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Welcome to ???//??\adMaI//??\????! We're excited to have you on board. My name is ugmyEmBF, and I'll be your onboarding assistant throughout your trial process. I'd love to learn more about your business, and in turn implement a strategy using our software to increase your sales and overall efficiency. Please reach out if you have any questions and I look forward to helping your eCommerce business grow using our software!

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Dear Prospective Ed.D., Higher Education Strand Applicant:
We are very pleased that you are interested in the Higher Education Strand of CCSU's Doctor of
Education (Ed.D.) in Educational Leadership, designed for current higher education professionals
who aspire to leadership positions on college or university campuses. We look forward to receiving
your application.
As you complete your application, keep in mind the following admission criteria:
1. Master's degree from an accredited institution of higher education in a discipline or
professional field that is relevant to the Ed.D. in Educational Leadership.
2. A 3.00 or higher cumulative average (GPA) in all graduate coursework.
3. Two or more letters of reference from leaders in postsecondary education familiar with
your work. Ask your references to use the form on the next page.
4. Résumé that illustrates important work-related experiences with an emphasis on yo ur
work as a leader at postsecondary institutions of higher education.
5. Acceptable scores on the General Test of the Graduate Record Examination (GRE) taken
within five years of your application.
6. A personal statement covering six important topics:
• Career goals
• Intended area of individual specialization
• Reasons for pursuing a doctorate
• Commitment to residency requirements (one three-day weekend in the first spring
semester, one full week each of the first, second, and third summer sessions)
• Commitment to enrolling in two cohort courses each spring and fall semester
• Commitment to summer enrollment during each 8-week summer session
7. If selected as a finalist, a satisfactory interview with the admissions committee.
We accept new students in alternate years only. Applications are due by October 1, 2017.
Admission standards are rigorous, and not everyone who meets our standards wil l be accepted.
Please note that the admission process calls for submission of materials to two locations. The last
page of this packet is a checklist of the various steps. Submit your Graduate Application and $50
application fee online. Transcripts from every college you have attended as an undergraduate and
graduate student should be submitted to Graduate Admissions in 102 Barnard Hall. In addition you
must send the following materials directly to the Ed.D. Program (attention Rouzan Kheranian) in 320
Barnard Hall:
1. Two letters of recommendation from educational leaders. Use the Reference Form (page
2 of this packet).
2. Your personal statement attached to the form on page 3 of this packet.
3. Your résumé.
4. Your GRE scores. When requesting that scores be sent, use GRE reporting code 3143 to
assure that the Ed.D. office receives your scores.
Cordially,
Peter F. Troiano, Ph.D.
Ed.D. Program Direct or, Higher Education Strand

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Dear Student,
Pursuant to the Abraham S. Fischler College of Education (FCE) Student Grievance
Procedure, the Grievance Form is for use in filing a grievance when a satisfactory
resolution is not achieved through a formal appeal. Please note that this form and any
supporting documentation must be properly completed, received, and on file in the
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correspondence disclosing the appeal committee's decision, otherwise, the grievance
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Should you have any questions or need assistance with the completion and/or
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Sincerely,
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Cardinal Station Newburg Center for Primary Care
215 Central Avenue, Suite 100 1941 Bishop Lane, Suite 900 215 Central Avenue, Suite 205
Louisville, KY 40208 Louisville, KY 40218 Louisville, Ky 40208
I:\FCM\Phyllis Harris\Forms\New Patient Pkg Components
UofL Department of Family & Geriatric Medicine
Dear New Patient,
Welcome to your University of Louisville Physicians Family practice! We
are offering patient-centered medical care and are enthusiastic about our
relationships with our patients. In order to better serve your needs, we are
enclosing several forms and ask that you completely fill each form out.
The first sheet will help us learn more about you; please completely fill out this
form about your family history. The next sheet is titled, "Authorization for the
use and/or Disclosure of Protected Health Information", and you will need to
completely fill that out for our doctors to treat you to the best of their ability; it
gives us permission to review your medical records from your previous primary
medical facilities.
