Common use of Filling Bargaining Unit Vacancies Clause in Contracts

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-wide for not less than seven (7) working days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting, but applications from external applicants for the position shall be held by the Human Resources Office. In instances in which electronic applications are used, they shall be emailed directly to Human Resources. Each shall be forwarded to the chair of the search committee with the appropriate pool. Electronic applications may be used in place of paper applications provided such process is noted in the job advertisement. For any bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the appointing authority shall determine whether a Search Committee shall be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor Agreement. Upon completion of the internal posting period specified above, the department head or chair of the search committee shall evaluate the pool of internal candidates to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: 1) contains at least the number of applicants who meet the posted qualifications as the number of finalists requested by the department/unit head, normally three and never more than five; and 2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head or chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin its review. In the event of multiple vacancies for the same position within the same department, the pool shall be evaluated for sufficiency before the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal pool. The search committee shall normally be composed of from three to seven people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten days of the appointment of a bargaining unit member to the committee of the name of the member. This requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. Every effort shall be made to include diverse representation on the search committee and, where practical, user departments. The department/unit head will not be on the search committee, except in unusual circumstances. The goal of the search committee shall be to identify and recommend the best qualified candidate(s) to the department/unit head. If the department/unit head is not satisfied with the finalists recommended by the search committee, the department/unit head may require that additional qualified candidates, if any, be recommended or that the search be re-opened. The department/unit head shall notify the union of this requirement. If two finalists, one a bargaining unit member and one a non-unit applicant, are equally qualified in the judgment of the department/unit head, the department/unit head shall offer the position to the bargaining unit member. If two or more finalists are bargaining unit members and are, in the judgment of the department/unit head, equally qualified, the department/unit head shall offer the position to the senior bargaining unit member. The search committee shall notify any bargaining unit member whether or not he or she has been recommended as a finalist within three (3) days of the date when the list of finalists is accepted by the department/unit head. Such notice shall be in writing. The department/unit head shall notify bargaining unit members who are finalists that they have not been offered the position within ten (10) days of the date on which the candidate offered the position has accepted. Such notice shall be in writing. The judgment of the appointing authority and/or his or her designee (including the Search Committee) in recommending and/or selecting a candidate for a position shall not be grievable, except where a bargaining unit member who was a finalist can demonstrate through the Grievance and Arbitration Procedure that the appointing authority (or designee) was arbitrary or capricious in selecting a candidate to fill the position who did not satisfy the posted qualifications for the position. In that case, the search shall be reopened. A bargaining unit member who is a finalist and who is not offered the position may meet with the appointing authority (or designee) to discuss the reasons for not being offered the position. A representative of the Union may be present at the meeting.

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-wide for not less than seven (7) working days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting, but applications from external applicants for the position shall be held by the Human Resources Office. In instances in which electronic applications are used, they shall be emailed directly to Human Resources. Each shall be forwarded to the chair of the search committee with the appropriate pool. Electronic applications may be used in place of paper applications provided such process is noted in the job advertisement. For any bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the appointing authority shall determine whether a Search Committee shall be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor Agreement. Upon completion of the internal posting period specified above, the department head or chair of the search committee shall evaluate the pool of internal candidates to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: 1) contains at least the number of applicants who meet the posted qualifications as the number of finalists requested by the department/unit head, normally three and never more than five; and 2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head or chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin its review. In the event of multiple vacancies for the same position within the same department, the pool shall be evaluated for sufficiency before the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal pool. The search committee shall normally be composed of from three (3) to seven (7) people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten (10) days of the appointment of a bargaining unit member to the committee of the name of the member. This requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. Every effort shall be made to include diverse representation on the search committee and, where practical, user departments. The department/unit head will not be on the search committee, except in unusual circumstances. The goal of the search committee shall be to identify and recommend the best qualified candidate(s) to the department/unit head. If the department/unit head is not satisfied with the finalists recommended by the search committee, the department/unit head may require that additional qualified candidates, if any, be recommended or that the search be re-opened. The department/unit head shall notify the union of this requirement. If two (2) finalists, one (1) a bargaining unit member and one (1) a non-unit applicant, are equally qualified in the judgment of the department/unit head, the department/unit head shall offer the position to the bargaining unit member. If two (2) or more finalists are bargaining unit members and are, in the judgment of the department/unit head, equally qualified, the department/unit head shall offer the position to the senior bargaining unit member. The search committee shall notify any bargaining unit member whether or not he or she has been recommended as a finalist within three (3) days of the date when the list of finalists is accepted by the department/unit head. Such notice shall be in writing. The department/unit head shall notify bargaining unit members who are finalists that they have not been offered the position within ten (10) days of the date on which the candidate offered the position has accepted. Such notice shall be in writing. The judgment of the appointing authority and/or his or her designee (including the Search Committee) in recommending and/or selecting a candidate for a position shall not be grievable, except where a bargaining unit member who was a finalist can demonstrate through the Grievance and Arbitration Procedure that the appointing authority (or designee) was arbitrary or capricious in selecting a candidate to fill the position who did not satisfy the posted qualifications for the position. In that case, the search shall be reopened. A bargaining unit member who is a finalist and who is not offered the position may meet with the appointing authority (or designee) to discuss the reasons for not being offered the position. A representative of the Union may be present at the meeting.

