Hiring Process

• Position vacancy notice: online posting
• Application collection by hiring staff
• Application review by committee: evaluation of qualifications, short listing of applicants, notification of applicants for an interview
• Telephone and web-based interviews
• Reference checks: contacting references for recommendations of applicants
• On-site interview: applicants will receive a callback and will tour the facilities
• Hiring committee discussion and selection
• Recommendation and approval for hiring by committee
• Offer of contract
• Notification to those not selected
• Hiring of applicant(s) (90 day trial period)

Example Questions Asked By Interviewer

• Tell me about yourself.
• What are some of your strengths?
• What are some of your weaknesses, and what have you done to try to overcome them?
• Why are you interested in this job/position?
• Why should you be hired?
• How do your goals and values align with ours?
• Tell me about a time where you were asked to do something you had never done before. How did you react and what did you learn?
• Tell me a success and failure for the previous question.
• Tell me about a time when you were communicating with someone and they did not understand you. What did you do to ensure they understood what you were trying to communicate?
• How do you deal with a person that is hard to work with?

Example Questions That Should Be Asked

• What are your expectations of me for the first month after being hired?
• What does the day to day working environment look like with the team dynamics?
• How stressful is it working in a setting with such a political environment?
• What is a situation you felt least prepared for while working with the Philadelphia Eagles?
• What interested you most when applying to work for the NFL?

Promotion

• Every employee will have an opportunity to enhance their skills at different levels, but they also must be willing to take the initiative to further their own knowledge before promotion is considered.
• Promotion will be considered by the Director of Sports Medicine and Vice President of Human Resources on a case by case basis when an employee shows exemplary status in the following fields:
  • has worked consecutively for the Eagles for at least one year
  • continuous and commendable self growth in the areas of management and clinical skills
  • ability to give quality yet accelerated care to athletes
  • shows exceptional leadership and respect for peers on a professional and educational level
  • demonstrates thorough and strategic decision making concerning day to day obstacles
• The promotion decision will be discussed with appropriate staff and human resources.
• Employee will be notified when the promotion has been approved.
• Employee will go through a brief trial phase where they can be observed by the Director of Sports Medicine, as well as decide for themselves, if they are a good fit.

Termination

• Via employee: termination of contract does not need an explanation if due to sensitive or personal reasons, although a two week notice is preferable
• Via Director of Sports Medicine: can be done at any point in the contract for a variety of reasons
  • if employee is reported for general misconduct against another employee or an athlete
  • if employee does not meet the standard duty of care in a life threatening situation or otherwise
  • if employee is found responsible for harming an athlete under their care (scope of injury and comfortability of athlete are considered)
  • if employee fails to report to work on several occasions without prior communication with employer
• A request for termination whether from the employee or Director of Sports Medicine must be reviewed by the Vice President of Human Resources before it can take place.
  • If the employee wishes to appeal a termination or report a grievance, they must do so in writing to the Vice President of Human Resources, Kristie Pappal.