NON-COMPETITIVE ELIGIBILITY LIST. When a non-competitive list has been certified to the appointing authority, the Division Head or appointing authority shall have the option of (1) conducting an interview, either structured or unstructured, or (2) utilizing a skills assessment, or
NON-COMPETITIVE ELIGIBILITY LIST. When a non-competitive list has been certified to the appointing authority, the Division Head or appointing authority shall have the option of (1) conducting an interview, either structured or unstructured, or (2) utilizing a skills assessment, or (3) a combination of an interview and a skills assessment to afford all the employees whose names are certified from the list an interview. Where the Division Head or appointing authority does not intend to appoint the employee with the best structured interview, then the Division Head or appointing authority shall, in writing, inform the employee who ranked highest that they have he/she has not been selected. Priority for promotion may be given to the employee within the Division who is in a natural progression for promotion (e.g., Xxxxxxx to General Xxxxxxx, Supervisor to Superintendent, Engineering Associate to Professional Engineer, etc.), who has demonstrated the ability to perform the duties in the position to which he or she is to be promoted. When requested, the reason(s) for the non-selection shall also be provided. The structured interview or skills assessment results showing the ranking of those interviewed under consideration will be faxed or e-mailed to the Union President or designee prior to filling the position. The parties agree that the employee who is most qualified from within the Bargaining Unit of Local 2058 should be appointed.
NON-COMPETITIVE ELIGIBILITY LIST. When a non-competitive list has been certified to the appointing authority, the Division Head or appointing authority shall have the option of (1) conducting an interview, either structured or unstructured, or (2) utilizing a skills assessment, or (3) a combination of an interview and a skills assessment to afford all the employees whose names are certified from the list an interview. Where the Division Head or appointing authority does not intend to appoint the employee with the best structured interview, then the Division Head or appointing authority shall, in writing, inform the employee who ranked highest that they have he/she has not been selected. Priority for promotion shall may be given to the employee within the Bureau who is in a natural progression for promotion (e.g., Police Communications Specialist II, to Communications Operator Supervisor) who has demonstrated the ability to perform the duties in the Communications Operator Supervisor position. When requested, the reason(s) for the non-selection shall also be provided. The structured interview or skills assessment results showing the ranking of those interviewed under consideration will be faxed or e-mailed to the Union President or designee prior to filling the position.
