Common use of JOB VACANCIES Clause in Contracts

JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.

JOB VACANCIES. Determinations with respect (a) Announcements of opportunities for all job vacancies in new jobs, existing jobs, training positions, and apprenticeship positions within the bargaining unit, will be posted on the bulletin board of each lunchroom for a period of ten (10) days prior to the filling of the job vacancies vacancy. If a posting is temporary, the expected duration, if known, will be included in the posting. Employees desiring consideration in the filling of the job vacancy shall signify their desire by applying for the job notice during the period in which it is posted. (b) In filling posted vacancies, the skill, knowledge and training positions ability of the applicants for the position shall be made by a three-member selection panelthe primary consideration. Where two or more regular employees qualify, seniority shall be the determining factor. The selection panel skill, knowledge and ability for vacancies posted under this Article shall be those reasonably necessary to perform the job function and shall not be established in an arbitrary or discriminatory fashion. (c) All employees accepted to posted jobs shall be on probation for thirty (30) days worked, except for employees promoted into a technical trade position (e.g. Machinist or Millwright) who shall be on probation for ninety (90) days worked. During this period, the employee may, at his option, return to his former job, or, if in the Employer’s opinion the employee is not progressing satisfactorily, may be returned to his former job. Posting probation may be extended for days missed, in keeping with the procedures outlined in Article 18.02. (d) A notice shall be posted on the bulletin boards listing the name of the successful applicants, within the time limits of the job posting procedures. (i) Employees who post into a temporary position will be comprised of automatically returned to their former position once the facilities supervisor or assistant supervisor in posting is complete. (e) Every internal job applicant who meets the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals minimum qualifications will be asked given an interview unless he/she has been interviewed for a similar position within the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within last three (3) working days and provide copy months. Every internal job applicant who is not given an interview will have the reasons explained to Union Chief Xxxxxxxhim/her. Step 3 If (f) In the non-selected candidate(s) are not satisfied with written notification event an employee transfers to a meeting may higher rated position, or is temporarily moved by the Employer, he or she will be requested with entitled to the Assistant Vice President within 3 working days of receiving written documentationrate for that job. The non-selected candidate(stransfer will occur in accordance with Article 18.10(b) may bring one (1) union representative to of the meetingCollective Agreement. Step 4 If (g) When a temporary vacancy exists for a position in a higher classification, the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President Employer will respond attempt to fill that position with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxxregular employee through a posting process if no cross-trained employee is available.

JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx. Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.

JOB VACANCIES. Determinations with respect (a) Booked Jobs: All booked and posted jobs shall be frozen for the duration of a Booking as long as City efficiency is not impaired. Any permanent or temporary shift vacancies due to the filling employees being on vacation, leave of job vacancies and training positions absence, illness, etc. shall be made available to Spares by a three-member selection panelorder of seniority. The selection panel will New employees hired between bookings shall hold trainee or Spare status and fill open slots. Spares shall be comprised of given the facilities supervisor or assistant supervisor in the appropriate areaopportunity, Assistant Vice President provided they are qualified, to select an open permanent shift and give up their Spare status for the specific campus, and remainder of a University Administrator designated booking. Notice in writing signed by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative employee shall be designated forwarded to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualificationsIn an emergency, where no qualified Spares are available, the vacancy may be made available to regular booked employees by order of seniority on the shift where the vacancy has occurred. In order to fill a vacancy, Management may issue a vacancy selection panel will abide by specified guidelines, posting which will limit consideration determines who is qualified to written work and attendance records, documentation of qualifications submitted by fill the candidate, which will include any and all training received for vacancy. This does not entitle the position, answers provided during selected employee to the oral interview, and the results of any written testing, if administeredrights or privileges associated with permanent postings. For vacancies at the level two classificationexample, after an employee is selected through a vacancy selection posting, the panel assessment employee may be required to book in order of qualifications will determine the candidate selected for the positionseniority at a General Booking. For all classifications, in the event that the panel determines that two candidates are equally Should no suitable qualified for employee bid on the vacancy, it will be made available to the particular garage staff. Should no bids be made on the job, the junior employee of the garage who is qualified must accept the transfer. When shift vacancies due to employees being on vacation, leave of absence, illness or similar causes are offered to Spares and none accepts, then the most senior employee will junior qualified Spare shall be selected. Determinations made by required to take the panel are not subject to Section 6 Grievances but are subject to the following appeal processopen shift for a maximum period of two (2) weeks. (b) Qualifications for Bidding on Posted Jobs: Step 1 Hiring supervisor notifies non-selected candidate(si) within 3 working days Management may at its discretion require that any or all applicants be tested for ability, aptitude, and job knowledge, and that applicants meet all other requirements and qualifications. Such testing shall be limited to establishing those qualifications that are actually required to perform the normal functions of vacancy selection the job. ii) A pass mark on any such testing shall be 70%. iii) Where applicants meet the requirements and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(squalifications, appointment shall be based on seniority in accordance with Section (3). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.

