Process for Filling Vacancies. The process for filling vacancies shall be as follows: a. The District shall communicate the staffing/transfer schedule prior to the end of the school year; and provide updates if the schedule changes. b. Vacancies will be posted online for five (5) working days for teachers to sign up for interviews; c. Teachers apply online for an interview;

Process for Filling Vacancies. When a vacancy occurs, the Director of that institution will review Assignment Preference Forms currently on file and in consultation with the DCPO of Institutions determine if a selection can be made.

Process for Filling Vacancies. It is the intent of the parties that seniority of eligible employees be a primary factor in filling open jobs. In cases of job bidding, providing that performance, experience and qualifications are approximately equal, and providing that the Bargaining Unit applicants are qualified to perform the work required, the principle of seniority shall govern. Employees currently in Corrective Action at Level III or above shall not be considered for transfer unless by mutual agreement between the Employer and the Union. Bargaining unit employees requesting a transfer in accordance with the provisions of this Article shall be given preferential consideration over outside applicants or employees not in the Bargaining Unit, provided they possess the necessary qualifications for the job. All job vacancies covered by this Agreement shall be made readily available at each worksite by the Employer. A copy of job posting notices will also be mailed to the Secretary of the Union at the time it is processed. The posting will be on the approved format and will be posted and open for bidding for a minimum of seven calendar days. In cases where additional hours become available, but do not in themselves constitute an available position (e.g. less than 20 hours), such additional hours will be posted within the department and employees who are qualified to do the work in the affected department may apply for the posted hours. These hours will be awarded to a department employee in accordance with the provisions of this Article provided the change will fit the department scheduling needs. The work group will have input and be involved into hiring decisions as determined by the Partnership in Action teams.

Process for Filling Vacancies. Section 3.1. In filling vacant positions, the District shall first look to eligible and qualified employees on the 39 month re-hire list. Should qualified members exist on the 39 month re-hire list, they shall be notified of an opening pursuant to Article XV, Section 11 of this agreement. Section 3.2. Employees wishing to transfer or promote shall include a written statement of their request to transfer and/or promote with the employee’s completed application by the filing deadline. This section does not apply to lateral transfers. Section 3.3. For the purpose of this section, probationary employees shall be considered outside applicants. Section 3.4. Human Resources will screen all applications from permanent employees for minimum qualifications prior to forwarding those applications to the appropriate supervisor. Lateral transfer candidates shall be considered qualified for all vacancies in their existing classification, regardless of hours. Section 3.5. Lateral transfer applicants shall be considered subsequent to the review of the re-hire list. The District shall offer the position to lateral candidates in order of seniority if the vacant position is within the same classification, has the same supervisor, and the employee has received an overall satisfactory rating in their last evaluation. Section 3.6. Should no lateral transfer applicants accept the position in writing within two days of the offer from the District, the supervisor shall interview all permanent internal candidates prior to interviewing outside candidates. Section 3.7. Any transfer or promotional candidate who is not selected for the position shall be given a written statement from Human Resources no later than ten (10) working days of their non-selection. Section 3.8. Permanent promoted unit members shall be subject to a six (6) month probationary period in his/her new position. If the unit member is successful in the new position in the higher classification, the annual review date shall be as prescribed in Article XI. If the permanent bargaining unit member is unsuccessful in the higher classification to which they were promoted, he/she shall be returned to their former classification. Permanent promoted unit members absent on extended leave shall have their probationary period in the promoted position extended up to twelve months in order to allow six months of working experience where possible. Section 3.9. For the purpose of this section only, a substitute or bargaining unit emp...

Process for Filling Vacancies. 17.3.1 The District shall look to eligible and qualified employees on the thirty-nine (39) month or sixty-three (63) month re-hire list. Should qualified members exist on the thirty-nine (39) month or sixty-three (63) month re-hire list, they will be notified of the vacancy. In addition to laid off unit members, all unit members on District-approved leave shall receive a copy of vacancies sent to their home address. 17.3.2 The District will actively recruit from both internally and externally to attract qualified applicants for all new openings, per California Code of Regulations 5 CA ACD section 53021. Pursuant to this section, the District can conduct in-house or promotional recruitment and fill positions under the provisions. The District is committed to recruiting and hiring a diverse workforce that reflects the character and composition of the student body and local community. 17.3.3 Unit members seeking application to transfer for promotion shall notify Human Resources by formal written notice either hand delivered or via-email and fill out an application within five (5) days of the posting of the vacancy. Transfer opportunities are for permanent unit members only. If there is more than one bargaining unit member who applies for a vacancy, the District shall select the applicant who is best qualified. 17.3.4 Any transfer or promotional candidate who is not selected for the position shall be given a written statement from Human Resources of their non-selection within seven (7) working days. 17.3.5 Permanent transferred or promoted unit members shall be subject to a six (6) month probationary period in his/her new position. If a unit member is unsuccessful in the higher classification to which they were promoted, he/she shall be returned to their former classification.

