APPOINTMENTS AND PROMOTIONS. 23.1 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, fairly test the qualifications of candidates. 23.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager. 23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. 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’ qualification, record of performance, and seniority, in that order. 23.3.1 Advancement to a higher paid job class shall constitute a promotion. 23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. 23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification. 23.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational qualification. 23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order. 23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director. 23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. 23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 2 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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, techniques which will, in the opinion of the Human Resources Director, test fairly test the qualifications of candidates.
23.2 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 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.
23.3 Vacancies 22.3 At such times as the appointing authority with concurrence of the Human Resources Director determines that it is in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are availablebest interests of the City to promote from within, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. Promotions 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’ qualification' 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.
23.3.1 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.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever 22.3.3 Whenever a management evaluation is to be part of the promotional selection process for classifications listed in Appendix "A", employees will be part notified on the job flyer at the time promotional examinations are announced the weights to be assigned to qualifications, record of the notificationperformance and seniority.
23.4 22.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 22.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment appointments from that list shall normally follow rank order.
23.6 22.5.1 Employees shall be given written notice of his rank order on promotional eligibility lists.
22.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head department head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Headdepartment head, with the concurrence of the Human Resources Director.
23.6.1 22.6.1 The appropriate Department Headdepartment head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons. Employees shall be given written notice of removal of their names from eligibility lists.
23.7 22.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM the appropriate department head (with the approval of the Human Resources Director) of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within sixsix months of his provisional appointment, said provisional appointee shall have his employment terminated at the close of the first complete biweekly pay period following the establishing of the eligibility list.
22.8 Appointments to certain grant funded positions as designated by the City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the appropriate department head (with the approval of the Human Resources Director and the City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to a city funded position during his period of employment under the grant, said grant funded appointee shall be terminated from City employment.
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 Appointments In keeping with the Corporation's policy of promotion from within, the Corporation shall, when selecting a suitable applicant to fill a vacant position listed in Appendix recognize qualifications, seniority and promotions ability sufficient to perform the job as posted. Provided he is able to meet the requirements of Article the employee with the most seniority shall be based on merit and fitness given first consideration for the vacant position. If the response to a position vacancy fails to provide an applicant meeting the requirements of Article the Corporation shall then be ascertained so far as practicable by competitive examinationsat liberty to fill the vacancy with the most qualified internal or external applicant available or alternately to appoint a qualified employee to the position. Examinations If suitable applicants are not available, the Corporation may reclassify the position in which case it shall be used and conducted to aid in Upon being advised that he the selection of qualified employeessuccessful applicant for an advertised vacant position, and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, fairly test the qualifications of candidates.
23.2 Minimum standards of employment for each job class employee shall be recommended prepared to relocate to a place and at a time designated by the Human Resources Director Corporation. Moving time and approved allowance will be those established from time to time by the City Manager.
23.3 Vacancies Corporation and such informationwill be made available to the employee concerned. When an employee is held in positions above the entry level shall be filled by promotion whenever his present position for more than one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. 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’ qualification, record of performance, and seniority, in that order.
23.3.1 Advancement pay period following appointment to a higher paid job class shall constitute a promotion.
23.3.2 For new position, his salary will be adjusted as though the purposes of this ARTICLE, transfer had occurred. When the appointment to an apprenticeship classification advertised vacant position is a promotion for the employee who is the successful applicant, and he has at least the minimum qualifications required for his new position, such employee shall constitute not be paid than the minimum rate established for the position. If the minimum rate for an advertised vacant position is less than or equal to the rate the successful applicant was receiving prior to his appointment to the advertised vacant position, his rate shall be increased by one (1) increment, provided that such increment does not establish a promotion.
23.3.3 Employees rate in excess of the maximum for the position to which he was appointed. An applicant who is not fully qualified and has been selected for the position, shall for a period of time, be paid at a rate not less than two (2) steps below the minimum rate for the position, on the understanding that his rate of pay will be notified subject to review by the Corporation at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record end of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting each six (6) month period thereafter until he attains the minimum qualifications for the position at which time he will be paid at least the minimum rate of the classification providing he is able to satisfactorily perform the duties of the position. An eligibility list Normally, no employee shall be established within six (6) months paid less than the minimum rate for any regular, full-time the position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within sixfor a period longer than one
Appears in 1 contract
Samples: Collective Bargaining Agreement
APPOINTMENTS AND PROMOTIONS.
