Common use of Non-Permanent Appointments Clause in Contracts

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-permanent appointee must have the skills and abilities required for the position. The Employer may convert a non-permanent appointment to a permanent appointment. The employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-permanent appointment. 1. Non-Permanent Appointments within the Agency

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-non permanent appointee must have the skills and abilities required for the position. The Employer may convert a non-permanent appointment to a permanent appointment. The employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-permanent appointment. 1. Non-Permanent Appointments within the Agency

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-permanent appointee must have the skills and abilities required for the position. The Employer may convert a non-permanent appointment to a permanent appointment. The employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-permanent appointment.appointment.‌ 1. Non-Permanent Appointments within the Agency

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-non permanent appointee must have the skills and abilities required for the position. The When the Employer may convert converts a non-permanent appointment to a permanent appointment. The , the employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-permanent appointmentperiod. 1. Non-Permanent Appointments within the Agency

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-non permanent appointee must have the skills and abilities required for the position. The Employer may convert a non-permanent appointment to a permanent appointment. The employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-non- permanent appointment. 1. Non-Permanent Appointments within the Agency

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-non permanent appointee must have the skills and abilities required for the position. The When the Employer may convert converts a non-permanent appointment to a permanent appointment. The , the employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-permanent appointmentperiod. 1. Non-Permanent Appointments within the Agency

Non-Permanent Appointments. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee or to reduce the effects of a hiring freeze or anticipated layoff. A non-non permanent appointee must have the skills and abilities required for the position. The When tThe Employer may convert converts a non-permanent appointment to a permanent appointment. The , and the employee will serve a probationary or trial service period if the Employer used a competitive process to fill the non-permanent appointment.to 1. Non-Permanent Appointments within the Agency