Guidelines in Considering Requests For Filling Vacancies Sample Clauses

Guidelines in Considering Requests For Filling Vacancies. (a) When there are competing claims among employees for a vacant position, applications filed pursuant to this Article will be considered according to the following guidelines: (1) Permanent employees having at least one year of continuous service in their present title, position and location requesting reassignment to a position in the same title in the same promotion unit shall be considered in conjunction with any eligible list for the promotion unit or in the absence of a promotion unit list. (2) Permanent employees having at least one year of continuous permanent service in their present title, position and location requesting transfer to a position in the same title in a different promotion unit shall be considered in conjunction with a general promotion list or open-competitive list for the promotion unit or in the absence of a list. (3) Employees and non-employees who are otherwise eligible for appointment to such position may be considered if there are no valid lists for the promotion unit. In addition to meeting the requirements of Sections 26.3(a)(1) and (2) above, no employee of the Unified Court System may be reassigned or transferred to a similar position in another court or court agency during the life of the eligible list from which he/she was appointed until the same examination grade or lower than the examination grade that the applicant received when he or she was appointed from that list, has been reached for consideration on the appropriate promotion unit list, general promotion list for that promotion unit or open-competitive list in the court or court agency in question. (b) The Clerk of the Court of Appeals, a Presiding Justice of an Appellate Division, the Presiding Judge of the Court of Claims, or the District Administrative Judge will consider competing requests for voluntary reassignments and transfers according to the guidelines listed in Section (3)(a) above, using the roster of requests for reassignment or transfer promulgated by the Personnel Examination Unit. The Clerk of the Court of Appeals, a Presiding Justice of an Appellate Division, the Presiding Judge of the Court of Claims, or the District Administrative Judge shall only consider the smallest number of applicants necessary to find a suitable candidate. The Clerk of the Court of Appeals, a Presiding Justice of an Appellate Division, the Presiding Judge of the Court of Claims, or the District Administrative Judge shall have the sole discretion in determining whether a...
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Related to Guidelines in Considering Requests For Filling Vacancies

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  • VACANCIES AND PROMOTIONS 10.1 All openings for instructional and administrative positions shall be posted on the District website. Notice of these vacancies shall be posted at least five (5) work days prior to the filling of such vacancy. Vacancies which occur during June, July, and August shall be posted for only four (4) work days. Vacancies that occur within one week of the beginning of school, within one week after the Deputy Superintendent’s FTE mini-count, or during the school year due to a resignation or approved transfer, may be filled prior to the job closing if a qualified applicant is available. Agreement between the Superintendent and the ABCE President will be necessary for this to occur. Vacancies that occur in “Critical Shortage Areas” shall be advertised in accordance with the contract but may be filled prior to the job closing, with an available, certified and qualified applicant. Agreement between the Superintendent and the ABCE President will be necessary for this to occur. 10.2 All openings for supplements listed in Appendix D or other extra-compensated positions will be posted within that school on the ABCE bulletin board and via email to all current staff at that school site where the opening occurs at least five (5) work days prior to filling such vacancy. If no one is chosen from that school, then the vacancy will be advertised county wide for an additional five (5) work days. 10.3 If positions are not properly advertised within the provisions of Article X, the Association may file a grievance at Step 2 of the grievance provision. 10.4 Applicants selected for interviews shall be from the pool of certified and qualified applicants only. Certified: Hold a valid in-field Florida temporary or professional certificate that matches the certification(s) required for the position being advertised. Qualified: Anyone using the High Objective Uniform State Standard of Evaluation (HOUSSE) plan to qualify must meet the criteria outlined in School Board policy and match the certification required for the position being advertised. Alternately, state-certified teachers may also be required to "qualify" for positions by holding additional endorsements such as ESOL, Reading, and Gifted. Exception: Applicants applying for positions that require district-granted CTE certification (non-transferable) need not hold that certification prior to being selected for an interview but must meet the minimum criteria outlined in the district's Process for Granting District CTE Certificates.

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