Academic literature on the topic 'Preparation of candidates for the position of judge'
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Journal articles on the topic "Preparation of candidates for the position of judge"
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Ryabtseva, Ekaterina V. "The Role of Judicial Councils as Authorities of the Judicial Community in Individual Regulation of Judicial Activities." Russian judge 2 (February 4, 2021): 36–40. http://dx.doi.org/10.18572/1812-3791-2021-2-36-40.
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The activity of councils of judges in Russia is of a systemic nature, including various forms of individual influence on legal relations: opinions, resolutions, consulting on the prevention of corruption, compliance with ethical standards, prevention of conflicts of legal interests, and other reputational risks. The paper considers one of the activities of the councils of judges in the form of preparation of conclusions, which play a significant role in the formation of a uniform law enforcement practice in the process of individual regulation of judicial activity. The conclusions are of an explanatory nature and are taken into account by the qualification collegiums of judges when making decisions regarding judges and candidates for the position of judges. The essence of the conclusions of the councils of judges is substantiated as a kind of individual regulation of legal relations. The analysis of individual conclusions of the councils of judges made it possible to classify various methods of individual regulation in the process of law enforcement. It is concluded that the councils of judges are the subject of law enforcement, which, through individual regulation, provide certainty in the assessment of reputational risks, their prevention and suppression in the behavior of a judge through the interpretation of the principles and norms of law; overcoming conflicts in law; the use of optional, alternative, relatively specific, dispositive, etc. principles and norms of law; overcoming gaps in law; individualization of law in the form of opinions, decisions, consultation.
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Tsilmak, O. M. "Types of activity of a judge at the preparatory stage to court hearings." Law and Safety 71, no. 4 (2018): 151–56. http://dx.doi.org/10.32631/pb.2018.4.22.
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It has been noted that the reform of the judicial and legal system is undergoing in Ukraine. Its main objective is to update the judicial branch of power to restore confidence in the court. Judicial activity is quite complex and multifunctional. Therefore, the personality of a judge, his level of qualification, competence and professionally important characteristics are of great importance for this activity.
 The author from the point of view of psychological science has analyzed the content of the basic normative and legal acts regulating judicial activity, as well as its content at the preparatory stage; has conducted a survey of judges on their main areas of activity during the preparation for court hearings. On this basis, the author has distinguished the following interrelated types of judge’s activities: organizational, managerial, psychological, communicative, epistemological, research, strategic and tactical, constructive, prognostic and fixative. These types are the basis of ensuring the effectiveness and efficiency of the trial process (criminal proceedings). The author has specified the task for each type of judge’s activity.
 It has been noted that the types of activity of a judge at the preparatory stage of court hearings: 1) are stipulated by such main groups of professionally important qualities as intellectual, psycho-physiological, perceptual, leadership, moral, communicative, socially oriented, specific, control and evaluation; 2) are provided by such basic types of competence as auto-psychological, psychological, communicative, general cultural, conflict, management, legal, informational and technological, strategic and tactical. It has been stressed that the above mentioned provisions will improve theoretical positions of forensic psychology, as well as will contribute to the development of competitive principles for the selection of judges.
 The author has indicated perspective directions of research: 1) definition of the main professionally important qualities and varieties of competence by substantiating and specifying the main tasks of the types of judge’s activity at the main and final stages; 2) development of a psychic profile of a judge; 3) research of the level of development of the components that determine the competence of a judge and the compilation of “Judge’s Map of Competence”; 4) determining the directions of preparation of candidates for judicial activity; 5) specification of the basic forms and criteria of their qualification assessment.
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Klepinin, Pavel А. "The Influence of Administrative Legal Acts on the Establishment of Discriminatory Requirements for Candidates for the Position of Judge." Rossijskoe pravosudie, no. 5 (April 25, 2024): 26–31. http://dx.doi.org/10.37399/issn2072-909x.2024.5.26-31.
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The article discusses problematic issues about the ratio of the categories “specialty” and “enlarged group of specialties” for the purpose of determining how to overcome the educational qualification for candidates for the position of judge. The author raises the question of the existence of discriminatory, unconstitutional requirements for the indication of the specialty “Jurisprudence” as a prerequisite for education by candidates for the position of judge, regardless of the fact that the lawyer qualification can be obtained by completing educational programs in other specialties. In addition, the article draws attention to the requirements for candidates for the position of judge in international courts. The article also discusses the inadmissibility of incorporation of organizational and functional requirements of by-laws into federal laws. Based on the analysis of the current Russian legislation regulating the organization of personnel policy in related fields, taking into account international standards.