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-wide vacant bargaining unit position on the University’s on-­line applicant tracking system for not less than a minimum of seven (7) working business days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting. During the first seven (7) business days of the posting, but applications from external only applicants for the position with a UMass logon and password will be able to apply. Applicants shall be held by provided a place on the Human Resources Office. In instances in which electronic applications are usedapplication to indicate their non-­temporary, they shall be emailed directly benefitted status and to Human Resources. Each shall be forwarded to select the chair name of the search committee with the appropriate pool. Electronic applications may be used in place bargaining unit of paper applications provided such process is noted in the job advertisementwhich they are a member, if applicable. For any the purposes of this section, only non-­temporary, benefitted PSU bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the appointing authority shall determine whether a Search Committee shall members will be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor Agreementconsidered internal applicants. Upon completion of the internal seven (7) day posting period specified above, the department head or chair of the search committee internal pool shall evaluate the pool of internal candidates be evaluated to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: 1) contains at least the number of applicants who meet the posted qualifications as the number of finalists requested by the department/unit head, normally three and never more than five; and 2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head or chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin its review. In the event of multiple vacancies for the same position within the same departmentFor any bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the pool appointing authority shall determine whether a Search Committee shall be evaluated for sufficiency before established to assist in the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal poolsuch vacancy. The search committee shall normally be composed of from three (3) to seven (7) people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten (10) days of the appointment of a bargaining unit member to the committee of the name of the member. This requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. Every effort shall be made to include diverse representation on the search committee and, where practical, user departments. The department/unit head will not be on the search committee, except in unusual circumstances. The goal of the search committee shall be to identify and recommend the best qualified candidate(s) to the department/unit head. If the department/unit head is not satisfied with the finalists recommended by the search committee, the department/unit head may require that additional qualified candidates, if any, be recommended or that the search be re-opened. The department/unit head shall notify the union of this requirementre-­‐opened. If two (2) finalists, one (1) a bargaining unit member and one (1) a non-unit non-­‐unit applicant, are equally qualified in the judgment of the department/unit head, the department/unit head shall offer the position to the bargaining unit member. If two (2) or more finalists are bargaining unit members and are, in the judgment of the department/unit head, equally qualified, the department/unit head shall offer the position to the senior bargaining unit member. The search committee shall notify any bargaining unit member whether or not he or she has been recommended as a finalist within three (3) days of the date when the list of finalists is accepted by the department/unit head. Such notice shall be electronic or in writing. The department/unit head University shall notify bargaining unit members who are finalists that they have not been offered the position within ten (10) days of the date on which the candidate offered the position has accepted. Such notice shall be electronic or in writing. The judgment of the appointing authority and/or his or her designee (including the Search Committee) in recommending and/or selecting a candidate for a position shall not be grievable, except where a bargaining unit member who was a finalist can demonstrate through the Grievance and Arbitration Procedure that the appointing authority (or designee) was arbitrary or capricious in selecting a candidate to fill the position who did not satisfy the posted qualifications for the position. In that case, the search shall be reopened. A bargaining unit member who is a finalist and who is not offered the position may meet with the appointing authority (or designee) to discuss the reasons for not being offered the position. A representative of the Union may be present at the meeting.