Process for Filling Vacancies. Commencing September 1, 2014, vacancies shall first be filled by teachers who are in the surplus pool. Teachers employed under a provisional DPI teaching license will not be eligible to apply for transfer until they have fulfilled the requirements to have their provisional license converted to a regular Wisconsin teaching license unless they are seeking a transfer to a position that requires the same provisional DPI teaching license. A teacher who has been placed on a plan of improvement is not eligible to seek a voluntary transfer. A teacher who applies for a vacant position, prior to the end of the posting period, will be granted an interview for the position. The District has the right to determine and select the most qualified applicant for any position. The term “applicant” refers to both internal candidates and external candidates for the position. The District retains the right to determine the job qualifications needed for any vacant position. Minimum qualifications shall be established by the "Employer" and equally applied to all persons. Posted positions will be filled on the basis of qualifications as determined by the Employer.

Process for Filling Vacancies. In filling vacant positions, the District shall first look to eligible and qualified 61 employees on the 39 month re-hire medical or layoff reemployment list. 62 Should qualified members exist on the 39 month re-hire layoff reemployment 63 list, they shall be notified of an opening pursuant to Article 15.9, Section 11 of 64 this agreement.

Process for Filling Vacancies. When there is a Federation-represented caseload vacancy, creation of a new FTE position, retirement, termination, resignation, layoff or any other triggering event as determined by the County, which leaves a body of offenders unsupervised by a specific adult parole and probation officer in a specific location, and the County decides to fill the vacancy, the County will adhere to the following process: A. The County will notify, via email, all Federation employees of the specific opening and location; B. The County will invite all employees to provide a letter of interest for the specific opening and/or any opening which may occur as a result of the triggering event; C. The County will allow for the receipt of the employees’ letters of interest for seven (7) calendar days after issuance of the notice; D. Prior to filling the vacancy, the County will consider the employees’ letters of interest as well as the employees’ skills, abilities, experience and knowledge; E. Prior to filling vacancies created as a result of the triggering event in B, the County will notify an employee if their general letter of interest will result in a caseload or location move, at which time, they may withdraw their letter of interest; F. Any employee not selected shall be given the reason for their non-selection should they request a reason.

Process for Filling Vacancies. When a vacancy occurs, the Employer shall promptly determine whether to fill the vacancy or to leave the position unfilled. If the Employer decides to fill the vacancy, the following process shall be utilized. 1. The Employer shall first consider whether any persons formerly laid off have rehire rights under Section 5.D. of this Agreement. If such a person exists, the Employer shall take the steps identified in Section 5.D. 2. If the vacancy is not filled through rehire of a laid off individual, then the Employer shall consider whether to fill the position through transfer. Any bargaining unit member who has completed the orientation may file at any time a written request for a transfer. The transfer request must be approved by the Human Resources Director and the proposed hiring manager. Transfer requests should be submitted as early as possible, and should not be held by the employee until a vacancy occurs. If there are any requests for a transfer on file at the time of the vacancy, the supervisor shall provide a job interview to each employee requesting a transfer. The Employer will then decide whether to fill the vacancy with a unit member who had requested an internal transfer. 3. If the Employer decides to not fill the vacancy with a unit member who had requested a transfer, or if no unit member had requested a transfer, then the Employer shall evaluate whether to fill the vacancy through a reassignment. It is recognized that for the Employer to best utilize the talents of its employees, it is necessary that the Employer be able, from time to time, to reassign persons who have the abilities and skills which are required to perform the services to the consumers of the Employer. Therefore, if a vacancy is not filled by a transfer, the Employer may select a current employee with a different assignment to fill the vacancy through reassignment. In making a reassignment decision, the Employer shall take into account State and Federal laws requiring reasonable accommodations to the needs of disabled employees. All other considerations being equal, the employee in the classification with the least seniority shall be selected. The Employer shall advise the employee to be reassigned of its intention to reassign and shall give the employee an opportunity to discuss the personal impact of the reassignment and alternative suggestions the employee may wish to offer. Unit members shall not be chosen for reassignment out of seniority in an arbitrary and capricious m...

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