23.1 17.1 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, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly test the qualifications of candidates.
23.2 17.2 Minimum standards of employment for each job class classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM.
23.3 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-work disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ ' qualification, record of performance, and seniority, in that order.
23.3.1 17.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 17.3.2 Employees will promoted to Fire Engineer or Fire Captain shall be notified at placed in the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part 9th step of the selection process will salary schedule.
17.3.3 Effective December 12, 2008 employees promoted to Fire Engineer or Fire Captain shall after successfully completing their probationary period be part placed in the 10th step of the notificationsalary schedule.
23.4 17.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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, fairly test the qualifications of candidates.
23.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager.
23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. 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’ qualification, record of performance, and seniority, in that order.
23.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 17.1 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, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly test the qualifications of candidates.
23.2 17.2 Minimum standards of employment for each job class classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM.
23.3 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-work disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ qualification, record of performance, and seniority, in that order.
23.3.1 17.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 17.3.2 Employees will promoted to Fire Engineer or Fire Captain shall be notified at placed in the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part 9th step of the selection process will salary schedule.
17.3.3 Effective December 12, 2008 employees promoted to Fire Engineer or Fire Captain shall after successfully completing their probationary period be part placed in the 10th step of the notificationsalary schedule.
23.4 17.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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 test the qualifications of candidates.
23.2 22.2 Minimum standards of employment for each job class classification shall be recommended by the Human Resources Director and approved by the Anaheim City Manager.
23.3 22.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-work- disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ qualification' qualifications, record of performance, and seniority, in that order.
23.3.1 22.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. Promotions shall be limited to full-time or part-time employees of ANAHEIM.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 22.4 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 any employee organization, sexgender, age, or physical disability, except where sexgender, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 22.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment appointments from that list shall normally follow rank order.
23.6 22.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head Chief of Police the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department HeadChief of Police, with the concurrence of the Human Resources Director.
23.6.1 22.6.1 The appropriate Department HeadChief of Police, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 22.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within sixsix (6) months of the employee’s provisional appointment, said provisional appointee shall have his or her employment terminated at the close of the first complete biweekly pay period following the establishing of the eligibility list.
22.8 Appointments to certain grant funded positions as designated by the Anaheim City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the Chief of Police (with the approval of the Human Resources Director and the Anaheim City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to an ANAHEIM funded position during the employee’s period of employment under the grant, said grant funded appointee shall be terminated from ANAHEIM employment.
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 17.1 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, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly test the qualifications of candidates.
23.2 17.2 Minimum standards of employment for each job class classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM.
23.3 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-work disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ ' qualification, record of performance, and seniority, in that order.
23.3.1 17.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 17.3.2 Employees will promoted to Fire Engineer or Fire Captain shall be notified at placed in the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part ninth (9th) step of the selection process will salary schedule.
17.3.3 Employees promoted to Fire Engineer or Fire Captain shall after six (6) months of service in the ninth (9th) step be part placed in the tenth (10th) step of the notificationsalary schedule.
23.4 17.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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, fairly test the qualifications of candidates.
23.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager.
23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. 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’ ' qualification, record of performance, and seniority, in that order.
23.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “"A” " are announced. The weights to be assigned to qualification, record of performance, performance and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head department head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Headdepartment head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Headdepartment head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within sixsix (6) months of his/her provisional appointment, said provisional appointee shall have his/her employment terminated at the close of the first complete biweekly pay period following the establishment of the eligibility list.
23.8 Appointments to certain grant funded positions as designated by the City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the appropriate department head (with the approval of the Human Resources Director and the City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to a ANAHEIM funded position during his/her period of employment under the grant, said grant funded appointee shall be terminated from City employment.
23.9 ANAHEIM agrees to utilize part time meter readers only when all regular meter reader positions are filled, except during periods of recruitment (up to six (6) months after a vacancy occurs).
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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 test the qualifications qualification of candidates.
