Merit Promotions Sample Clauses

Merit Promotions. In order for an employee to be considered for a senior classification it is understood that a candidate would be required to meet the criteria, as set out below. Management retains the right to make the final decision on all promotions to senior status. An employee promoted to a senior category on a merit basis shall be confirmed in that position at the actual time of the promotion. 1. Mastery of craft in all relevant aspects of the department 2. Technical knowledge 3. Problem solving skills 4. Good role model 5. Ability to evolve and grow 6. Good work ethic 7. Positive attitude 8. Good motivator
Sample 1Sample 2Sample 3
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Merit Promotions. A. The Employer’s policy is to provide a fair, equitable, and systematic approach for the identification, evaluation, and competitive selection of employees for promotion to bargaining unit positions on the basis of merit principles. Actions taken under this Article shall be made without regard to race, color, sex, national origin, marital status, age, religion, sexual orientation, labor organization affiliation or non-affiliation, or non- disqualifying disability and shall be based solely on job-related criteria. B. The purpose of this Article is to ensure selection of the most qualified candidates for vacant positions. The parties agree that the Employer has the right, at its discretion, to fill vacant positions by recruiting eligible candidates through the announcement of such vacancies within the agency or by recruiting from any appropriate source. All internal or external vacancy announcements will be posted on the Office of Personnel Management’s USAJobs (XXXXxxx.xxx) website, and bargaining unit employees will be given the opportunity to apply for the vacant position either as an internal and/or external candidate. Article 14, Reassignments, provides procedures the Employer will follow to enable current employees to be considered for vacant positions that do not involve promotions. C. Under the terms of this Article, the Employer is not required to fill a vacant position with a current employee. The Employer may choose to select from other appropriate sources, provided applicable civil service merit procedures and the terms of this Agreement are followed. The Article provides for promotions to be made fairly and for promotion practices that support efforts to select the best-qualified candidates. Current employees may frequently be among the best-qualified candidates because they are familiar with the Employer’s work. D. The Employer will maintain a merit promotion case file, in accordance with regulatory requirements, on each promotion action covered by this Article for two years after the selection is made or two years after the announcement closes, if no selection is made. Files involving active EEO complaint investigations or employee grievances must be held until the cases are resolved. Section 2 Except as provided under Section 3 below, the competitive procedures set forth in this Article apply to all promotions to bargaining unit positions and to the following actions: A. Promotion to a position that is not part of the employee’s career ladde...
Sample 1
Merit Promotions. An employee promoted to a senior category on a merit basis shall be confirmed in that position at the actual time of the promotion.
Sample 1
Merit Promotions. In order for an employee to be considered for a senior classification it is under- stood that a candidate would be required to meet the 1. Mastery of craft in all relevant aspects of the department 2. Technical knowledge 3. Problem solving skills 4. Good role model 5. Ability to evolve and grow 6. Good work ethic 7. Positive attitude 8. Good motivator
Sample 1
Merit Promotions. SECTION 1 It is agreed that all promotions to bargaining unit positions, and all other personnel actions set forth in Section 2 below, will be made using systematic and equitable procedures on the basis of merit and from among properly ranked and certified candidates or from other appropriate sources without regard to race, color, sex, national origin, marital status, age, religion, sexual orientation, labor organization affiliation or non-affiliation, or non-disqualifying physical handicap. A. When merit promotion procedures are to be used, it is understood that this Article applies to all promotion actions to bargaining unit positions not specifically excluded in Section
Sample 1
Merit Promotions. In order for an employee to be considered for a senior classification it is understood that a candidate would be required to meet the criteria, as set out below. Management retains the right to make the final decision on all promotions to senior status. An employee promoted to a senior category on a merit basis shall be confirmed in that position at the actual time of the promotion. 1. Mastery of craft in all relevant aspects of the department 2. Technical knowledge 3. Problem solving skills 4. Good role model 5. Ability to evolve and grow 6. Good work ethic 7. Positive attitude 8. Good motivator 9. Good attendance record 10.Ability and willingness to train 11.Strong interpersonal skills 12.
Sample 1
Merit Promotions. S ection 1. Purpose and Scope This Article is applicable to all merit promotions to positions within the Unit represented by the Union at DLA Aviation/Distribution Cherry Point, NC.
Sample 1
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Related to Merit Promotions

  • Promotions A. A promotion is defined as moving from any teaching position to one listed on the administrative and supervisory responsibility scale. B. All vacancies in promotional positions shall be filled on the following basis: 1. Whenever a vacancy arises or is anticipated, the Superintendent shall cause a notice to be posted in each school setting forth a description of and the qualifications for the position, including duties and salary range. Promotional vacancies shall be advertised throughout the year, including summer months, on the FCPS web site. In addition, the Superintendent will post a list of such vacancies in each school, with a copy of said notice being transmitted to the Association. 2. Unless there are extenuating circumstances, such notices shall be posted fifteen (15) days prior to the filing date when applications must be submitted. If notification is less than fifteen (15) days, the Association shall be notified. 3. Teachers who decide to apply for such vacancies shall submit their applications in writing to the Superintendent or authorized representative. The time limit specified in the notice shall be adhered to unless there are extenuating circumstances. 4. When a vacancy occurs, a promotion committee may be appointed by the Superintendent consisting of five (5) professional educators who are familiar with the duties and responsibilities associated with the position to be filled. Two (2) members of the committee may be classroom teachers. The committee shall have advisory status and shall recommend to the Superintendent one (1) or more candidates. 5. Vacancies shall be filled on the basis of experience, competency and other qualifications of the applicant. Ordinarily, preference shall be given to present teachers. Inquiries may be directed to other school systems when it is deemed advisable in the best interest of the Xxxxxxxxx County school system. The successful applicant shall meet the certification requirements established by the state board of education for the position, or shall fulfill such requirements within one (1) year. 6. The availability of leadership positions in other counties shall be made known in the same manner as set forth in paragraph 1 whenever possible. C. No teachers shall be denied the opportunity to apply for selection to participate in seminars or workshops sponsored by the Board for potential administrators and supervisors.

