Filling Licensed Personnel Vacancies Sample Clauses

Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act) C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 21st Century Partnership, Memorandum of Understanding During the 2018-2019 school year, schools will have the opportunity to develop progressive approaches for improvements to operational effectiveness and efficiencies. In order to meet the District’s overall goals to maximize and increase student achievement and wellbeing, schools will have the opportunity to apply for a 21st Century Partnership. This partnership allows for a school to waive specific policy language for a specific period of time. All partnerships will be subject to review and evaluation. A waiver, which may be initiated by any staff member, must be submitted to the 21st Century Partnership Committee in writing as outlined below:  All waiver requests will be reviewed, approved and jointly submitted by a building principal and AR to the 21st Century Partnership Committee – Attn: CCEA and CCSE at Educational Service Center. A copy should be sent to both CCEA and CCSD.  A statement must be submitted specifically explaining the policy provisions for which the waiver is being requested such as, but not limited to, program implementation, after school tutorials, after school PLCs, etc.  A written rationale for the waiver must explain why it is necessary and how it is linked to increasing student achievement and serving the whole child.  The proposal must include a timeline for implementation and evaluation.  The completed p...
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Filling Licensed Personnel Vacancies. In filling personnel vacancies, interested and qualified teachers in the system will be considered before employing someone from outside the District; however, District needs will be met before considering personal interests. (Cross reference Policy 4115.) There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability. Prior to hiring any person, in accordance with state law, the District shall conduct background checks with the Colorado Department of Education and previous employers regarding an applicant’s eligibility for employment. In all cases where credit reports are used in the hiring process, the District shall comply with the Fair Credit Reporting Act. LEGAL REFS.: 15 U.S.C. 1681 et. seq. (Fair Credit Reporting Act), C.R.S. 00-00-000 (1) (discriminatory and unfair employment practices) CROSS REFS.: AC, Nondiscrimination/Equal Employment Opportunity Revised: June 25, 2013 Adopted: September 9, 2013 Effective: July 1, 2013 Educator Burnout Task Force, Memorandum of Understanding‌ The District and the Association agree to convene a task force for the purpose of understanding the nature and extent of educator burnout experienced in the District. The task force shall be a collaborative committee made up of leaders from Educational Operations, Performance Improvement, Special Populations, Human Resources, and the Association. In order to address concerns associated with educator burnout, the following will happen:
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Related to Filling Licensed Personnel Vacancies

  • VACANCIES AND PROMOTIONS Section 1. The following procedures will be followed in the posting and filling of vacant or newly created permanent positions. The purpose of this system is to inform employees of vacancies and newly created positions and to afford employees who are interested and who feel they qualify an equal opportunity to apply for the vacant or newly created position. It is understood that newly hired employees and employees on a leave of absence for any reason may not have the same period of notice as other employees concerning position vacancies.

  • JOB VACANCIES Vacancies or new positions shall be awarded to the senior employee applicant where the employee currently possesses the necessary capabilities to perform the work. Qualifications for the job shall be posted by the Employer, and the posting shall include the shift and number of hours for the position. No employee shall be eligible to bid on a job vacancy or new position until the employee has worked in the employee's existing job for a minimum of one hundred eighty (180) days. The provisions of the preceding sentence shall not apply when employees bid on vacancies or new positions in the employee's same classification. All vacancies shall be bulletined for a minimum of five (5) calendar days, and notice of the same furnished to the Union at the same time. Each Hospital shall develop a system to ensure that only applicants signing the posting during the five calendar day posting period will be considered. Temporary assignments may be made during such posting period only; provided assignments to a new classification may be on a temporary basis for ten (10) days. If a question arises as to the capability of an employee to perform the employee's duties after the above herein procedure has been used, that question, and any other question incidental thereto pertaining to the employee's classification and rate of pay, shall be settled by mutual agreement between the Employer and the Union. If such questions cannot be so settled, they shall be settled by arbitration as provided in Article 2. In filling vacancies or new positions, senior employees in the classification where the vacancy or new position is located shall be given preference. In the event that the vacant or new position cannot be filled with a qualified employee from that classification then qualified applicants from other classifications within the bargaining unit will be considered based on bargaining unit seniority.

  • Filling Vacancies In the filling of vacancies, new positions, transfers or promotions, appointments shall be made to the employee with the required qualifications, and level of competency and efficiency as required by the position specifications, and where such requirements are equal, seniority shall be the determining factor.

  • PROMOTIONS AND VACANCIES 3.1 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 that is being filled. 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.

  • 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.

  • Filling of Vacancies In the case of any increase in the number of Managers, or of any vacancy in the Board of Managers, the additional Manager shall be appointed by the Beneficial Owner.

  • VACANCIES AND NEW POSITIONS 17.01 The Gallery shall post notice of permanent and temporary job vacancies subject to Article 4 – Temporary Full-Time Employees for a period of seven (7) calendar days before any such job is filled. Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the Gallery will not interview external applicants until applications from existing employees have been reviewed and bargaining unit employees who are qualified in the opinion of the Gallery have been interviewed. Further, the Gallery will notify existing applicants in writing once the successful application is selected.

  • Posting and Filling Vacancies 12.01 For the purposes of this section “working days" means consecutive days, exclusive of Saturdays, Sundays or holidays observed by the Company.

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