Posting Process. The Board shall post all vacant teaching positions on the PVNC website (xxx.xxxxxxxx.xx.xx) at least five (5) working days prior to external advertising. Where there is more than one applicant from within the system, the applicant with the most seniority (as defined in Article 19) who has the qualifications as per the Education Act and Regulations for the position, shall be given the position, commencing the beginning of the next school year. Teachers can apply to more than one posting. Round one (1) of the posting procedure shall occur on or before May 15th, at which time the Board shall post all known vacancies for teaching positions in the subsequent academic year. Round two (2) of the posting procedure shall occur on or before June 1st, at which time the Board shall post all known vacancies for teaching positions in the subsequent academic year, any unfilled vacancies from Round One, and any vacancies resulting from teachers accepting a Round one posting.
Posting Process. A. Seniority List Posting: Lists showing seniority within Bargaining Unit classifications shall be provided to the Union and posted on all Union bulletin boards on request.
Posting Process. .1 The posting will explain the following:
.1.1 Job description of the job to be filled.
.1.2 Wage rate, minimum wage, or wage range
Posting Process. 2 A. Seniority List Posting: Lists showing seniority within the County and 3 seniority within classification shall be provided to the Federation and posted on all 4 Federation bulletin boards on or about March 1 of each year or anytime an employee 5 or employees are notified that their position(s) is being eliminated.
Posting Process. The selection process will be process mapped and reviewed to improve timeliness of selection and role filling. Postings for positions will be developed as soon as notice of vacancy is received from accountable manager. Postings will list: o Musts o Criteria o Job Scale (including dollar value if pay bands not rationalized) o Posting Closing Date o Department / Role / Location o Reporting Relationship o Hours of work o Ladder or Family (identify related roles) o Context of role and Primary Accountabilities
Posting Process. (a) When the Employer is required to fill a Regular Full-time or Regular Part- time vacancy or create a new Bargaining Unit position, the Employer shall, within fifteen (15) working days of the decision to fill the position, post the position for a minimum of seven (7) calendar days. A copy of the job posting will be forwarded to the Union office upon posting.
(b) The Employer may determine that a vacated position will not be filled. However, where there is a delay in the decision to post a vacancy, or a decision is made to withdraw a posting or to not fill the vacancy, the Employer will, upon request, provide reasons.
(c) In the event that newly defined positions are created within the Bargaining Unit, or that job descriptions for present positions are substantially changed, the Union shall be notified prior to such positions being posted. It is agreed that the matter will be discussed if the Union so requests.
Posting Process a) Every effort will be made to ensure that all teachers receive a copy of their tentative timetable/assignment for the upcoming school year prior to Round 1 postings. It is understood that timetables/assignments may change throughout the staffing process.
b) The Board shall take reasonable steps to:
(i) Schedule the sections in a .67 secondary timetable consecutively;
(ii) Avoid Secondary Special Education postings with fewer than three (3) sections of Special education.
c) There is no limit to the number of postings a teacher can apply to, for which he/she is qualified, throughout the staffing process. Round 1 shall occur on or before May 18th, at which time the Board shall post all known vacancies for teaching positions in the subsequent academic year. Round 2 shall occur on or before June 4th, at which time the Board shall post all known vacancies for teaching positions in the subsequent academic year, any unfilled vacancies from Round 1, and any vacancies resulting from teachers accepting a Round 1 posting. Round 3 shall occur on or before June 18th at which time the Board shall post all known vacancies for teaching positions in the subsequent academic year, any unfilled vacancies from Round 2, and any vacancies resulting from teachers accepting a Round 2 posting.
Posting Process a) Vacant permanent positions available for the following school year will be posted for a period of two school days until a total of four (4) postings have been completed.
i) The first list of vacancies will be posted prior to the end of May and will be open to all permanent employees in the bargaining unit except those on the redundancy list.
ii) The second posting will be open only to those employees who remain surplus after the first posting.
iii) Those surplus employees who do not obtain a position from the second posting will be placed in the remaining available positions of equivalent hours in the same geographic area prior to the third posting. Those surplus who cannot be placed in a position of equivalent hours in the same geographic area will continue to apply for the third and fourth postings.
iv) The third and fourth postings will be open to all permanent employees in the bargaining unit except those on the redundancy list. The posting shall state the nature of the position and the knowledge, skills and ability required. Applications for the job shall be in writing on the Reply to Posting Form and shall be made during the period set out for posting. Principals will conduct interviews within two (2) school days after the posting closes and will notify the successful applicant as soon as possible. Non-surplus employees may only be the successful applicant on one posting per year. Surplus employees may be the successful applicant on two postings per year.
b) If, after the postings referred to in (a) above, there are still employees previously declared surplus without permanent positions, these employees will be offered, in seniority order, the remaining permanent vacancies provided they have the knowledge, skill and ability to perform the requirements of the position. If the vacancy is within the employee’s current geographic area and reflects the same number of hours the surplus employee must take the position or accept layoff.
c) Any remaining positions will be filled in seniority order by permanent part- time employees or employees with recall rights provided they have the knowledge, skill and the ability to perform the requirements of the position. If there are no employees outlined herein, the Board is free to hire new employees into these positions.
Posting Process. Upon receiving an updated Symantec Product list containing a new Symantec Product, Vendor will retrieve the non-Commerce enabled Purchase First and Try/Buy Symantec Products and related collateral, including the product executable, product description, thumb nail and box shots, from [*] site. Vendor will Commerce Enable the Symantec Products for Purchase First sale, and for Try/Buy download and subsequent sale, from the [*]. Vendor will perform all necessary quality assurance to ensure that the Purchase First and Try/Buy Symantec Products can be successfully purchased at the correct price, and that the product can be successfully downloaded and installed. Following receipt of an updated Symantec Product list containing a new Symantec Product, Vendor shall Commerce Enable, test, and post the Purchase First and Try/Buy version live for sale on the [*] within [*] business days. Vendor will also perform the following.
Posting Process. The College will post on its website any available courses for which it intends to hire Adjunct Faculty to teach. In the first fourteen (14) days following the posting of the position, the College shall choose qualified applicants from the bargaining unit only, provided that the applicants identify themselves as bargaining unit members. Thereafter, the position shall be considered open to any applicant.
