Common use of Filling Vacancies Clause in Contracts

Filling Vacancies. ‌ In selecting an employee for the vacant position, the Board shall use the following procedures: 1. Payroll administrator positions may be awarded to internal applicants if it is determined that the applicant meets the prerequisites of the position, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the position. 2. Executive assistants may be awarded a position based on the principal’s or supervisor’s consideration of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department. 3. All other vacant positions shall be offered first to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting an employee a) FRNP will fill internal vacancies within classifications via group seniority within that classification first before Recall and then Job Bid. b) FRNP shall fill vacancies for positions in the following order: (1) Recall: A. Those qualified USW Local 550 represented employees in the same classification as the vacancy exist that were involuntarily laid off who accepted a position in a lower class in order of seniority. B. Those qualified USW Local 550 represented employees in the same job classification as the vacancy exist on the recall list that were involuntarily laid off from FFS, LSRS or FRNP, at Paducah in order of seniority. C. Those qualified USW Local 550 represented employees in classifications other than the one the vacancy exists in on the recall who were laid off from FRNP at Paducah in order of bargaining unit seniority. D. Those qualified USW Local 550 represented employees laid off or notified of a layoff at Paducah by USEC and other DOE contractors or subcontractors at Paducah in order of bargaining unit seniority. E. Those qualified USW represented employees laid off at Portsmouth who apply for the vacant positionvacancy, and who are covered under Section 3161 of the Board shall use FY 93 Defense Authorization Act. F. Those qualified employees who were former employees of any other DOE contractor or subcontractor at other Department of Energy facilities and who are covered under Section 3161 of the following procedures:FY 93 Defense Authorization Act. 1. Payroll administrator positions may (2) Job Bid: FRNP will post vacancies in classifications covered by this Agreement to provide job bid opportunity. A. Positions will be posted a minimum of ten (10) calendar days. B. The job bid opportunity is limited to employees of FRNP, at Paducah. C. Job bids will be awarded to internal applicants if the most senior qualified bidder from within a lower job classification. D. An employee selected to fill a new job or vacancy will be given reasonable time, not more than thirty (30) days, with proper instructions, to learn the specific tasks required on the job before final decision is made of his potential to perform the full scope of the job adequately. E. If it is determined that evident before the applicant meets the prerequisites end of the positionthirty (30) day period that he is not capable or does not possess the potential of handling or performing the full scope of the new job adequately, which may includehe shall be entitled to return to his former job with his former status. c) Prior to filling vacancies, but are not limited toFRNP shall consult with the USW Local 550 concerning the availability of employees on the FLUOR, scoring a proficient level on Microsoft Excel and Microsoft WordLSRS or LSRS subcontractors (or environmental remediation contractor) at Paducah, filingS&S, analytical testing provided by outside employment servicesor S&S subcontractors (or infrastructure contractor) at Paducah, BWCS (or DUF-6 contractor) at Paducah, recall list, and preferably have two or more years those eligible under Section 3161 of experience the FY 93 Defense Authorization Act. d) In filling vacancies, FRNP shall provide a right of first refusal in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeepingorder of bargaining unit seniority for available work within the classification for which the displaced employee can qualify. A two year college degree If no qualified employees can be obtained in a timely manner from (a) - (b) above, FRNP may hire qualified employees from any source. FRNP and USW Local 550 will work cooperatively to resolve questions and issues related field is to the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the positionapplication this Section 4. 2. Executive assistants may be awarded e) FRNP will maintain a position based on recall list in the principal’s or supervisor’s consideration order of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(sseniority of all laid off USW Local 550 represented employees covered in Paragraphs (b) within the department(1)- (B&C) above. 3. All other vacant positions shall be offered first to the f) USW Local 550 will maintain recall lists for those qualified employee(sUSW Local 550 represented employees in Paragraph (b) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild(1) - (D) above. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting Section 1. When an employee entry level position within the department covered by this AGREEMENT becomes vacant the Sheriff shall notify the Missoula County Human Resources Department who shall promptly open up recruitment for the position, including placement of appropriate advertisements. Section 2. All appointments, including new hires and promotions, shall be based on merit principles. Positions covered by this AGREEMENT open for promotion shall be filled by qualified persons within the bargaining unit when such persons are interested in and, are capable of performing the duties of the vacant position. Section 3. All new appointments to positions in the bargaining unit shall be on a probationary basis for a period of one (1) year. Employees serving a probationary period will either attain regular status at the end of the probationary period or will be terminated by the Sheriff with or without cause and without recourse. Section 4. A promoted employee shall be required to serve a new trial period of six (6) months, except that the Sheriff or his designee may extend such trial period for up to an additional six (6) months. Promoted employees shall be evaluated at the end of each three (3) month period. In the event the promoted employee does not satisfactorily complete the trial period, the Board employee will be reverted to a position with a rank and rate of pay commensurate to that enjoyed by the employee before the promotion. Section 5. When a position allowing for promotion or transfer within the department covered by this AGREEMENT becomes vacant the Sheriff shall use notify the following procedures: 1. Payroll administrator positions may be awarded to internal applicants if it is determined that the applicant meets the prerequisites of Missoula County Human Resources Department who shall promptly open up recruitment for the position, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment servicesdevelop the posting, and preferably post the notice of such vacancy on a bulletin board designated for such purposes at least seven (7) days, excluding Saturdays, Sundays and holidays, prior to filling such vacancy. When any additional duty assignment as listed in Article 29 or similar specialized duty assignment that does not include additional compensation is to be made, the Sheriff shall have two or more years Human Resources post a notice as described previously in this section. Section 6. The Human Resources department shall accept applications for all posted vacancies and promotions and ensure all candidates meet the minimum qualification requirements stated in the job description. After completion of experience in either payroll or bookkeepinginitial screening and the department’s selection processes, a list of qualified applicants shall be referred to the Sheriff, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is his designee, who shall make the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the positionfinal selection. 2Section 7. Executive assistants may The Sheriff or selection committee shall establish selection criteria and a selection process prior to posting the position or additional duty assignment. Information on the selection process will be awarded a position included in the posting. Examples of selection criteria and process activities include:  written,  oral interviews or assessment center examinations,  practical exercises,  seniority,  experience,  education,  training,  relative ability,  or other relevant, job-related factors. After reviewing applicants’ qualifications, the Sheriff or selection committee shall select finalists for interviews. Finalists shall be ranked based on the principalSheriff’s or supervisorselection committee’s consideration assessment of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor above factors and the Superintendentfinalists’ interviews. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department. 3. All other vacant positions The final ranking shall be offered first available to all the finalists and to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5Association President upon request. If the vacant position is not filled by an employee within Sheriff’s Office changes the department, it shall then be offered by district-wide seniority to the qualified selection process for any bargaining unit members within position, or for additional duty assignments posted in accordance with section 5 of this Article the other departments that have EMPLOYER agrees to notify the requisite skills for all functions ASSOCIATION in writing sufficiently in advance of using the position listed in selection procedure to allow the job posting/job descriptionASSOCIATION a reasonable opportunity to review and comment on the change. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting an employee (a) FRNP will fill internal vacancies within classifications via group seniority within that classification first before Recall and then Job Bid. (b) FRNP shall fill vacancies for positions in the following order: (1) Recall: A. Those qualified USW Local 550 represented employees in the same classification as the vacancy exist that were involuntarily laid off who accepted a position in a lower class in order of seniority. B. Those qualified USW Local 550 represented employees in the same job classification as the vacancy exist on the recall list that were involuntarily laid off from FFS, LSRS or FRNP, at Paducah in order of seniority C. Those qualified USW Local 550 represented employees in classifications other than the one the vacancy exists in on the recall who were laid off from FRNP at Paducah in order of bargaining unit seniority. D. Those qualified USW Local 550 represented employees laid off or notified of a layoff at Paducah by USEC and other DOE contractors or subcontractors at Paducah in order of bargaining unit seniority E. Those qualified USW represented employees laid off at Portsmouth who apply for the vacant positionvacancy, and who are covered under Section 3161 of the Board shall use FY 93 Defense Authorization Act. F. Those qualified employees who were former employees of any other DOE contractor or subcontractor at other Department of Energy facilities and who are covered under Section 3161 of the following procedures:FY 93 Defense Authorization Act 1. Payroll administrator positions may (2) Job Bid: FRNP will post vacancies in classifications covered by this Agreement to provide job bid opportunity. A. Positions will be posted a minimum of ten (10) calendar days. B. The job bid opportunity is limited to employees of FRNP, at Paducah. C. Job bids will be awarded to internal applicants if the most senior qualified bidder from within a lower job classification. D. An employee selected to fill a new job or vacancy will be given reasonable time, not more than thirty (30) days, with proper instructions, to learn the specific tasks required on the job before final decision is made of his potential to perform the full scope of the job adequately. E. If it is determined that evident before the applicant meets the prerequisites end of the positionthirty (30) day period that he is not capable or does not possess the potential of handling or performing the full scope of the new job adequately, which may includehe shall be entitled to return to his former job