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Onischuk, Mykola. "Innovations of judge education in Ukraine: development strategy for 2021–2025." Slovo of the National School of Judges of Ukraine, no. 4(33) (March 15, 2021): 6–16. http://dx.doi.org/10.37566/2707-6849-2020-4(33)-1.
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There are modern institutional development of National school of judges of Ukraine status and the prospects of further development of judge education are certain in Ukraine are reflected in the article. An author outlines strategic directions of development of judge education on 2021-2025, among that: institutional development of National school of judges of Ukraine, improvement of the National standards of judge education, modification of primary judge education (special preparation of candidates on justiceship), use of the newest forms and methods of educating in judge education, introduction of institute of tutorship for newly appointed judges and development of complex tutor for the workers of Service of judicial guard. Inculcating the National standards of judge education, National School of Judges of Ukraine is oriented on the further updating of maintenance of judge education on based on competence approach depending on experience of judges, level and specialization of court, and also taking into account their individual necessities.At development and teaching of educational courses weight of the valued constituent and taking into account of social context of realization of justice rises taking into account three measuring (knowledge, ability and skills, values and relations). In the plans of National School of Judges of Ukraine : further development of innovativeness of judge education, introduction of the systems of monitoring of quality of judge education and improvement of the system of regular evaluation of judges on results preparation, development of psychological constituent in preparation of judges and candidates on justiceship, improvement of the system of preparation, retraining and in-plant training of coaches (teachers). National School of Judges of Ukraine works on expansion of variability subjects of educational products, inclusive with the input of interdisciplinary and interdepartmental practices of studies (judges, public prosecutors, advocates, helpers of judges and others like that), development of the controlled from distance studies, encouragement and more deployment of educational events real-time (on-line), including the input of the mixed studies (combination of eye and controlled from distance forms), by creation of online-catalogue of accessible educational courses and possibility for their electing, by development of the standardized requirements and methodical recommendations for realization of online-training and seminars. Keywords: judge education, National school of judges of Ukraine, preparation of judges, training form of educating, special preparation of candidates on justiceship, preparation of workers of vehicles of courts.
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Vitvitskyi, Sergey, Olena Nazymko, and Tetiana Ponomarova. "ECONOMIC COMPONENT OF THE JUDICIAL CAREER DEVELOPMENT SYSTEM." Baltic Journal of Economic Studies 9, no. 4 (2023): 72–78. http://dx.doi.org/10.30525/2256-0742/2023-9-4-72-78.
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The aim of this article is to review the concept of judicial immutability as a fundamental criterion for evaluating the national judiciary system and to ascertain the distinctive features of selecting qualified candidates for judgeship. Additionally, the present condition of the judiciary formation will be examined, alongside identifying the essential economic requirements necessary and sufficient to promote the development of the judiciary system in Ukraine. A scientific discussion of the problem of creating an impartial and transparent procedure for the formation of the judiciary. It is noted that the principle of judicial immutability as a basic criterion for assessing the national judicial system is implemented through: 1) the normatively defined age limit of a judge; 2) a non-alternative list of cases in which a judge may be transferred to another position (including a lower one) without his consent; 3) the established procedure for bringing a judge to disciplinary responsibility; 4) an extensive system of bodies performing organisational, administrative and control functions; 5) provision for the assessment of a judge's activity by independent public bodies (the Council for Public Integrity); 6) available competitive selection for the position, except for the cases established by law. It is found that the current state of formation of the judiciary can be defined as unsatisfactory, which is due to the following reasons: 1) unstable functioning of the institutions responsible for the competitive selection of candidates for vacant positions of judges; 2) inhibition of the judicial reform as a result of the introduction of the legal regime of martial law; 3) decrease in the quality of the financing of the judicial system due to the unstable political and economic situation in the country; 4) lack of an effective algorithm for bringing judges to disciplinary responsibility; 5) an excessively extensive system of subjects for assessing the compliance of candidates for the position of a judge with the requirements set forth in regulatory and legal acts. Results. It is established that the peculiarities of the qualification selection of candidates for the position of a judge include: 1) selection of judicial candidates based on three criteria (competence; professional ethics; integrity); 2) differentiation of subjects for assessing the compliance of a candidate for the position of a judge with a certain criterion defined by law; 3) lack of clear procedural requirements for the High Qualification Commission of Judges of Ukraine as a body tasked with the formation of the judiciary; 4) predominance of discretionary powers of the High Qualification Commission of Judges of Ukraine as the main basis for consideration by the High Council of Justice of recommendations on appointment of a candidate for the position of a judge. It is specified that the economic component of the system of career advancement of judges requires solving such problems as: 1) timely identification and elimination of corruption risks and threats, which should be carried out not by branching the bodies involved in the evaluation of candidates for the position of a judge, but by improving the qualification selection procedure; 2) improving the secondment procedure as a temporary transfer of a judge to another court of the same level and specialisation, which became particularly relevant in connection with the introduction of a special legal regime of martial law and the temporary occupation of certain areas of the state; 3) improving the procedure for attracting international donors for financial support to the judiciary and standardising the procedure for obtaining and using such funds.
