Common use of Office Staff Clause in Contracts

Office Staff. The following qualifications are not required for any employee to remain in the position held at the time of ratification of this Master Agreement. However, employees applying for transfer to Office Staff positions must demonstrate qualifications a, b, c, d, and e as follows: Media Paraprofessionals must demonstrate qualifications a, b, and e; secretaries must demonstrate qualifications a ,b, c and e; Clerks I and II must demonstrate qualifications, a, b, d, and e. Any and all examinations referenced below shall reasonably reflect the skill and/or knowledge required for the position as determined by the Board. Any bargaining unit member may arrange to have an Association representative present to observe the examination session(s). Prior to the examinations referenced below the Board agrees to provide to bargaining unit members scheduled to take the examination(s) access to computer work stations for practice. Examinations referenced below shall be offered at least two (2) times during each school year, and each bargaining unit member shall be sent notification of the scheduled time and place of testing. The parties agree that confidentiality of exams and exam results shall be maintained at all times though exam scores of an individual shall be shared with that individual upon request. The Association president shall be provided a complete list of exam scores upon request. For a transfer to any Office Staff position, an employee will be required to retake a previously taken examination if proficiency standards on the examination have not been achieved by the employee or if the examination has been revised by the Board since it previously was taken by the employee. a. Proficiency in typing at the level of at least fifty (50) words per minute (35 wpm for media paraprofessionals; Clerk I; Clerk II; Facilities and Support Services Transportation Secretary) as determined by examination, to be developed or purchased by the Board and reviewed in advance by the Association. b. Competency in English usage and in math, as demonstrated by satisfactorily completing (i.e. meet the State of Michigan testing standards for Highly Qualified Status under the NCLB) the WorkKeys Test or having received an associate’s degree or higher. NOTE: Employees who demonstrated such competency by meeting the requirements of the District Basic Skills Test prior to June 19, 2008 will be considered to have met this competency requirement. c. Proficiency in the Microsoft Office products: Word, Access and Excel, and/or other database and spreadsheet software that may be utilized in the future. Prior to the implementation of required proficiency in software other than Word, Access and Excel, the District will provide related training and notice of at least ninety (90) calendar days. Such proficiency shall be determined by examination(s) developed or purchased by the Board and reviewed in advance with the Association. after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. d. Clerk I and II positions and General Educational Services Secretary Ia position only - Proficiency in organizational skills utilized in a specific position and job specific skills utilized in a specific position including, but not limited to, software applications. Such proficiency shall be determined by examination(s) and standards developed by the Board in cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. Until revised by the Board, job specific tests will be the same for each vacancy within a specific position. e. That s/he is the unit member best suited for the transfer. This will be determined by the position supervisor through interview(s) and reference checks with one or more former or current LCS supervisors. An Interview Rating Form, a Composite Interview Rating Form, and a Reference Check Form mutually developed by the Administration and the Association will be used to determine which candidate is best suited for a vacancy. These forms comprise Appendix G. All unit members who have demonstrated proficiency and competency in required areas as referenced above shall be considered for transfer as referenced herein with the best suited unit member, as determined by the supervisor, being offered the transfer. Regardless of a supervisor’s assessment of an applicant for transfer through the interview and reference check process, in no case will a non-unit member be offered a position if a unit member has applied for transfer to the position and has demonstrated proficiency and competency as referenced above. 1. Interview teams will consist of at least 3 members, one of which will be the position supervisor. 2. If the interview format includes activities other than traditional questions and answers (e.g. authentic assessment), prior to the interview process the administrator responsible for Human Resources and the LESP President will review the proposed format in order to verify its relevance and appropriateness, and candidates will receive an email from the Human Resources Office prior to the interview which describes the interview format. Each element of the interview process will be the same for each candidate being considered for any specific vacancy (i.e. interview questions, scenarios, and any authentic assessment will be identical). Such elements will focus on the following:  Work experience/professional development  Interpersonal skills  Situational awareness/problem solving/decision-making