with his former status. (c) Prior to filling vacancies, but are not limited toFRNP shall consult with the USW Local 550 concerning the availability of employees on the USEC, scoring a proficient level on Microsoft Excel and Microsoft WordLATA, filingor LATA subcontractors (or environmental remediation contractor) at Paducah, analytical testing provided by outside employment servicesS&S, or S&S subcontractors (or infrastructure contractor) at Paducah, BWCS (or DUF-6 contractor) at Paducah, recall list, and preferably have two or more years those eligible under Section 3161 of experience the FY 93 Defense Authorization Act. (d) In filling vacancies, FRNP shall provide a right of first refusal in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeepingorder of bargaining unit seniority for available work within the classification for which the displaced employee can qualify. A two year college degree If no qualified employees can be obtained in a timely manner from (a)-(b) above, FRNP may hire qualified employees from any source. FRNP and USW Local 550 will work cooperatively to resolve questions and issues related field is to the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the positionapplication of this Section 4. 2. Executive assistants may be awarded (e) FRNP will maintain a position based on recall list in the principal’s or supervisor’s consideration order of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(sseniority of all laid off USW Local 550 represented employees covered in Paragraphs (b) within the department(1)-(B&C) above. 3. All other vacant positions shall be offered first to the (f) USW Local 550 will maintain recall lists for those qualified employee(sUSW Local 550 represented employees in Paragraph (b) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild(1) (D) above. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting an employee for When a vacancy is created in the vacant positionbargaining unit, the Board shall use Employer agrees to provide notice by e-mail to all bargaining unit employees at least fourteen (14) calendar days prior to filling the vacancy. Such notice will include the following procedures:as applicable: a) classification, b) division, and c) location. The Department of Public Safety vacancies will be posted via the Department’s website. 1. Payroll administrator positions may be awarded to internal applicants if it is determined that A. The Employer will review those requests on file from any employee in the applicant meets same classification as the prerequisites vacancy who has indicated an interest in the specific assignment, shift or location of the position, which may include, but are not limited to, scoring vacancy. In making a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the position. 2. Executive assistants may be awarded a position based on the principal’s or supervisor’s consideration of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department. 3. All other vacant positions shall be offered first to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild. 4. If more than one employee within the same department requests the vacancy in writingselection, the qualified employee with the highest department seniority shall be awarded the position. 5Employer will take into consideration ability, job requirements, operational efficiency and seniority. If the vacant position senior employee’s transfer request is denied, the reason(s) for such denial will be provided in writing to the affected employee(s) upon request. Any employee who is selected for transfer shall have three (3) work days in which to decline the offer. B. In the event that the vacancy is not filled by transfer of an employee in the same classification as the vacancy, the Employer will review and consider interested bargaining unit employees within the department, it shall then be offered Department. C. In the event that the vacancy is not filled by district-wide seniority to the qualified bargaining unit members transfer within the Department, the Employer shall consider interested employees in other departments classifications who possess the necessary training and ability to perform the job along with other applicants. Should the vacancy be filled by an employee in a different job classification with a higher rate of pay, and that have employee’s salary exceeds the requisite skills maximum pay for all functions the assigned job class, the salary of the position listed employee will be red- circled for a period not to exceed two (2) years. Should the vacancy be filled by an employee in a different job classification with a rate of pay that is lower than the current classification, i.e. a promotion, the salary of the employee will be adjusted to either the minimum of the classification to which the employee promotes or by the current step percentage, whichever is greater. D. In the event the vacancy is not filled by a current employee, the employee shall commence employment at the minimum of the appropriate salary schedule. However, if the parties agree that extenuating circumstances exist, new hires may be granted a rate in excess of the minimum established by the salary schedules. A written record of the justification for the advanced rate will be retained in the job posting/job descriptionemployee’s personnel file. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting an 1. An employee seeking a transfer to a vacant position shall apply for the position to the Human Resources Department. A list of such applicants shall be forwarded to the Worksite Administrator for consideration. The Board shall endeavor to fill vacancies with qualified applicants currently employed by the Board. Before new personnel are hired for vacant positionpositions, employees with the greatest seniority who have requested transfer to such positions shall be given foremost consideration provided such employees have equal or better ability to satisfactorily perform the work in question as determined by the Worksite Administrator. Upon transfer within the same classification, the Board employee shall use remain at the same step in the salary schedule. In any promotion, the employee shall be assured of no loss of steps. 