Appointment Policy. In making promotions and transfers, the qualifications and abilities of the employees concerned shall be the primary considerations, and where such factors are relatively equal, seniority shall be the determining factor.
Appointment Policy. (a) All appointments, promotions and transfers shall be based on merit. The factors used to determine merit shall be education, skills, knowledge, experience, years of continuous employment and any other matters which are necessary or desirable, having regard to the nature of the duties to be performed and consistent with the position description requirements.
(b) Where two or more applicants have qualifications, ability and experience which are approximately equal, the applicant with the greater seniority shall be awarded the position.
Appointment Policy. (a) Positions shall be awarded on the basis of the qualifications needed, as determined by the Company, to perform fully the available job. The factors used to determine qualifications shall include education, skills, ability and knowledge, for the position being filled.
(i) In the event that the qualifications of an internal candidate and an external candidate are substantially equal, the position shall be awarded to the internal candidate.
(ii) When two or more internal candidates are substantially equal, then seniority shall be the deciding factor.
Appointment Policy. (a) In filling vacancies, the determining factors will be seniority, ability, performance, and relevant qualifications. These four factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor.
(b) In filling supervisory vacancies, the determining factors will be ability, performance, and relevant qualifications. These three factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor.
(c) Where the ability, qualifications and performance of the internal applicants is clearly insufficient for a posted position, the Employer may appoint an external applicant with the required ability and qualifications whose references indicate a suitable level of performance.
(d) In this article, "performance" means a reasonable assessment of an applicant's fulfilment of their relevant job related duties only, including evaluation reports. It does not include those employee records older than 18 months that must be removed from an employee's file in accordance with Clause 11.4(d) (Right to Grieve Other Disciplinary Action).
Appointment Policy. Priority of selection of candidates for posted vacancies shall be based on skills, knowledge, ability, experience and seniority, each factor being afforded equal weight. Where the sum of such factors are relatively equal, the employee with the greater bargaining unit seniority shall be awarded the position. Vacant positions will be first offered to qualified internal applicants who have completed their probationary period over external applicants.
Appointment Policy.
(a) In filling vacancies, the determining factors will be seniority, ability, performance and relevant qualifications. These four factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor. However:
(1) seniority will play a lesser role in the case of promotion to a supervisory position; and
(2) where the ability, qualifications and performance of the internal applicants is clearly insufficient for a posted position, the Employer may appoint an external applicant with the required ability and qualifications whose references indicate a suitable level of performance.
(b) In this article, "performance" means a reasonable assessment of an applicant's fulfilment of their relevant job related duties only, including evaluation reports. It does not include those employee records older than 18 months that must be removed from an employee's file in accordance with Article 11.4(d) (Right to Grieve Other Disciplinary Action).
Appointment Policy. (a) In filling vacancies, the determining factors will be seniority, ability, performance, cultural competence, and relevant qualifications. These five factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor.
(b) In filling supervisory vacancies, the determining factors will be ability, performance, cultural competence, and relevant qualifications. These four factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor.
(c) Where the ability, cultural competence, qualifications and performance of the internal applicants is clearly insufficient for a posted position, the Employer may appoint an external applicant with the required ability and qualifications whose references indicate a suitable level of performance.
(d) In this article, "performance" means a reasonable assessment of an applicant's fulfilment of their relevant job related duties only, including evaluation reports. It does not include those employee records older than 18 months that must be removed from an employee's file in accordance with Clause 11.4(d) (Right to Grieve Other Disciplinary Action).
Appointment Policy. In filling vacancies, the determining factors will be seniority, ability, performance, and relevant qualifications. These four factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor. In filling supervisory vacancies, the determining factors will be ability, performance, and relevant qualifications. These three factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor.
Appointment Policy.
(a) For lateral transfers or demotions, seniority, ability, performance and requisite qualifications will be the determining factors. These four factors will be given equal weight. Where the above factors are relatively equal, seniority will be the determining factor. Where there are no qualified internal applicants, the Employer may appoint a qualified external applicant.
(b) For promotions, seniority, ability, performance and qualifications of the applicants concerned will be the determining factors. These four factors will be given equal weight. Where the above factors are relatively equal, seniority will be the determining factor.
(c) Where both lateral and promotions are to be considered within the group of applicants, applicants will be evaluated under Article 24.3(b) above.
Appointment Policy. In filling vacancies, the determining factors will be seniority, ability, performance, and relevant qualifications. These four factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor. In filling supervisory vacancies, the determining factors will be ability, performance, and relevant qualifications. These three factors will be given equal weight. Where these factors are relatively equal, seniority will be the determining factor. Where the ability, qualifications and performance of the internal applicants is clearly insufficient for a posted position, the Employer may appoint an external applicant with the required ability and qualifications whose references indicate a suitable level of performance.
