Flexible Staffing. Certain positions may be designated by the Director of Human Resources as flexibly staffed positions. Positions are generally allocated at the first level of the job series when vacated. When the position is next filled and an incumbent of one of these positions meets the minimum qualifications for the next higher level and has met appropriate competitive requirements, he or she may then be promoted to the next higher classification within the job series, without need of a classification study. If an operating department verifies in writing that an administrative or clerical error was made in failing to submit the documents needed to promote an employee on the first of the month when eligible, said appointment must be made retroactive to the first of the month when eligible. An employee who is denied a promotion to a flexibly staffed position may appeal such denial to the Merit Board.
Flexible Staffing. Nurses on regularly scheduled shifts will not be mandated to use leave without pay or accrued leave when the medical center’s staffing exceeds clinical needs. Nurses may volunteer and use either leave without pay or accrued leave under these circumstances. The unit will seek volunteers in the following order: • Nurses on overtime • Agency nurses and travelers • Per diem nurses, unless the per diem nurse must work to maintain competency • Staff nurse volunteers
Flexible Staffing. (i) There is to be no demarcation of work based on union membership, with all employees assisting with production as required.
(ii) Managers can assist with the work of employees covered by this agreement provided that employees are not displaced from their existing job.
Flexible Staffing. 302. Flexible Staffing Program allows for promotion and career advancement of qualified and successful incumbents. Departments are encouraged to consider the Flexible Staffing Program whenever possible. The Flexible Staffing Program is governed by the Civil Service Rules and not subject to the grievance procedure.
Flexible Staffing. The City may choose to flexibly staff classifications within any class series containing an entry and journey level position. Flexible staffing gives the City the ability to hire employees at the entry level or the journey level depending upon applicant qualifications and City staffing needs. An official list of the flexibly staffed classifications shall be maintained by Human Resources. Classifications designated as flexibly staffed would not require an examination nor the establishment of an eligible list for an incumbent to promote from the entry level to the journey level classification. The City retains the exclusive right to determine if and when an employee may advance from the entry to the journey level. Flexible staffing does not preclude the City from identifying certain positions that would be permanently assigned to the entry level for as long as their duties and responsibilities remain within the entry-level classification.
Flexible Staffing. To ensure that all sports receive additional staff resources on an equitable basis, the District shall apply the Flexible Staffing Procedure contained in the Secondary School Athletic Policy Handbook. The District shall review and establish thresholds for flexible staffing on an annual basis, in consultation with the Association.
Flexible Staffing. Represented employees may promote without benefit of competitive examination in accordance with Administrative Instruction 592 - Flexible Staffing, provided they were hired into flexibly staffed positions that included flexible staffing as part of the job announcement and recruitment and testing process. The City agrees to recommend to the Civil Service Board that the following classifications and series be approved for flexible staffing: • Administrative Analyst I to II • Architect Series • Benefits Technician to Benefit Representative • Business Analyst II to III • Case Manager I to II • Complaint Investigator II to III • Contract Compliance Officer to Contract Compliance Officer Sr. • Database Analyst II to III • Home Management Counselor II to III • Housing Development Coordinator III to IV • Human Resources Technician to Human Resources Technician Senior • Microcomputer Specialist I to II • Planner I to II • Program Analyst I to II • Public Information Officer I to II • Rehabilitation Advisor I to II • Storekeeper II to III • Systems Analyst I to II • Systems Programmer II to III • Urban Economic Analyst I to II • Volunteer Program Specialist I to II and such other classifications as may mutually be agreed upon by City and Union. Promotion via flexible staffing is intended to provide for “promotion in place” within a job series and may not be used to fill vacant positions. Flexible staffing may not be used in cases where there is a reinstatement list for the higher level classification. In the event of a recruitment for a flexible staffing position, if there are incumbents in the lower level class that were not hired through a flexible staffing recruitment, the City will simultaneously conduct a promotional or restricted examination for the higher level classification. Within sixty (60) days of ratification of this Agreement, the City shall meet and confer with the Union and issues appropriate revisions to Administrative Instruction 592 necessary to implement these provisions.
Flexible Staffing. The schedule of recovery of an overpayment will be made by mutual agreement between the County and the employee. In the absence of mutual agreement, the County may implement a default repayment schedule by deducting ten percent (10%) of the total overpayment from the employee’s pay each month until the overpayment is repaid in full. The County must notify the employee in writing before implementing the default repayment schedule. At any time during the default repayment period, the employee may agree to an alternative repayment schedule or payback the overpayment in full.
Flexible Staffing. It is the Districts desire to retain and internally develop its employees through use of a flexible staffing approach. Employees are eligible to promote to higher levels in a job series (I/II as an example) if they have fulfilled the prerequisites for the higher level job classification and have demonstrated satisfactory performance reviews which indicate they are performing at a higher level of service. In recognition of the value of its employees performing at the journey level for each classification, the District has agreed that there will no maximum number of positions authorized at the higher level (I as compared to II level for example). Employees who are promoted in this manner will serve a six-month (6) promotional probationary period.
Flexible Staffing. Represented employees may promote from an entry level to journey level classification in a series without benefit of competitive examination in accordance with Administrative Instruction 592 - Flexible Staffing, provided they were hired into classifications designated for flexible staffing in the classification specification. The designation of flexible staffing shall be included as part of the job announcement and recruitment and testing process. The designation of classifications eligible for Flexible Staffing is established through the development or revision of classification specifications following appropriate notification to the Union, discussion as may be required, and final approval by the Civil Service Board.
