Merit Promotion Sample Clauses

Merit Promotion. Section 1. Under the Merit Promotion Program bargaining unit employees are given full and fair consideration for advancement into bargaining unit positions and to ensure selection from among the best- qualified candidates. Rating plans will be valid and job related. The Merit Promotion Program shall be administered in accordance with applicable laws, rules and regulation. a. The minimum area of consideration is where the EMPLOYER reasonably expects to get at least three (3) highly qualified candidates for a vacancy. Management will consider opening vacancy announcements for a period of 14 calendar days. Vacancy announcements will be open and posted on the official bulletin board for a minimum of seven (7) days. A copy of the announcement will be given to the UNION. b. For open continuous announcements, a cover sheet will be open and posted for a minimum of seven (7) days. The cover sheet will indicate the cutoff date for applying, and, in the case of a part-time vacancy, the number of hours for that particular vacancy. c. Employees will advise their supervisors in writing of specific job opportunities in which they are interested and arrange to be notified if such opportunities are advertised while they are absent, on leave, detail, TDY, or at a training course. The EMPLOYER will provide a copy of an announcement to an employee upon request. Information regarding the cancellation of vacancy announcements will be posted. Section 3. Employees are responsible for submitting required application material prior to the closing date of the announcement and in compliance with the “how to apply” section of the announcement. Section 4. If any applicant from amongst the best qualified is interviewed, all of the applicants from amongst the best qualified will be interviewed. Section 5. Selections under the Merit Promotions Program will be posted on each work site's official bulletin board that is within the area of consideration of the bargaining unit. Section 6. When an employee fails to receive proper consideration in a promotion action and the promotion decision is allowed to stand, the employee will be considered for the next appropriate vacancy for which qualified to make up for lost consideration. An appropriate vacancy is a position at the same grade level or promotion potential of the position for which consideration was lost. Promotions will be implemented that are directed by higher authorities to effect corrective action on an equal employment opportunity c...

Merit Promotion. 24.2.1 In addition to the above, merit promotions may be made between ranks. 24.2.2 A person may not be considered for a merit promotion for the entire period (s)he is elected to serve on the College-wide Tenure and Promotion Committee. This provision applies to each term of office (s)he is elected to serve on this committee. 24.2.3 Merit promotions for both full-time and part-time faculty shall be made in accordance with the following procedure. 24.2.4 For this Section, a Department is defined as any grouping of faculty members working under a Chair, Associate Chair, Director, or an appointed Administrative Officer. 24.2.5 Those faculty members who have been at the top step of their salary schedule for a minimum of four

Merit Promotion. 40.1 Merit promotion to a higher CSOF level shall be approved where, through the Reward Assessment Procedures (see clause 39), CSIRO determines that: • An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and • CSIRO requires the role to be performed at the higher level for the foreseeable future. 40.2 Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacity to sustain that level of performance beyond the period being assessed. 40.3 An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 40.4 Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflect this advice. 40.5 Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 (a) Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 39 and 40. (b) Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 37). (c) Advancement to CSOF Level 8.2 is only available from CSOF Level 8.1 and requires a reasoned case justifying advancement. (d) Advancement beyond CSOF Level 8.2 requires a reclassification case satisfying the senior promotion guidelines. 40.6 Reclassification Appeal Process An officer seeking promotion up to CSOF Level 6 in any functional area or to CSOF Level 7 or 8 in the Research Science/Engineering/Projects or Research Consulting functional areas, may lodge a Formal Reclassification Appeal where: • The delegate declines to approve a reclassification; • The officer’s immediate Line Manager declines to submit the case for consideration in th...

Merit Promotion. The Merit Promotion plan is herein incorporated as part of this Agreement. These procedures will not be changed, to the extent they are negotiable, for the life of this Agreement except in writing and in accordance with Article 42.

Merit Promotion. Section A

Merit Promotion. The parties recognize that the Agency retains the right to fill bargaining unit positions by using any proper method including non-competitive sources and OPM-authorized lists of eligible applicants. If the Employer chooses to fill a bargaining unit position by merit promotion, the Agency will follow all current laws and government-wide regulations, USDA Departmental Regulation DR 0000-000-000, “Merit Promotion and Internal Placement” (dated August 20, 2013), and this Agreement.

Merit Promotion. This article is governed by the provisions of the Fort Xxx Merit Promotion Plan, QMCENFL Reg 690-1-1.

Merit Promotion. Subject to bargaining rules under the NSPS, the Parties agree to open this article upon implementation of new NSPS rules as they apply to this issue.

Merit Promotion. ‌ Section 12.01 Purpose‌ A. The purpose and intent of this Article is to ensure that merit promotion principles are applied in a consistent manner, and that all employees receive fair and equitable consideration without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition. B. Any changes to the Agency’s merit promotion program that are not already provided in this Article will be subject to the provisions of Article 39, Negotiations.

Merit Promotion. Section 1. Purpose