Common use of Internal Recruitment Clause in Contracts

Internal Recruitment. a. An internal recruitment may include a change from one classified position to another regardless of range or a promotion. A promotion is defined as the movement of an employee from one job classification to another job classification of a higher range. b. The District shall conduct an internal recruitment on bargaining unit vacancies not filled by or resulting from, the above steps. c. The District may post an internal recruitment vacancy with an open recruitment vacancy under the following conditions: (1) A vacancy in the same classification with an equal or higher number of hours has been posted within the past five (5) months without response from any qualified employee; or (2) No employee possesses the required minimum qualifications; or (3) By mutual agreement between Chapter President and the District. d. An internal recruitment vacancy shall be conducted as follows: (1) The internal recruitment vacancy shall be posted for a period of five (5) working days on the District’s website and in prominent locations on Union bulletin boards at each District facility open for business. For concurrent posting the filing deadline shall be the same as that for the open recruitment. (2) Any employee who is on a reemployment list due to layoff at the time of the vacancy shall be mailed a copy of the notice of vacancy by First Class Mail on the date the position is posted. (3) Only employees who have obtained permanency with the District regardless of whether they have completed their probationary period in their current position and laid-off employees shall be eligible to respond. (4) The Union president shall receive copies of all internal recruitment vacancies and open recruitment vacancies. e. Eligible employees responding to the survey shall complete and submit the required application packet to the Human Resources Department by the deadline stated on the interest survey. f. After the paper-screening process is conducted by the Human Resources Department, the District shall determine the type of recruitment (promotional or open) to fill the vacancy. All employees meeting the minimum requirements of the position shall be afforded an interview by the oral interview panel. When the District and CSEA agree to include a bargaining unit member on the oral interview panel, the CSEA Chapter President or designee shall identify a bargaining unit member to include on the panel and then consult with the District to address any questions or concerns. Following this consultation, the CSEA President or designee shall make the appointment. In the event the District and CSEA cannot agree to include a unit member on the panel, or if the bargaining unit member appointed to serve on the panel declines or is otherwise unavailable, the District may nonetheless proceed with the interview process. In filling a vacancy by promotion, the District will give first consideration to promote existing employees. g. After completion of the selection process, all things being equal, seniority shall be the determining factor in filling the vacancy.

Internal Recruitment. a. An internal recruitment may include a change from one classified position to another regardless of range or a promotion. A promotion is defined as the movement of an employee from one job classification to another job classification of a higher range. b. The District shall conduct an internal recruitment on bargaining unit vacancies not filled by or resulting from, the above steps. c. The District may post an internal recruitment vacancy with an open recruitment vacancy under the following conditions: (1) A vacancy in the same classification with an equal or higher number of hours has been posted within the past five four (5) months without response from any qualified employee; or (2) No employee possesses the required minimum qualifications; or (3) By mutual agreement between Chapter President and the District. d. An internal recruitment vacancy shall be conducted as follows: (1) The internal recruitment vacancy shall be posted for a period of five (5) working days on the District’s website and in prominent locations on Union bulletin boards at each District facility open for business. For concurrent posting the filing deadline shall be the same as that for the open recruitment. (2) Any employee who is on a reemployment list due to layoff at the time of the vacancy shall be mailed a copy of the notice of vacancy by First Class Mail on the date the position is posted. (3) Only employees who have obtained permanency with the District regardless of whether they have completed their probationary period in their current position and laid-off employees shall be eligible to respond. (4) The Union president shall receive copies of all internal recruitment vacancies and open recruitment vacancies. e. Eligible employees responding to the survey shall complete and submit the required application packet to the Human Resources Department by the deadline stated on the interest survey. f. After the paper-screening process is conducted by the Human Resources Department, the District shall determine the type of recruitment (promotional or open) to fill the vacancy. All employees meeting the minimum requirements of the position shall be afforded an interview by the oral interview panel. When the District and CSEA agree to include a bargaining unit member on the oral interview panel, the CSEA Chapter President or designee shall identify a bargaining unit member to include on the panel and then consult with the District to address any questions or concerns. Following this consultation, the CSEA President or designee shall make the appointment. In the event the District and CSEA cannot agree to include a unit member on the panel, or if the bargaining unit member appointed to serve on the panel declines or is otherwise unavailable, the District may nonetheless proceed with the interview process. In filling a vacancy by promotion, the District will give first consideration to promote existing employees. g. After completion of the selection process, all things being equal, seniority shall be the determining factor in filling the vacancy.

