Common use of Filling of Vacant Positions Clause in Contracts

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. 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. The probationary period for members of Management Support/Confidential Group who are reclassified for any reason is six months. 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 recommendation shall be submitted to the Board of Directors for consideration. However, if the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three to five member panel comprised of management team members to consider the reclassification request. The employee shall be able to make a written and verbal justification to the panel. A consultant, specializing in classification studies shall be retained to evaluate the reclassification request and advise the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for consideration.

Filling of Vacant Positions. Section 1. When a position in the bargaining unit is vacant, the position shall be posted in an opening occurs agreed upon location in the Employer/Hospital. Section 2. The posting shall include the number of hours, shift, job title, department/clinical unit, and qualifications for the position and sufficient information to adequately describe the vacancy. The notice shall remain posted for a position that is not included in period of seven (7) calendar days. An employee, within the Personnel Advancement Policyseven (7) day posting period, employees may compete on file an open/promotional basis. Employees must meet the minimum qualifications to proceed electronic application through the recruitment and testing processEmployer’s applicant tracking system. Section 3. At During the conclusion posting period, the Employer/Hospital will determine if there are members of the formal recruitment bargaining unit who are on layoff and testing process administered by Human Resourcesare eligible for recall to the posted position. If there are employees on layoff who are eligible for recall (e.g., an eligibility to a position which is in their job title, category of employment, salary grade and shift) to the posted position, the individual(s) shall be added to the list of candidates will be preparedbidders, as though they applied for the position. Section 4. 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 Selection of the salary range successful bidder shall be completed by the appropriate manager within fourteen (14) days 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. 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. The probationary period for members of Management Support/Confidential Group who are reclassified for any reason is six months. 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 personnelposting period. If an employee has reason to believe that in the bargaining unit is selected, the employee selected shall be given two (2) calendar days from the employee’s receipt of the notification of his/her duties and responsibilities are being performed outside selection to accept the position. Failure to respond within the time specified shall constitute a rejection of the employee’s class description so position. Section 5. Upon request by an unsuccessful candidate, the Employer/Hospital shall advise the unsuccessful candidate in writing as to justify a reclassification, why they did not qualify for the employee may submit that evidence in writing, through his/her Department Director to posted position. The Employer will also notify the Human Resources Manager. Upon receipt Union of the requestsuccessful bidder, including the Human Resources Manager posting number, budgeted hours, hourly wage, and hours of work/shift. Section 6. The Employer/Hospital will first attempt to fill bargaining unit vacancies from within the bargaining unit. When qualifications and the ability to do the work are relatively equal, seniority will be the determining factor. The employer retains the discretion to determine qualifications and the ability to do the work. Such discretion shall evaluate the written request with the Department Director and render not be exercised in an appropriate recommendationarbitrary or capricious manner. If the recommendation is that a reclassification is appropriate, then that recommendation Qualifications shall be submitted to defined as the Board of Directors for consideration. However, if minimum education and experience and related job requirements set forth in the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three to five member panel comprised of management team members to consider the reclassification requestapplicable job description. The eligible employee shall be able to make have a satisfactory work record including: performance evaluations and the absence of a written warning given within the last six (6) months and verbal justification to the panel. A consultant, specializing in classification studies shall be retained to evaluate absence of a final written warning given within the reclassification request and advise the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for consideration.last twelve

Filling of Vacant Positions. When an opening occurs In the recruitment, selection, appointment and transfer to positions within the District, it is the policy of the Board of Education to recruit, select, appoint and transfer from within the ranks of its employees whenever practicable. Vacancies shall be defined for purposes of this Agreement as a posted position that is not included presently unfilled, currently filled but which will open in the Personnel Advancement Policyfuture, or a new position. When the Board decides to fill a vacancy, it will post the position announcement for ten (10) consecutive working days on the Human Resources bulletin board. The position announcement will be sent to all staff via district e-mail. Additionally the position is posted on the Xxxxxx Intermediate School District website. The Board shall furnish the Union Stewards with a copy of each job posting. An employee desiring to fill a posted job vacancy shall submit an on-line application on the Xxxxxx Intermediate School District website. The Notice of Vacancy will specify the classification title, salary range, and qualifications required of the applicant. The Employer will make every effort to fill vacant positions as soon as practicable after posting. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: 1. The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability and experience. 2. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally qualified candidates are internal, the employee with the most seniority shall be offered the position. The Board will not bypass Unit members who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. To the extent permitted by law, the parties agree that the Board's affirmative action policy may be considered in the selection of all personnel. All employees may compete on meeting the posted qualifications will be interviewed. At the employee's request, the Assistant Superintendent of Human Resources or his/her designee will meet with an open/promotional basisemployee who has not been selected and explain the Board's reason for non-selection, subject to the Board's responsibility to not divulge confidential or otherwise privileged information. Employees must meet on a new job (but who have completed a probationary period within the minimum qualifications to proceed through bargaining unit) are considered on a trial period in the recruitment and testing processnew job for three hundred sixty (360) working hours. At During or at the conclusion of the formal recruitment trial period an employee may be reassigned to their old position, or a comparable one, without prejudice, should their work prove to be unsatisfactory or if the affected employee so requests. This trial period in the new job does not interrupt accrual of seniority. During the period of time that the Board is going through the recruitment, selection/appointment process and testing process administered the trial period (as defined above), the vacancy may be filled on an interim basis by Human Resources, a temporary employee. When a substitute employee is filling a position for an eligibility list of candidates will be prepared. A District manager or incumbent and the incumbent terminates his/her designated representative will interview all internal candidates on employment with the eligible list. Should it become necessaryDistrict, 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, substitute employee may be appointed at any step of eligible to vie in the salary range of the classificationselection and appointment process for that vacancy. 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 substitute 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. 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 temporary employee will be considered prior to any other recruitment activity. The probationary period for members of Management Support/Confidential Group who a permanent vacancy when posted and there are reclassified for any reason is six months. 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 reclassificationinternal applicants, the employee may submit that evidence in writing, through his/her Department Director to the Assistant Superintendent of Human Resources Manager. Upon receipt of the request, the Human Resources Manager shall evaluate the written request will meet and confer with the Department Director and render an appropriate recommendation. If the recommendation is that a reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for consideration. However, if the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three to five member panel comprised of management team members to consider the reclassification request. The employee shall be able to make a written and verbal justification to the panel. A consultant, specializing in classification studies shall be retained to evaluate the reclassification request and advise the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for considerationUnion over this decision.

Filling of Vacant Positions. Section 1. When a position in the bargaining unit is vacant, the position shall be posted in an opening occurs agreed upon location in the main Employer/Hospital and at each location where bargaining unit employees work. Section 2. The posting shall include the number of hours, shift, job title, department/clinical unit, and qualifications for the position and sufficient information to adequately describe the vacancy. The notice shall remain posted for a period of seven (7) calendar days. An employee, within the seven (7) day posting period, may apply for the job vacancy. Section 3. During the posting period, the Employer/Hospital will determine if there are members of the bargaining unit who are on lay off and are eligible for recall to the posted position. If there are employees on lay off who are eligible for recall (e.g., to a position that which is in their job title, category of employment, salary grade and shift) to the posted position, the individual(s) shall be added to the list of bidders, as though they applied for the position. Section 4. Selection of the successful bidder shall be completed by the appropriate manager within fourteen (14) days of the close of bidding. The employee selected shall be given two (2) calendar days from the notification of his/her selection to accept the new position. Failure to respond within the time specified shall constitute a rejection of the new position. Should the selected employee be unavailable for notification, the fourteen (14) day selection period shall be extended until the second (2nd) day after such employee is available. Section 5. The Employer/Hospital shall advise all unsuccessful candidates in writing as to why they did not included in qualify for the Personnel Advancement Policyposted position. The Employer will also notify the Union of the successful bidder, employees may compete on an open/promotional basisincluding the posting number. Section 6. Employees must The vacancy shall be filled from within the bargaining unit by seniority from among qualified bidders. Qualifications shall be defined as the ability to meet the minimum qualifications to proceed through position requirements as defined in the recruitment applicable job description, together with a satisfactory work record including: performance evaluations and testing processthe absence of a written warning given within the last six (6) months. Section 7. At An employee who bids on and is accepted into a critical care (ICU/ CCU) unit must satisfactorily complete the conclusion