Office Staff. The following qualifications are not required for any employee to remain in the position held at the time of ratification of this Master Agreement. However, employees applying for transfer to Office Staff positions must demonstrate qualifications a, b, c, d, and e as follows: Media Paraprofessionals must demonstrate qualifications a, b, and e; secretaries must demonstrate qualifications a ,b, c and e; Clerks I and II must demonstrate qualifications, a, b, d, and e. Any and all examinations referenced below shall reasonably reflect the skill and/or knowledge required for the position as determined by the Board. Any bargaining unit member may arrange to have an Association representative present to observe the examination session(s). Prior to the examinations referenced below the Board agrees to provide to bargaining unit members scheduled to take the examination(s) access to computer work stations for practice. Examinations referenced below shall be offered at least two (2) times during each school year, and each bargaining unit member shall be sent notification of the scheduled time and place of testing. The parties agree that confidentiality of exams and exam results shall be maintained at all times though exam scores of an individual shall be shared with that individual upon request. The Association president shall be provided a complete list of exam scores upon request. For a transfer to any Office Staff position, an employee will be required to retake a previously taken examination if proficiency standards on the examination have not been achieved by the employee or if the examination has been revised by the Board since it previously was taken by the employee.e. a. Proficiency in typing at the level of at least fifty sixty (5060) words per minute (35 wpm for media paraprofessionals; Clerk I; Clerk II; Facilities and Support Services Transportation Secretary) as determined by examination, to be developed or purchased by the Board and reviewed in advance by cooperation with the Association. Examinations shall be administered on a computer keyboard. All bargaining unit members who have demonstrated proficiency in typing at the 55 words per minute level prior to August 16, 1990, will be considered qualified for the typing proficiency portion of the requirements for any position. b. Competency in English usage and in math, as demonstrated by satisfactorily completing (i.e. meet the State of Michigan testing standards for Highly Qualified Status under the NCLB) the WorkKeys Test or having received an associate’s degree or higher. NOTE: Employees who demonstrated such competency by meeting the requirements of the District Basic Skills Test prior to June 19, 2008 will be considered to have met this competency requirement. c. Proficiency in the Microsoft Office productsfollowing: Word, word processing (one formatting error allowed); use of the computer workstation(s); Access and Excel, and/or other database and spreadsheet software that may be utilized in the future. Prior to the implementation of required proficiency in software other than Word, Access and Excel, the District will provide related training and notice of at least ninety (90) calendar days. Such proficiency shall be determined by examination(s) developed or purchased by the Board and reviewed in advance cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. d. Clerk I and II positions and General Educational Services Secretary Ia position only - Proficiency in organizational skills utilized in a specific position and job specific skills utilized in a specific position including, but not limited to, software applications. Such proficiency shall be determined by examination(s) and standards developed by the Board in cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. Until revised by the Board, job specific tests will be the same for each vacancy within a specific position. e. That s/he is the unit member best suited for the transfer. This will be determined by the position supervisor through interview(s) and reference checks with one or more former or current LCS supervisors. An Interview Rating Form, a Composite Interview Rating Form, and a Reference Check Form mutually developed by the Administration and the Association will be used to determine which candidate is best suited for a vacancy. These forms comprise Appendix G. All unit members who have demonstrated proficiency and competency in required areas as referenced above shall be considered for transfer as referenced herein with the best suited unit member, as determined by the supervisor, being offered the transfer. Regardless of a supervisor’s assessment of an applicant for transfer through the interview and reference check process, in no case will a non-unit member be offered a position if a unit member has applied for transfer to the position and has demonstrated proficiency and competency as referenced above. 1. Interview teams will consist of at least 3 members, one of which will be the position supervisor. 2. If the interview format includes activities other than traditional questions and answers (e.g. authentic assessment), prior to the interview process the administrator responsible Assistant Superintendent for Human Resources and the LESP President will review the proposed format in order to verify its relevance and appropriateness, and candidates will receive an email from the Human Resources Office prior to the interview which describes the interview format. Each element of the interview process will be the same for each candidate being considered for any specific vacancy (i.e. interview questions, scenarios, and any authentic assessment will be identical). Such elements will focus on the following:  • Work experience/professional development  • Interpersonal skills  • Situational awareness/problem solving/decision-making