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Dolynska, Maria, and Alyona Dutko. "Comparative Analysis of the Requirements for Candidates for the Position of a Judge in Ukraine and the Republic of Poland." Teka Komisji Prawniczej PAN Oddział w Lublinie 15, no. 2 (2022): 85–94. http://dx.doi.org/10.32084/tkp.5125.
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Qualification requirements for candidates for the position of judges are a system of requirements and conditions for admission to the position of a judge and a kind of guarantor of high-quality justice, high moral and professional level of holders of judicial power. Usually, the system of general requirements for candidates for the position of judge in different states is represented by the criteria of citizenship, higher legal education, minimum or maximum age requirements, practical work experience, high business and professional qualities. The system of special requirements differs in aspects of specialized judicial training or completion of the required internship. In the article, the authors conclude that today it is necessary to improve the system of selection of judicial personnel in Ukraine.
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Pryimachenko, Dmytro, and Anna Maslova. "PUBLIC INTEGRITY COUNCIL AS A SUBJECT OF PUBLIC CONTROL OVER JUDGES ACTIVITY." Journal of International Legal Communication 14, no. 3 (2024): 81–91. https://doi.org/10.32612/uw.27201643.2024.14.3.pp.81-91.
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The article is devoted to the analysis of the requirements of European partners set forth in the Memorandum of Understanding between Ukraine and the European Union within the framework of the new large-scale macro-financial assistance of the EU of January 16, 2023, which directly emphasizes the implementation of clauses in the area of the Rule of Law regarding the selection of judges. The article analyzes the legislation regulating the activity of the Public Integrity Council at the High Qualification Commission of Judges of Ukraine. The authors have singled out the controversial issues faced by the Public Integrity Council during the assessment of professional ethics and integrity of current judges and candidates for the position of judge in the period from 2016 to 2020. It proposes ways of solving the outlined controversial issues in order to improve the activities of the Public Integrity Council. The article is devoted to the study of the status of the body in the system of ensuring the integrity of judges, which is an institution of civil society the Public Integrity Council. The institution is designed to strengthen public confidence in the integrity of new personnel, but the regulation of the legal status has numerous gaps that regulate the status of the Public Integrity Council. The problem is the absence of the scientific basis for the formation of legislation regulating the status of the Public Integrity Council, highlighting controversial issues faced by the Public Integrity Council during the assessment of professional ethics and integrity of current judges and candidates for the position of judge. The legally enshrined involvement of the public in the evaluation of judges and candidates for the position of judge significantly strengthened the role of civil control in the procedures of selection and appointment to the position of judge. This innovation for the judicial system of Ukraine became a historical milestone in the process of judicial reform. The new procedure for the selection of candidates for the position of judge and the verification of current judges, prescribed in the 2016 version of the Law of Ukraine "On the Judiciary and the Status of Judges", should ensure awareness and the opportunity for the public to understand the cause-and-effect relationship between the evaluation and the decision made.
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Kulikov, O. "Judge performance indicator evaluation system: improvement continues." Uzhhorod National University Herald. Series: Law 2, no. 79 (2023): 276–84. http://dx.doi.org/10.24144/2307-3322.2023.79.2.43.
