Common use of Filling of the Vacant Position Clause in Contracts

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into the vacancy. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfers. All timely filed applications shall be considered in the following sequential order: 1. promotions within the facility of the employing agency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency where the vacancy exists; 4. lateral transfers; 5. unit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's performance evaluation(s) and a review of active disciplinary record(s) within the preceding two (2) years; ability; and agency seniority. Where these criteria are relatively equal, agency seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency seniority shall mean each applicant's agency seniority. The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into the vacancy. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfers. All timely filed applications shall be considered in the following sequential order: 1. promotions within the facility of the employing agency Eemploying Aagency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency Eemploying Aagency where the vacancy exists; 4. lateral transfers; 5. unit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's ’s performance evaluation(s) and a review of active disciplinary record(s) within the preceding two (2) years; ability; and agency seniority. Where these criteria are relatively equal, agency seniority shall be the deciding factor for selection. For purposes of unit-unit- wide consideration, agency seniority shall mean each applicant's ’s agency seniority. The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into the vacancy. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfers. All timely filed applications shall be considered in the following sequential order: 1. promotions within the facility of the employing agency Employing Agency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency Employing Agency where the vacancy exists; 4. lateral transfers; 5. unit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's ’s performance evaluation(s) and a review of active disciplinary record(s) within the preceding two (2) years; ability; and agency seniority. Where these criteria are relatively equal, agency seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency seniority shall mean each applicant's ’s agency seniority. The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into the vacancy. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfers. All timely filed applications shall be considered in the following sequential order: 1. promotions Promotions within the facility of the employing agency Employing Agency where the vacancy exists; 2. internal Internal transfers; 3. promotions Promotions within the employing agency Employing Agency where the vacancy exists; 4. lateral Lateral transfers; 5. unitUnit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's ’s performance evaluation(s) and a review of active disciplinary record(s) within the preceding two (2) three (3) years; ability; and agency state seniority. Where these criteria are relatively equal, agency state seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency state seniority shall mean each applicant's ’s agency state seniority. Any employee with an active discipline greater than a written reprimand issued after October 1, 2015, shall have no rights to grieve The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into within the vacancyemploying Agency where the vacancy exists. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfersapplicants unit-wide. All timely filed applications shall be considered in the following sequential order: 1. promotions Applicants within the facility of the employing agency Employing Agency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency where the vacancy exists; 4. lateral transfers; 5. unitUnit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's ’s performance evaluation(s) and a review of active disciplinary record(s) within the preceding two three (23) years; ability; and agency state seniority. Where these criteria are relatively equal, agency state seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency state seniority shall mean each applicant's agency ’s state seniority. Any employee with an active discipline greater than a written reprimand issued after January 13, 2016, shall have no rights to grieve non-selection. The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into the vacancy. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfers. All timely filed applications shall be considered in the following sequential order: 1. promotions within the facility of the employing agency Eemploying Aagency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency Eemploying Aagency where the vacancy exists; 4. lateral transfers; 5. unit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's ’s performance evaluation(s) and a review of active disciplinary record(s) within the preceding two (2) years; ability; and agency seniority. Where these criteria are relatively equal, agency seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency seniority shall mean each applicant's ’s agency seniority. The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into the vacancy. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfers. All timely filed applications shall be considered in the following sequential order: 1. promotions within the facility of the employing agency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency where the vacancy exists; 4. lateral transfers; 5. unit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's performance evaluation(s) and a review of active disciplinary record(s) within the preceding two (2) years; ability; and agency seniority. Where these criteria are relatively equal, agency seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency seniority shall mean each applicant's agency seniority. The Employer and the Association hereby state a mutual commitment to Affirmative Action in as regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action affirmative action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.

Filling of the Vacant Position. The Employer shall give first consideration to those applicants seeking a promotion into within the vacancyemploying Agency where the vacancy exists. Second consideration shall be given to internal transfers. Lateral transfers shall be given consideration after promotions and internal transfersapplicants unit- wide. All timely filed applications shall be considered in the following sequential order: 1. promotions Applicants within the facility of the employing agency Employing Agency where the vacancy exists; 2. internal transfers; 3. promotions within the employing agency where the vacancy exists; 4. lateral transfers; 5. unitUnit-wide. Employees bidding under 3 through 5 shall have no right to grieve non-selection. If a position is not filled pursuant to paragraph two of 17.04(B) the Employer will give consideration to any Unit 10 member affected by a job abolishment, layoff or institutional closing who at the time of displacement held the same classification (and/or parenthetical subtitle) and meets and is proficient in the minimum qualifications as specified in the classifications specification and position description. Non-Non- selection for positions after said consideration shall not be grievable. The following criteria shall be utilized for consideration when filling vacant positions: qualifications; work record, as reflected by a review of the employee's ’s performance evaluation(s) and a review of active disciplinary record(s) within the preceding two three (23) years; ability; and agency state seniority. Where these criteria are relatively equal, agency state seniority shall be the deciding factor for selection. For purposes of unit-wide consideration, agency state seniority shall mean each applicant's agency ’s state seniority. Any employee with an active discipline greater than a written reprimand issued after January 13, 2016, shall have no rights to grieve non- selection. The Employer and the Association hereby state a mutual commitment to Affirmative Action in regards to job opportunities within the agencies covered by the contract. Therefore, when all other qualifications are relatively equal in the opinion of the Employer, Affirmative Action may be the most qualifying factor. This selection process supersedes and voids the provisions of civil service law as to promotions and transfers in the bargaining unit. If no selection is made from these pools of applicants, the Employer will then consider applicants for original appointment.