Office Staff. The following qualifications are not required for any employee to remain in the position held at the time of ratification of this Master Agreement. However, employees applying for transfer to Office Staff positions must demonstrate qualifications a, b, c, d, and e as follows: Media Paraprofessionals must demonstrate qualifications a, b, and e; secretaries must demonstrate qualifications a ,b, c and e; Clerks I and II must demonstrate qualifications, a, b, d, and e. Any and all examinations referenced below shall reasonably reflect the skill and/or knowledge required for the position as determined by the Board. Any bargaining unit member may arrange to have an Association representative present to observe the examination session(s). Prior to the examinations referenced below the Board agrees to provide to bargaining unit members scheduled to take the examination(s) access to computer work stations for practice. Examinations referenced below shall be offered at least two (2) times during each school year, and each bargaining unit member shall be sent notification of the scheduled time and place of testing. The parties agree that confidentiality of exams and exam results shall be maintained at all times though exam scores of an individual shall be shared with that individual upon request. The Association president shall be provided a complete list of exam scores upon request. For a transfer to any Office Staff position, an employee will be required to retake a previously taken examination if proficiency standards on the examination have not been achieved by the employee or if the examination has been revised by the Board since it previously was taken by the employee.e. a. Proficiency in typing at the level of at least fifty sixty (5060) words per minute (35 wpm for media paraprofessionals; Clerk I; Clerk II; Facilities and Support Services Transportation Secretary) as determined by examination, to be developed or purchased by the Board and reviewed in advance by cooperation with the Association. Examinations shall be administered on a computer keyboard. All bargaining unit members who have demonstrated proficiency in typing at the 55 words per minute level prior to August 16, 1990, will be considered qualified for the typing proficiency portion of the requirements for any position. b. Competency in English usage and in math, as demonstrated by satisfactorily completing (i.e. meet the State of Michigan testing standards for Highly Qualified Status under the NCLB) the WorkKeys Test or having received an associate’s degree or higher. NOTE: Employees who demonstrated such competency by meeting the requirements of the District Basic Skills Test prior to June 19, 2008 will be considered to have met this competency requirement. c. Proficiency in the Microsoft Office productsfollowing: Word, word processing (one formatting error allowed); use of the computer workstation(s); Access and Excel, and/or other database and spreadsheet software that may be utilized in the future. Prior to the implementation of required proficiency in software other than Word, Access and Excel, the District will provide related training and notice of at least ninety (90) calendar days. Such proficiency shall be determined by examination(s) developed or purchased by the Board and reviewed in advance cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. d. Clerk I Xxxxx X and II positions and General Educational Services Secretary Ia position only - Proficiency in organizational skills utilized in a specific position and job specific skills utilized in a specific position including, but not limited to, software applications. Such proficiency shall be determined by examination(s) and standards developed by the Board in cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. Until revised by the Board, job specific tests will be the same for each vacancy within a specific position. e. That s/he is the unit member best suited for the transfer. This will be determined by the position supervisor through interview(s) and reference checks with one or more former or current LCS supervisors. An Interview Rating Form, a Composite Interview Rating Form, and a Reference Check Form mutually developed by the Administration and the Association will be used to determine which candidate is best suited for a vacancy. These forms comprise Appendix G. All unit members who have demonstrated proficiency and competency in required areas as referenced above shall be considered for transfer as referenced herein with the best suited unit member, as determined by the supervisor, being offered the transfer. Regardless of a supervisor’s assessment of an applicant for transfer through the interview and reference check process, in no case will a non-unit member be offered a position if a unit member has applied for transfer to the position and has demonstrated proficiency and competency as referenced above. 1. Interview teams will consist of at least 3 members, one of which will be the position supervisor. 2. If the interview format includes activities other than traditional questions and answers (e.g. authentic assessment), prior to the interview process the administrator responsible for Human Resources and the LESP President will review the proposed format in order to verify its relevance and appropriateness, and candidates will receive an email from the Human Resources Office prior to the interview which describes the interview format. Each element of the interview process will be the same for each candidate being considered for any specific vacancy (i.e. interview questions, scenarios, and any authentic assessment will be identical). Such elements will focus on the following:  • Work experience/professional development  • Interpersonal skills  • Situational awareness/problem solving/decision-making

