Common use of Method of Filling Vacancies Clause in Contracts

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 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 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