Hiring Promotions and Transfers Sample Clauses

Hiring Promotions and Transfers. Overall qualifications for every position shall be determined exclusively by the Employer. These overall qualifications shall include consideration such as required skills, experience, and training, as well as other relevant factors such as personal skills and experience, interpersonal skills, and work habits. The Employer may also consider affirmative action when making hiring decisions. When a bargaining unit position is open (except for Language Resource Aide and Site Assistant positions which are offered to Head Start parents based on Head Start program philosophy), the Employer shall post notice of vacancy in the Head Start Central office for three (3) business days before advertising the position publicly or opening it to non-bargaining unit employees. The Employer shall send dated copies of the notice to each Head Start site three (3) full business days before the position is publicly opened. The Employer reserves the right to open the position at any time after the initial three (3) days. Three exceptions to this procedure are promotions, transfers and internal hiring. In order to promote career development, certain individuals who are determined to be qualified by the Employer may be promoted on the Employer's approved career paths. In this case, no advertisement or hiring process would be followed. The Program Director may request that the Human Resources Director open a certain position internally only. If approved, the job will be posted in-house for a minimum of five (5) business days. A screening committee appointed by the Program Director shall review all applications to determine whether the in-house applicants are qualified for the position. If it is determined that there is at least one qualified applicant, the best qualified applicants shall be interviewed. An internal applicant shall be awarded the position if she/he is the best qualified candidate. When two internal applicants are determined by the Program Director to be equally qualified, the more senior applicant shall be awarded the position. Each internal applicant not selected for the open position shall be notified in writing of the hiring decision. The committee or the Human Resources Director may recommend that the process be opened for advertisement outside the agency, if it is determined that there are no qualified in-house applicants. At the discretion of the hiring manager or the Program Director, appropriate bargaining unit members may be invited to participate in the hiri...
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Hiring Promotions and Transfers. 4000 Objective The District and SSA/IFPTE LOCAL 21 agree that it is the object of the following selection process to accomplish the following:
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Hiring Promotions and Transfers 
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Related to Hiring Promotions and Transfers

  • Promotions and Transfers Professional staff are eligible for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one year.

  • PROMOTION AND TRANSFER 9:1 Employees may file requests, in writing, for promotion to the Working Xxxxxxx classification or for a Employees may file requests, in writing, for promotion to the Working Xxxxxxx classification or for a transfer to a new location in their present classification with the Office of the Company. Whenever a vacancy occurs, the Company will, before filling such vacancy, first give consideration to such requests and the following factors being sufficient give preference on the basis of seniority.

  • Promotions Transfers VACANCIES

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