critical care courses within one year of entry into the formal recruitment unit. Section 8. If there are no qualified bidders, no employees eligible for recall, or no employees who accept recall for the position within the bargaining unit, the Employer/Hospital may seek qualified employees from any available source. If after the first seven (7) days of posting the Employer has both late internal bidders and testing process administered by Human Resourcesexternal applicants, an eligibility list of candidates hiring preference will be prepared. A District manager or his/her designated representative will interview all given to the most senior, qualified late internal candidates on bidder unless an offer has been extended to 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 Resourcesoutside applicant. In the event that a vacancy occurs or exists and the possibility of layoffs exists due to the elimination of a position or positionsthere are no qualified external candidates, management may limit recruitment. The District agrees to notify the Management Support/Confidential Group of this occurrenceno late internal bidders, and the parties agree Employer/ Hospital determines that the vacant position must be filled, the most senior employee from within the bargaining unit who bid on said position and did not possess the required qualifications shall be offered the job, including the training and/or education needed to meet and conferperform the stated job requirements. Section 9. All individuals eligible The successful bidder shall be required to serve a trial period of sixty (60) days in the same classification)new position during which the employee is actually at work. a.) If at any time during the trial period the successful bidder does not meet satisfactory performance requirements, who are not on probation, and who submit applications to the Human Resources Office he/she will be interviewed by the Department Director or returned to his/her designated representatives when original position or one of the same category and shift if such a vacancy exists and exists. Employees displaced under this section shall be placed in a position according to Article 53, Xxxxxx & Xxxxxx. b.) If the employee fails to successfully complete the training/education for the new position, the individual will be considered prior eligible to any other recruitment activity. The probationary period reapply for members of Management Support/Confidential Group who are reclassified for any reason a position with the same requirements after twelve (12) months. c.) If a successful bidder is six months. The District is responsible for determining dissatisfied during the methodstrial period, meanssuch employee may, and personnel by which District operations are conducted includingwithin twenty-one (21) calendar days, but not limited to, classifying and reclassifying personnel. If an employee has reason return to believe that his/her duties original position, if vacant, or shall be placed according to the layoff and responsibilities recall procedure except that they shall not be allowed to bump. Section 10. Nursing personnel may not be accepted for posted vacant positions until they are being performed outside licensed. Section 11. Probationary employees shall not be permitted to bid except for positions within their job classification and department/clinical unit, or a position that would provide for a status change. For purposes of this section, probationary employees hired from any position within the employee’s class description so as Employer/Hospital shall have their seniority determined from their most recent date of hire with the Employer/Hospital. Section 12. A successful bidder may not be accepted into another posted vacant position for a minimum of six (6) months unless the position provides for an increase in hours or no other employee from within the bargaining unit has applied for the position. Section 13. Any employee with seniority, who applies for and is placed in a temporary position, shall continue to justify a reclassification, the employee may submit that evidence in writing, through accrue seniority and all benefits and shall maintain his/her Department Director to category of employment. At the Human Resources Manager. Upon receipt expiration of the requesttemporary position, such employee shall return to his/her previous position, if vacant, or be placed in accordance with the recall procedure. Section 14. Should an employee in a regular position be selected to fill a temporary position in his/her same department, that individuals’ regular position may then be filled by the Employer/Hospital on a temporary basis from any available source. Should an employee in a regular position be selected to fill a temporary position in another department, the Human Resources Manager manager of the employee shall evaluate have the written request with option of filling the Department Director and render an appropriate recommendationvacated position on a temporary basis from any available source or filling the position as outlined in Sections 1.–10. If the recommendation is that a reclassification is appropriate, then that recommendation above. Section 15. The process provided below shall be submitted utilized when temporary positions become available that are expected to the Board of Directors last thirty (30) calendar days or more. a.) Postings for consideration. However, if the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three temporary position to five member panel comprised of management team members to consider the reclassification request. The employee be filled shall be able to make a written and verbal justification to the panel. A consultant, specializing made in classification studies designated areas near regular postings. b.) Postings shall be retained made for temporary positions of thirty (30) days or more provided the temporary position is vacant. c.) Positions will be posted for a minimum of three (3) calendar days. d.) The Employer/Hospital may select from among qualified regular employees who have expressed interest. e.) In order to evaluate be eligible for selection an employee must be available to begin in the reclassification request and advise position on the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for considerationdate needed.

