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Recruitment Plan, Personnel Development Plan and Trainin2 In order to ensure the highest quality output of school crossing guards, Bayus Security Services, Inc, practices the following recruitment procedures, and implements the personnel development plan and training described below: Recruitment Plan Bayus is committed to the spirit of reality of equal employment opportunity. This plan is designed to assure the implementation of human resources' policies and practices to promote equal employment opportunities. Our recruitment plan also takes into consideration Federal and State laws regulating employment. The goal of Bayus recruitment plan is the achievement of genuine equal employment for all qualified and interested person. Selections under such plans is based upon the ability of the applicants to do the essentials function of the job. POLICY: Bayus policy is not to discriminate against any employee or applicant for employment because of race, color, religion, national origin, sex, and age or disability status. Recruitment: Notices of vacant positions will be advertised. Such notices will be distributed to all recruitment sources. Selection Procedures: Selection procedures are based on selection of qualified applicants based on objective, job-related criteria which can be consistently applied and quantifiably measured. l.Job Qualification: Generally, all applicants must meet the prerequisite such as education and experience as required by Bayus Security and the Scope of Work outlined in the RFP. 2,Applications: All applications for employment will be on a Bayus job application. The application will be filled in completely and signed. The truth of all statements contained in the application form will be certified by applicant's signature, Providing untrue or incorrect information or withholding or falsifying an information on the employment application will be cause for immediate dismissal. 3.Screening Applicants: Each applicant will be screened using an applicant rating schedule. This rating schedule will be based on quantifiable job-related experience and professional qualification as set forth by the job description and the scope of work in the RFP. Applicants will be ranked on the basis of their past work experience. The applicants in the highest numerical cluster will be selected for an interview. 4.Interview Applicants: Interviews will be confined to the applicant's responses to job-related questions or by performing job-related practical exercises which can be quantifiably measured. Such questions or exercises and measured responses will focus exclusively on the applicant's professional and technical ability, skills or knowledge to perform the particular job for which the applicant has applied. 51