23.2 22.2 Minimum standards of employment for each job class classification shall be recommended by the Human Resources Director and approved by the Anaheim City Manager.
23.3 22.3 Vacancies in positions above the entry level shall be filled by promotion whenever one one
(1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ qualificationqualifications, record of performance, and seniority, in that order. This provision solely applies to classifications represented by APA and does not prohibit the City from filling classifications (i.e. Police Lieutenants, Detention Facility Manager, etc.) outside the APA bargaining unit, by recruitment or promotional opportunities.
23.3.1 22.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion. Promotions shall be limited to full-time or part-time employees of ANAHEIM.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 22.4 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 any employee organization, sexgender, age, or physical disability, except where sexgender, age, or lack of physical disability is a bona fide occupational qualification.
23.5 22.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment appointments from that list shall normally follow rank order.
23.6 22.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head Chief of Police the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department HeadChief of Police, with the concurrence of the Human Resources Director.
23.6.1 22.6.1 The appropriate Department HeadChief of Police, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 22.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within sixsix (6) months of the employee’s provisional appointment, said provisional appointee shall have his or her employment terminated at the close of the first complete biweekly pay period following the establishing of the eligibility list.
22.8 Appointments to certain grant funded positions as designated by the Anaheim City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the Chief of Police (with the approval of the Human Resources Director and the Anaheim City Manager). In the event that a grant funded appointee fails to complete competitive examinations and/or evaluations and is not appointed to an ANAHEIM funded position during the employee’s period of employment under the grant, said grant funded appointee shall be terminated from ANAHEIM employment.
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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, fairly test the qualifications of candidates.
23.2 Minimum standards of employment for each job class shall be recommended approved by the Human Resources Director and approved by the City ManagerDirector.
23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. 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’ qualification, record of performance, and seniority, in that order.
23.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any employee organization, sex, age, or physical disabilityany protected category under state or federal law, except where sex, age, age or lack of physical disability ability is a bona fide occupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS. Section 1. When the notice of a job vacancy is posted for a position within the classifications enumerated in this Agreement, a copy of the notice will be sent to the Union.
23.1 Section 2. Any employee in the Unit wishing to apply for the posted vacancy must submit his application in writing to the Department of Human Resources by the end of the posting period in order to be considered for the position.
Section 3. Appointments and promotions to positions within the bargaining unit that are in the civil service of the County shall be made according to merit and fitness, to be ascertained, as far as practicable, by competitive evaluations.
Section 4. The Employer shall first take into account the following when considering qualified applicants:
a. seniority
b. training
c. education
d. experience
e. job performance
f. disciplinary action, absenteeism Promotions to construction xxxxxxx will be based on a written test, which shall be conducted as needed. When a construction xxxxxxx’x position becomes available, which would normally be filled based on the written test results, all current construction xxxxxxx shall be provided with the opportunity, based on their seniority, to laterally transfer into the open xxxxxxx’x position. After a reasonable period of time, not to exceed one week, the promotion into the open xxxxxxx’x position shall be based on merit and fitness the written test. This shall in no way limit management’s rights as set forth in Article II. Acting xxxxxxx will rotate among qualified list of individuals with the list similarly generated by written test. With regard to be ascertained so far as practicable by competitive examinations. Examinations an acting xxxxxxx, the Employer 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, fairly test the qualifications of candidates.
23.2 Minimum standards of employment for each job class shall be recommended by the Human Resources Director and approved by the City Manager.
23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. Promotions shall be on a competitive basis except when the Human Resources Director finds that determine the number of employees qualified acting foremen at respective sites and such acting xxxxxxx will be selected from individuals assigned at the respective site based upon that sites test results. Any employee appointed as Acting Xxxxxxx will be paid an amount equal to the then wage for promotion a Construction Xxxxxxx.
Section 5. Any employee may be appointed provisionally to fill a vacancy in a position within the bargaining unit that is insufficient not an entry level position. Within one month of such provisional appointment, the County shall post a notice pursuant to justify competitionthe testing procedure for that position and shall conduct a competitive examination for that position.