2. Mandatory transfers may be made by the employer in cases of: (a) reduction of staff; (b) implementation of racially balanced staffs; (c) reassignment of employees within the county to staff new enlarged facilities; (d) elimination or reduction of an existing program; (e) relocation of an existing program; (f) when necessary to comply with state and federal mandates; and (g) when deemed necessary by the Superintendent in the best interest of the school district. In no instance shall there be a reduction in the employee’s hourly rate unless said mandatory transfer is a demotion for disciplinary or performance reasons, or a transfer due to a reduction in staff. 3. The following proceduresprocedures shall be used in promoting employees to fill posted vacant positions: a. Consideration of applications for promotional vacancies within the bargaining unit shall be based in part upon: 1. Payroll administrator positions may be awarded to internal applicants if it is determined that the applicant meets the prerequisites of the position, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the position.Seniority, 2. Executive assistants may be awarded a position based on Qualifications to perform job responsibilities as determined by the principal’s or immediate supervisor’s consideration of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department., 3. All other vacant positions shall be offered first Exhibited desire to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild.assume added responsibilities, 4. If more than one employee Evaluation reports within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position.past two (2) years, 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job descriptionOther pertinent criteria. 6. b. Any employee who received a promotion must be willing to transfer to another work location if necessary. c. If requested in writing an explanation as to why the employee was not promoted shall be given. d. If an employee is not selected through promoted to a temporary position within the above process, same school/department the Board may fill employee at the termination of the temporary position shall return to their former position with a newly hired employeeno loss in step or hourly rate as if the employee had remained in their former position. Any such temporary promotion shall be at the discretion of the immediate supervisor.

Filling Vacancies. ‌ In selecting an employee The procedure for the vacant position, the Board shall use the following procedures:filling vacancies below also appears as a flowchart in Appendix A-2. 1. Payroll administrator The Administration will determine collapsed positions may for the next academic year and will consult with PGC by March 15 or in the event that a position is collapsed after March 15, PGC will be awarded to internal applicants if it is notified as soon as possible. Displaced bargaining unit members shall be determined that the applicant meets the prerequisites of the position, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience as specified in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeepingSection A.1 above. A two year college degree in a related field is “ displaced bargaining unit member list” shall be forwarded to the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the positionAssociation by March 30. 2. Executive assistants may be awarded a position based on Displaced bargaining unit members, in order from highest to lowest seniority, shall select from vacant positions for which they are certified and qualified, in the principal’s or supervisor’s consideration presence of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor Superintendent and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within President of the departmentAssociation. 3. All other vacant positions shall After placement of displaced teachers, vacancies may be offered first to filled by certified and qualified teachers whom the qualified employee(s) within Administration, in consultation with PGC, justify that a transfer would facilitate the present department according to department seniority. Qualifications shall be determined by success of an IDP teacher or resolve a situation that negatively impacts the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchildlearning environment. 4. If more than one employee After placement of teachers through paragraphs 2 and 3 above, vacancies shall be filled by certified and qualified teachers within the same department requests the vacancy in writing, the qualified employee with the highest department seniority building as an internal transfer. Vacancies shall be awarded filled internally in this order: a. Successful teachers, from highest to lowest seniority. b. Voluntary IDP teachers, from highest to lowest seniority. The building administrator, subject to approval of the positionPersonnel Department, will be responsible for authorizing the assignment and transfer of all existing teaching staff. The principal will confer with members of a building level advisor team to assist in determining appropriate changes. 5. If the vacant position is a posted vacancy has not been filled by an employee existing teacher within the departmentindividual building, it shall then the vacancy may be offered by filled with any district-wide seniority to the qualified bargaining unit members within member that has a Request for Transfer form on file with the other departments that have the requisite skills for all functions of the position listed Personnel Department in the job posting/job descriptionaccordance with Article 10(B). Vacancies shall be filled from outside a building in this order: a. Successful teachers, from highest to lowest seniority. b. Voluntary IDP teachers, from highest to lowest seniority. 