  • Investment Promotion 1. Each Contracting Party shall promote investments in its territory by investors of the other Contracting Party and admit such investments in accordance with its legislation. 2. In particular, each Contracting Party shall permit the conclusion and the carrying out of licensing agreements and contracts for commercial, administrative or technical assistance, in so far as these activities were related to investments.

  • Sales Promotions In addition to decreasing prices for the balance of the Contract term due to a change in market conditions, the Contractor may conduct sales promotions involving price reductions for a specified lesser period. The Contractor must submit documentation identifying the proposed: (1) starting and ending dates of the promotion, (2) commodities or contractual services involved, and (3) promotional prices compared to then-authorized prices.

  • Promotion A promotion shall mean the transfer of an employee to a higher level position of more responsibility as well as salary.

  • Sales Promotion Promote and use its reasonable endeavours to increase sales of the Supplier/ Principal ATOL holder's Travel Arrangements to existing and potential clients;

  • Strategy As an organization without operational services (fuel, maintenance, etc.), and in consideration that the majority of potential issues come from boat maintenance whereby the boats are personal property, the predominant strategy will be the minimization of on-site waste. With this approach, the organization will have minimal potential impact on the environment and reduce regulatory risk. To accomplish this, requirements will be established by policy, periodic communications shall occur, and audits will be utilized to provide feedback for improvement.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Technical Committee 1. The Technical Committee shall comprise: (a) nine experts representing different regions of the Agreement Area, in accordance with a balanced geographical distribution; (b) one representative from the International Union for Conservation of Nature and Natural Resources (IUCN), one from the International Waterfowl and Wetlands Research Bureau (IWRB) and one from the International Council for Game and Wildlife Conservation (CIC); and (c) one expert from each of the following fields: rural economics, game management, and environmental law. The procedure for the appointment of the experts, the term of their appointment and the procedure for designation of the Chairman of the Technical Committee shall be determined by the Meeting of the Parties. The Chairman may admit a maximum of four observers from specialized international inter- governmental and non-governmental organizations. 2. Unless the Meeting of the Parties decides otherwise, meetings of the Technical Committee shall be convened by the Agreement secretariat in conjunction with each ordinary session of the Meeting of the Parties and at least once between ordinary sessions of the Meeting of the Parties. 3. The Technical Committee shall: (a) provide scientific and technical advice and information to the Meeting of the Parties and, through the Agreement secretariat, to Parties; (b) make recommendations to the Meeting of the Parties concerning the Action Plan, implementation of the Agreement and further research to be carried out; (c) prepare for each ordinary session of the Meeting of the Parties a report on its activities, which shall be submitted to the Agreement secretariat not less than one hundred and twenty days before the session of the Meeting of the Parties, and copies shall be circulated forthwith by the Agreement secretariat to the Parties; and (d) carry out any other tasks referred to it by the Meeting of the Parties. 4. Where in the opinion of the Technical Committee there has arisen an emergency which requires the adoption of immediate measures to avoid deterioration of the conservation status of one or more migratory waterbird species, the Technical Committee may request the Agreement secretariat to convene urgently a meeting of the Parties concerned. These Parties shall meet as soon as possible thereafter to establish rapidly a mechanism to give protection to the species identified as being subject to particularly adverse threat. Where a recommendation has been adopted at such a meeting, the Parties concerned shall inform each other and the Agreement secretariat of measures they have taken to implement it, or of the reasons why the recommendation could not be implemented. 5. The Technical Committee may establish such working groups as may be necessary to deal with specific tasks.

  • Promotional Probation a. An employee on promotional probation may be failed at any time without right of appeal or hearing, except as provided in C.3., below, and except that failing an employee on promotional probation must not be arbitrary, capricious or unreasonable. b. An employee who fails promotional probation shall receive a performance evaluation stating the reason for failure of promotional probation. c. When an employee fails his or her promotional probation, the employee shall have the right to return to his or her former class provided the employee was not in the previous class for the purpose of training for a promotion to a higher class. When an employee is returned to his or her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. A regular employee who accepts promotion to a limited-term position, other than at the direction of the employee's agency/department head, shall not have the right to return to his or her former class. d. If the employee's former class has been deleted or abolished, the employee shall have the right to return to a class in his or her former occupational series closest to, but no higher than, the salary range of the class which the employee occupied immediately prior to promotion and shall serve the remainder of any probationary period not completed in the former class.

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