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-campus- wide for not less than seven (7) working days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting, but applications from external applicants for the position shall be held by the Human Resources Office. In instances in which electronic applications are used, they shall be emailed directly to Human Resources. Each shall be forwarded to the chair of the search committee with the appropriate pool. Electronic applications may be used in place of paper applications provided such process is noted in the job advertisement. For any bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the appointing authority shall determine whether a Search Committee shall be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor Agreement. Upon completion of the internal posting period specified above, the department head or chair of the search committee shall evaluate the pool of internal candidates to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: 1) contains at least the number of applicants who meet the posted qualifications as the number of finalists requested by the department/unit head, normally three and never more than five; and 2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head or chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin its review. In the event of multiple vacancies for the same position within the same department, the pool shall be evaluated for sufficiency before the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal pool. The search committee shall normally be composed of from three to seven people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten days of the appointment of a bargaining unit member to the committee of the name of the member. This requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. Every effort shall be made to include diverse representation on the search committee and, where practical, user departments. The department/unit head will not be on the search committee, except in unusual circumstances. The goal of the search committee shall be to identify and recommend the best qualified candidate(s) to the department/unit head. If the department/unit head is not satisfied with the finalists recommended by the search committee, the department/unit head may require that additional qualified candidates, if any, be recommended or that the search be re-opened. The department/unit head shall notify the union of this requirement. If two finalists, one a bargaining unit member and one a non-unit applicant, are equally qualified in the judgment of the department/unit head, the department/unit head shall offer the position to the bargaining unit member. If two or more finalists are bargaining unit members and are, in the judgment of the department/unit head, equally qualified, the department/unit head shall offer the position to the senior bargaining unit member. The search committee shall notify any bargaining unit member whether or not he or she has been recommended as a finalist within three (3) days of the date when the list of finalists is accepted by the department/unit head. Such notice shall be in writing. The department/unit head shall notify bargaining unit members who are finalists that they have not been offered the position within ten (10) days of the date on which the candidate offered the position has accepted. Such notice shall be in writing. The judgment of the appointing authority and/or his or her designee (including the Search Committee) in recommending and/or selecting a candidate for a position shall not be grievable, except where a bargaining unit member who was a finalist can demonstrate through the Grievance and Arbitration Procedure that the appointing authority (or designee) was arbitrary or capricious in selecting a candidate to fill the position who did not satisfy the posted qualifications for the position. In that case, the search shall be reopened. A bargaining unit member who is a finalist and who is not offered the position may meet with the appointing authority (or designee) to discuss the reasons for not being offered the position. A representative of the Union may be present at the meeting.

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-wide vacant bargaining unit position on the University’s onFline applicant tracking system for not less than a minimum of seven (7) working business days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting. During the first seven (7) business days of the posting, but applications from external only applicants for the position with a UMass logon and password will be able to apply. Applicants shall be held by provided a place on the Human Resources Office. In instances in which electronic applications are usedapplication to indicate their nonFtemporary, they shall be emailed directly benefitted status and to Human Resources. Each shall be forwarded to select the chair name of the search committee with the appropriate pool. Electronic applications may be used in place bargaining unit of paper applications provided such process is noted in the job advertisementwhich they are a member, if applicable. For any the purposes of this section, only nonFtemporary, benefitted PSU bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the appointing authority shall determine whether a Search Committee shall members will be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor Agreementconsidered internal applicants. Upon completion of the internal seven (7) day posting period specified above, the department head or chair of the search committee internal pool shall evaluate the pool of internal candidates be evaluated to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: 1) contains at least the number of applicants who meet the posted qualifications as the number of finalists requested by the department/unit head, normally three and never more than five; and 2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head or chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin its review. In the event of multiple vacancies for the same position within the same departmentFor any bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the pool appointing authority shall determine whether a Search Committee shall be evaluated for sufficiency before established to assist in the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal poolsuch vacancy. The search committee shall normally be composed of from three (3) to seven (7) people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten (10) days of the appointment of a bargaining unit member to the committee of the name of the member. This requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. Every effort shall be made to include diverse representation on the search committee and, where practical, user departments. The department/unit head will not be on the search committee, except in unusual circumstances. The goal of the search committee shall be to identify and recommend the best qualified candidate(s) to the department/unit head. If the department/unit head is not satisfied with the finalists recommended by the search committee, the department/unit head may require that additional qualified candidates, if any, be recommended or that the search be re-opened. The department/unit head shall notify the union of this requirementreMopened. If two (2) finalists, one (1) a bargaining unit member and one (1) a non-unit nonMunit applicant, are equally qualified in the judgment of the department/unit head, the department/unit head shall offer the position to the bargaining unit member. If two (2) or more finalists are bargaining unit members and are, in the judgment of the department/unit head, equally qualified, the department/unit head shall offer the position to the senior bargaining unit member. The search committee shall notify any bargaining unit member whether or not he or she has been recommended as a finalist within three (3) days of the date when the list of finalists is accepted by the department/unit head. Such notice shall be electronic or in writing. The department/unit head University shall notify bargaining unit members who are finalists that they have not been offered the position within ten (10) days of the date on which the candidate offered the position has accepted. Such notice shall be electronic or in writing. The judgment of the appointing authority and/or his or her designee (including the Search Committee) in recommending and/or selecting a candidate for a position shall not be grievable, except where a bargaining unit member who was a finalist can demonstrate through the Grievance and Arbitration Procedure that the appointing authority (or designee) was arbitrary or capricious in selecting a candidate to fill the position who did not satisfy the posted qualifications for the position. In that case, the search shall be reopened. A bargaining unit member who is a finalist and who is not offered the position may meet with the appointing authority (or designee) to discuss the reasons for not being offered the position. A representative of the Union may be present at the meeting.