6. Bargaining unit members may apply for vacant positions remaining unfilled as of the third Monday of March. Such posted vacancy, subject to the following paragraph, will be filled on the basis of the Matrix (Appendix 3) with Teacher experience in Owosso, certification/qualifications, Teacher experience-elsewhere (K-12 public/private), Teacher evaluation, interview, and Honors/recognition in education. The Matrix will include building expectations and a job description. Transfer rights will be available to teachers having an overall satisfactory rating on their most recent evaluation. Absent any evaluation within the last three years, a teacher will be assumed to have a satisfactory evaluation. Teachers may appeal to the Professional Governance Council (PGC in Article 18) regarding the denial of transfer rights. If an employee administrator is not selected involved with the evaluation of the teacher appealing to the PGC and a member of the PGC, then he/she will be replaced for the resolution of the issue under consideration. If the teacher appealing the right to transfer is a member of the PGC, then he/she will be replaced for the resolution of the issue under consideration. Following an appeal to the PGC, a teacher may exercise the grievance process for resolution through the above Board Level. 7. If a posted vacancy has not been filled by an existing bargaini ng unit member, as provided in Section D, Paragraphs 2 through 6 in this Article, said vacancy may be filled by an involuntary transfer of the lowest seniority certified and qualified bargaining unit member, as provided in Section A, Paragraph 5.B, of this article. 8. Any vacancy created by the transfer of a bargaining unit member to another teaching assignment shall be offered to any and all individuals on the “ displaced bargaining unit member list” as positions open. The vacant position shall be filled through the process outlined above, starting at Section D Paragraph 2 of this Article. 9. If a position remains unfilled by an existing bargaining unit member, as provided in Section D, Paragraphs 2 through 8 in this Article being posted internally, the position shall be posted for an outside candidate. 10. Non-bargaining unit candidates will only be considered after all qualified and certified bargaining unit members that applied for the vacancy have been considered. A building level team composed of voluntary representatives of the building teaching staff may serve as an advisory committee to the building principal during the interview process, and recommend at least two (2) finalists (whenever possible) to the building principal for each vacancy. The building principal shall recommend a finalist to the Personnel Department for employment. The building level team shall give consideration to related instructional experiences, length of service, degree, certification and endorsements, applicable educational course work and workshops and any other relevant qualifications deemed significant by the team. 11. All non-posted vacancies will be filled with a fully contracted teacher unless the vacancy occurs or a bargaining unit position is created after the fourth Wednesday of a new school year, in which case the Board may will determine whether to fill the position vacancy with a newly hired employeetemporary teacher. 12. If the vacancy is filled with a temporary teacher, the position shall be posted as part of the annual postings for fully contracted teachers effective for the following school year.

Filling Vacancies. ‌ In selecting SECTION 1: When an employee entry-level position within the Office covered by this AGREEMENT becomes vacant, the Sheriff or his designee shall notify Human Resources who shall promptly open up recruitment for the position, including placement of appropriate advertisements. SECTION 2: The Sheriff and/or designee, and a hiring committee of two (2) or more members, one (1) to be picked by the UNION and one (1) to be picked by the Sheriff shall receive and screen all applicants for vacancies in entry level positions outlined above to determine qualifications of applicants and will select referrals from among those meeting all the qualification requirements. A list of the qualified applicants for such position shall be referred to the Sheriff, or his designee, who shall make the final selection from those referred after successful completion of the written examination, oral examination, physical agility testing, and any other relevant objective selection criteria. SECTION 3: When a position allowing for promotion or transfer within the Office covered by this AGREEMENT becomes vacant the Sheriff shall cause to be posted a notice of such vacancy on a bulletin board designated for such purposes at least seven (7) days, excluding Saturdays, Sundays and holidays, prior to filling such vacancy. SECTION 4: Positions covered by this AGREEMENT shall be filled by promoting/transferring qualified persons within the bargaining unit when such persons are interested in and, in the opinion of the Sheriff, or his/her designee, are capable of performing the duties of the vacant position. All applications for promotion/transfer shall be received by a selection committee appointed by the Sheriff, consisting of at least one (1) bargaining unit member, appointed by Local 2744. The Sheriff, or his/her designee, or selection committee shall establish selection criteria prior to reviewing Applications. These selection criteria may include: - Written, oral or assessment center examinations, · seniority, - Experience, · education, · training, - Relative ability All qualified in house applicants will be interviewed prior to any other applicants. After reviewing applicants' qualifications, the Board Sheriff or selection committee shall use the following procedures: 1select finalists for interviews. Payroll administrator positions may Finalists shall be awarded to internal applicants if it is determined that the applicant meets the prerequisites of the position, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the position. 2. Executive assistants may be awarded a position ranked based on the principal’s Sheriff's or supervisor’s consideration selection committee's assessment of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor above factors and the Superintendentfinalists' interviews. Employee(s) transferred under this provision will A finalist's ranking shall be replaced by bargaining unit employee(s) within the departmentavailable to that individual upon request. 