Common use of Job Posting Selection Process Clause in Contracts

Job Posting Selection Process. (a) An Employee who wishes to apply for any posted vacancy shall make application electronically in accordance with posting instructions to the designate stated on the posted vacancy within the seven (7) working day period specified in Article 15. 01. The application shall be submitted by the close of business on the seventh (7th) working day from the date of posting. The submitted application must include up-to- date information. (b) The application will determine whether a candidate meets all the qualifications requested on the Job Posting. All selected candidates will be administered appropriate technical skills tests if applicable. Such tests will not be necessary if the Employee(s) file(s) already contain appropriate test results that are two (2) years old or less. (c) A maximum of five (5) qualified Employees who have the most seniority will be selected for an interview. Unsuccessful applicants with more seniority than those selected will be advised prior to the interview. (d) Where there is a need for specific certification in a job posting, applicants not possessing that certification, but already performing the job on a permanent basis, shall be deemed qualified. (e) The interview team determines the criteria for the interview. The criteria will be reviewed with the Union prior to the interviews. Interview questions will be the same for all candidates. (f) The candidate with the highest interview score will be selected for the position unless there is less than a ten percent (10%) difference between the highest score and that of a candidate with more seniority in which case the Employee with more seniority will be selected for the position. (g) The Employer must advise the Employee two (2) working days in advance of any test(s) to be administered in conjunction with the interview process. (a) Employees who are interviewed for positions will be advised via e-mail of the results of their interview within ten (10) working days from the interview date. If requested by an unsuccessful Employee, the reason(s) for not being selected shall be provided in writing. The Union will be advised of the name of the successful applicant within two (2) working days of the position being confirmed. (b) The successful applicant shall be placed in their position within twenty-one (21) working days from the date of notification of their acceptance or within eight (8) weeks from the end of the posting period provided for in Article 15.01 whichever occurs first. (c) Should there be no successful applicant to a posted vacancy, the Employer will advertise the position for the interest of all permanent Employees of the Thames Valley District School Board. (d) Qualified applicants in CUPE 4222 Units A, C, and D, that apply for a vacancy under 15.03 (c), shall be permitted to participate in the interview process. Qualified applicants are those individuals that meet the expectations of the appropriate technical skills tests and the necessary education and experience requirements as outlined in the job posting. (a) The successful applicant will be placed in the vacancy for a trial period not exceeding: (i) thirty (30) working days if the applicant has posted to a position within their present job classification; and (ii) sixty (60) working days if the applicant has posted to a position outside their present job classification. If the applicant proves satisfactory, the applicant will be confirmed, in writing, in the new position within fifteen (15) working days. The trial period may be extended by mutual agreement between the Employer and the Union. If the Employee proves unsatisfactory to the Employer during the trial period, or if the Employee is unable to perform the duties, or in the case of an Employee going to a new classification and requesting a return to their former position, the Employee will be returned to the Employee's former position and location. If an applicant is returned to the applicant’s former position, the Employer will offer the position to the next qualified interviewed Employee and should the Employer place any such Employee in a vacant position, Article 15.04 (a) (i) or (ii) shall apply. If in the interim, the former position has been declared permanently redundant, the redundancy procedures shall be invoked and the Employee in question shall be considered to be in their former position for purposes of identifying the redundant Employee. (b) A successful applicant will be paid at the rate of pay in the progression in the job level to which the Employee is promoted equal to or next higher than the Employee's rate of pay in the job level from which the Employee was promoted. (c) To facilitate the transition into the new position, the successful applicant will be provided an appropriate familiarization period where practicable. (d) If a successful applicant is returned to his/her former position or some other position under Article 15.04 (a), the Employer shall give first consideration to those Employees who were unsuccessful applicants for the initial vacancy and should the Employer place any such Employee in the vacant position, Article 15.04 (a) shall apply.

Job Posting Selection Process. (a) An Effective January 1, 2007, an Employee who wishes to apply for any posted vacancy shall make application electronically in accordance with posting instructions to the designate stated on the posted vacancy within the seven (7) working day period specified in Article 15. 01. The application shall be submitted by the close of business on the seventh (7th) working day from the date of posting15.01. The submitted application must include up-to- to-date information. (b) The application will determine whether a candidate meets all the qualifications requested on the Job Posting. All selected candidates will be administered appropriate technical skills tests if applicable. Such tests will not be necessary if the Employee(s) file(s) already contain appropriate test results that are two (2) years old or less. (c) A maximum of five (5) qualified Employees who have the most seniority will be selected for an interview. Unsuccessful applicants with more seniority than those selected will be advised prior to the interview. (d) Where there is a need for specific certification in a job posting, applicants not possessing that certification, but already performing the job on a permanent basis, shall be deemed qualified. (e) The interview team determines the criteria for the interview. The criteria will be reviewed with the Union prior to the interviews. Interview questions will be the same for all candidates. (f) The candidate with the highest interview score will be selected for the position unless there is less than a ten percent (10%) difference between the highest score and that of a candidate with more seniority in which case the Employee with more seniority will be selected for the position. (g) The Employer must advise the Employee two (2) working days in advance of any test(s) to be administered in conjunction with the interview process. (a) Employees who are interviewed for positions will be advised via e-mail of the results of their interview within ten (10) working days from the interview date. If requested by an unsuccessful Employee, the reason(s) for not being selected shall be provided in writing. The Union will be advised of the name of the successful applicant within two (2) working days of the position being confirmed. (b) The successful applicant shall be placed in their position within twenty-one (21) working days from the date of notification of their acceptance or within eight (8) weeks from the end of the posting period provided for in Article 15.01 whichever occurs first. (c) Should there be no successful applicant to a posted vacancy, the Employer will advertise the position for the interest of all permanent Employees of the Thames Valley District School Board. (d) Qualified applicants in CUPE 4222 Units A, C, and D, that apply for a vacancy under 15.03 (c), shall be permitted to participate in the interview process. Qualified applicants are those individuals that meet the expectations of the appropriate technical skills tests and the necessary education and experience requirements as outlined in the job posting. (a) The successful applicant will be placed in the vacancy for a trial period not exceeding: (i) thirty (30) working days if the applicant has posted to a position within their present job classification; and (ii) sixty (60) working days if the applicant has posted to a position outside their present job classification. If the applicant proves satisfactory, the applicant will be confirmed, in writing, in the new position within fifteen (15) working days. The trial period may be extended by mutual agreement between the Employer and the Union. If the Employee proves unsatisfactory to the Employer during the trial period, or if the Employee is unable to perform the duties, or in the case of an Employee going to a new classification and requesting a return to their former position, the Employee will be returned to the Employee's former position and location. If an applicant is returned to the applicant’s former position, the Employer will offer the position to the next qualified interviewed Employee and should the Employer place any such Employee in a vacant position, Article 15.04 (a) (i) or (ii) shall apply. If in the interim, the former position has been declared permanently redundant, the redundancy procedures shall be invoked and the Employee in question shall be considered to be in their former position for purposes of identifying the redundant Employee. (b) A successful applicant will be paid at the rate of pay in the progression in the job level to which the Employee is promoted equal to or next higher than the Employee's rate of pay in the job level from which the Employee was promoted. (c) To facilitate the transition into the new position, the successful applicant will be provided an appropriate familiarization period where practicable. (d) If a successful applicant is returned to his/her former position or some other position under Article 15.04 (a), the Employer shall give first consideration to those Employees who were unsuccessful applicants for the initial vacancy and should the Employer place any such Employee in the vacant position, Article 15.04 (a) shall apply.one