Following, please completely fill out the Registration, Social Services & Consent
Form. Next, you will find our Privacy Notice, followed by an acknowledgement that
you have received and understand our Privacy Policies. Finally, the last form is the
Office Acknowledgements and Policies form. Please read carefully and sign
your name at the bottom of the letter.
Please make sure to bring all of these forms with you to your first office visit.
Do not mail them back to the office. Also, please remember to always
bring your picture ID, current insurance cards and your co-payment. If your
health insurance requires you to select a primary care doctor please do so prior to
your office visit. Please bring in any and all medication you take, in their
original bottles, to your appointment.
If the patient is under 18 years of age he or she must be accompanied by an
adult and will need to bring a copy of their current immunization certificate.
Please arrive 15 minutes ahead of your scheduled appointment time so that if
you have questions about these forms or we need more information, we can
address it all prior to your appointment.
We look forward to seeing you!
University of Louisville Physicians
UofL Family and Geriatric Medicine

----RrNRqcMS;LTARlv Bonjour, Nous vous remercions de la confiance et de l'intérêt que vous nous témoignez en nous proposant votre collaboration. Nous allons procéder à l'examen de votre dossier. Sans réponse de notre part sous un délai de trois semaines, veuillez considérer que nous ne pouvons donner une suite favorable à votre candidature. Nous vous remercions et vous prions d'agréer nos salutations distinguées. ----yC;tzke;ikj

Thank you for choosing nq. You may reach Customer Support by visiting our Submit A Ticket page.

Craig Levy

Zipcode: Zipcode Thank for your order Previously ordered | Thank for your order Thank you - your order has been received. Your Graduation Coordinator will be in touch closer to graduation to let ----Sj;xqja;pak ----DO;coed;chk

I will be out of the office from Tuesday, February 18 through Friday, February 21. I will have access to email and will reply if necessary. All other emails will be returned on Monday, February 24. Thank you!



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Voter Information


----Nk;lbom;pje October Board of Education Meeting The October Board of Education meeting will be held Wednesday, October 28 at 10:30 a.m. As always, tune in to our YouTube channel to watch the live broadcast and hear updates from district leaders, Board members, and community members. Google Breakout Rooms Your child's teacher may be using a new feature in Google Meet to enhance your child's experience with online learning. During real-time instruction, teachers can now create breakout rooms to divide students into small groups. Breakout rooms replicate in-person learning by providing opportunities for small group instruction and student collaboration and discussion around a specific topic. To ensure this tool is used safely and appropriately, we have provided teachers with detailed guidelines and recommendations on using breakout rooms in Google Meet. Please be aware that breakout rooms don't work on mobile devices, and we are asking teachers to poll their classrooms before initiating breakouts to ensure students can access this feature. If you have questions regarding how your child will use breakout rooms in Google Meet, please contact your child's teacher. Estimado padre de las CPS: Al acercarnos al final del primer trimestre del año escolar, cabe recordar el trabajo arduo que han realizado nuestros dedicados maestros, personal y familias, para garantizar que nuestros estudiantes puedan continuar recibiendo una educación de alta calidad. A pesar de ello, aún existen inmensos desafíos para nuestros estudiantes más necesitados. Un estudio tras otro ha demostrado que el aprendizaje en línea no está funcionando para muchos de nuestros estudiantes. Aunque el COVID-19 sigue siendo una gran amenaza, los datos de las escuelas en Chicago y en otras áreas de Estados Unidos muestran que las escuelas rara vez son una fuente de propagación. Con este nuevo entendimiento, debemos cuestionar la suposición de que los edificios escolares deben permanecer cerrados indefinidamente. Además, debemos hacer todo lo posible para que los estudiantes vuelvan a la escuela, comenzando por los más jóvenes y los estudiantes con necesidades especiales. A principios de esta semana, las familias, cuyos hijos cursan prekínder y programas cluster de nivel intermedio o superior, recibieron un formulario en el que podrán confirmar su deseo de volver a las clases presenciales. El mismo fue enviado al contacto principal detallado en Aspen, nuestro sistema de información estudiantil. Si usted no lo recibió, póngase en contacto con su escuela. Además de actualizar su información de contacto, la escuela puede ayudarle a registrar su elección de volver a las clases presenciales o de continuar aprendiendo desde casa. Nuestras máximas prioridades siguen siendo la salud y la seguridad de nuestros estudiantes y sus familias. Por lo tanto, no reabriremos las escuelas