Classified Positions Sample Clauses

Classified Positions. There is no direct or mandated computation to quantify the number of classified positions required to support the added demands associated with student growth, or to support existing programs and services. However, recognizing the need exists, due to the demands of new facilities such as those funded through Prop S & N, as well as other workload requirements, there is a provision in this RAF that addresses funding for additional classified positions. The formula allows for a maximum number of new positions, based on the current total number of funded classified FTE and academic FTEF times the funded growth rate percentage. The number of FTE and FTEF is multiplied by a vacancy rate cost and deducted from the unit’s share of growth funds.
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Classified Positions. There is no direct or mandated computation to quantify the number of classified positions required to support the added demands associated with student growth, or to support existing programs and services. However, recognizing the need exists, due to the demands of new facilities such as those funded through Prop S & N, as well as other workload requirements, there is a provision in this RAF that addresses funding for additional classified positions. The formula allows for a maximum number of new positions, based on the current total number of funded classified FTE times the funded growth rate percentage. A credit will be given against the change in total expenditures in the 2000, and 3000 object codes related to newly hired classified positions until the agreed upon base number of full-time equivalent classified positions has been exceeded. At that time there will be a deduction against the 85% portion for all changes in expenditures for the 2000 and 3000 object codes up to the current total number of funded classified FTE times the funded growth rate percentage. The parties agree that the base number of full-time equivalent classified positions is 1,026 based upon the benchmark date of October 2008 in addition to the 30 positions created as a result of the conversion of the SCT contract for a total of 1,056 classified positions.
Sample 1Sample 2
Classified Positions. ‌ The General Manager, or his/her designee, shall recruit and appoint personnel to classified positions. Procedures‌ Vacant positions will be advertised to the public (external applicants) and District employees at the same time, unless it is a promotional position (as determined by the General Manager). The General Manager shall have the final decision on who shall be appointed to fill the vacancy. The District shall use an Examination Board, consisting of up to 4 members (example 3 District employees and 1 non-District employees) selected by the District, to independently rate each candidate. After the interviews are completed, the scores shall be tallied and a list created with each candidate in rank order from highest to lowest score. The General Manager shall select the most qualified candidate meeting the needs of the District.
Sample 1
Classified Positions. The classification system and associated salary scale, a summary of which is set out in Appendix 1 has been developed in consultation with staff to ensure that it:- Covers all designated managers; Provides for the inclusion of RAV’s designated managers whose positions are assessed as having responsibility for managing a major program(s) with organisation-wide cover and impact; is general in application and simple to administer; covers all RAV management positions, and is compatible with RAV’s organisational structure; takes into account RAV’s financial resources and capacity to pay; sets a salary range for minimum duties and skills for each position; ensures each position is classified according to the level of skill and responsibility and that transfer to a different classification only occur with a significant change to scope of the role or a change in position; provides for increments within a classification; contains no overlapping of classification scales in order to give greater clarity around recognising relevant skills per level of responsibility; is transparent and consistently applied; provides for increments within a classification band to be paid upon satisfactory performance. Movement to a higher band is dependent on a salary reclassification process (refer to the Job Evaluation Policy). ensures that no existing staff member will be worse off under the new system.
Sample 1
Classified Positions. Freezer Person" shall be added to the Wage Progression Grid as a classified position at the Forklift Driver wage rate. "Live Receiver with Class 1 License" shall be added to the Wage Progression Grid as a classified position at the Driver, Class 1 wage rate. "Live Receiver without Class 1 License" shall be added to the Wage Progression Grid as a classified position at the Forklift Driver wage rate. "Shipping Dock Clerk" shall be renamed as "Order Picker/Shipper/Receiver."
Sample 1
Classified Positions. Front End Manager Cold Deli Manager Night Crew Manager Photo Lab Manager CAO Manager Dairy Manager Seafood Manager Hot Deli Manager GM Manager (Under $80,000) Grocery Manager Floral Manager Department Managers (Meat, Produce, Assistant Store Manager (where applicable) Bakery Manager (where a "scratch-bakery" operations exists) Head Cashier (where applicable) Assistant Head Cashier (Incumbents only) Head Meat Cutter (where there are three (3) or more Meat Cutters, including the Meat Manager.) General Merchandise/Health and Beauty Care (Incumbents only)
Sample 1
Classified Positions. Front End Manager Cold Deli Manager Night Crew Manager Photo Lab Manager CAO Manager Dairy Manager Seafood Manager Hot Deli Manager Grocery Manager Floral Manager Manager (Under Department Managers (Meat, Produce, Assistant Store Manager (where applicable) Bakery Manager (where a "scratch-bakery" operations exists) Head Cashier (where applicable) Assistant Head Cashier (Incumbents only) Head Meat Cutter (where there are three (3) or more Meat Cutters, including the Meat Manager General and Beauty Care (Incumbents only) The Employer shall have five (5) working days following the expiration posting to The Employer agrees that when a promotion within the bargaining unit takes place the name and seniority of the promoted employee, and the position to which he was promoted, be posted on the bulletin board of the stores within five (5) working days. When a vacancy occurs in a classified position and the vacancy is caused by justified absence for a period in excess of six (6) months, the vacant position will be posted as aforesaid in this Article. When such absent member returns to work, he shall return to his former store and position. Any member promoted as a result of such posting to replace an absent member and who is subsequently displaced by the absent member returning shall be given layoff notice and options as per Article and Letter of Understanding Where no employee possesses the skill and qualifications, the Employer may hire a person from outside the bargaining unit to fill the vacancy. Seniority shall be considered terminated and the employee deemed to have quit if the employee:
Sample 1
Classified Positions. The General Manager, or his/her designee, shall recruit and appoint personnel to classified positions. Procedures‌ Vacant positions will be advertised to the public (external applicants) and District employees at the same time, unless it is a promotional position (as determined by the General Manager). The General Manager shall have the final decision on who shall be appointed to fill the vacancy.
Sample 1

Related to Classified Positions

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • New Position An approved position not reflected in the current year budget complement.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Return to Former Position (a) An employee who has had at least 12 months' continuous service with an employer immediately before commencing part-time employment after the birth or placement of a child has, at the expiration of the period of such part-time employment or the first period, if there is more than one, the right to return to his or her former position. (b) Nothing in Clause 2.4.3(a) shall prevent the employer from permitting the employee to return to his or her former position after a second or subsequent period of part-time employment.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).