JOB VACANCIES. Determinations with respect 9.1 When the Employer decides to the filling of fill a vacancy in any job vacancies and training positions covered by this Agreement, such job first shall be made by posted internally on the CMP intranet for seven (7) calendar days. 9.2 Each job posting shall contain the job title, a three-member selection panel. The selection panel will be comprised description of the facilities supervisor job duties, shift (including full-time, part-time, or assistant supervisor in occasional status), component and/or department of the appropriate areaposition, Assistant Vice President wage/salary and union status. After this seven (7) calendar day period, the Employer may solicit external applicants for the specific campusposition. 9.3 The Employer will interview all qualified internal candidates who apply during the posting period. To be qualified, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which internal candidate must possess all individuals will be asked the same series of questions, the panel will assess the candidates’ minimum qualifications for the position or have performed equivalent work to the posted vacancyposition (e.g., a candidate without a teaching certificate, but has teaching experience in a relevant field of study). 9.4 The Employer has the right to select the best candidate for the position, provided that the candidate possesses the skill level, qualifications and ability to perform the job. A Union representative shall be designated In making this determination, the Employer may consider an Employee's disciplinary history for the twelve (12) month period preceding the Employee's bid. If two or more candidates for the position possess the same skill level, qualifications and ability to observe perform the oral interview process. Testing will be administered for those vacancies job in the level threejudgment of the Employer, fourMuseum seniority shall prevail. If an external and an internal candidate possess the same skill level, fivequalifications and ability to perform the job in the judgment of the Employer, the Employer will offer the position to the internal candidate. 9.5 Upon request by the Union, the Employer will provide a list of all Employees who applied for a specific position, as well as the number of applicants from outside the bargaining unit. 9.6 If the Employer decides not to fill a vacancy, upon request by the Union, the Employer will explain why it decided not to fill the vacancy. 9.7 The Employer and six classificationsthe Employee may utilize a trial period of up to thirty (30) calendar days as a means of determining the Employee's ability to perform the job. If the Employer or the Employee decides during this thirty (30) calendar day trial period that either does not wish for the Employee to remain in the position, the Employer may return the Employee to their prior job, provided it is still available. 9.8 The University will recognize federal, state, and county certifications in lieu of University administered written testingEmployer has the right to assign Employees to fill vacancies on a temporary basis for up to 120 calendar days without regard to seniority or any other factor. In the event that an Employee is temporarily assigned to perform the job duties of a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualificationsjob classification with a higher pay grade, the selection panel Employer will abide by specified guidelines, which will limit consideration pay the Employee at an hourly rate that is up to written work and attendance records, documentation of qualifications submitted by twenty percent (20%) higher than the candidate, which will include any and all training received base hourly wage rate for their current position for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days duration of the panel meeting and copy the Chief Xxxxxxxtemporary assignment.