Office Staff. The following qualifications are not required for any employee to remain in the position held at the time of ratification of this Master Agreement. However, employees applying for transfer to Office Staff positions must demonstrate qualifications a, b, c, d, and e as follows: Media Paraprofessionals must demonstrate qualifications a, b, and e; secretaries must demonstrate qualifications a ,b, c and e; Clerks I and II must demonstrate qualifications, a, b, d, and e. Any and all examinations referenced below shall reasonably reflect the skill and/or knowledge required for the position as determined by the Board. Any bargaining unit member may arrange to have an Association representative present to observe the examination session(s). Prior to the examinations referenced below the Board agrees to provide to bargaining unit members scheduled to take the examination(s) access to computer work stations for practice. Examinations referenced below shall be offered at least two (2) times during each school year, and each bargaining unit member shall be sent notification of the scheduled time and place of testing. The parties agree that confidentiality of exams and exam results shall be maintained at all times though exam scores of an individual shall be shared with that individual upon request. The Association president shall be provided a complete list of exam scores upon request. For a transfer to any Office Staff position, an employee will be required to retake a previously taken examination if proficiency standards on the examination have not been achieved by the employee or if the examination has been revised by the Board since it previously was taken by the employee.e. a. Proficiency in typing at the level of at least fifty sixty (5060) words per minute (35 wpm for media paraprofessionals; Clerk I; Clerk II; Facilities and Support Services Transportation Secretary) as determined by examination, to be developed or purchased by the Board and reviewed in advance by cooperation with the Association. Examinations shall be administered on a computer keyboard. All bargaining unit members who have demonstrated proficiency in typing at the 55 words per minute level prior to August 16, 1990, will be considered qualified for the typing proficiency portion of the requirements for any position. b. Competency in English usage and in math, as demonstrated by satisfactorily completing (i.e. meet the State of Michigan testing standards for Highly Qualified Status under the NCLB) the WorkKeys Test or having received an associate’s degree or higher. NOTE: Employees who demonstrated such competency by meeting the requirements of the District Basic Skills Test prior to June 19, 2008 will be considered to have met this competency requirement. c. Proficiency in the Microsoft Office productsfollowing: Word, word processing (one formatting error allowed); use of the computer workstation(s); Access and Excel, and/or other database and spreadsheet software that may be utilized in the future. Prior to the implementation of required proficiency in software other than Word, Access and Excel, the District will provide related training and notice of at least ninety (90) calendar days. Such proficiency shall be determined by examination(s) developed or purchased by the Board and reviewed in advance cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. d. Clerk I Xxxxx X and II positions and General Educational Services Secretary Ia position only - Proficiency in organizational skills utilized in a specific position and job specific skills utilized in a specific position including, but not limited to, software applications. Such proficiency shall be determined by examination(s) and standards developed by the Board in cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. Until revised by the Board, job specific tests will be the same for each vacancy within a specific position. e. That s/he is the unit member best suited for the transfer. This will be determined by the position supervisor through interview(s) and reference checks with one or more former or current LCS supervisors. An Interview Rating Form, a Composite Interview Rating Form, and a Reference Check Form mutually developed by the Administration and the Association will be used to determine which candidate is best suited for a vacancy. These forms comprise Appendix G. All unit members who have demonstrated proficiency and competency in required areas as referenced above shall be considered for transfer as referenced herein with the best suited unit member, as determined by the supervisor, being offered the transfer. Regardless of a supervisor’s assessment of an applicant for transfer through the interview and reference check process, in no case will a non-unit member be offered a position if a unit member has applied for transfer to the position and has demonstrated proficiency and competency as referenced above. 1. Interview teams will consist of at least 3 members, one of which will be the position supervisor. 2. If the interview format includes activities other than traditional questions and answers (e.g. authentic assessment), prior to the interview process the administrator responsible Assistant Superintendent for Human Resources and the LESP President will review the proposed format in order to verify its relevance and appropriateness, and candidates will receive an email from the Human Resources Office prior to the interview which describes the interview format. Each element of the interview process will be the same for each candidate being considered for any specific vacancy (i.e. interview questions, scenarios, and any authentic assessment will be identical). Such elements will focus on the following:  • Work experience/professional development  • Interpersonal skills  • Situational awareness/problem solving/decision-making