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This article is an analytical work where author investigates the possible directions of improvement of the existing methodological basis of the procedure for evaluation the competences and qualities of persons who will form the judicial corps in Ukraine. The main focus of the research is directed to the analysis of the indicators used to assess the professional and personal features of judges (candidates for the positions of judges), to the repeatability of such indicators, as well as to the validity of including one or another indicator in the appropriate set of indicators, which in their combination will give an answer to questions regarding the compliance of a judge (candidate for the position of judge) with one or another evaluation criterion. It should be noted that in previous works, the author has already begun to study from a similar angle such two important indicators of judge evaluation as indicators of «effectiveness of administration of justice» and «activities to increase the professional level». In this study, the author continues the analysis of indicators for the correctness of their assignment to one or another criterion, establishing their fair weight in the overall assessment of the competencies of a judge (candidate for the position of judge) and includes, in particular, among them such indicators as «integrity», «honesty «, «decency», «discipline», «understanding and compliance with rules and norms» and others.
 Analyzing the problem of repeating the same indicators within the scope of different sub-criteria, the author of the article tries to prove the point of view that the existing approach reduces the reliability of the relevant criteria, artificially overestimates or underestimates their weight in the overall evaluation of the abilities of a judge (candidate for the position of judge). As a result, the study proves the necessity of eliminating of the repetition of the same indicators and adjust their weight to the fair value.
 The final aim of the conducted analysis is to encourage the legislative and judicial branches of power to take actions and steps that would systematize the existing methodology for evaluating the performance of judges (candidates for the positions of judges) and would help more accurately identify useful features in candidates that will dfine the professional community of Ukrainians judges in the nearest future.
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Wijayanti, Winda, Nuzul Quraini M, and Siswantana Putri R. "Transparansi dan Partisipasi Publik dalam Rekrutmen Calon Hakim Konstitusi." Jurnal Konstitusi 12, no. 4 (2016): 663. http://dx.doi.org/10.31078/jk1241.
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Recruitment is not an arena of “hazing” and the addition of bureaucracy but a forum to explore the nature of integrity, capability, and independence of the candidates for constitutional judges. The process of recruiting candidates for constitutional judges to choose the recruitment system based on the principle of transparency, participatory, objective, and accountability to the people of the early stages and mechanisms of recruitment until the determination of the constitutional judges candidates that can lead to public confidence and form of democracy because of the position of the control and balance between state with people. Thus, the recruitment process needs to be accompanied by a written rule that can evolve as needed to create the best candidates for constitutional judges based recruitment process by filing recruitment agency and SOP (Standard Operational of Procedure). The problem is not on the persons making the recruitment, agency nominate candidates for judge, and the lack of setting the terms of the constitutional judge best candidate, but the choice of constitutional judges are recruited to promote open to the public process. DPR as one of the agency of the state to file a constitutional justice through the recruitment team can choose the right man in the right position through the selection of recruitment mechanism in accordance with the constitutional.
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Kravtsova, L. Y. "About the Requirements for Candidates to the Bodies of Regional Constitutional Justice." Siberian Law Herald 2022.1 (2022): 17–28. http://dx.doi.org/10.26516/2071-8136.2022.1.17.
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The abolition of charter courts is planned until January 1, 2023. The regional legislator will have to choose other bodies of constitutional control and it must choose the order in which the organs will be formed and requirements to candidates. The article discusses requirements for candidates for the position of judge are components of his status. These requirements will be components of the status of members of the regional constitutional justice. The regional legislator should take into account the experience of the requirements for candidates of charter courts. The results show that it is necessary to establish increased requirements for candidates to the bodies of constitutional justice; these are the requirements of qualifications, age, but not republican citizenship.
Books on the topic "Preparation of candidates for the position of judge"
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Troutman, Kathryn, and Nicole Schultheis. ALJ Writing Guide: Application Writing and Test Preparation for Federal Administrative Law Judge Candidates. Resume Place Pr, 2016.
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O'Hanlon, Robin. Ace the Interview, Land a Librarian Job. ABC-CLIO, LLC, 2016. http://dx.doi.org/10.5040/9798400606540.
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One of the most critical elements of achieving a successful career, interviewing with poise and tenacity, is a skill to be learned—and this practical guide leads readers through that process, step by step. In a competitive job market, all candidates need to prepare to succeed. This certainly applies to job seekers looking for professional librarian positions in public, academic, and/or special libraries—especially recent MLIS graduates and mid-career job-changers. Designed for today's competitive job market, this practical guidebook provides job applicants with practical tips and effective strategies for successful interview preparation and execution specific to seeking librarian positions. Unlike generic "how to interview" guides, this book recognizes that there is no "one-size-fits-all" interviewing method and teaches the techniques for excelling at the unique aspects of interviews for specific librarian positions such as reference librarian, electronic resources librarian, outreach librarian, youth services librarian, and adult programming librarian. The book opens with an overview of what is expected during today's librarian interview followed by descriptions by four experienced library directors of what makes an interview truly great. This guidebook includes 100 actual library interview questions to help readers best prepare for the specific position they seek and also contains a chapter that identifies mistakes all rookie librarians should avoid making.