JOB VACANCIES. Determinations with respect A. Whenever job vacancies occur, AFSCME will post in writing a notice of all such new or vacant USU positions to all bargaining members electronically. AFSCME may also simultaneously post the job vacancies externally. AFSCME further agrees to send a copy of vacancies and/or new positions to the filling of job vacancies and training positions shall be made by a three-member selection panelUSU President. The selection panel Such postings will be comprised done at least five (5) working days (not to include the day of posting) prior to filling such vacancies. AFSCME will provide a brief description of the facilities supervisor or assistant supervisor in duties of the appropriate areaposition, Assistant Vice President for the specific campussalary range, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ minimum requirements or qualifications for the posted vacancyposition. A Union representative Employees who wish to be considered for such vacancy must notify the Human Resources Department in writing of their interest prior to the expiration of the five (5) working-day posting period. B. The principles of seniority along with qualifications, experience and the peculiar requirements of the assignment and position shall be designated used as the criteria in all cases of transfers. All things being substantially equal, seniority shall prevail. Employees may be awarded no more than one lateral transfer during a 24-month period pursuant to observe this provision. Grievances under this provision may be processed through the oral interview processfirst three steps of the grievance procedure. C. A seniority roster listing USU seniority in each job classification shall be established. Testing will Once a vacancy is posted, all USU members shall be administered for those allowed to bid on such vacancy or vacancies by expressing their interest in writing to the level three, four, five, Human Resources Director. Such vacancy or vacancies shall be filled according to the criteria set forth in (B) above from the USU members bidding on such vacancy or vacancies. D. It is the intention of AFSCME to promote from within and six classifications. The University will recognize federal, state, to allow staff to transfer according to the criteria set forth in (B) above without interfering with the rights of AFSCME to manage its affairs and county certifications in lieu of University administered written testingallocate staff. In the event that an employee is denied a written test is warrantedpromotion, such tests will he or she may initiate a grievance at Step 3 of the grievance procedure. A Step 3 meeting shall be comprised of questions submitted jointly by held which includes the University and the Union. During the panel assessment of qualificationsemployee, his or her representative, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interviewappropriate department director, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s)President or his designee. Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.

JOB VACANCIES. Determinations (a) The Employer shall continue its current practice of providing written notice of continuing and term job vacancies. Continuing part-time positions that are twenty-four (24) hours a week or less shall be posted in accordance with respect this article; casual positions are not required to be posted. Such vacancies shall be posted for a period of not less than six (6) working days. Employees desiring consideration in the filling of these continuing and term job vacancies and training positions shall be made signify their desire by submitting a three-member selection panelwritten application during the period in which it is posted. The selection panel Employer may advertise externally as well as posting internally. Qualified internal applicants will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the unioninterviewed prior to external applicants. Through review of the candidates written credentials, and an oral interview in which all individuals Internal job postings will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies available in the level three, four, five, both digital and six classificationshard copy format. The University will recognize federalpost internal job postings in close proximity to all Housekeeping and Food Service employee time clocks. (b) In all cases of filling permanent vacancies, statepromotions/ demotions, transfers, layoffs, and county certifications recall after layoff, the University will select the qualified candidate, if any, who the University can demonstrate is the most qualified candidate for the position taking into account skill, ability, qualifications, and relevant experience. Where these factors are relatively equal between two or more candidates, the candidate with more seniority will be selected. The University agrees that the onus lies with the employer to demonstrate that the successful candidate was the most qualified. Where an external applicant is selected, when requested to do so, the University will meet with the Union to elaborate upon its selection decision. On an annual basis, the University will provide the Union the percentage of successful internal and external candidates. (c) When an employee applies, is found to be qualified, but is not given the position, the employee may ask for and will be given advice on how to improve their qualifications, and assistance in lieu of University administered written testing. developing a career development plan and/or job search skills. (d) In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided successful applicant proves unsatisfactory during the oral interview, and the results of any written testing, if administered. For vacancies or at the level two classification, the panel assessment end of qualifications will determine the candidate selected for the position. For all classifications, a familiarization period of thirty (30) calendar days or feels dissatisfied and chooses not to continue in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) position within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.ten