Filling of Vacant Positions. When an opening occurs In the recruitment, selection, appointment and transfer to positions within the District, it is the policy of the Board of Education to recruit, select, appoint and transfer from within the ranks of its employees whenever practicable. Vacancies shall be defined for purposes of this Agreement as a posted position that is not included presently unfilled, currently filled but which will open in the Personnel Advancement Policyfuture, or a new position. When the Board decides to fill a vacancy, it will post the position announcement for ten (10) consecutive working days on the Human Resources bulletin board. The position announcement will be sent to all staff via district e- mail. Additionally, the position is posted on the Xxxxxx Intermediate School District website. The Board shall furnish the Union Stewards with a copy of each job posting. An employee desiring to fill a posted job vacancy shall submit an on-line application on the Xxxxxx Intermediate School District website. The Board The Notice of Vacancy will specify the classification title, salary range, and qualifications required of the applicant. The Employer will make every effort to fill vacant positions as soon as practicable after posting. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: 1. The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability and experience. 2. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally qualified candidates are internal, the employee with the most seniority shall be offered the position. The Board will not bypass Unit members who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. To the extent permitted by law, the parties agree that the Board's affirmative action policy may be considered in the selection of all personnel. All employees may compete on meeting the posted qualifications will be interviewed. At the employee's request, the Assistant Superintendent of Human Resources or his/her designee will meet with an open/promotional basisemployee who has not been selected and explain the Board's reason for non-selection, subject to the Board's responsibility to not divulge confidential or otherwise privileged information. Employees must meet on a new job (but who have completed a probationary period within the minimum qualifications to proceed through bargaining unit) are considered on a trial period in the recruitment and testing processnew job for three hundred sixty (360) working hours. At During or at the conclusion of the formal recruitment trial period an employee may be reassigned to their old position, or a comparable one, without prejudice, should their work prove to be unsatisfactory or if the affected employee so requests. This trial period in the new job does not interrupt accrual of seniority. During the period of time that the Board is going through the recruitment, selection/appointment process and testing process administered the trial period (as defined above), the vacancy may be filled on an interim basis by Human Resources, a temporary employee. When a substitute employee is filling a position for an eligibility list of candidates will be prepared. A District manager or incumbent and the incumbent terminates his/her designated representative will interview all internal candidates on employment with the eligible list. Should it become necessaryDistrict, 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, substitute employee may be appointed at any step of eligible to vie in the salary range of the classificationselection and appointment process for that vacancy. 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 substitute 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. 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 temporary employee will be considered prior for a permanent vacancy when posted and there are internal applicants, the Assistant Superintendent of Human Resources will meet and confer with the Union over this decision. Nothing in this agreement shall prevent the board from offering incentives to attract new employees for hard-to-fill bargaining unit positions. Such incentives may include, but shall not be limited to: signing bonuses, reimbursement for moving expenses and any other recruitment activity. The probationary period for members of Management Support/Confidential Group who are reclassified for any reason is six months. The District is responsible for determining incentives as deemed appropriate by the methods, means, and personnel by which District operations are conducted including, but not limited to, classifying and reclassifying personnelboard. If an a current bargaining unit member refers a new employee has reason to believe the ISD and that his/her duties and responsibilities are being performed outside employee is hired, the current bargaining unit member who made the referral will be eligible for a $100 recruitment bonus to be paid within 90 days of the new employee’s class description so as start date and a second $100 recruitment bonus if the new employee returns to justify employment at the ISD for a reclassification2nd year, to be paid within 90 days from the employee may submit that evidence in writing, through his/her Department Director to the Human Resources Manager. Upon receipt first day 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 recommendation shall be submitted to the Board second year of Directors for consideration. However, if the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three to five member panel comprised of management team members to consider the reclassification request. The employee shall be able to make a written and verbal justification to the panel. A consultant, specializing in classification studies shall be retained to evaluate the reclassification request and advise the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for considerationemployment.

