APPOINTMENTS AND PROMOTIONS Clause Samples
The 'Appointments and Promotions' clause defines the procedures and criteria for hiring new employees and advancing existing staff within an organization. It typically outlines the authority responsible for making appointments, the qualifications required for various positions, and the process for evaluating candidates for promotion. For example, it may specify that promotions are based on merit, seniority, or performance reviews, and detail the steps for internal job postings or selection committees. This clause ensures a transparent and consistent approach to staffing decisions, helping to prevent disputes and promote fairness in career advancement.
APPOINTMENTS AND PROMOTIONS. Eligibility lists may contain the names of one (1) or more persons eligible for employment.
APPOINTMENTS AND PROMOTIONS. 15.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates.
15.2 Minimum standards of employment for each job classification shall be recommended by the Human Resources Director and approved by the City Manager.
15.3 At such time as the Chief of Police, with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation.
15.3.1 It shall be the sole discretion of the Chief of Police, with concurrence of the Human Resources Director, to determine whether to recruit for a vacancy from both the inside and outside the organization. City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates.
15.3.2 Advancement to a higher paid job classification shall constitute a promotion.
15.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious or political affiliation or belief, membership in or attitude toward an employee organization, gender, age, or physical disability, except where gender, age, or lack of physical disability is a bona fide occupation qualification.
APPOINTMENTS AND PROMOTIONS. 22.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates.
22.1.1 Notwithstanding any other provision of this ARTICLE, vacant positions in the classified service which would otherwise be filled by open recruitment may be filled by appointing part-time employees currently employed in a part-time classification with full-time equivalent classifications.
22.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager.
22.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition. Appropriate consideration shall be given to promotional candidates’ qualifications, record of performance, and seniority, in that order. When a qualified, work-disabled employee is available, consideration will be provided according to the Vocational Rehabilitation Administrative Regulation.
22.3.1 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in the best interests of the City to recruit from both inside and outside the organization, City employee candidates who choose to compete shall be evaluated on the same basis as non-employee candidates.
22.3.2 Advancement to a higher paid job class shall constitute a promotion.
APPOINTMENTS AND PROMOTIONS. 11.01 In making appointments and promotions education, training, experience and ability shall be the primary considerations based on the requirements established for the position. Where these factors are judged to be relatively equal, seniority shall be the determining factor. At all times present employees, except probationary employees and temporary employees, are to be given preference when appointments and promotions are made.
11.02 An employee who has been selected to fill an established full-time position shall have a trial period of three (3) months; an employee selected to fill an established position of less than full-time hours shall have a trial period of six
APPOINTMENTS AND PROMOTIONS. An Employee who terminates their employment subsequent to receiving notice of layoff will be deemed to have abandoned any rights under Article 17.
APPOINTMENTS AND PROMOTIONS. Eligibility lists may contain the names of one (1) or more persons eligible for employment and shall remain in effect for a period of one (1) year or until depleted. Lists containing less than three (3) names may be considered depleted.
APPOINTMENTS AND PROMOTIONS. 16.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees and shall consist of recognized selection techniques that in the opinion of the Human Resources Director will test fairly the qualifications of candidates.
16.1.1 Notwithstanding the above, vacant full-time positions in the classified service which would otherwise be filled by open recruitment may be filled by appointing part-time employees currently employed in classifications listed in Appendix “A” for which there are full-time equivalent classifications.
16.2 Appropriate consideration shall be given to promotional candidates’ qualifications, record of work performance, and seniority, in that order.
16.3 Candidates who qualify for part-time employment or promotion shall be placed on an eligibility list for the appropriate part-time job class. Advancement to a higher paid job class shall constitute a promotion.
APPOINTMENTS AND PROMOTIONS. All appointments and promotions shall be made from the ranks, provided the member appointed or promoted is qualified for the positions
APPOINTMENTS AND PROMOTIONS. Subject to the criteria established in Article 11 of this Collective Agreement, an applicant for regular employment who has experience with the Employer as a Casual Employee within the bargaining unit shall be given preference over external applicants.
APPOINTMENTS AND PROMOTIONS. 18.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as practicable by competitive examinations. Examinations shall be used and conducted to aid in the selection of qualified employees, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly the qualifications of candidates.
18.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager.
18.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition.
18.4 Advancement to a higher paid job class shall constitute a promotion.
18.5 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promotions will be solely based on qualifications without regard to race, color, creed, national origin, religious, or political affiliation or belief, membership in or attitude toward any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupation qualification.