Book chapters on the topic "Preparation of candidates for the position of judge"
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Caupers, João. "Notes on the Independence of the Judiciary." In Rule of Law in Europe. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-61265-7_1.
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AbstractThe conditions under which these notes were prepared reflect the little time that could be devoted to their preparation. Circumstances inherent to my position drastically limited my availability to do better. This explains the erratic tone of my considerations, which I have not had time to organise and systematise properly. Added to this, of course, is the fact that I am not a professional judge, which makes it difficult to have a correct perception of the scale of the problem of the independence of judges, not because I am not aware of its decisive importance, but because I do not have the essential field experience.
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Yang, Xuexue, and Byungeun Pak. "Pedagogical Challenges of Immigrant Minority Teacher Educators: A Collaborative Autoethnography Study." In To Be a Minority Teacher in a Foreign Culture. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-25584-7_18.
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AbstractOftentimes, novice teacher educators need to navigate social and institutional context when they transitioned from teachers to teacher educators. This is particularly true for minority teacher educators. To date, studies on pedagogical challenges that minority teacher educators encountered when teaching in a dominating foreign culture are understudied. This paper concerns pedagogical challenges of two novice teacher educators teaching in a transcultural context where their home languages and cultures are marginalized relative to the U.S. mainstream culture. Using collaborative autoethnography, we investigated our own pedagogical challenges related to language, culture, and power structure through the notion of third space. In a teacher preparation program at a mid-western university, we as doctoral students taught white teacher candidates in courses of world language and elementary mathematics methods, respectively. We position ourselves as immigrant MTEs from China and South Korea. The study focuses our reflection on teaching practices as novice teacher educators in the U.S. and the relationships of these practices to personal and professional life experiences in home countries. We collected the data by interviewing each other with topics, such as our teaching practices and pedagogical challenges. We analyzed the data by coding inductively and deductively. To increase the reliability and creditability of our analysis process, we did a cross check by examining each other’s selected interview excerpts and codes that we labeled. We presented three findings on pedagogical challenges pertaining to language, culture, and sociopolitical dimensions and how we negotiated our perspectives of teaching and learning. This study has implications on supporting minority teacher educators and the pedagogy of teacher education.
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Pourreau, Leslie, and Anissa Lokey-Vega. "K-12 Virtual Educator Preparation." In Research Anthology on Developing Effective Online Learning Courses. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-8047-9.ch051.
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The number of K-12 online programs and course offerings across the Unites States has increased during the last decade. The issue of how to best identify and address the instructional preparation that K-12 online teaching endorsement (OTE) candidates will need to position themselves for hire in virtual settings raises questions about the quality of preparation they receive in virtual educator training programs. Even with standards in place, preparing K-12 OTE candidates to become online educators comes with a wide range of challenges that includes evaluating OTE program design and preparation practices for validity, relevance, and effectiveness. The field of K-12 online learning lacks literature related to how institutions of higher education can best prepare candidates for careers in this field. Findings from this review use common trends, inconsistencies, recommendations from educational theorists and experts, and implications for further study to demonstrate the need for establishing best-practice in K-12 OTE candidate preparation.
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Bhattacharya, Alpana. "Preparing Preservice Teacher Candidates for Educating Culturally and Linguistically Diverse Learners." In Beyond Language Learning Instruction. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1962-2.ch004.
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Over the past 30 years, the ethnic and racial representation of students in P-12 grades across the United States has shifted, with increasing number of students coming from households where a language other than English is used. Despite increase in the number of English language learners in recent years, many education stakeholders are of the position that the academic learning of culturally and linguistically diverse students has not been addressed effectively. Teacher preparation programs therefore are compelled to reimagine their curriculum for preparing teachers to educate diverse learners.This chapter describes a teacher preparation course focused on preparing preservice teachers to teach culturally and linguistically diverse students in secondary school grades. Culturally and linguistically relevant practices drawn from course assignments and clinical experience are described as approaches for preparing teachers to teach culturally and linguistically diverse students, specifically the English language learners.
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Allen, Mischa. "8. Secondary Liability and Inchoate Offences." In Concentrate Q&A Criminal Law 2e. Oxford University Press, 2018. http://dx.doi.org/10.1093/he/9780198817505.003.0008.
