Filling of Vacant Positions. 1. All vacancies within the bargaining unit other than Maintenance Worker I, Customer Services Representative I, Office Assistant, Water Efficiency Specialist I, and Mail/Supply Clerk, shall be posted in-house for five (5) working days prior to external recruitment efforts.
Filling of Vacant Positions. Unless otherwise specified in the collective agreement, vacant positions are filled on the basis of seniority by regular employees of the bargaining unit who have submitted applications in accordance with clause 13.11. However, regular employees who have submitted their applications under clauses 53.08 and 53.12 will first be offered the vacant positions.
Filling of Vacant Positions. In filling vacant custodian positions, the District and the Union agree to the following:
Filling of Vacant Positions. Where during a trial period, a successful applicant voluntarily returns or is returned by the Hospital to his former position, the position will not be re- posted, but will be offered to the next most senior of the original applicants able to meet the normal requirements of the job. The original applicant list will expire sixty (60) days from the date of the commencement of the initial successful candidate in the new position.
Filling of Vacant Positions. 1. All vacancies within the bargaining unit, other than Hydro Utility Worker I, shall be posted in-house for five (5) working days prior to external recruitment efforts.
Filling of Vacant Positions. The City retains the sole and exclusive right to determine when and if a vacant position will be filled. Such decision shall not be subject to grievance or arbitration.
Filling of Vacant Positions. (a) Job Postings When a position of four (4) months duration or longer in the bargaining unit is vacant or newly created, the Employer shall provide the Union President with a copy of the Job Posting and post notice of the position on the Employer's designated bulletin boards for a minimum of ten (10) working days in order that all members will know about the position and be able to make written application. The posting shall indicate that the position is open to both male and female appli- cants and shall contain the following information: Nature of position, qualifications required, hours of work, rate of pay and posting period. In the case of an increase in hours of more than one (1) hour per week, the position will be posted. Where an employee is working less than full-time and additional temporary hours of less than four (4) months duration in their position become available, the employee will be offered such hours. Positions of employees whose hours have been reduced and are subsequently increased will not be posted. An employee who is going to be absent from the workplace for an extensive period for any reason, may leave a written request to be considered for any vacancies within any department or job classification should they occur during the employee's absence. A decision to fill or not to fill a position will be made within one month of the vacancy occurring. If the decision is made to fill a position, the appointment will be announced within one month of the close of the posting. Such announcements will be in the form of electronic mail. Employees will receive the new rate of pay at the time of filling the position or fifteen (15) working days from the date of his/her appointment, whichever first occurs. Vacancies that are going to be filled will be posted within ten (10) working days of the de- cision to fill being made. Auxiliary positions will be converted to ongoing positions subject to the following criteria:
Filling of Vacant Positions. When an opening occurs for a position that is not included in the Personnel Advancement Policy, employees may compete on an open/promotional basis. Employees must meet the minimum qualifications to proceed through the recruitment and testing process. At the conclusion of the formal recruitment and testing process administered by Human Resources, an eligibility list of candidates will be prepared. A District manager or his/her designated representative will interview all internal candidates on the eligible list. Should it become necessary, external candidates on the eligible list will then be interviewed in rank order until a selection is made among those candidates interviewed. The successful candidate, either internal or external, may be appointed at any step of the salary range of the classification. If placement is above Step A, justification for advanced placement must be approved by the respective Department Director and Human Resources. In the event that a vacancy occurs or exists and the possibility of layoffs exists due to the elimination of a position or positions, management may limit recruitment. The District agrees to notify the Management Support/Confidential Group of this occurrence, and the parties agree to meet and confer. Lateral Transfers All individuals eligible (in the same classification), who are not on probation, and who submit applications to the Human Resources Office will be interviewed by the Department Director or his/her designated representatives when a vacancy exists and will be considered prior to any other recruitment activity. Probationary Period The probationary period for members of Management Support/Confidential Group who are reclassified for any reason is six months. Reclassification Requests The District is responsible for determining the methods, means, and personnel by which District operations are conducted including, but not limited to, classifying and reclassifying personnel. If an employee has reason to believe that his/her duties and responsibilities are being performed outside of the employee’s class description so as to justify a reclassification, the employee may submit that evidence in writing, through his/her Department Director to the Human Resources Manager. Upon receipt of the request, the Human Resources Manager shall evaluate the written request with the Department Director and render an appropriate recommendation. If the recommendation is that a reclassification is appropriate, then that recommendat...
Filling of Vacant Positions. See also CLA Article 18 - Prior to the initiation of any 19 open competitive process to fill a vacant bargaining unit position, the County will provide notice of 20 the vacancy to all regular employees within the classification within the bargaining unit. Any regular 21 employee in the bargaining unit holding a position within the same classification as that of the vacant 22 position will be given the opportunity to apply for the position. The appointment will be made to the 23 applicant who the County determines has the knowledge, skills and ability to fill the position. Where 24 the knowledge, skills and ability of the applicants are equal, the position will be awarded on the basis 25 of classification seniority. This provision is not applicable to employees who hold a different 26 employment status (i.e., part-time and full-time) than that of the vacant position in the classification. 27
Filling of Vacant Positions. See also CLA Article 18 and the following: 5 Any employee of the bargaining unit holding a position within the same classification as that 6 of the vacant position will be given the opportunity to apply for the position. The appointment will 7 be made to the applicant who the County determines has the knowledge, skills and ability to fill the 8 position. Where the knowledge, skills and ability of the applicants are equal, the position will be 9 awarded on the basis of classification seniority. This provision is not applicable to employees who 10 hold a different employment status (i.e., part-time and full-time) than that of the vacant position in the 11 classification.