Section 6. Appropriate consideration shall be given If an employee is temporarily assigned to promotional candidates’ qualification, record work in a different classification within the bargaining unit for a period of performancemore than forty-five (45) consecutive work days, and senioritythere is no eligible list for that classification, in the County shall conduct a test to create an eligible list for that orderclassification.
23.3.1 Advancement to Section 7. When a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment temporary assignment is to be made to a vacancyhigher classification and an eligible list exists for that classification, the Human Resources Director appointment shall submit be given to the appropriate Department Head employee who is the names highest on the appropriate employment eligible list. Appointments When a temporary assignment is to vacant positions shall be made by the appropriate Department Headto a higher classification, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed and either no eligible list exists for that classification or no employee from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify yard is on the eligibility list as established within sixeligible list, then the County may temporarily assign any employee to that classification.
Appears in 1 contract
Samples: Collective Bargaining Agreement
APPOINTMENTS AND PROMOTIONS.
23.1 17.1 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, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly test the qualifications of candidates.
23.2 17.2 Minimum standards of employment for each job class classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM.
23.3 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-work disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ ' qualification, record of performance, and seniority, in that order.
23.3.1 17.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 17.3.2 Employees will promoted to Fire Engineer or Fire Captain shall be notified at placed in the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part ninth (9th) step of the selection process will be part of the notificationsalary schedule.
23.4 17.3.3 Effective December 12, 2008, employees promoted to Fire Engineer or Fire Captain shall after six (6) months of service in the ninth (9th) step.
17.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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, employees and shall consist of recognized selection techniques, which will, in the opinion of the Human Resources Director, test fairly test the qualifications of candidates.
23.2 15.2 Minimum standards of employment for each job class classification shall be recommended by the Human Resources Director and approved by the City Manager.
23.3 Vacancies 15.3 At such time as the Chief of Police, with concurrence of the Human Resources Director, determines that it is in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are availablebest interests of the City to promote from within, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. Promotions 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’ qualificationqualifications, 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.
23.3.1 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 class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any an employee organization, sexgender, age, or physical disability, except where sexgender, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 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, fairly test the qualifications of candidates.
23.2 Minimum standards of employment for each job class shall be recommended approved by the Human Resources Director and approved by the City Manager.
23.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-disabled employee is placed in such position according to the Vocational Rehabilitation Administration Regulation. 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’ qualification, record of performance, and seniority, in that order.
23.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees will be notified at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational qualification political affiliation or belief, membership in or attitude toward any employee organization, or any protected category under state or federal law, except where age or lack of physical ability is a bona fide occupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times as a department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
APPOINTMENTS AND PROMOTIONS.
23.1 17.1 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, techniques which will, in the opinion of the Human Resources DirectorANAHEIM, test fairly test the qualifications of candidates.
23.2 17.2 Minimum standards of employment for each job class classification shall be recommended established by the Human Resources Director and approved by the City ManagerANAHEIM.
23.3 17.3 Vacancies in positions above the entry level shall be filled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work-work disabled employee is placed in such position according to the Vocational Rehabilitation Administration Administrative Regulation. 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’ ' qualification, record of performance, and seniority, in that order.
23.3.1 17.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 17.3.2 Employees will promoted to Fire Engineer or Fire Captain shall be notified at placed in the time promotional examinations for classifications listed in Appendix “A” are announced. The weights to be assigned to qualification, record of performance, and seniority whenever a management evaluation is to be part ninth (9th) step of the selection process will salary schedule.
17.3.3 Effective December 12, 2008, employees promoted to Fire Engineer or Fire Captain shall after six (6) months of service in the ninth (9th) step be part placed in the tenth (10th) step of the notificationsalary schedule.
23.4 17.4 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 any employee organization, sex, age, or physical disability, except where sex, age, or lack of physical disability is a bona fide occupational occupation qualification.
23.5 17.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job classclassification. At such times as a department Fire Department management evaluation is included in the establishment of a promotional eligibility list, the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall normally follow rank order.
23.6 When an appointment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate Department Head, with the concurrence of the Human Resources Director.
23.6.1 The appropriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate employment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall be established within six (6) months for any regular, full-time position filled by provisional appointment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six
Appears in 1 contract
Samples: Memorandum of Understanding
