills. When filling such a position, the Department shall establish objective minimum criteria, and selection process as agreed upon by the Department and the Union. The use of this process and the criteria to be used shall be noted at the time of posting. If objective testing is used as part of the process, then the Department shall group candidates by a range of scores, based on scores in the nineties, the eighties and the seventies as being the only passing scores and may require that seniority not be applied except to the group of candidates in the highest of these ranges achieved in scoring the objective test (i.e., if there are five candidates who score in the eighties range and five who score in the seventies range, the Department shall apply the seniority to only those candidates who scored in the eighties range and not award the position to any candidate not scoring in the eighties range). If objective testing is not used as part of the process, seniority will be determinative. The current specialty positions have been identified as Inmate Affairs, Training, Policy Development, Internal Affairs, Transportation, Video Visitation, Hospital Duty, and all Administrative positions. Additional specialty positions may need to be identified as new programs or projects are created. When this occurs, a job description identifying the special skills needed will be provided to the Union thirty (30) days prior to posting the position for bid, unless exigent circumstances warrant less notice.