si nuestros funcionarios de salud pública no consideran que podremos hacerlo de manera segura y responsable. Continuaremos evaluando la situación de la salud pública y trabajaremos estrechamente con nuestros funcionarios para asegurar que se sigan las últimas orientaciones de salud pública. Les pedimos a todas estas familias que completen el formulario antes del 28 de octubre. TODAS las familias podrán elegir las clases presenciales, si las mismas se reanudan durante el tercer trimestre, independientemente de la elección que se haga en el segundo trimestre. Si ya completó el formulario, puede cambiar su decisión hasta el 28 de octubre. Si elige continuar con el aprendizaje remoto, o si no completa el formulario antes de la fecha límite, su hijo/a seguirá participando en las clases virtuales durante todo el segundo trimestre. Tenga en cuenta que debido al rutinario mantenimiento tecnológico, el formulario no estará disponible desde el sábado 24 de octubre a las 6 p.m. hasta el domingo 25 de octubre a las 4 a.m. Si tiene alguna pregunta, consulte nuestra página de preguntas frecuentes (FAQ), o visite cps.edu/reopening2020 para obtener información adicional. A finales de este otoño, junto con nuestra comunidad general, decidiremos si permitirles o no a estudiantes de otros grados participar en las clases presenciales. Como siempre, gracias por su continuo apoyo. Para más información sobre nuestro plan de cómo mantenemos la seguridad de estudiantes, visite cps.edu/reopening2020. Atentamente, Janice K. Jackson,EdD LaTanya D. McDade Directora Ejecutiva Directora de Educación Escuelas Públicas de Chicago Escuelas Públicas de Chicago ----ri;xhtv;aji COMPO SITION OF SELECTION PANELS WHERE A TEACHER REPRESENTATIVE HAS NOT BEEN ELECTED OR IS NOT AVAILABLE Where teachers at the school have decided not to elect a teacher representative, or where a teacher representative is not available, the selection process may proceed with the following selection panel composition. Note: The section on Additional Selection Panel M embers on page 7 still applies in these situations. Classroom teacher positions There must be at least a two person panel: • Principal or nomi nee (convener) • A representative of the School Parents and Citizens ' Association The parent representative is to be a parent or community representative nominated by the school parent organisation, and if one exists, endorsed by the president of the school council. In schools with no school council, the parent representative is to be a parent or community representative nominated by the school parent organisation. Where there is no school parent organisation, the Federation of Parents and Citizens ' Asso ciations should be contacted to nominate a representative. Note: If the School Parents and Citizens ' Association is unable to participate, the Director PSNSW, or his or her nominee who will be a member of the Teaching Service, wi ll be a member of the panel. • Where applicable, a representative of the local A ECG , or where such a group does not exist, the Local Aboriginal or Torres Strait Islander community or communities and/or local ethnic com munity will be given the option to participate. If the local A ECG, or where such a group does not exist, the Local Aboriginal or Torres Strait Islander community or communities and/or local ethnic community wishes to participate, it will be asked to nominate its representative within 10 working days. There should be a gender balance where possible. Executive positions • Principal or nominee (convener) • School Parents and Citizens ' Association representative The parent representative is to be a parent or community representative nominated by the school parent organisation, and if one exists, endorsed by the president of the school council. In schools with no school council, the parent representative is to be a parent or community representative nominated by the school parent organisation. Where there is no school parent organisation, the Federation of Parents and Citizens ' Asso ciations should be contacted to nominate a representative. • Panel member nominated by the Di rector PSNSW at the same or higher level as the vacant position While this panel member would normally be an executive from within the school, the Director PSNSW has the discretion to nominate an executive or consultant from outside the school where this is considered appropri ate . MERIT SELECTION PROCEDURE - updated April 2016 8 • Where applicable, a representative of the local A ECG, or where such a group does not exist, the Local Aboriginal or Torres Strait Islander community or communities and/or local ethnic community. If the local A ECG, or where such a group does not exist, the Local Aboriginal or Torres Strait Islander community or communities and/or local ethnic community wishes to participate, it will be asked to nominate its representative within 10 working days. There must be at least one male and one female on the panel. Principal positions • Director PSNSW or nominee (convener) • School P arents and Citizens ' Association representative The parent representative must be a parent or community representative