Internal Recruitment. a. An internal recruitment may include a change from one classified position to another regardless of range or a promotion. A promotion is defined as the movement of an employee from one job classification to another job classification of a higher range. b. The District shall conduct an internal recruitment on bargaining unit vacancies not filled by or resulting from, the above steps. c. The District may post an internal recruitment vacancy with an open recruitment vacancy under the following conditions: (1) A vacancy in the same classification with an equal or higher number of hours has been posted within the past five four (54) months without response from any qualified employee; or (2) No employee possesses the required minimum qualifications; or (3) By mutual agreement between Chapter President Union and the District. d. An internal recruitment vacancy shall be conducted as follows: (1) The internal recruitment vacancy shall be posted for a period of five (5) working days on the District’s website and in prominent locations on Union bulletin boards at each District facility open for business. For concurrent posting the filing deadline shall be the same as that for the open recruitment. (2) Any employee who is on a reemployment list due to layoff at the time of the vacancy shall be mailed a copy of the notice of vacancy by First Class Mail on the date the position is posted. (3) Only employees who have obtained permanency with the District regardless of whether they have completed their probationary period in their current position and laid-off employees shall be eligible to respond. (4) The Union president shall receive copies of all internal recruitment vacancies and open recruitment vacancies. e. Eligible employees responding to the survey shall complete and submit the required application packet to the Human Resources Department by the deadline stated on the interest survey. f. After the paper-screening process is conducted by the Human Resources Department, the District shall determine the type of recruitment (promotional or open) to fill the vacancy. All employees meeting the minimum requirements of the position shall be afforded an interview by the oral interview panel. When the District and CSEA agree to include a bargaining unit member on the oral interview panel, the CSEA Chapter President or designee shall identify a bargaining unit member to include on the panel and then consult with the District to address any questions or concerns. Following this consultation, the CSEA President or designee shall make the appointment. In the event the District and CSEA cannot agree to include a unit member on the panel, or if the bargaining unit member appointed to serve on the panel declines or is otherwise unavailable, the District may nonetheless proceed with the interview process. In filling a vacancy by promotion, the District will give first consideration to promote existing employees. g. After completion of the selection process, all things being equal, seniority shall be the determining factor in filling the vacancy.

Internal Recruitment. a. An internal recruitment may include a change from one classified position to another regardless of range or a promotion. A promotion is defined as the movement of an employee from one job classification to another job classification of a higher range. b. The District shall conduct an internal recruitment on bargaining unit vacancies not filled by or resulting from, the above steps. c. The District may post an internal recruitment vacancy with an open recruitment vacancy under the following conditions: (1) A vacancy in the same classification with an equal or higher number of hours has been posted within the past five (5) months without response from any qualified employee; or (2) No employee possesses the required minimum qualifications; or (3) By mutual agreement between Chapter President and the District. d. An internal recruitment vacancy shall be conducted as follows: (1) The internal recruitment vacancy shall be posted for a period of five (5) working days on the District’s website and in prominent locations on Union bulletin boards at each District facility open for business. For concurrent posting the filing deadline shall be the same as that for the open recruitment. (2) Any employee who is on a reemployment list due to layoff at the time of the vacancy shall be mailed a copy of the notice of vacancy by First Class Mail on the date the position is posted. (3) Only employees who have obtained permanency with the District regardless of whether they have completed their probationary period in their current position and laid-off employees shall be eligible to respond. (4) The Union president shall receive copies of all internal recruitment vacancies and open recruitment vacancies. e. Eligible employees responding to the survey shall complete and submit the required application packet to the Human Resources Department by the deadline stated on the interest survey. f. After the paper-screening process is conducted by the Human Resources Department, the District shall determine the type of recruitment (promotional or open) to fill the vacancy. All employees meeting To be eligible to participate in an internal recruitment unit members must meet the minimum requirements of for the position shall be afforded an interview by position, and have had no disciplinary action in the oral interview panellast two years. When the District and CSEA agree to include a bargaining unit member on the oral interview panel, the CSEA Chapter President or designee shall identify a bargaining unit member to include on the panel and then consult with the District to address any questions or concerns. Following this consultation, the CSEA President or designee shall make the appointment. In the event the District and CSEA cannot agree to include a unit member on the panel, or if the bargaining unit member appointed to serve on the panel declines or is otherwise unavailable, the District may nonetheless proceed with the interview process. In filling a vacancy by promotion, the District will give first consideration to promote existing employees. g. After completion of the selection process, all things being equal, seniority shall be the determining factor in filling the vacancy.