Interview Phase Sample Clauses

Interview Phase. The interview must involve two NRCS employees who have both received training in handling potentially volatile situations. This phase of the investigation could very well determine the success in resolving any dispute. · Identify yourself and the assisting employee and state that you represent the NRCS of the U.S. Department of Agriculture. The individual must know that he or she is meeting with a Federal employee. This may be extremely important if the interview results in an NRCS employee being assaulted. · Establish the identity of the individual to be interviewed. Initially, this may be the landowner or tenant. Obtain the individual’s address. · Identify the manager of the land in question. · Try to establish who is responsible for the activity that is considered a violation. It may also be possible to establish who ordered the activity and whether it was done by an alleged violator’s employee or through contract. · Identify all persons involved and conduct an interview with each, as necessary. · Share photos and location maps of the violation. Do not take the case file to the meeting. The whole file is not open for viewing by the landowner, operator, or the general public. Only USDA, NRCS, and OGC officials are permitted to have access to the file. · If at any point during the conversation issues arise that may confuse the issues surrounding the case, it is best to tell the individual that you will get back to them after completing your investigation. Contact the local OGC for a legal opinion before you make any demands. NRCS personnel should withdraw from any situation that becomes hostile.
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Interview Phase. The interview must involve two NRCS employees who have both received training in handling potentially volatile situations. This phase of the investigation could determine the success in resolving any dispute.
Sample 1Sample 2Sample 3See All (4)
Interview Phase. Interview and evaluation of all eligible candidates will be conducted by the members of the VHIR Internal Scientific Committee, who will also prepare a motivated report with arguments and conclusions for the evaluation of each candidate that will drive to the proposal of the selected candidate, if applicable. The interview will assess the strategic interest for the institution. All interviews will be governed by the OMT-R (Open, Transparent and Merit-based Recruitment) principles of the Foundation's Recruitment and Selection policy established by the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers (Charter & Code). It will be positively valued that the candidate has, at the time of the interview, an endorsement from some Vall d’Hebron University Hospital Clinical Service.
Sample 1Sample 2
Interview Phase a. Develop appropriate interview questions for the interview phase(s).
Sample 1
Interview Phase. A single list will be prepared with the scores of all eligible candidates (Tenure Track and Tenure phase researchers). The list will be ranked by the overall score obtained in points 2.3.1.a, 2.3.1.b and 2.3.1.c for researchers in the Tenure Track phase and by points 3.3.1a, 3.3.1b and 3.3.1.c for Tenure phase researchers. Only the three top-ranking candidates will be interviewed for each position. Candidates from both categories will always be interviewed for each position. The evaluation will be based on a maximum score of 30 points. The VHIR candidate’s strategic interest in research will be evaluated at this stage, and five ANEP members will evaluate the research project in question. The interview will be conducted by members of XXXX’s Internal Scientific Council. The final decision will be up to the Board of the Foundation based on the report drafted by the Internal Scientific Council and ratified by the External Scientific Committee. Positions may remain vacant should the threshold criteria not be met by any of the candidates.
Sample 1
Interview Phase. The pre-selected applicants will be invited to a 30 minutes videoconference interview. Each interview panel will be composed by 4 members: - E4F Programme Coordinator (FIBE´s Director) - A member of the relevant (first choice) Hosting Partner Organisation - An external non-academic international expert on the Research Area - FIBE’s Human Resources representative E4F Programme Manager will also be present in the interviews, not as an interview committee member, but with the responsibility of gathering the final scores and conclusions. The interview will be fully conducted in English and will consist of a 15 minutes long PowerPoint based presentation, (max 5 pages, without taking into account the front page and submitted in advance) followed by additional 15 minutes of questions/discussion. Each of the Interview Committee members will rank the results individually, giving a score for the candidate’s performance, based on the criteria defined in ANNEX 2 attached hereto. The final score will be calculated as the average of the individual scores.
Sample 1
Interview Phase. Once a participant receives the opportunity to interview, it is up to the student to successfully pass this interview as well as any further selection process required by the internship site. The TAU International Internship Coordinator provides guidance and support during this phase, but it is ultimately the responsibility of the student to pass the selection process. Participants are expected to actively participate in this phase of the process and respond to emails, calls or any other messages in a timely manner. Failure to do so may result in loss of an interview opportunity, and even possibly dismissal from the program. Placement Phase Should the student successfully pass the interview and selection process to the satisfaction of the prospective internship site, the student is officially placed. See below in the Student Expectations section for details on expected behavior and conduct during the student’s internship experience. Please note that TAU International cannot guarantee a placement, because much of the responsibility for being placed rests on the student and in addition, a certain amount of flexibility is required by the student. However, TAU International does everything possible to arrange internship possibilities and to guide a student to successful placement. In the event that a student is not placed successfully, the student will be offered to move to the regular TAU Study Abroad program. Tips for Placement – A Note From the TAU International Internship Coordinator
Sample 1
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Interview Phase. Interview and evaluation of all eligible candidates will be conducted by the members of the VHIR Internal Scientific Committee, who will also prepare a motivated report with arguments and conclusions for the evaluation of each candidate that will drive to the proposal of the selected candidate, if applicable. All interviews will be governed by the OMT-R (Open, Transparent and Merit-based Recruitment) principles of the Foundation's Recruitment and Selection policy established by the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers (Charter & Code).
Sample 1

Related to Interview Phase

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." No Other "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Project Representatives The Contractor designates the following individual as project representative for all matters concerning this Agreement: Xxxx Xxxxxx Operations Director 0000 Xxxx Xxxxxxxxxx Xx., XX Xxx 000 Xxxxxxx, XX 00000 Phone: 000-000-0000 Email: xxxxxxxx@xxxxx.xxx The Authority designates the following individual as Contract Administrator/project representative to be the initial point of contact for all matters concerning this Agreement: Xxxx Xxxxxxxxxxxxx Authority Buyer 000 Xxxx Xxxxxxxx Xxxxxx Xxxxxxx, XX 00000 Email: XxxxxxxxxxxxxX0@xxxxxxxx.xxx The Contractor shall contact only the designated Contract Administrator with any Authority-related questions, work requests, etc., as described in this Agreement, as well as any Authority-related questions, work requests, etc., falling outside the scope of this Agreement. Except for changes to the performance schedule (not including the project’s completion date), the designated project representatives shall have no authority to make promises or binding obligations on behalf of the Authority, as such authority rests with the duly authorized persons executing this Agreement.

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend.

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: xxx.xxxx.xxx/xxxxxxxx/xxxxxxxxxx.xxx A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. Conduct interviews with candidates (interviews may occur in closed session pursuant to 5 ILCS 120/2(c)(3)). Interview Plan Explanation In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Assist the appointed Board member in filing his or her statement of economic interest (5 ILCS 420/4A-105(c). Announce the appointment to District staff and community. Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. Administer the Oath of Office and begin orientation. Guidelines Explanation See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: xxx.xxxx.xxx/xxxxxxxxxx_xxxxx.xxx. Inform IASB of the newly appointed Board member's name and directory information. DATED : December 16, 2019 Ottawa THSD 140

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Transition Review Period In accordance with Article 35, Layoff and Recall, the Employer may require an employee to complete a transition review period.

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