Office Staff. The following qualifications are not required for any employee to remain in the position held at the time of ratification of this Master Agreement. However, employees Employees applying for transfer to Office Staff positions must demonstrate qualifications a, b, c, d, and e as follows: Media Paraprofessionals must demonstrate qualifications a, b, and e; secretaries must demonstrate qualifications a ,b, c and e; Clerks I and II must demonstrate qualifications, a, b, d, and e. Any and all examinations referenced below shall reasonably reflect the skill and/or knowledge required for the position as determined by the Board. Any bargaining unit member may arrange to have an Association representative present to observe the examination session(s). Prior to the examinations referenced below the Board agrees to provide to bargaining unit members scheduled to take the examination(s) access to computer work stations for practice. Examinations referenced below shall be offered at least two (2) times during each school year, and each bargaining unit member shall be sent notification of the scheduled time and place of testing. The parties agree that confidentiality of exams and exam results shall be maintained at all times though exam scores of an individual shall be shared with that individual upon request. The Association president shall be provided a complete list of exam scores upon request. For a transfer to any Office Staff position, an employee will be required to retake a previously taken examination if proficiency standards on the examination have not been achieved by the employee or if the examination has been revised by the Board since it previously was taken by the employee. a. Proficiency in typing at the level of at least fifty (50) words per minute (35 wpm for media paraprofessionals; Clerk I; Clerk II; Facilities and Support Services Transportation Secretary) as determined by examination, to be developed or purchased by the Board and reviewed in advance by the Association. b. Competency in English usage and in math, as demonstrated by satisfactorily completing (i.e. meet the State of Michigan testing standards for Highly Qualified Status under the NCLB) the WorkKeys State identified assessment Test or having received an associate’s degree or higher. NOTE: Employees who demonstrated such competency by meeting the requirements of the District Basic Skills Test prior to June 19, 2008 will be considered to have met this competency requirement. c. Proficiency in the Microsoft Office products: Word, Access and Excel, and/or other database and spreadsheet software that may be utilized in the future. Prior to the implementation of required proficiency in software other than Word, Access and Excel, the District will provide related training and notice of at least ninety (90) calendar days. Such proficiency shall be determined by examination(s) developed or purchased by the Board and reviewed in advance with the Association. after After implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. d. Clerk I Xxxxx X and II positions and General Educational Services Secretary Ia position only - Proficiency in organizational skills utilized in a specific position and job specific skills utilized in a specific position including, but not limited to, software applications. Such proficiency shall be determined by examination(s) and standards developed by the Board in cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. Until revised by the Board, job specific tests will be the same for each vacancy within a specific position. e. That s/he is the unit member best suited for the transfer. This will be determined by the position supervisor through interview(s) and reference checks with one or more former or current LCS supervisors. An Interview Rating Form, a Composite Interview Rating Form, and a Reference Check Form mutually developed by the Administration and the Association will be used to determine which candidate is best suited for a vacancy. These forms comprise Appendix G. F. All unit members who have demonstrated proficiency and competency in required areas as referenced above shall be considered for transfer as referenced herein with the best suited unit member, as determined by the supervisor, being offered the transfer. Regardless of a supervisor’s assessment of an applicant for transfer through the interview and reference check process, in no case will a non-unit member be offered a position if a unit member has applied for transfer to the position and has demonstrated proficiency and competency as referenced above. 1. Interview teams will consist of at least 3 members, one of which will be the position supervisor. 2. If the interview format includes activities other than traditional questions and answers (e.g. authentic assessment), prior to the interview process the administrator responsible for Human Resources and the LESP President will review the proposed format in order to verify its relevance and appropriateness, and candidates will receive an email from the Human Resources Office prior to the interview which describes the interview format. Each element of the interview process will be the same for each candidate being considered for any specific vacancy (i.e. interview questions, scenarios, and any authentic assessment will be identical). Such elements will focus on the following:  • Work experience/professional development  • Interpersonal skills  • Situational awareness/problem solving/decision-making