JOB VACANCIES. Determinations with respect A. Employer will notify the Union President within fourteen (14) calendar days after an employee vacates a bargaining unit position as to the filling Employer's decision regarding the vacated position. Employer may elect not to fill the position if no longer needed, and, may either downgrade to a lower-paid classification or upgrade to a higher-paid classification any position due to a significant change in the work content; provided however, that prior to making such changes a special conference may be called to discuss the matter and if agreement is not reached, the Employer's decision may be submitted to the Third Step of the grievance procedure. The Employer will notify the Union prior to converting a position to a 9/10-month position, and meet with the Union to discuss the reasons for the conversion. B. Providing there are no displaced or laid off employees with recall rights, before hiring new employees, the Employer will attempt to fill open bargaining unit positions with seniority employees in accordance with the following provisions. 1. Notice of job vacancies and training positions shall which are determined by Employer to exist will be made by available through the campus-wide communication system, and Human Resources’ web site, for five (5) working days. Such notices shall show the classification, department, and shift involved. Seniority employees desiring consideration for a three-member selection panelposted job may make application, not later than five (5) working days after the date of the posting, through the Human Resources departmental process. 2. The selection panel opportunity to fill the posted job vacancy will first be given to the most senior qualified employee, University-wide as is being posted. 3. After the original posted vacancy has been awarded, the Employer, within thirty (30) calendar days, may allow for lateral movements by seniority within the classification without posting each determined vacancy within that classification. 4. When no more lateral movements remain and a determined vacancy still exists, that vacancy will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the unionposted according to Section 18. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testingB. 1. 5. In the event there are several qualified applicants for a posted job, the applicant having the most seniority among them shall be awarded the position. However, an employee’s work record of the two (2) prior calendar years, evidencing excessive unapproved absenteeism or adverse disciplinary action, may disqualify them from being awarded the position. 6. The Employer will strive to fill posted job vacancies that a written test is warrantedhave been awarded within thirty (30) calendar days after the posting period. If such job vacancies are temporarily filled, such tests Employer will notify the Union its reason for doing so. C. As used in this Section and, also, throughout this Agreement, to be comprised "qualified" or to be "qualified for consideration" shall mean to be in possession of questions submitted jointly by the University basic and the Union. During the panel assessment of physical qualifications, the selection panel will abide by specified guidelinesknowledge and skills required, which will limit consideration and have the current ability to written perform the work to be done to the Employer's satisfaction. Each employee is responsible for ensuring that their application for a posted job sets forth all of their skills, experience, training, and attendance records, documentation of other qualifications submitted he /she wishes to be considered by the candidateEmployer in evaluating their candidacy. D. An employee applying for a posted job who is deemed qualified by the Employer and is awarded the opening accordingly, shall be granted an orientation period in which will include any to confirm their apparent ability to perform the work to the Employer's satisfaction, and all training received for to determine their own interest in remaining in the new position. The orientation period shall begin on the start date of the awarded position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies there are at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within least three (3) working days and provide copy calendar weeks left in the positions regularly scheduled employment period. The orientation period for awarded positions shall be three (3) calendar weeks. Prior to Union Chief Xxxxxxx Step 3 the end of the orientation period, the employee may elect to revert to their former position, but may not do so thereafter except through the procedures set forth in Paragraph B. of this Section. If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with Employer disqualifies the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative employee prior to the meetingend of the orientation period, the employee will revert to their former position, and in such event, the employee and the Union will be notified in writing as to the reason for removal. Step 4 If E. In the non-selected candidate(s) are event the most senior applicant is not satisfied with awarded the written notification and posted job, the meeting with Assistant Vice Presidentreason for denial shall be given in writing to such employee, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx, and the Union President. F. The Employer agrees not to fill job vacancies in bargaining unit classifications, in which the same work still exists, with other non-unit University employees. The Employer also agrees not to reclassify bargaining unit positions to non-bargaining unit positions if the duties of the position have not changed since the signing of this Agreement. G. Each employee will be allowed to accept a position within their classification no more than three (3) times during a twelve (12) month period, which begins on the date that they accept the first position.