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The Concentrate Questions and Answers series offers the best preparation for tackling exam questions. Each book includes typical questions, diagram answer plans, suggested answers, author commentary and advice on study skills. This chapter presents sample exam questions on the inchoate offences and accessories, along with suggested answers. The doctrine of joint enterprise is also considered, especially the decision in R v Jogee which reverses the previous common law position. Inchoate offences and issues of accessorial liability can feature on exam papers in the form of questions dealing with discrete topics, but typically they will feature as part of a problem question dealing with a range of substantive offences. For this reason, candidates sometimes fail to prepare properly to deal with these areas. There is also the fact that accessorial liability is amongst the most confusing and conceptually difficult areas of criminal liability. Some clarity has been achieved in this area in the Supreme Court’s decision in R v Jogee.
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Allen, Mischa. "8. Secondary Liability and Inchoate Offences." In Concentrate Q&A Criminal Law. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198853480.003.0008.
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The Concentrate Questions and Answers series offers the best preparation for tackling exam questions. Each book includes typical questions, diagram answer plans, suggested answers, author commentary, and advice on study skills. This chapter presents sample exam questions on the inchoate offences and accessories, along with suggested answers. The doctrine of joint enterprise is also considered, especially the decision in R v Jogee, which reverses the previous common law position. Inchoate offences and issues of accessorial liability can feature on exam papers in the form of questions dealing with discrete topics, but typically they will feature as part of a problem question dealing with a range of substantive offences. For this reason, candidates sometimes fail to prepare properly to deal with these areas. There is also the fact that accessorial liability is amongst the most confusing and conceptually difficult areas of criminal liability. Some clarity has been achieved in this area in the Supreme Court’s decision in R v Jogee.
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Cheriyan, Danny, and Stephen Patchett. "MRCPI." In The Pocketbook for PACES. Oxford University Press, 2012. http://dx.doi.org/10.1093/oso/9780199574186.003.0017.
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The MRCPI part 2 clinical examination is the final hurdle in the membership trilogy, and can be viewed as a practical interview before entering higher specialist training. It is equivalent to the UK PACES; however, there are some important variations in its format, and this chapter will guide a candidate through the appropriate preparation required to succeed in the examination. Unlike the written examination, it affords examiners a relatively short period of time to judge a candidate’s history taking and examination skills. They must also evaluate a candidate’s ability to formulate differential diagnosis, investigations and management plans. The examiners will also ‘get a feel’ for the candidate’s confidence, and their empathy in dealing with patients. The examination is generally fair in that the examiners try to find out what the candidate knows, rather than try to catch them out. It is important to realize, however, that each examiner will vary in their personality, patience and style of examining. While some may forgive or overlook an outlandish candidate response during questioning, others may choose to further expose a potential weakness. The aim of this chapter is to provide a comprehensive approach to the MRCPI ‘long case’. The format and approach to MRCPI short cases will also be addressed in brief. Whilst the basic principles of history taking do not differ between the 2 examinations, it is important to note that candidates are given a fixed 15 minutes for the history-taking station on the PACES examination, whereas MRCPI candidates have 45 minutes for history and examination. In light of this, we have adapted the timing of the history-taking pro forma, permitting a more in-depth exploration of certain aspects of the history. As a coherent presentation of the history and examination is crucial to the success of the candidate, particular importance has been given to not just what to say, but also how to say it. The first case, therefore, is a fully detailed dialogue between candidate and patient, and provides a foundation for the general manner of successful history taking.
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Watkin, Sara, and Andrew Vincent. "New Ways of Interviewing." In The Consultant Interview. Oxford University Press, 2011. http://dx.doi.org/10.1093/oso/9780199594801.003.0017.
