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. 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 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. Disciplinary Procedure

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. 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 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. Disciplinary Procedure.

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 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. Disciplinary Procedure.