Filling of a Vacancy. The Employer agrees to fill vacancies with the most qualified applicants. If, in the Employer’s judgment, applicants are equally qualified, seniority, first within the vacant job category and then second within the bargaining unit, shall be the determining factor. An employee who is awarded a job under the provisions of this Section shall be subject to a trial period according to Section 3 above. During the trial period, an employee shall receive the rate of pay for the job he/she is performing.
Filling of a Vacancy. Positions posted for extended time shall be awarded to the incumbent employee, provided such individual has applied for the position in a timely manner and has not been reassigned to and/or requested an alternative teaching assignment for the upcoming school year which does not have extended time associated with such position. Extended time shall not be granted to any employee who is not in a position requiring such extended time.
Filling of a Vacancy. A. To be eligible for consideration for the vacancy, bargaining unit employees must:
1. Meet the minimum qualifications of the class.
2. Have the present ability and physical fitness to satisfactorily complete the required work activities.
B. Selection among those applicants determined eligible as stated above to fill the vacancy is made in the following order:
1. Employees in the department in which the vacancy occurs.
2. Employees in other departments within the bargaining unit.
C. Where employees are determined qualified within the order of selection indicated above, the top three (3) most senior bargaining unit applicants will be considered. The candidate will be selected from the top three (3) based upon the employee’s prior County/Court work history, past job performance and attendance. Where individuals are equally qualified, the most senior applicant will be selected.
D. In the event of a tie amongst seniority dates:
1. Hourly employees – the hourly employee with the greatest number of hours worked in the prior twelve (12) month period from the date of the applicable action, will be considered the most senior. In the event of a tie amongst the hours, the order of seniority will be determined in alpha order, by last name.
2. Full-time employees – In the event of a tie amongst seniority dates, the order of seniority will be determined in the order of shift bid date. If a shift bid date has not been established, the order of seniority will be determined in alpha order, by last name.
E. If no bargaining unit employee who applies for the vacancy is determined eligible to fill the announced vacancy, the Court may fill such vacancy from outside the bargaining unit. No employee hired from outside the bargaining unit will be hired at a rate of pay higher than the least senior employee in the same classification within the hiring department.
F. Nothing in this Section shall be construed so as to limit the Court’s authority to assign appropriate duties to employees working within their classification.
G. In the event an employee transfers, promotes or status changes from an hourly to a benefit eligible position, the employee will be entitled to accumulated annual, sick, and personal leave upon completion of six (6) months of continuous service as a Court employee. Employment as an hourly employee will count towards the six (6) month period.
Filling of a Vacancy. Any bargaining unit member who files a timely application for a vacancy shall be offered an interview for the vacancy. If the employee is not selected, the Superintendent will notify the employee within ten (10) days after his/her decision.
Filling of a Vacancy. No vacant position shall be filled using any other method than that stated in this Contract.
Filling of a Vacancy. Seniority and qualifications shall govern in the filling of all full-time shift preferences caused by a vacancy.
Filling of a Vacancy. If an employee who applies is not selected, the Superintendent will notify the employee within ten (10) days after his/her decision. 503 Transfer The authority to assign and transfer employees shall be vested solely in the administration. Transfers shall be considered either voluntary or involuntary and shall be subject to the following terms and conditions:
Filling of a Vacancy. 1. Unit members may apply for a position by indicating their interest in writing to the Superintendent or his/her designee by the deadline established in the posting.
2. It shall be the responsibility of the unit member to ensure that the district office has updated copies of all certificates/licensure on file.
3. Any unit member who does not receive a position for which they applied will upon request to the Superintendent be given reasons for the denial and the unit member may record the reasons given by the Superintendent.
4. Vacancies shall be filled by the most qualified candidate based on the following criteria:
a. Job related licenses, endorsements and/or certificates;
b. Overall Performance Ratings (formal and informal evaluations) for the last three evaluation years, if available;
c. Extra-curricular/co-curricular interests;
d. Opportunity for professional growth;
e. Additional coursework related to education;
f. Training and experience;
g. Length of service in the district;
h. Desires of the unit member;
i. The needs of the district.
j. Job requirements of the position as established by the posted job description per Article 6 – Vacancy and Transfers, Section (C)(1)(c).
Filling of a Vacancy. A. To be eligible for consideration for the vacancy, bargaining unit employees must:
1. Have completed the initial probationary period and not be currently serving a trial period as described in Section 20.3.
2. Meet the minimum qualifications of the class.
3. Have the present ability and physical fitness to satisfactorily complete the required work activities.
Filling of a Vacancy. The Director of Human Resources or designee shall determine if a vacancy in a position covered by this Agreement is to be filled through promotion.
A. In cases of promotion to all positions covered by this Agreement, the names of the five (5) permanent employees, both full and part-time, receiving the highest total score (the minimum acceptable promotional test score is 70%) and who are otherwise qualified shall be certified to the appointing officer. Total score shall be based on promotional test scores (written and/or performance as determined by the City) plus one-half (1/2) point for each full year of bargaining unit seniority. Seniority points will be awarded to both full-time and part-time employees based on the date of hire or promotion into the bargaining unit. The Department Head or designee will interview the certified candidates from the job register using a job related criteria assessment system and may select a candidate from such register as long as the assessment system is fully satisfied. An employee who fails to fully satisfy the assessment system, or refuses an interview, or declines appointment will be removed from the eligible register for the duration of that register. An employee, during the application process for transfers and promotions, will be allowed an opportunity to indicate what department or division that they would be willing to accept an interview and appointment. Failure to indicate any department or division preference will mean that the employee is willing to accept an interview and appointment to all applicable departments or divisions for that classification. The City shall maintain separate eligibility registers, by classification, for each department or division of the classification, even though only one test may be given to establish multiple registers. The transfer/promotion eligible register will be in effect for one full year. Should the eligible register be exhausted, the open competitive procedure will be used until one year from the date which the promotion register became effective, at which time the promotion process will be repeated. The Department Head or designee shall provide to each interviewee a copy of the results of their assessment and counseling regarding the interview/assessment. Upon request, the Union President or his/her designee shall be given access to results of the Department Head’s or designee’s assessment of each interviewee. Application procedure shall be the responsibility of the Dire...