JOB VACANCIES. Determinations with respect Section 18.01 Notices of all job vacancies, when and where determined by the company to exist, will be posted to employees for a minimum of seven (7) calendar days in a manner determined by the company. The posting will describe the job duties and the minimum qualifications required for the position as determined by the Company. The company may, at its discretion, require job applicants to take a test or require certification, provided such test/certification is fair, objective and appropriate to the filling job involved. An employee desiring to be considered for a vacancy shall submit a properly completed JIR (Job Interest Request). With Company approval and in order to accommodate employees on vacation or training, a late bid of up to two (2) weeks from the date of the closing will be accepted. At locations where employees have computer access and where technologically feasible, the company shall have the right to utilize an electronic method for posting job vacancies and vacancies. The company shall provide training positions to employees before implementing an electronic method. The company shall be made by a three-member selection panelnotify the union in advance prior to implementing any electronic method. Section 18.02 The company will seek to fill the vacancy from those employees bidding based upon these qualifications. The selection panel process for filling a vacancy will be comprised based on qualifications, work experience, technical skills, relevant educational background and training, attendance, safety record and discipline record. When two or more employees are deemed by the company to have substantially equal qualifications, then the job will be awarded based upon seniority. Employees successfully bidding on a posted vacancy may not bid on another vacancy for a period of thirty (30) months. This restriction will be waived should the facilities supervisor or assistant supervisor company announce a layoff situation in the appropriate area, Assistant Vice President for the specific campus, and employee’s job classification. This restriction will also be waived if a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of job vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond becomes available within three (3) working months of the employees transfer to his/her new position. Section 18.03 Once a job is posted, any vacancy in that job within the next sixty (60) days and provide copy to Union Chief Xxxxxxx Step 3 If from the non-selected candidate(s) are not satisfied with written notification a meeting date of posting may be requested with filled from the Assistant Vice President within 3 working days list of receiving written documentationbidders who were qualified, as heretofore provided, at the time of bidding. The non-selected candidate(s) If no employee bids or qualifies for the job, the company may bring one (1) union representative to fill the meetingjob at its discretion. Step 4 Section 18.04 If the nona person is employed or re-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice Presidentemployed as a regular employee, a meeting he or she may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with employed at a final binding written decision within 3 working days rate in excess of the panel meeting established starting rate as is commensurate with his/her previous training, employment and copy experience. Wage progression shall begin from the Chief Xxxxxxxrate effective at the time of employment or re-employment.

JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campusFacilities Services, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ candidates qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection arbitration proceedings. Job vacancies and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for training positions shall be posted on the specific campusform for a period of at least five (5) calendar days in a conspicuous place in the work area setting forth qualifications, hours, shift and job title and any testing to be administered. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting Job postings may be requested with signed by any employee in the Assistant Vice President within 3 working days of receiving written documentationbargaining unit. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting A job may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with temporarily filled before a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.permanent assignment is made, according to Section 2.3 D (temporary employees) or Section

JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campusDirector of Facilities Services, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ candidates qualifications for the posted vacancy. A Union representative shall may be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection arbitration proceedings. Job vacancies and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for training positions shall be posted on the specific campusform for a period of at least five (5) calendar days in a conspicuous place in the work area setting forth qualifications, hours, shift and job title and any testing to be administered. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting Job postings may be requested with signed by any employee in the Assistant Vice President within 3 working days of receiving written documentationbargaining unit. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting A job may be requested with temporarily filled before a permanent assignment is made, according to Section 2.3 D (temporary employees) or Section 8.4 G (regular employees). In the selection panel. This meeting must be requested event that a vacancy is not filled within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working thirty (30) calendar days of the panel meeting and copy removal of the Chief Xxxxxxxposting, the University agrees to notify the Union of the cause of the delay. If no qualified employee signs the job posting, it may be filled by a new employee. The employee who is awarded the vacancy will be given 30 days actually worked to determine his or her ability to satisfactorily perform the job. If the employee is unable to perform the duties of the job he or she will revert to his or her former classification. The employee who is awarded the vacancy will be given 30 days actually worked to determine if he or she desires to return to his or her former classification. If the employee does wish to return to the former classification within this time period, he or she will return to that classification.

JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection arbitration proceedings. Job vacancies and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for training positions shall be posted on the specific campusform for a period of at least five (5) business days in a conspicuous place in the work area setting forth qualifications, hours, shift and job title and any testing to be administered. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting Job postings may be requested with signed by any employee in the Assistant Vice President within 3 working days of receiving written documentationbargaining unit. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting A job may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with temporarily filled before a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.permanent assignment is made, according to Section 2.3 D (temporary employees) or Section

JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President AVP for the specific campus, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(s). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President AVP for the specific campus. The Assistant Vice President AVP shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx. Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President AVP within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice PresidentAVP, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice PresidentAVP. The Assistant Vice-President AVP will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.

JOB VACANCIES. Determinations with respect (a) Booked Jobs: All booked and posted jobs shall be frozen for the duration of a Booking as long as City efficiency is not impaired. Any permanent or temporary shift vacancies due to the filling employees being on vacation, leave of job vacancies and training positions absence, illness, etc. shall be made available to Spares by a three-member selection panelorder of seniority. The selection panel will New employees hired between bookings shall hold trainee or Spare status and fill open slots. Spares shall be comprised of given the facilities supervisor or assistant supervisor in the appropriate areaopportunity, Assistant Vice President provided they are qualified, to select an open permanent shift and give up their Spare status for the specific campus, and remainder of a University Administrator designated booking. Notice in writing signed by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative employee shall be designated forwarded to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualificationsIn an emergency, where no qualified Spares are available, the vacancy may be made available to regular booked employees by order of seniority on the shift where the vacancy has occurred. In order to fill a vacancy, Management may issue a vacancy selection panel will abide by specified guidelines, posting which will limit consideration determines who is qualified to written work and attendance records, documentation of qualifications submitted by fill the candidate, which will include any and all training received for vacancy. This does not entitle the position, answers provided during selected employee to the oral interview, and the results of any written testing, if administeredrights or privileges associated with permanent postings. For vacancies at the level two classificationexample, after an employee is selected through a vacancy selection posting, the panel assessment employee may be required to book in order of qualifications will determine the candidate selected for the positionseniority at a General Booking. For all classifications, in the event that the panel determines that two candidates are equally Should no suitable qualified for employee bid on the vacancy, it will be made available to the particular garage staff. Should no bids be made on the job, the junior employee of the garage who is qualified must accept the transfer. When shift vacancies due to employees being on vacation, leave of absence, illness or similar causes are offered to Spares and none accepts, then the most senior employee will junior qualified Spare shall be selected. Determinations made by required to take the panel are not subject to Section 6 Grievances but are subject to the following appeal processopen shift for a maximum period of two (2) weeks. (b) Qualifications for Bidding on Posted Jobs: Step 1 Hiring supervisor notifies non-selected candidate(si) within 3 working days Management may at its discretion require that any or all applicants be tested for ability, aptitude, and job knowledge, and that applicants meet all other requirements and qualifications. Such testing shall be limited to establishing those qualifications that are actually required to perform the normal functions of vacancy selection the job. ii) A pass xxxx on any such testing shall be 70%. iii) Where applicants meet the requirements and sends an email to Union Chief Xxxxxxx indicating the date of notification to the non-selected candidate(squalifications, appointment shall be based on seniority in accordance with Section (3). Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, a meeting may be requested with the selection panel. This meeting must be requested within 3 working days after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.