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Over recent years there has been a significant move away from the traditional interview format for junior doctor appointments with the increasing use of either competency based interviews (also known as criteria-based interviewing, behavioural interviewing and situational interviews) or assessment centres. Both of these approaches are labour intensive but are felt to ensure a more objective, rather than subjective, approach to choosing the right candidate. Additionally, assessment centres give candidates an opportunity to reinvent themselves between ‘stations’ and a new set of assessors. Assessment centres also give those candidates who naturally struggle with the interview format more opportunities to shine, and for the assessment team to get to the underlying person in more ways. These two approaches are now being explored and utilized in some consultant interviews. Behavioural or competency-based interviews are often being done back-to-back with a traditional interview. Assessment centres are being used more and more for senior appointments, e.g. Medical Director posts, advertised externally. Finally, it is even possible today to find yourself subject to Objective Structured Clinical Examination (OSCE) in an interview situation. However, this is rare but may become more prominent as different colleges take differing approaches to exit exams and final CCT attainment. However, preparation for this, besides what has already been covered in preparing yourself, developing confidence, etc., is beyond the scope of this book. If you find yourself in the unusual position of undertaking an OSCE, then it must be considered in the same light as any other clinical exam, with preparation accordingly. It is likely that new techniques and combinations will be adopted in interviews, as the requirements of consultants evolve and so too do the methods of assessing them. It is important to always find out exactly what will happen to you so that you can be appropriately prepared. These are also known as criteria-based interviewing, behavioural interviewing and situational interviews. They are increasingly used in StR interviews and there have been some trials at consultant interview level.
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Kijevčanin, Ružica. "Organizacija ustavnog suda u Republici Srbiji, uz osvrt na regulisanje tog pitanja u Italiji i Švajcarskoj." In Uporednopravni izazovi u savremenom pravu - In memoriam dr Stefan Andonović. Institut za uporedno pravo; Pravni fakultet Univerziteta u Kragujevcu, 2023. http://dx.doi.org/10.56461/zr_23.sa.upisp_rk.
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With the appearance of the first written constitutions and the constitutionalization of basic human rights and freedoms, there is a need to introduce institutions that will ensure compliance with the prescribed rules and principles on which a society rests. The constitutional judiciary was created as a result of citizens’ aspiration to establish a hierarchy among legal acts and the desire to protect their basic rights and freedoms from the arbitrariness and oppression of the ruling classes. The constitutional judiciary in the Republic of Serbia is embodied in the Constitutional Court as an independent and independent state body that protects constitutionality and legality, as well as human and minority rights and freedoms. Evaluating the effectiveness and reputation of this body means primarily looking at its composition. The composition and selection of the people who are employed is a very important issue, because the personnel factor has the most dominant influence on the functioning and the achievement of the goals of a body. Thus, in the paper, the author will analyze the normative solutions that cause controversy and division of opinion in professional circles, and concern the number of judges of the Constitutional Court, the method of their selection, the determination of the necessary qualifications of candidates for election to the position of judge, the position of judges, and many other issues. In addition, the author will make a short comparative review of the organization of the constitutional judiciary in Italy and Switzerland. The author found inspiration for the analysis of the Constitutional Court in Italy in the similarity of organizational solutions, that is, in the fact that Italy served as a model for our constitution maker when regulating the composition of the Constitutional Court in the Republic of Serbia. Switzerland has regulated this issue differently, which is why it is interesting, because the analysis of the constitutional judiciary in this country could give rise to ideas for possible changes or additions to the existing solutions in our country.
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Inozemtsev, Taras, and Alla Khomenko. "SPECIFICS OF TRAINING FUTURE RESERVE OFFICERS FOR EDUCATIONAL WORK IN THE ARMED FORCES OF UKRAINE." In Integration of traditional and innovative scientific researches: global trends and regional as. Publishing House “Baltija Publishing”, 2020. http://dx.doi.org/10.30525/978-9934-26-001-8-1-5.
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The subject of the article is the preparation of future reserve officers for educational work. The training of reserve officers is carried out by the military departments of higher education institutions of Ukraine. The article contains information that citizens of Ukraine undergo military training on a voluntary basis who have or receive a higher education degree at least a bachelor's degree, fit for military service for health reasons and moral and business qualities. Citizens can undergo military training, subject to the correspondence of the specialties that they or for which they are trained in the institution of higher education, the military accounting specialty, in which the training of reserve officers is carried out. The leading feature of the military professional activity of a military leader is the dominant professional orientation, which manifests itself in an orientation toward working with personnel and active interpersonal interaction, toward organizing activities, toward tough interaction with the enemy. In this regard, the officer must have a broad developed practical thinking and managerial competence. The article presents the components of its formation and demonstrates the ways to achieve it: information-analytical component of training future reserve officers; the formation of the communicative competence of future reserve officers; the use of computer technology in training reserve officers for educational work; individualization of training. The information and analytical component of the training of future reserve officers provides for: 1) information and presentation meetings of candidates for training under the training program for reserve officers with officers of the military commissariat; 2) professional excursions and to military units of candidates for training under the training program for reserve officers, in which potential applicants can communicate with platoon commanders and company commanders, get acquainted with the daily activities of the platoon; 3) self-testing of potential applicants for professional self-determination and readiness for management activities. The formation of the communicative competence of reserve officers provides for the following factors: pedagogy of cooperation, personality-oriented education, an active personal position of the future reserve officer, critical thinking, the formation of language culture and the influence of mentors. One of the effective means of improving the level of training of military specialists is the use of modern information technologies, in particular, virtual computer systems and computer networks (simulation) models. They, first of all, should contribute to the comprehension and assimilation of educational material, as well as to ensure the possibility of a comprehensive assessment of the readiness of the future reserve officer for independent activity, the timely introduction of individual adjustments in the training of a military specialist. The main methodological foundations of the process of individualization of training: the organization of additional classes with students who have gaps in knowledge, by organizing optional classes; search for ways to individualize learning within a specific lesson; inclusion of the weak in the subgroups of well-prepared students. The practical application of these theoretical principles will contribute to the formation of a military specialist and the preparation of future reserve officers for educational work.
