Filling Open Positions. Positions determined by the district to be open shall be posted first within the building and then within the district.
Filling Open Positions. At each step in the process, SNS management will provide packets of written information to SNS employees, which will be available in English, Chinese, and Spanish. Employees will be notified of their assignment for the upcoming school year before the end of the current school year.
Filling Open Positions. 18.2.3.1 Positions will be filled based on Seniority, and SNS management will make every effort to assign all employees to their highest ranked choice.
18.2.3.1.1 SNS management will create a list of employees who submitted an Opening and Bidding Form and sorted it in order from highest to lowest seniority. If employees have the same seniority date, the last three digits of their social security number will be used as a tie-breaker with largest three-digit number ranked the highest.
18.2.3.1.2 The employee ranked highest on the list noted above will be assigned to their highest ranked choice with an opening. Then the next person on the list will be assigned to their highest ranked choice with an opening, and this process will be repeated until every employee’s Opening and Bidding Form has been reviewed.
18.2.3.1.3 Employees who are not assigned to one of their choices via the foregoing process will be assigned to an unfilled opening based on seniority and proximity to home. The employee ranked highest on the seniority list will be assigned to the unfilled position that is closest to their home address. The employee with the next highest seniority will be assigned to the unfilled position that is closest to their home, and this process will be repeated until all openings are filled.
18.2.3.2 Before the end of the current school year, SNS management will mail assignments for the upcoming school year to all employees, and will work directly with SNS employees to explore ways to address any concerns about their assignments.
18.2.3.3 SNS management will provide copies of the following to the Union: (1) packets of written information sent to SNS employees; (2) a ranked list of employees who submitted an Openings and Bidding Form that is used to fill openings via the bidding process; (3) a list of employees who did not get assigned to one of their choices via the bidding process; (4) list of all assignment offers from the bidding process; and (5) a list of each worker’s bids.
Filling Open Positions. Positions determined by the district to be open shall be posted to internal and external candidates simultaneously.
Filling Open Positions. Whenever an open position (defined as a set of duties to be performed in an established location on an established shift) occurs, the following procedure will be used to staff that open position;
A. Medical Technologists will be offered the opportunity to volunteer for reassignment to the open positions. The offering will include a description of the position responsibilities, the shift and general hours of work and the percentage of appointment. This information will be communicated to all Clinical Laboratories’ employees via the e-mail system.
B. Medical Technologists may volunteer for reassignment into any open position at, or below their current classification level.
C. Medical Technologists may volunteer for reassignment into an open position at a percentage of appointment less than, greater than or the same as their percentage of appointment.
D. If a voluntary reassignment results in a additional open position(s), up to three employee movements may be evaluated before final voluntary reassignments are made.
E. The voluntary reassignment will be based on combined evaluation of ability, training, experience, job requirements, seniority and impact on laboratory operations and percentage of appointment. Management may decline a volunteer based on the criteria above.
F. The Hospital Human Resources Department will notify the Union Representative of all voluntary reassignments.
G. If no one volunteers for reassignment into the open position, the Hospital will confer with the Union Representative to discuss involuntary reassignment of a Medical Technologist at the same classification level into the open position. Involuntary reassignments will be exercised only when no permanent vacancies (as defined in Article VII, Section 4/1) exist for filling the open position. A combined evaluation of ability, training, experience, qualifications, job requirements, seniority, impact on the laboratory and percentage of appointment will be used to identify an employee for involuntary reassignment.
H. When it is necessary to involuntarily reassign an employee into a different shift and/or a different Laboratory Cost Center (LCC), the employer may determine it is appropriate to move the least senior employee within that particular LCC to the different shift open position and then involuntarily reassign the more senior employee into a same shift open position vacated by the less senior employee.
Filling Open Positions. The Employer will announce all positions to all current employees prior to interviewing any candidates. The appropriate supervisory or management staff will screen applicants and select the top qualified candidate(s) for interviews. Exceptions to posting any given position opening may be made when multiple positions of a similar classification are open (such as with the opening of a new project) and the possibility of lateral transfers into those openings will create new openings in other positions of the same classification. The hiring process may instead consist of a call for all interested employees in that job classification to put in shift and location preferences so all can be considered simultaneously. • Where skill, competence, ability and relevant experience are substantially equal in the opinion of the Employer, preference will be given to internal employees when compared to external candidates with similar qualifications. • Where skill, competence, ability and experience are substantially equal in the opinion of the Employer, seniority shall be the determining factor in reassignment or transfer. • If an employee candidate is not selected for an interview, the employee will be provided with the feedback prior to the hiring decision being announced. • Advertising the position in the community, in order to generate a pool of qualified candidates for the position at discretion of management. In the interest of assisting staff in their career development, an employee who applies for a new position and is not selected will be given an opportunity to receive feedback on the factors that contribute to that decision by the supervisor making the decision.
Filling Open Positions. Tenured teachers within the Association shall have an opportunity to review the open positions and request a voluntary transfer within five school days of the announcement of the position. Voluntary transfers will be considered before any other hiring process begins.
Filling Open Positions. Consistent with the Board's basic purpose of providing a quality education for the children of the District, such vacancies shall be filled by the Board with the most qualified person available. Qualification shall include education, training, and experience. The Board agrees to give full and equal consideration to present staff who apply for vacancies covered by this Agreement and will discuss their interest in the position before interviewing outside candidates to fill the vacancy.