JOB VACANCIES. Determinations with respect (a) Where there is a vacancy resulting from the resignation or termination of an employeeor a newly created position which the Board has determined should be filled, the Board shall post an announcement of the vacant position. The announcement shall contain a brief description of the duties required, qualifications, salary, work year and other pertinent information and it shall be posted in each building. Any employee desiring to bid for an announced vacancy shall submit a written application to the filling Superintendent on forms designated by the Board within five (5) business days following the posting of job vacancies and training positions the opening. Current qualified employees who apply shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President given first consideration for the specific campusposition. (b) Vacancies shall be posted for a period of five (5) business days on the District website, on all District buildings’ bulletin boards, and a University Administrator designated copy sent to the SPCA President. The first date of the posting shall be indicated on the posting. All qualified current employees shall have first consideration for each vacancy. If the job vacancy is notfilled within ninety (90)days from the date of the job posting or if filling the position will no longer be pursued, the SPCA President shall be notified in writing. Once a job is filled, the SPCA President and the SPCA Treasurer will be given a copy of the office memo sent to the payroll department with the name, position, starting date, building location, and salary of the hired employee. At the time of hire, a new employee will receive, and sign for from the District, a current SPCA contract and IEA-NEA membership form which is to be completed by the unionnew employee. Through review Within two (2) days of the candidates written credentialscompletion of the IEA-NEA membership form, the Disctrict will forward the form to the SPCA Treasurer. Once the SPCA Treasurer has received the membership form for processing, the SPCA Treasurer will send a copy of the form to the District payroll department and to the employee. (c) A job covered by this agreement shall not be created or filled without proper posting. No temporary/part-time employee will perform work covered by this agreement for longer than thirty (30) days unless the temporary or part-time employee is replacing an oral interview in which all individuals employee on leave or worker’s compensation. (d) Written notification of acceptance or rejection will be asked given to employees who have requested consideration for a posted position. The reason for the same series rejection of questionsa bid will be given to an employee within five (5) working days. (e) A written and dated request for a job transfer may be submitted to the Superintendent at any time during the school year. If no vacancy exits at the time of therequest such request will be held by the District until June 30th. If an opening becomes available during the period from the receipt of the request, the panel will assess employee shall be given priority over outside applicants provided the candidates’ employee requesting the job transfer meets all the necessary requirements and qualifications for the posted vacancy. A Union representative position. (f) An involuntary reassignment shall be designated defined as a change in building assignment received after final notification has been given for that school year. An involuntary reassignment of any Union employee shall be preceded by written notification to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University employee and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process: Step 1 Hiring supervisor notifies non-selected candidate(sUnion President within five (5) within 3 working days of vacancy selection and sends an email to such reassignment. Any Union Chief Xxxxxxx indicating the date of notification employee involuntarily reassigned may appeal that reassignment to the non-selected candidate(s)Superintendent. The employee will have the right to a hearing and be able to state reasons to remain in the present union position. The decision of the Superintendent will first be communicated to the employee and Union President in writing before an involuntary reassignment takes place. Reasons for the decision will be given to the employee and Union President. Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s(g) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief Xxxxxxx Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be requested with the Assistant Vice President within 3 working days of receiving written documentation. The non-selected candidate(s) may bring one (1) union representative Any support employee assigned to the meeting. Step 4 If the non-selected candidate(s) are not satisfied with the written notification and the meeting with Assistant Vice President, duties of a meeting may be requested with the selection panel. This meeting must be requested within 3 working days higher paid position after the meeting with the Assistant Vice President. The Assistant Vice-President will respond with a final binding written decision within 3 working days of the panel meeting and copy the Chief Xxxxxxx.five