Office Staff. The following qualifications are not required for any employee to remain in the position held at the time of ratification of this Master Agreement. However, employees Employees applying for transfer to Office Staff positions must demonstrate qualifications a, b, c, d, and e as follows: Media Paraprofessionals must demonstrate qualifications a, b, and e; secretaries must demonstrate qualifications a ,b, c and e; Clerks I and II must demonstrate qualifications, a, b, d, and e. Any and all examinations referenced below shall reasonably reflect the skill and/or knowledge required for the position as determined by the Board. Any bargaining unit member may arrange to have an Association representative present to observe the examination session(s). Prior to the examinations referenced below the Board agrees to provide to bargaining unit members scheduled to take the examination(s) access to computer work stations for practice. Examinations referenced below shall be offered at least two (2) times during each school year, and each bargaining unit member shall be sent notification of the scheduled time and place of testing. The parties agree that confidentiality of exams and exam results shall be maintained at all times though exam scores of an individual shall be shared with that individual upon request. The Association president shall be provided a complete list of exam scores upon request. For a transfer to any Office Staff position, an employee will be required to retake a previously taken examination if proficiency standards on the examination have not been achieved by the employee or if the examination has been revised by the Board since it previously was taken by the employee. a. Proficiency in typing at the level of at least fifty (50) words per minute (35 wpm for media paraprofessionals; Clerk I; Clerk II; Facilities and Support Services Transportation Secretary) as determined by examination, to be developed or purchased by the Board and reviewed in advance by the Association. b. Competency in English usage and in math, as demonstrated by satisfactorily completing (i.e. meet the State of Michigan testing standards for Highly Qualified Status under the NCLB) the WorkKeys State identified assessment Test or having received an associate’s degree or higher. NOTE: Employees who demonstrated such competency by meeting the requirements of the District Basic Skills Test prior to June 19, 2008 will be considered to have met this competency requirement. c. Proficiency in the Microsoft Office products: Word, Access and Excel, and/or other database and spreadsheet software that may be utilized in the future. Prior to the implementation of required proficiency in software other than Word, Access and Excel, the District will provide related training and notice of at least ninety (90) calendar days. Such proficiency shall be determined by examination(s) developed or purchased by the Board and reviewed in advance with the Association. after After implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. d. Clerk I and II positions and General Educational Services Secretary Ia position only - Proficiency in organizational skills utilized in a specific position and job specific skills utilized in a specific position including, but not limited to, software applications. Such proficiency shall be determined by examination(s) and standards developed by the Board in cooperation with the Association. Such cooperation will involve the Administration reviewing with the Association components of the examination(s) for the purpose of general identification of what will be tested and how it will be tested. Further, after implementation of any examination, the Association may schedule a meeting to ask questions or express concerns about an examination because of failure rate or other feedback the Association receives. Until revised by the Board, job specific tests will be the same for each vacancy within a specific position. e. That s/he is the unit member best suited for the transfer. This will be determined by the position supervisor through interview(s) and reference checks with one or more former or current LCS supervisors. An Interview Rating Form, a Composite Interview Rating Form, and a Reference Check Form mutually developed by the Administration and the Association will be used to determine which candidate is best suited for a vacancy. These forms comprise Appendix G. F. All unit members who have demonstrated proficiency and competency in required areas as referenced above shall be considered for transfer as referenced herein with the best suited unit member, as determined by the supervisor, being offered the transfer. Regardless of a supervisor’s assessment of an applicant for transfer through the interview and reference check process, in no case will a non-unit member be offered a position if a unit member has applied for transfer to the position and has demonstrated proficiency and competency as referenced above. 1. Interview teams will consist of at least 3 members, one of which will be the position supervisor. 2. If the interview format includes activities other than traditional questions and answers (e.g. authentic assessment), prior to the interview process the administrator responsible for Human Resources and the LESP President will review the proposed format in order to verify its relevance and appropriateness, and candidates will receive an email from the Human Resources Office prior to the interview which describes the interview format. Each element of the interview process will be the same for each candidate being considered for any specific vacancy (i.e. interview questions, scenarios, and any authentic assessment will be identical). Such elements will focus on the following:  Work experience/professional development  Interpersonal skills  Situational awareness/problem solving/decision-making