nominated by the school parent organisation, and if one exists, endorsed by the president of the school council. In schools with no school council, the parent representative must be a parent or community representative nominated by the school parent organisation. Where there is no school parent organisation, the Federation of Parents and Citizens ' Associations should be contacted for a representati ve. • Another principal at the same or higher level , nominated by the Director , Recruitment and Employment in consultation with the NSW Secondary Principals' Council or NSW Primary Principals' Association The principal will be from a diff erent principal network to the school in which the vacancy exists. The Director, Recruitment and Employment has the delegation to modify this if travel time would be greater than two hours. • Where applicable, a representative of the local A ECG, or where such a group does not exist, the Local Aboriginal or Torres Strait Islander community or communities and/or local ethnic community. If the local A ECG, or where such a group does not exist, the Local Aboriginal or Torres Strait Islander community or communities and/or local ethnic community wishes to participate, it will be asked to nominate its representative within 10 working days. There must be at least one male and one female on the panel. MERIT SELECTION PROCEDURE - updated April 2016 9 Section 3 Responsibilities of Selection Panel Members The role of the selection panel is to recommend the most suitable applicant to fill the vacant position. The panel's recommendation will be based on the extent to which each applicant 's skills, knowledge and experience meet the general (if applicable) and specific selection criteria for the position, after assessing information from all stages of the selection process, i e. written application, referees' comments and interview. • The confidentiality of all stages of the selection process must be observed during and after the selection process. Panel members must not divulge information about the process or any applicant to anyone outside the selection panel. Panel members must not retain any documents or electroni c material relating to any aspect of the application and selection process. The panel convener is the only person to provide feedback and retain docum ents . Any enquiries made to panel members must be redirected to the panel convener • Panel conveners will ask all panel members to declare the extent of any prior personal knowledge of, involvement with, or interest in, any of the applicants before undertak ing the short listing process. The panel convener will also make a self -declaration. The panel convener must clearly indicate through iworkfor .nsw that all panel members are aware of the correct procedures and they have declared any personal knowledge of, or interest in, any of the applicants: o It is critical for all selection panel members to undertake the declaration process before commencing the short listing process: This ensures all applicants are treated fairly and on their merit s. Prior knowledge of an applicant does not necessarily exclude participation in the selection process o If any panel member does declare an interest in an applicant, then the selection panel needs to make an assessment of whether the panel member has undue positive or negative views about the applicant such that those views would unduly influence that panel member in the selection panel deliberations o Where a relative, spouse or partner of any panel member is applying for the position, the panel convener must seek advice from Teacher Recruitment before proceeding o If any panel member believes that another panel member , including the panel convener, has a conflict of interest which could prejudice the outcome, this must be referred immediately to the Director, Recruitment and Employment (or nominee) who will decide whether the membership of the selec tion panel should be changed • It is important that each panel member is involved at all stages of the selection process. If a panel member is unable t o be involved in any part of the process, the panel member should notify the panel convener immediately . If no alternative time can be arranged, advice should be sought from Teacher Recruitment . However, w hen contacting referees before the short list for interview is decided, it is acceptable for the panel convener and at least one other member of the selection panel, nominated by the selection panel, to jointly contact referees . In this situation, the referees' comments would be reported to the full panel before the short list for interview is decided • All applicants must be treated with respect and assessed in an impartial and thorough manner. This includes observing the principles of Equal Employment Opportunity (EEO) in all aspects of the sel ection process. Information about the principles of EEO can be obtained by attending a selection procedures training course or from the D epartment 's Workforce Diversity Plan . The roles of EEO group members on selection panels will be monitored. It is important that appropriate EEO group members participate