3. All other vacant positions SECTION 5: No employee covered by this AGREEMENT who has successfully completed the probationary period for a given rank shall be offered first to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchilddemoted without cause. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting ‌ SECTION 1: When an employee entry-level position within the office covered by this AGREEMENT becomes vacant, the Department Head or designee shall promptly open up recruitment for the position, including placement of appropriate advertisements. SECTION 2: The Department Head and/or designee, and a hiring committee consisting of at least one (1) to be picked by the UNION and at least one (1) to be picked by the Department Head shall receive and screen all applicants for vacancies in entry level positions outlined above to determine qualifications of applicants and will select referrals from among those meeting all the qualification requirements. A list of the qualified applicants for such position shall be referred to the Department Head, and/or designee, who shall make the final selection from those referred after successful completion of the written examination, oral examination, background check, hearing test, and any other relevant objective selection criteria. SECTION 3: When a position allowing for promotion or transfer within the office covered by this AGREEMENT becomes vacant the Department Head shall cause to be posted a notice of such vacancy on a bulletin board designated for such purposes at least six (6) days, excluding Saturdays, Sundays and holidays, prior to filling such vacancy. All qualified in house applicants will be interviewed prior to any other applicants. SECTION 4: Positions covered by this AGREEMENT shall be filled by promoting/transferring qualified persons within the bargaining unit when such persons are interested in and, in the opinion of the Department Head, are capable of performing the duties of the vacant position. All applications for promotion/transfer shall be received by a selection committee, consisting of at least one bargaining unit member, appointed by the Board Department Head. The Department Head or selection committee shall use the following proceduresestablish selection criteria prior to reviewing applications. These selection criteria may include: 1. Payroll administrator positions may be awarded to internal applicants if it is determined that SECTION 5: No employee covered by this AGREEMENT who has successfully completed the applicant meets the prerequisites of the position, which may include, but are not limited to, scoring probationary period for a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the position. 2. Executive assistants may be awarded a position based on the principal’s or supervisor’s consideration of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department. 3. All other vacant positions given rank shall be offered first to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchilddemoted without cause. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting an employee (a) FRNP will fill internal vacancies within classifications via group seniority within that classification first before Recall and then Job Bid. (b) FRNP shall fill vacancies for positions in the following order: (1) Recall: A. Those qualified USW Local 550 represented employees in the same classification as the vacancy exist that were involuntarily laid off who accepted a position in a lower class in order of seniority. B. Those qualified USW Local 550 represented employees in the same job classification as the vacancy exist on the recall list that were involuntarily laid off from FFS, LSRS or FRNP, at Paducah in order of seniority C. Those qualified USW Local 550 represented employees in classifications other than the one the vacancy exists in on the recall who were laid off from FRNP at Paducah in order of bargaining unit seniority. D. Those qualified USW Local 550 represented employees laid off or notified of a layoff at Paducah by USEC and other DOE contractors or subcontractors at Paducah in order of bargaining unit seniority E. Those qualified USW represented employees laid off at Portsmouth who apply for the vacant positionvacancy, and who are covered under Section 3161 of the Board shall use FY 93 Defense Authorization Act. F. Those qualified employees who were former employees of any other DOE contractor or subcontractor at other Department of Energy facilities and who are covered under Section 3161 of the following procedures:FY 93 Defense Authorization Act 1. Payroll administrator positions may (2) Job Bid: FRNP will post vacancies in classifications covered by this Agreement to provide job bid opportunity. A. Positions will be posted a minimum of ten (10) calendar days. B. The job bid opportunity is limited to employees of FRNP, at Paducah. C. Job bids will be awarded to internal applicants if the most senior qualified bidder from within a lower job classification. D. An employee selected to fill a new job or vacancy will be given reasonable time, not more than thirty (30) days, with proper instructions, to learn the specific tasks required on the job before final decision is made of his potential to perform the full scope of the job adequately. E. If it is determined that evident before the applicant meets the prerequisites end of the position, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree in a related field is the preferred qualification, but thirty (30) day period that he is not requiredcapable or does not possess the potential of handling or performing the full scope of the new job adequately, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the position. 2. Executive assistants may be awarded a position based on the principal’s or supervisor’s consideration of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department. 3. All other vacant positions he shall be offered first entitled to the qualified employee(s) within the present department according return to department seniority. Qualifications shall be determined by the his former job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchildwith his former status. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.