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-wide campus-­‐wide for not less than seven (7) working days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting, but applications from external applicants for the position shall be held by the Human Resources Office. In instances in which electronic applications are used, they shall be emailed directly to Human Resources. Each shall be forwarded to the chair of the search committee with the appropriate pool. Electronic applications may be used in place of paper applications provided such process is noted in the job advertisement. For any post the vacant bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Bostonposition, with concurrent notice to the appointing authority union, on the University’s on-­‐line applicant tracking system for a minimum of seven (7) business days. All internal (on-­‐campus, benefited employees) applicants received in the first seven (7) business days shall determine whether form an internal pool of candidates. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting. During the first seven (7) business days of the posting, only applicants with a Search Committee UMass logon and password will be able to apply. Applicants shall be established provided a place on the electronic application to assist in indicate their non-­‐temporary, benefitted status and to select the filling name of such vacancythe bargaining unit of which they are a member, if applicable. This process shall For the purposes of this section, only non-­‐temporary, benefitted PSU bargaining unit members will be evaluated by the parties during negotiations for a successor Agreementconsidered internal applicants. Upon completion of the internal seven (7) day posting period specified above, the department head or chair of the search committee shall evaluate the internal pool shall be evaluated the pool of internal candidates to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: (1) contains at least the number of applicants who that meet the posted qualifications as the number of finalists requested by the department/unit head, normally three 3 and never more than five5; and (2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head Department Head or chair Chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin being its review. If it is determined that the internal pool is not sufficient, the Union shall be so notified and provided with EOD/ODI’s determination, and the list of internal applicants and their applications. In the event of multiple vacancies for the same position within the same department, the pool shall be evaluated for sufficiency before the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal pool. For any bargaining unit vacancy at or below Grade Level 25 at Amherst or Grade Level 28 at Boston, the Appointing Authority shall determine whether a search committee shall be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor agreement. The search committee shall normally be composed of from three (3) to seven (7) people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten (10) days of the appointment of a bargaining unit member to the committee of the name of the member. This requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. Every effort shall be made to include diverse representation on the search committee and, where practical, user departments. The department/unit head will not be on the search committee, except in unusual circumstances. The goal of the search committee shall be to identify and recommend the best qualified candidate(s) to the department/unit head. If the department/unit head is not satisfied with the finalists recommended by the search committee, the department/unit head may require that additional qualified candidates, if any, be recommended or that the search be re-openedre-­‐opened. The department/unit head shall notify the union of this requirement. If two (2) finalists, one (1) a bargaining unit member and one (1) a non-unit non-­‐unit applicant, are equally qualified in the judgment of the department/unit head, the department/unit head shall offer the position to the bargaining unit member. If two (2) or more finalists are bargaining unit members and are, in the judgment of the department/unit head, equally qualified, the department/unit head shall offer the position to the senior bargaining unit member. The search committee shall notify any bargaining unit member whether or not he or she has been recommended as a finalist within three (3) days of the date when the list of finalists is accepted by the department/unit head. Such notice shall be electronic or in writing. The department/unit head University shall notify bargaining unit members who are finalists that they have not been offered the position within ten (10) days of the date on which the candidate offered the position has accepted. Such notice shall be electronic or in writing. The judgment of the appointing authority and/or his or her designee (including the Search Committee) in recommending and/or selecting a candidate for a position shall not be grievable, except where a bargaining unit member who was a finalist can demonstrate through the Grievance and Arbitration Procedure that the appointing authority (or designee) was arbitrary or capricious in selecting a candidate to fill the position who did not satisfy the posted qualifications for the position. In that case, the search shall be reopened. A bargaining unit member who is a finalist and who is not offered the position may meet with the appointing authority (or designee) to discuss the reasons for not being offered the position. A representative of the Union may be present at the meeting.. 14.5 and 14.6 – No changes