in the selection process to reflect specific job requirements and specif ic community needs MERIT SELECTION PROCEDURE - updated April 2016 10 • As all applicants are different it will be necessary to verify, test and explore different aspects of the selection criteria for each applicant. Whilst all questions must be consistent, fair and based on the selection criteria, it is appropriate and in many cases expected that applicants and referees will be asked different questions to clarify different aspects of the selection criteria • Each panel member is an equal participant in discussion, assessment and decision making. Thi s should be reflected in the associated selection panel documentation completed through iworkfor.nsw . Comments made i n the selection process outcomes must be specific and clearly differentiate between the applicants in terms of the sele ction criteria for the position • The panel convener must confirm on the selection process outcomes submitted to Teacher Recruitment through iworkfor.nsw that all panel members endorse the comments submitted and that they understand the confidentiality requirements of the selection process • Where appropriate, the convener may need to indicate that a minor ity report(s ) is being submitted: o A m inority report (s) may be submitted by any panel member (s). The report can be submitted online through iworkfor .nsw . A minority report(s) must be submitted at the same time as the selection process outcomes . There may be more than one minority report o The minority report(s) should include the reasons for a dissenting viewpoint in relation to the selection criteria , together with the name of the preferred applicant and the reasons for supporting that applicant based on the selection criteria . The Director, Recruitment and Employment (or nominee) will review all document s available and determine the course of action. MERIT SELECTION PROCEDURE - updated April 2016 11 Section 4 Preparing the Open Merit Advertisement All panel members will participate in writing the advertisement for the vacant position. The advertisement should accurately describe the role of the position to ensure the interest of the broadest range of eligible applicants . The advertisement will be submitt ed through iworkfor .nsw and include the following information. POSITION AND ADVERTISEMENT DETAILS Details of school and position title, e g. classroom teacher; deputy principal primary; head teacher English. The advertisement number and the requisition number will be provided by Teacher Recruitment . VACANCY INFORMATION Details of the specific selection criteri a and the position information are included in this section of the advertisement. Whilst there is no restriction on length, the position information should be concise and care should be taken to ensure the number of selection criteria is realistic. The specific selection criteria will be determined by the selection panel based on the particular needs and focus of the vacant position. Refer to Section 5: Selection Criteria, pages 13-15. The position infor mation should begin with the school name and student enrolment details , for example Aboriginal and Torres Strait Islander and/ or non- English speaking background student numbers where significant, and include a concise outline of relevant features of the sc hool and position. These may include: • school size and composition • special focus programs • the school's priorities • accessibility for people with disabilities eg. ramps or other special facilities. CONTACT INFORMATION This section includes the name and telephone number of the officer to whom enquiries about the posi tion should be directed (this can be the panel convener) and the panel convener's position and location. If the panel convener is not the enquiry officer, to ensure consistency the nominated officer must be briefed on the information to be provided to intending applicants. The enquiry officer should be available and able to provide the following details, where appropriate, to prospective applicants: • the size of the school • its distinctive features • patterns of enrolment . All a pplicants who contact the enquiry officer should be provided with the same document s electronically . As a minimum, these applicants must be provided with the school plan and annual school report. If th ese documents are posted on the school's website, it may be appropriate to refer applicants to that site. Reference to the school's website and the link could be included in the special notes section of the advertisement. Applicants should be reminded to refer to the Staffing Procedure for the Teaching Service in NSW Public Schools and the Merit Selection Procedure for information about the selection process. Both doc uments are available on the Department's website. MERIT SELECTION PROCEDURE - updated April 2016 12 Section 5 Selection Criteria The selection criteria for classroom teacher positions will consist of the specific selection criteria for the vacant position. Applicants for classroom teacher positions must address the specific selection criteria for the position in their application. The selection criteria for vacant executive and principal positions will consist of the: • general selection criteria for the position, and • sp ecific selection criteria for the position. Applicants for executive and principal positions must address both the general selection criteria and the specific selection criteria for the position in their application. 