Job Posting Selection Process. (a) An Employee who wishes to apply for any posted vacancy shall make application electronically in accordance with posting instructions to the designate stated on the posted vacancy within the seven (7) working day period specified in Article 15. 01. The application shall be submitted by the close of business on the seventh (7th) working day from the date of posting15.01. The submitted application must include up-to- to-date information. (b) The application will determine whether a candidate meets all the qualifications requested on the Job Posting. All selected candidates will be administered appropriate technical skills tests test if applicable. Such tests will not be necessary if the Employee(s) file(s) already contain appropriate test results that are two (2) years old or less. (c) A maximum of five (5) qualified Employees who have the most seniority will be selected for an interview. Unsuccessful applicants with more seniority than those selected will be advised prior to the interview. (d) Where there is a need for specific certification in a job posting, applicants not possessing that certification, but already performing the job on a permanent basis, shall be deemed qualified. (e) The interview team determines the criteria for the interview. The criteria will be reviewed with the Union prior to the interviews. Interview questions will be the same for all candidates. (fe) The candidate with the highest interview score will be selected for the position unless there is less than a ten percent (10%) difference between the highest score and that of a candidate with more seniority in which case the Employee with more seniority will be selected for the position. (gf) The Employer must advise the Employee two (2) working days in advance of any test(s) to be administered in conjunction with the interview process. (g) Full-time Employees will be the first to be considered for full-time vacancies and part-time Employees will be the first to be considered for part-time vacancies. (a) Employees who are interviewed for positions will be advised via e-mail of the results of their interview within ten (10) working days from the interview date. If requested by an unsuccessful Employee, the reason(s) for not being selected shall be provided in writing. The Union will be advised of the name of the successful applicant within two (2) working days of the position being confirmed. (b) The successful applicant shall be placed in their position within twenty-one (21) working days from the date of notification of their acceptance or within eight (8) weeks from the end of the posting period provided for in Article 15.01 whichever occurs first. (c) Should there be no successful applicant to a posted vacancy, the Employer will advertise the position for the interest of all permanent Employees of the Thames Valley District School Board. (d) Qualified applicants in CUPE 4222 Units A, C, and D, A & C that apply for a vacancy under 15.03 (c), shall be permitted to participate in the interview process. Qualified applicants are those individuals that meet the expectations of process the appropriate technical skills tests and the necessary education and experience requirements as outlined in the job posting. (a) The successful applicant will be placed in the vacancy for a trial period not exceeding: (i) thirty (30) working days if the applicant has posted to a position within their present job classification; and (ii) sixty (60) working days if the applicant has posted to a position outside their present job classification. If the applicant proves satisfactory, the applicant will be confirmed, in writing, in the new position within fifteen (15) working days. The trial period may be extended by mutual agreement between the Employer and the Union. If the Employee proves unsatisfactory to the Employer during the trial period, or if the Employee is unable to perform the duties, or in the case of an Employee going to a new classification and requesting a return to their former position, the Employee will be returned to the Employee's former position and location. If an applicant is returned to the applicant’s former position, the Employer will offer the position to the next qualified interviewed Employee and should the Employer place any such Employee in a vacant position, Article 15.04 (a) (i) or (ii) shall apply. If in the interim, the former position has been declared permanently redundant, the redundancy procedures shall be invoked and the Employee in question shall be considered to be in their former position for purposes of identifying the redundant Employee. (b) A successful applicant will be paid at the rate of pay in the progression in the job level band to which the Employee is promoted equal to or next higher than the Employee's rate of pay in the job level band from which the Employee was promoted. (c) To facilitate the transition into the new position, the successful applicant will be provided an appropriate familiarization period where practicable. (d) If a successful applicant is returned to his/her former position or some other position under Article 15.04 (a), the Employer shall give first consideration to those Employees who were unsuccessful applicants for the initial vacancy and should the Employer place any such Employee in the vacant position, Article 15.04 paragraph (a) of this Article shall apply.