Conference papers on the topic "Preparation of candidates for the position of judge"
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"An Examination of the Barriers to Leadership for Faculty of Color at U.S. Universities." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4344.
Full textAbstract:
[This Proceedings paper was revised and published in the 2019 issue of the journal Issues in Informing Science and Information Technology, Volume 16] Aim/Purpose: The aim and purpose of this study is to understand why there is a dearth of faculty of color ascending to senior levels of leadership in higher education institutions, and to identify strategies to increase the representation of faculty of color in university senior administrative positions. Background: There is a lack of faculty of color in senior level academic administrative position in the United States. Although there is clear evidence that faculty of color have not been promoted to senior level positions at the same rate as their White col-leagues, besides racism there has been little evidence regarding the cause of such disparities. This is becoming an issue of increased importance as the student bodies of most U.S. higher educational institutions are becoming increasingly more inclusive of people of various racial and ethnic backgrounds. Methodology: Qualitative interviews were used. Contribution: This study adds to the research and information made previously available regarding the status of non-White higher educational members in the U.S. by contributing insights from faculty of color who have encountered and are currently encountering forms of discrimination within various institutions. These additions include personal experiences and suggestions regarding the barriers to diversification and implications of the lack of diversity at higher educational institutions. Given the few diverse administrative or executive leaders in service today in higher education, these personal insights provide seldom-heard perspectives for both scholars and practitioners in the field of higher education. Findings: Limited diversity among faculty at higher educational institutions correlates with persistent underrepresentation and difficulty in finding candidates for leadership positions who are diverse, highly experienced, and highly ranked. This lack of diversity among leaders has negative implications like reduced access to mentor-ship, scholarship, and other promotional and networking opportunities for other faculty of color. While it is true that representation of faculty of color at certain U.S. colleges and programs has shown slight improvements in the last decade, nationwide statistics still demonstrate the persistence of this issue. Participants perceived that the White boys club found to some extent in nearly all higher educational institutions, consistently offers greater recognition, attention, and support for those who most resemble the norm and creates an adverse environment for minorities. However, in these findings and interviews, certain solutions for breaking through such barriers are revealed, suggesting progress is possible and gaining momentum at institutions nationwide. Recommendations for Practitioners: To recruit and sustain diverse members of the academic community, institutions should prioritize policies and procedures which allocate a fair share of responsibilities between faculty members and ensure equity in all forms of compensation. In addition, institutional leaders should foster a climate of mutual respect and understanding between members of the educational community to increase confidence of people of color and allow for fresh perspectives and creativity to flourish. Where policies for diversification exist but are not being applied, leaders have the responsibility to enforce and set the example for other members of the organization. Assimilation of diverse members occurs when leaders create an inclusive environment for various cultures and advocate for social and promotional opportunities for all members of the organization. Recommendations for Researchers: Significant research remains on understanding barriers to the preparation of faculty of color for leadership in higher education. While this research has provided first-hand qualitative perspectives from faculties of color, additional quantitative study is necessary to understand what significant differences in underrepresentation exist by race and ethnicity. Further research is also needed on the compound effects of race and gender due to the historic underrepresentation of women in leadership positions. At the institutional and departmental level, the study validates the need to look at both the implicit and explicit enforcement of policies regarding diversity in the workplace. Future Research: Higher education researchers may extend the findings of this study to explore how faculty of color have ascended to specific leadership roles within the academy such as department chair, academic dean, provost, and president.