1 GENERAL SELECTION CRITERIA Execut ive positions The following six general selection criteria are deemed essential for all executive positions in schools. The general selection criteria are not listed in priority order. The degree to which applicants are expected to demonstrate their abili ty to meet each criterion and the relative importance of the criteria will vary depending upon t he level of position sought. Applicants for executive positions must demonstrate the capacity to provide successful educational leadership. This must be demonstrated through : • Successful teaching experience with capacity to initiate improvement in teaching, learning and classroom practice • Knowledge of curriculum, assessment and student welfare with the ability to lead and design quality, inclusive teaching and learning programs • Educational leadership skills to build the capacity and manage the performance of individuals and teams • Well developed communication and interpersonal skills with the capacity to build relationships and engage students, staff and par ents • Ability to plan and manage resources effectively and equitably to support teaching and learning • Knowledge of and commitment to the Department's Aboriginal education policies . MERIT SELECTION PROCEDURE - updated April 2016 13 Principal positions The following six general selection criteria are deemed essential for all principal positions in schools. The general selection criteria are not listed in priority order. Applicants for principal positions need to show evidence of successful educational leadership. This must be demonstrated through: • High level educational leadership with the skills to lead and manage a complex public school focused on the delivery of high quality education • Ability to lead and manage rigorous and inclusive whole school teaching and learning programs • High level communication and interpersonal skills with the capacity to build positive relationships and engage all levels of the school and educational community • Ability to lead and manage the development and performance of staff to improve teaching and learning • Ability to plan systems and manage resources effectively and equitably to enhance teaching and learning • Capacity to lead staff in implementing the Department's Aboriginal education policies and to ensure quality outcomes for Aboriginal people. MERIT SELECTION PROCEDURE - updated April 2016 14 2 SPECIFIC SELECTION CRITERIA The selection panel should determine the specific selection criteria for the vacant position. Specific selection criteria are necessary to ensure that the applicant is able to undertake the responsibilities of the particular position. The general selection criteria for the position should be carefully considered by the selection panel when they are determining the specific selection criteria for executive or principal positions. Specific selection criteria should: • begin with the words " In addition to the general selection criteria... " for ex ecutive and principal positions ; • add to the general selection criteria and not repeat the same sk ills and knowledge requirements ; • include the subject/teaching areas as applicable; • include only those requirements that are inherent to the skills and knowledge that are essential to do the job so that applicants are not disadvantaged and the most suitable applicant is selected. C riteria considered desirable, that are not needed to do the job, or that are minor aspects of the job, should not be included in the specific selection criteria; • be written in plain English that is clear, concise and easy to understand. The use of jargon and acronyms should be avoided; • be written in concise phrases or sentences. Ambiguous phrases that are open to interpretation should not be used as these can be a source of potential bias and can make it difficult to distinguish clearly between the applicants ; • be examined to ensure that they are not too specifically or narrowly worded, resulting in teachers who may be capable of performing well in the position not being able to demonstrate ful ly their skills and experiences ; • be examined to ensure there is no discrimination. Some specific selection criteria may be indirectly discriminatory. For example, "lengthy or extensive experience" can translate as seniority. Often people are capable of becoming proficient in an area through interest and commitment in a shorter time or have gained valuable experience outside the school, for example, voluntary work, community involvement, and previous fields of employment ; and • adhere to all EEO principles. This includes examining specific selection criteria carefully to ensure that they comply with EEO principles and do not discriminate against any members of any group. In the case of people with