Hiring Criteria. As used in this Article, “hiring criteria” are comprised of site-determined and District recognized programmatic elements or Site and Teacher Agreements which require fulfillment of specific teacher responsibilities essential to the operation of the school.
Hiring Criteria. The school district's selection of a candidate for a new or vacant teaching position not otherwise required to be filled pursuant to Section 24-12 of the School Code (RIF Recall) must be based upon the consideration of factors that include without limitation 1) licensure 2) endorsements 3) qualifications, 4) merit and ability (including performance evaluations, if available), and 5) relevant experience. Length of continuing service with the school district must not be considered as a factor, unless all other factors are determined by the school district to be equal. A school district's decision to select a particular candidate to fill a new or vacant position is not subject to grievance, provided that, in making such a decision, the district does not fail to adhere to procedural requirements as set forth above.
Hiring Criteria. The parties agree that when the Chief hires a new employee, the Chief shall have the discretion to set the wages of the new hire. The Chief may adjust the wages of current employees whose wages are compressed as a result of the new hire’s wages. The Chief will use the following criteria to set wages and make adjustments: Criteria % of Hiring Minimum Increase Master’s Degree 7.50% Bachelor’s Degree 5.00% Associate’s Degree 2.50% Other Relevant Training or Experience such as: Relevant Military Sergeant/Officer/Dispatch Training Experience within Vermont as a Dispatcher, Service Officer, Police Officer, Sergeant, or Equivalent Experience within higher education (knowledge of laws, policies, or best practices related to higher education) 1.50% Prior Law Enforcement/Dispatcher/Service Officer Experience 1% of base pay hiring minimum for every two years, up to a maximum of 20% The University will notify the Union about the wages of new hires. If the University intends to hire an employee above 30% of the hiring minimum, the University will notify the Union and will meet and confer to discuss the rate of hire.
Hiring Criteria. The parties agree that the Chief shall have the discretion to set the wages of new hires. Based on level of relevant education and/or prior law enforcement or dispatcher experience, the chief will set the wages of a new employee at an appropriate step of the pay plan
Hiring Criteria. The Bargaining Agent or a designee and the Employer agree to work together to develop hiring criteria for permanent positions.
Hiring Criteria. 16:11 Teaching excellence is a crucial component of the academic mission of the University of Toronto. Applicants for positions shall be selected in furtherance of that goal. Preference in hiring shall be given to persons holding the rank of Writing Instructor 2 and Writing Instructor 2 (Priority) who have been advanced to that status in the hiring Writing Centre (or, if advanced in another Writing Centre, who have additionally been employed for the required minimum number of hours in the hiring Writing Centre). In considering the applicants who possess the qualifications required for a position, ability, academic qualifications, relevant professional experience, demonstrable suitability for the position and past experience, and teaching ability shall be the criteria used in selection of the most qualified applicant. When choosing between two qualified candidates applicants who are relatively equal, preference shall be given to the candidate applicant who has the most experience in the hiring Writing Centre. In the event that each such candidate applicant has the same experience in the hiring Writing Centre, preference shall be given to the applicant whose experience is most recent. Candidates who are members of Indigenous, Black, racialized, and 2SLGBTQ+ communities, persons with disabilities, and other equity- deserving groups are encouraged to apply, and their lived experience shall be taken into consideration as applicable to the posted position. Hiring decisions shall not be based on the consideration or assessment of criteria not listed above. Previous satisfactory employment under the provisions of this Collective Agreement continues to be considered in the normal course.
Hiring Criteria. The Employer shall not hire any new Registered Nurse into a straight time hourly wage rate in excess of the then current Years of Experience level as shown on the Wage Schedule. Years of Experience as a Registered Nurse for new hires shall be measured in accordance with Section 1500 and shall be rounded down for initial placement as described in Section 1501. For example, a Registered Nurse who is hired on January 1, 2012 with an RN experience date of January 3, 2008 shall have his/her Years of Experience rounded down to 3 Years of Experience and will be placed on Step 4 of the Wage Schedule. Section 1504: Classifications The Associate Clinical Nurse, Clinical Nurse and Advanced Clinician classifications shall be applied as follows: Associate Clinical Nurse: New graduates who have not met the competencies; placed on Wage Schedule at Step 1, less than one year of RN experience. Clinical Nurse: Registered Nurses who have at least one (1) year of experience working as an RN.
Hiring Criteria a. Teacher interest initially solicited at sites (principal puts notice out) by assignment grade level or subject/content, as well as including availability for in-person assignments vs virtual assignments (taught from on-site) vs virtual assignments (taught remotely).
Hiring Criteria. In all competitions, the University shall consider qualifications, teaching competence, capability, skill and ability and prior relevant experience. In cases where applicants are relatively equal in the opinion of the University, preference in hiring will be given to the senior bargaining unit applicant. Notwithstanding Article 15 (Employee Evaluations), it is agreed the employer’s practice in place, prior to the date of ratification, to determine an employee’s ability and qualifications shall remain in place for all positions posted prior to those being posted for the 2017/2018 fall and winter academic terms and thereafter the following shall apply: Employees applying for a position who have taught that course within the last twenty-four (24) months shall be deemed relatively equal to all candidates and to have the ability and qualifications to perform the work of the position, unless there is a written unsatisfactory performance evaluation in accordance with Article 15, within the last twenty-four (24) months in their personnel file, which has not been removed through the grievance procedure.
Hiring Criteria. In all competitions, the Employer shall consider qualifications, teaching competence, capability, skill and ability and prior relevant experience. In cases where applicants are relatively equal in the opinion of the Employer, preference in hiring will be given to the bargaining unit applicant with the greatest seniority in that discipline. Employees who, have passed their probationary period, are applying for a position and have taught that course within the last twenty-four (24) months shall be deemed relatively equal to all candidates and to have the ability and qualifications to perform the work of the position, unless there is a written unsatisfactory performance evaluation in accordance with Article 15, within the last twenty-four (24) months in their personnel file, which has not been removed through the grievance procedure.
