Recruitment Strategy. Old growth forest management at the landscape level is generally approached in one of two ways, either through permanent reserves (Old Growth Management Areas) or through the development of a system of rotating reserves across the landscape. Given the high rate of natural disturbance within the boreal and sub-boreal regions, it is suggested that the permanent reserves approach does not suit these ecosystems and can only be part of a strategy to maintain old growth within the landscape (Xxxxxx, Xxxxxxxx & Xxxxxx. 1999). The LLOWG approach to recruitment strategies as outlined in the Order is to rotate reserves across the landscape in view of the dynamic nature of the forest ecosystem. The recruitment strategies are aspatial and the strategies are not considered static but will adjust over time. In view of the uncertainties associated with the mountain pine beetle situation, these recruitment strategies are draft documents in the sense that they will constantly evolve as additional information becomes available.
Recruitment Strategy. African Americans are largely underrepresented in clinical research due to poor recruitment and retention of this population so special effort was made to ensure adequate representation of African Americans in the sample (Xxxxxx & Xxxxx, 2000; Xxxxxxxx, Harris, Burnett, & Xxxxxxxxxx, 1998). Barriers to recruitment and retention include distrust of researchers due to historical human experimentation of this population. Specifically, this group is seen as a vulnerable population due to the historical injustices that put African Americans at an increased risk for harm and exploitation (Xxxx, 2001). In light of this information, the following plan was used for the inclusion, recruitment, and retention of African-American women in the proposed study:
Recruitment Strategy. 3.1 The Contractor plans to keep the staff assigned to the current ASNSW operation to the new contract. The Contractor will be fully staffed to meet the requirements of the contract prior to the Commencement Date.
Recruitment Strategy. Existing connections provided through GMIHRG will be most useful for this population, and snowball recruitment will be essential.
Recruitment Strategy. Charter and code of researchers. The CERN recruitment policy, employment conditions and staff career development prospects are in good compliance with the guidelines of the European Charter for Researchers and the Code of conduct for the Recruitment of Researchers, and most of the recommendations contained therein are effectively implemented and part of internal practice. This concerns in particular the recommendations on non- discrimination, gender balance, research environment, funding and salaries, continuous training, evaluation and appraisal systems, complaints and appeals, working conditions and carrier development.
Recruitment Strategy. The recruitment will be based on competitive international selection with equal opportunities for all applicants. Equality and diversity values will be embedded into all aspects of the recruitment and selection process. Applicants will be treated with respect and dignity and will be subject to a fair, equitable and transparent selection process. Positive steps will be taken to employ people with disabilities: if an applicant, who satisfies the job specification, declares that they have a disability, they are guaranteed an interview. Discriminations based on gender, ethnic origin, disability, religion etc will not be tolerated. European and national legal obligations will be adhered to, in particular the EC recommendation on the European Charter and the Code of Conduct for the recruitment of Researchers. Publication of vacancies. Vacancies will be advertised as widely as possible. The first stage in the process will be to post official job announcements on relevant internet sites, in particular on the European Union's EURAXESS Jobs Portal, as well as using national job websites, such as xxxx.xx.xx. Moreover, job advertisements will be placed at specialized recruitment sites, published in journals, and forwarded to professional organisations. We will also exploit our contacts within the network and those established in previous European projects. Members of TANGO will use attendance at international conferences to publicise vacancies, and more generally, to increase awareness of the network. Publicity will highlight the equal opportunities policy of the network. In particular, we will encourage female candidates by drawing attention to the fact that TANGO has an unusually large number of female supervisors. Selection process. The selection process will be transparent. Each job advertisement will be supported by a network description, a job description (based on the individual research tasks, listed in table 2.2) and a person specification. The network description will be produced centrally by the coordinator and distributed to all partners. The job description and person specification will be produced locally by the individual partners. The job description states the purpose of the job and the key responsibilities. The person specification describes the essential criteria (qualifications, skills and attributes) that someone would require to do the job. The TANGO website will display all this information, but the actual recruitment process will be done on the...
Recruitment Strategy a. The Licensee must prepare a local recruitment strategy, which ensures workers from Qeqertarsuatsiaat, Paamiut and Nuuk the possibility for employment in the project.
Recruitment Strategy a. The Licensee must Prepare a strategy, which ensure workers in Qeqertarsuatsiaat, Nuuk and Paamiut the possibility to be employed at the mine and associated facilities actively, to promote information on the mining industry and its career opportunities.
Recruitment Strategy. The E-COM will be in charge of the recruiting operations. It will produce specific guidelines for recruitment that will define the requirements needed for enrolment in the ITN and the subject area, open to first class degrees that qualify for enrolment on a PhD programme. They will enforce the EU Code of Conduct for the Recruitment of Researchers and provide practical recommendations to promote the effective implementation of the European Charter for Researchers, creating a supportive environment and working culture in each partner organisation. The E-COM will make sure that the job descriptions comply with the prerequisites and conditions for eligibility of candidates to ESR/ER positions as set out in the Xxxxx Xxxxx People work programme. The E-COM will ratify all the selection panels appointed by each partner for candidate selection recommending that they should be composed by at least 3 members and that at least 1 originate from a country other than the host and that at least 1 is female to grant gender balance. The E-COM will organise a specific training course on candidate selections procedures that is mandatory for each panel component, issuing specific evaluation criteria designed to judge impartially the achievements of each candidate taking into account a wide range of the candidate’s abilities including group work ability, mobility experience, project management, public awareness activities, industrial involvement and knowledge transfer. All recruitment procedures will be conducted in the same open, efficient and transparent way in all countries including assessment of CV, a set of interviews and written assignments. A minimum period of 2 months between the publication of the position advert and the deadline for submission will apply. All details of the recruiting procedures will be publicly accessible. Positions will be widely advertised via websites with banners and links but also with printed flyers, targeting the relevant stakeholders. National information days will be organised in country where partners are based. Adverts will be posted on the global European and the national Euraxess portal. All appointed ESRs will be briefed on The European Charter for Researchers and the ethical principles they should abide to, illustrating in detail what they should expect from their appointments and the constraints they will be subject to, detailing safe working practices, research freedom, intellectual property rights, joint data ownership, co-authors...
Recruitment Strategy. Recruitment: Fellows will be recruited in agreement with The European Charter for Researchers, in particular the Code of Conduct for the Recruitment of Researchers. Positions will be announced using all reasonable instruments, like print media, posters, flyers and electronic platforms, including the EC job database (xxxx://xx.xxxxxx.xx/euraxess/jobs), which also advertises via Nature jobs. Effort will be to ensure the best students from less favoured regions are informed. The criteria of selection, in particular for ESR, will be the quality of the candidates Studies + curriculum vitae, their expressed interest in research (via their letter of application) and the expected benefit of the ITN training for the candidate (also outlined in their letter of application). The selection criteria will be published in the calls, to ensure full transparency of the recruitment process. All partners will implement the tenets of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, and will ensure that the entire recruitment process is conducted within the scope of this charter. In the unlikely event that a fellow is not recruited through a round of interviews, another round of recruitment will be opened. If, following this there is no successful candidate the management board will be notified and appropriate action will be taken.
