Method of Filling Vacancies. The job vacancy shall be filled in accordance with the provisions of Article 12.
Method of Filling Vacancies. (A) Except where a vacancy is filled by demotion, lateral action, or reassignment as defined in Article 9 of this Agreement, employees who have applied for promotion in accordance with Section 2 of this Article shall be given first consideration for promotional vacancies in accordance with the agencies’ standard selection process.
(B) Each employee who applies in accordance with Section 2 of this Article will be notified in writing by the appointing authority when the position has been filled.
(C) The standard selection process for filling Institutional Security Specialist promotional vacancies covered by this Agreement shall continue in effect during the term of this Agreement. The standard selection process for filling Correctional Officer and Correctional Probation Officer promotional vacancies shall be as provided for in Department of Corrections Procedure Number 208.005. (April 12, 2019)
Method of Filling Vacancies. All vacancies covered by this Agreement will be filled as per the current practice of the Board of Fire and Police Commissioners.
Method of Filling Vacancies. The following steps will be taken in the order indicated when staffing a position for which the Alliance is the bargaining agent. Candidates shall be entitled to twenty-four (24) hours to consider any offer of employment as per paragraphs 27.03(a) to (k) below or forty-eight
Method of Filling Vacancies. The following steps will be taken in the order indicated when staffing a position for which the Alliance is the bargaining agent. Candidates shall be entitled to twenty-four (24) hours to consider any offer of employment as per Article 27.03 (a) to (k) below or forty-eight (48) hours if the position is located outside of a forty (40) kilometre radius from their present work location. Such offer shall, when possible, be made in writing. When staffing a full-time vacant position, the Corporation shall consider full-time employees in (a), prior to considering part-time employees in (a), then full-time employees in (b), prior to considering part-time employees in (b), then full-time employees in (c), prior to considering part-time employees in (c), then full-time employees in (d), prior to considering part-time employees in (d), then full-time employees in (e), prior to considering part-time employees in (e), then full-time employees in (f), prior to considering part-time employees in (f), then full-time employees in (g), prior to considering part-time employees in (g), then full-time employees in (h), prior to considering part-time employees in (h), then full-time employees in (i), prior to considering part-time employees in (i). When staffing a part-time vacant position, the Corporation shall consider part-time employees in (a), prior to considering full-time employees in (a), then part-time employees in (b), prior to considering full-time employees in (b), then part-time employees in (c), prior to considering full-time employees in (c), then part-time employees in (d), prior to considering full-time employees in (d), then part-time employees in (e), prior to considering full-time employees in (e), then part-time employees in (f), prior to considering full-time employees in (f), then part-time employees in (g), prior to considering full-time employees in (g), then part-time employees in (h), prior to considering full-time employees in (h), then part-time employees in (i), prior to considering full-time employees in (i).
(a) The priority list as defined in 27.02 (d) will be consulted and each person whose name appears thereon will be given priority of appointment, based on seniority, to a vacant position in the order indicated below, at an equal classification level within the bargaining unit, for which the employee is qualified:
(i) within the work location in which the employee was working;
(ii) within the Division/Region in which the employee was working;
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Method of Filling Vacancies. The job vacancy shall be filled in accordance with the provisions of Article
Method of Filling Vacancies. The following steps will be taken in the order indicated when staffing a position:
a) The priority list – Such employees will be given priority of appointment based on continuous employment to a vacant position at the same or lower level of classification for which they are qualified or may within a reasonable period of training become qualified.
b) The salary protection list - Employees will be given priority of appointment based on continuous employment, to a position at the same or lower classification level for which they are qualified or may within a reasonable period of training become qualified.
c) The Eligibility List – Such employees will be given priority of appointment based on the order contained therein
d) Following the completion of the process above, and if qualified candidates are not identified from a), b) or c) above, appointment will be made from a competition in accordance with the merit principle, open to all employees of the Employer. In cases where it is found that two (2) or more candidates are considered relatively equal, continuous employment will prevail.
e) Following the completion of the process outlined in d) above, appointment may be made from a competition in accordance with the merit principle open to persons outside the Museum. Vacant positions will not be advertised outside the Museum before the above noted steps have been completed.
f) When an appointment needs to be extended beyond the initial duration of a competition, the Alliance should be consulted.
g) An appointment for a period of less than three (3) months duration can be excluded from the requirements of this article, and may be further extended beyond the three (3) months with agreement from the Alliance.
h) In consultation with the Alliance, the Employer may, on occasion, advertise inside and outside the Museum simultaneously. This method may be used when a unique position requires a combination of education and specialized experience not generally found within the CMN. The internal candidate prevails
Method of Filling Vacancies. The filling of vacant positions should be used to provide career mobility for employees and should be based on the relative merit and aptitude of the applicants. The University shall fill a vacant position with the applicant who, in its judgment, is most qualified to perform the duties as described in the class specification, position description, and other documents describing the position. Employees who have attained regular status shall be eligible for the provisions of this Article. The only issue to be addressed in a grievance regarding this provision is whether the University exercised its judgment in an arbitrary and capricious manner.
Method of Filling Vacancies. A. Except where a vacancy is filled by demoting a law enforcement employee or by reassignment as defined in Article 9 of this Agreement, the only employees who may be considered for a vacancy shall be those having the highest five (5) numerical scores on the University's current promotional list or those remaining in the top five (5) scores from the prior year’s list. However, the University shall have the discretion to fill a vacancy from only the highest five (5) numerical scores of current University employees contained on the University's promotional list, or those remaining on the prior year’s list. If the promotional list contains less than five (5) eligible employees and, of those, each either has active written disciplinary actions in their personnel files and/or is the subject of active performance improvement plan, the University shall have the right to screen external applicants in order to fill the position.
B. Employees who do not receive a promotion for which they applied will retain their position on the promotional list. When an employee declines a promotional opportunity for which he/she had previously applied, the employee shall not be considered for promotion for the duration of that list.
Method of Filling Vacancies a) The PSAC will notify an employee, in writing, in the event that the employee is screened in or out of a competition. If an employee is screened out of a competition, the notification shall include the reason therefore.
b) When an internal applicant is an unsuccessful candidate in a competition, the Employer shall notify the employee of their lack of success. They shall be entitled to a post board interview, upon request, to be arranged at a mutually agreeable date within fifteen (15) working days. The employee, together with their representative, shall be entitled to review their performance during the competition process. This will assist the employee in meeting their career aspirations while respecting the privacy of individuals involved in the process.
c) The Employer shall not make appointments from outside the Public Service Alliance of Canada to any position within or outside the bargaining unit save and except positions excluded from the collective bargaining process until the Selection Process in accordance with clause 32.02 the above is completed and the Selection Board determines that there is no qualified candidate.