disabilities the principles of reasonable adjustment apply. This involves the modification of the workplace or job design which allows people with physical disabilities to apply for jobs, perform their jobs eff ectively and participate fully in all activities associated with employment. MERIT SELECTION PROCEDURE - updated April 2016 15 Section 6 Consulting Referees RESPONSIBILITIES OF APPLICANTS Applicants that are current permanent employees of the Department are required to advise their p rincipal, Director PSNSW , state office director or senior manager that they are submitting an application. Applicants applying for advertised classroom teacher, executive or principal positions must include the names and contact details of three referees in their application: • for applicants in classroom teacher and executive positions, the first referee must be the applicant's current principal • for applicants in principal positions, the first referee must be the applicant's current Director, PSNSW • for applicants in non- school based positions, the first referee must be the applicant's current Director, PSNSW , state office director or senior manager • for external applicants, the first referee should be the applicant's current (or most recent) supervisor . Note: Teachers who are applying for advertised positions, and who are not currently permanently employed by the D epartment, may not be able to have a principal as a referee. However, where a teacher is engaged in or has completed a temporary teaching engagement , it may be possible to have a principal as a referee. RESPONSIBILITIES OF SELECTION PANEL MEMBERS As part of the short listing process, the selection panel will contact two referees for applicants for classroom teacher, executive or principal positions who are being actively considered by the selection panel to proceed to interview . The panel convener and at least one other panel membe r nominated by the selection panel will contact referees. If fewer than all panel members are present when the two referees are contacted, care must be taken to report referee comments to the other panel members before the decision to short list appl icants for interview is made by the full panel. One of the referees contacted must be the applicant's current principal, Director, PSNSW , state office director, senior manager or current (or most recent) supervisor as outlined above, depending on the applicant's current position. In seeking advice from the applicant's current princ ipal, Director, PSNSW , state office director, senior manager or current (or most recent) supervisor, the panel convener will confirm that the appli cant's supervisor: • is aware that an application has been submitted • can verify the accuracy of the application's contents • can confirm that the applicant is performing his or her duties satisfactorily. As all applicants are different, it will be necessary to verify, test and explore different issues with regard to the selection criteria for each applicant with their referees. Whilst all questions must be consistent, fair and based on the selection criteria, it is appropriate and in many cases expected that referees will be asked different questions to clarify different aspects of the selection criteria. Following contact with the first two referees, the selection panel can assess whether an applicant is short listed for interview. MERIT SELECTION PROCEDURE - updated April 2016 16 After the interviews have taken place, t he selection panel must also contact the third referee of the proposed recommended applicant and those being considered for inclusion on the eligibility list. The selection panel must provide a summary of two referees' comments on the short list outcomes and, for recommended and eligible applicants, the third referee's comments on the selection process outcomes on iworkfor.nsw . RESPONSIBILITIES OF REFEREES The function of referees is to provide advice to the selection panel on the applicant's professional competence for specific positions. Referees have an obligation to provide accurate advice to the questions asked in relation to the selection criteria by panel members about applicants. To do otherwise may breach the Department's Code of Conduct. The applicant's current principal, Director PSNSW , state office director, senior manager or current (or most recent) supervisor depending on the applicant's current position ( refer to page 16), will need to confirm with the selection panel that the applicant is performing his or her duties satisfactorily. When certifying that the teacher is performing his or her duties satisfactorily , the applicant's current principal, Director, PSNSW , state office director or senior manager will endorse the application if they have indicated the teacher is performing satisfactorily on the Teacher, Executive, Principal or Non School Based Teaching Service Officer Performance and Development Plan , and there have been no performance problems raised since that time. MERIT SELECTION PROCEDURE - updated April 2016 17 https://www.teach.nsw.edu.au/documents/sel_panelproc

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