Filling Vacancies. ‌ In selecting an employee Bargaining unit vacancies shall be advertised through appropriate professional channels. Each candidate interviewed for a job position in the bargaining unit shall be provided with the URL addresses for the vacant UFBOT-UFF Agreement. Search committees composed of faculty members from the appropriate department(s) shall be established by the department chair for all tenure-track faculty appointments and other faculty appointments as may be appropriate or as specified in the department’s bylaws. No less than three-fourths of the committee’s members shall be faculty members in the department. A faculty search committee may include all faculty members in the department. The search committee shall receive applications, screen candidates, and make recommendations for these appointment vacancies. After the interview process has been completed, faculty members of the department shall vote by secret ballot to register their recommendations. The faculty search committee shall recommend to the chair for possible appointment those candidates it deems acceptable. In instances in which more than one (1) department is involved in a search (such as interdisciplinary programs), the department in which tenure would be earned is responsible for the above, and the department chair shall make appropriate arrangements for the other department(s) involved to participate in the process. Three-fourths of the committee members shall be faculty from the departments involved. Department Chair’s Recommendation. Prior to making a recommendation to appoint a candidate for a faculty position, the Board chair shall use meet with the following procedures: 1other faculty members in the department to discuss the recommendations of the faculty search committee. Payroll administrator positions The chair shall recommend to the xxxx those candidates the chair deems acceptable. The chair shall also submit to the xxxx the faculty search committee’s recommended candidates, if any, and the vote of the department faculty on the interviewed candidates. The chair may be awarded make a recommendation different from the preferences of the faculty search committee or those reflected in the vote of the department faculty. Xxxx’x Decision. The xxxx may ask the committee to internal applicants if it is determined consider additional candidates from the remaining pool of candidates. After receiving the recommendation(s) of the faculty search committee, the input from the department faculty, and the chair’s recommendation(s), the xxxx shall appoint the candidate that the applicant meets xxxx xxxxx is most qualified. The xxxx may appoint a candidate that is not recommended by the prerequisites of faculty only after obtaining the positionXxxxxxx’x approval. When requested, which may include, but are not limited to, scoring a proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services, and preferably have two the Xxxxxxx or more years of experience in either payroll or bookkeeping, or have an equivalent certification in either payroll or bookkeeping. A two year college degree xxxxxxx’x office designee shall explain the decision to the faculty in a related field is the preferred qualification, but is not required, provided that the Treasurer determines that work experience and/or certification qualifies the applicant for the positionmeeting. 2. Executive assistants may be awarded a position based on the principal’s or supervisor’s consideration of several elements, which may include, but are not limited to, administrative preference necessary to handle the unique requirements of an executive position, scoring at proficient level on Microsoft Excel and Microsoft Word, filing, analytical testing provided by outside employment services and both department and district seniority. When adequately reflected on evaluations, an executive assistant may be transferred to another position within the administrative support department, at the recommendation of both the principal/supervisor and the Superintendent. Employee(s) transferred under this provision will be replaced by bargaining unit employee(s) within the department. 3. All other vacant positions shall be offered first to the qualified employee(s) within the present department according to department seniority. Qualifications shall be determined by the job description, skills assessment applicable to the position, attendance and pathway proficiencies recognized by the district. Absences due to a diagnosis of a serious health condition that incapacitates a bargaining unit member or family member will not be considered. For this provision, family member means spouse, parent, child, grandparent, or grandchild. 4. If more than one employee within the same department requests the vacancy in writing, the qualified employee with the highest department seniority shall be awarded the position. 5. If the vacant position is not filled by an employee within the department, it shall then be offered by district-wide seniority to the qualified bargaining unit members within the other departments that have the requisite skills for all functions of the position listed in the job posting/job description. 6. If an employee is not selected through the above process, the Board may fill the position with a newly hired employee.