PROCEDURE FOR SELECTION. The following criteria shall be considered by the administrator making the selection:
a) Job title during the school year when assigning paraeducators to students in the Exceptional Student Education Summer Extended School Year (ESY) Program, priority will be given to those paraeducators who served these students during the preceding school year);
b) Type of work previously performed;
c) Previous years of summer school employment;
d) Seniority in the area;
PROCEDURE FOR SELECTION. The following criteria shall be considered by the administrator making the selection:
(a) Job classification during the school year;
(b) Seniority in the area.
PROCEDURE FOR SELECTION. Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion, death, or the granting of a disability or retirement pension, or any other cause, the appointing authority shall appoint to that position the person with the highest ranking on the final promotion list for that rank, except that the appointing authority shall have the right to pass over that person and appoint the next highest ranked person on the list if the appointing authority has reason to conclude that the highest ranking person has demonstrated substantial shortcomings in work performance or has engaged in misconduct affecting the person’s ability to perform the duties of the promoted rank since the posting of the promotional list. If the highest ranking person is passed over, the appointing authority shall document its reasons for its decision to select the next highest ranking person on the list. Unless the reasons for passing over the highest ranking person are not remedial, no person who is the highest ranking person on the list at the time of the vacancy shall be passed over more than once. Any dispute as to the selection of the first or second highest-ranking person shall be subject to resolution in accordance with any grievance procedure in Article 6.3
PROCEDURE FOR SELECTION. The initial recommendation for appointment as Department Chair and other positions designated by the department shall be based upon an election within the affected academic department. Departments shall elect a Chair and designate how any reassigned time that exceeds the .6 semester FTE maximum for the Chair shall be allocated within the department. Every contract and regular faculty member as defined in Article I, Sections D (1) and (2) shall be assigned to an academic department and shall be eligible to vote in such department. Voting privileges are not extended to temporary (one-year) faculty. No faculty member shall be eligible to vote in more than one department. All elections shall be by secret ballot and the person who receives a majority of votes from those eligible to vote (whether or not actually voting) shall constitute the departmental recommendation for either the Chair, Assistant Chair, or other positions designated by the department. Separate elections for Chair (or Co-Chair) position(s), the Assistant Chair(s), or other positions designated by the department shall take place. In departments with Co- Chairs or more than one additional elected position, the two (2) individuals who receive a majority of votes shall be the departmental recommendation. In the event three (3) or more persons receive a majority of votes, the two (2) with the greatest number of votes shall be the departmental recommendations. If a tie occurs between two (2) candidates, a run-off election shall take place, and the individual receiving the majority of votes shall be the recommendation from the department. The existing Department Chair shall report the results and the recommendation(s) to the President. The President may either accept or reject the recommendation(s). If the President rejects the recommendation(s), the President will state his or her reasons in writing for such rejection. Upon such rejection, the affected department shall conduct another secret ballot election to recommend an acting Department Chair or Assistant Chair (for a maximum of one (1) semester). During such semester the department shall conduct another election for a faculty member to serve as Department Chair or Assistant Chair for a normal term. If no person receives a majority vote for Department Chair or other elected position after three (3) secret ballots, a run-off election shall be held between the two (2) candidates receiving the most votes in the third secret ballot. If the departmen...
PROCEDURE FOR SELECTION. 6.1. Where an employee is provisionally selected for redundancy, he/she will be invited to attend a meeting with [an appropriate manager]. At this meeting the employee will be offered the opportunity to be accompanied by a trade union representative or work colleague. The purpose of the meeting is to inform and consult with the employee about the redundancy situation, explain the basis for the employee’s selection and enable the employee to respond. The employee may ask questions about the selection criteria and the manner in which they have been applied and make representations as to why he/she should not be selected for redundancy. The college will take into consideration any representations made by the employee before making a decision. The college will also consider, in consultation with the employee, any remaining options available which could avoid the redundancy (having due regard to the options set out in 3.4 above, where appropriate). This may require further consultation meetings, depending on the circumstances.
6.2. If, after individual consultation, the college still proposes to select the employee for redundancy, the employee will be invited to attend a meeting with [an appropriate senior manager4]. The employee has the right to be accompanied at this meeting by a trade union representative or work colleague. At this meeting the college will review the situation and make a final decision regarding whether or not the employee will be dismissed by reason of redundancy, taking into consideration the outcome of the consultation process and any further representations 4 In accordance with the Instruments and Articles of Government, only the Principal has the power to dismiss an employee unless modifications have been made subsequent to the Education Act 2011. The Principal can delegate this authority to the holder of a Senior Post as designated by the Corporation. made by the employee at the meeting. The decision will be confirmed in writing as soon as possible after the meeting.
6.3. If notice of dismissal by reason of redundancy is given, the employee’s contractual or statutory period of notice (whichever the greater) will apply. Minimum statutory periods of notice are: one week’s notice if the employee’s continuous service is less than 2 years; one week’s notice for each year of continuous employment where the employee has 2 or more years’ service, but less than 12 years; and not less than 12 weeks’ notice if the employee has 12 or more ye...
PROCEDURE FOR SELECTION. Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion, death, or the granting of a disability or retirement pension, or any other cause, the appointing authority shall appoint to the that position the person with the highest ranking on the final promotion list for that rank, except that the appointing authority shall have the right to pass over that person and appoint the next highest ranked person on the
PROCEDURE FOR SELECTION. The following criteria shall be considered by the administrator making the selection:
a) Job title during the school year;
b) Areas of Certification
c) Type of work previously performed;
d) Previous years of summer school employment;
e) Seniority in the District;
f) Most current, finalized, overall evaluation of at least Effective with first year probationary contract teachers without a finalized, overall evaluation treated as Effective;
PROCEDURE FOR SELECTION. Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion, death, or the granting of a disability or retirement pension, or any other cause, the appointing authority shall appoint to the that position the person with the highest ranking on the final promotion list for that rank, except that the appointing authority shall have the right to pass over that person and appoint the next highest ranked person on the list if the appointing authority has reason to conclude that the highest ranking person has demonstrated substantial shortcomings in work performance or has engaged in misconduct affecting the person’s ability to perform the duties of the promoted rank since the posting of the promotional list. If the
PROCEDURE FOR SELECTION. This procedure is as described above in Section 16.3 Fire Captain, except that all qualified applicants shall be placed on the eligibility list.
PROCEDURE FOR SELECTION. The initial recommendation for appointment as Department Chair and other positions designated by the department shall be based upon an election within the affected academic department. Departments shall elect a Chair and designate how any reassigned time that exceeds the .6 semester FTE maximum for the Chair shall be allocated within the department. Every contract and regular faculty member as defined in Article I, Sections D (1) and