Filling of Vacant Positions. When an opening occurs In the recruitment, selection, appointment and transfer to positions within the District, it is the policy of the Board of Education to recruit, select, appoint and transfer from within the ranks of its employees whenever practicable. Vacancies shall be defined for purposes of this Agreement as a posted position that is not included presently unfilled, currently filled but which will open in the Personnel Advancement Policyfuture, or a new position. When the Board decides to fill a vacancy, it will post the position announcement for ten (10) consecutive working days on the Human Resources bulletin board. The position announcement will be sent to all staff via district e-mail. Additionally the position is posted on the Xxxxxx Intermediate School District website. The Board shall furnish the Union Stewards with a copy of each job posting. An employee desiring to fill a posted job vacancy shall submit an on-line application on the Xxxxxx Intermediate School District website. The Notice of Vacancy will specify the classification title, salary range, and qualifications required of the applicant. The Employer will make every effort to fill vacant positions as soon as practicable after posting. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: 1. The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability and experience. 2. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally qualified candidates are internal, the employee with the most seniority shall be offered the position. The Board will not bypass Unit members who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. To the extent permitted by law, the parties agree that the Board's affirmative action policy may be considered in the selection of all personnel. All employees may compete on an open/promotional basis. Employees must meet meeting the minimum posted qualifications to proceed through the recruitment and testing processwill be interviewed. At the conclusion of the formal recruitment and testing process administered by Human Resourcesemployee's request, 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. 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 designee will meet with an employee who has not been selected and explain the Board's reason for non-selection, subject to the Board's responsibility to not divulge confidential or otherwise privileged information. Employees on a new job (but who have completed a probationary period within the bargaining unit) are considered on a trial period in the new job for three hundred sixty (360) working hours. During or at the conclusion of the trial period an employee may be reassigned to their old position, or a comparable one, without prejudice, should their work prove to be unsatisfactory or if the affected employee so requests. This trial period in the new job does not interrupt accrual of seniority. During the period of time that the Board is going through the recruitment, selection/appointment process and the trial period (as defined above), the vacancy exists may be filled on an interim basis by a temporary employee. When a substitute employee is filling a position for an incumbent and the incumbent terminates his/her employment with the District, the substitute employee may be eligible to vie in the selection and appointment process for that vacancy. If a substitute or temporary employee will be considered prior to any other recruitment activity. The probationary period for members of Management Support/Confidential Group who a permanent vacancy when posted and there are reclassified for any reason is six months. 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 requestinternal applicants, the Human Resources Manager shall evaluate the written request Director will meet and confer with the Department Director and render an appropriate recommendation. If the recommendation is that a reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for consideration. However, if the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three to five member panel comprised of management team members to consider the reclassification request. The employee shall be able to make a written and verbal justification to the panel. A consultant, specializing in classification studies shall be retained to evaluate the reclassification request and advise the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for considerationUnion over this decision.

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 necessarycandidates, external candidates in rank order, on the eligible list and will then be interviewed in rank order until make a selection is made among amongst those candidates interviewedcandidates. 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. 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. The probationary period for members of Management Support/Confidential Group who are reclassified for any reason is six months. 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 recommendation shall be submitted to the Board of Directors for consideration. However, if the recommendation is that further information is needed or the reclassification is not clearly justified, the Human Resources Manager will set up a three to five member panel comprised of management team members to consider the reclassification request. The employee shall be able to make a written and verbal justification to the panel. A consultant, specializing in classification studies shall be retained to evaluate the reclassification request and advise the panel. The panel shall be overseen by the Human Resources Manager. If the determination of the panel is that reclassification is inappropriate, that determination shall be final and not subject to grievance. If the recommendation of the panel is that reclassification is appropriate, then that recommendation shall be submitted to the Board of Directors for consideration.