Promotion Policy. The Director of Human Resources, upon request of an appointing authority, shall determine whether an examination is to be called on a promotional basis.
Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range.
B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except...
Promotion Policy. (a) A fair and adequate opportunity shall be given to all employees to qualify for promotion to any class of employment covered by this Agreement. When making such a promotion, the City, subject to the needs of the service, shall promote on the basis both of competence and ability to do the job in question, and then the seniority of the applicants for promotion will apply; PROVIDED THAT the candidate is on the supplementary seniority list for the Division in question and has been on said list for a period of not less than one year immediately preceding a promotion.
(b) The promotion procedure set out in Schedule "C" annexed hereto and forming part of this Agreement, shall apply during the currency of this Agreement.
Promotion Policy. When a vacancy occurs in the School District, a job description and other details, such as requirement in the area of certification, length of contract, salary, where and how to apply, and other pertinent information, is posted in each school office as well as on the bulletin board in the Administration Office, 000 Xxxxxx Xxxx, Xxxxxx, Xxx Xxxxxx. Those who qualify are interviewed by the Superintendent, or his/her delegated agent. After due considerations and evaluations of all applicants, a recommendation is made to the members of the Board for final action.
1. A vacancy is defined as the availability of a position due to a resignation/retirement of a current administrator or a Board decision to increase the number of administrators covered within this Association.
2. A vacancy does not exist when the Board determines to restructure its administrative staff and reassign personnel within this unit (as long as the number of positions stays the same); such decision shall not be subject to this Article and, therefore, not grievable. This understanding also includes former members of the unit who may be returned to the unit by virtue of the Board action.
3. Any agreement between the Board and Association shall not infringe or take away any individual's rights to pursue such action with any legal means that is his/her right by State or Federal Law(s).
Promotion Policy. It is the policy of the DISTRICT to promote and transfer fully qualified DISTRICT personnel to vacant or newly created positions. In the event there are not enough qualified applicants in the opinion of the MANAGER for transfer or promotion currently employed by the DISTRICT, the DISTRICT retains the right to recruit persons outside DISTRICT service and this selection shall be at the sole discretion of the MANAGER.
Promotion Policy. Notice of administrative positions, which arise during the school year, will be posted in each building for ten (10) days prior to the application deadline. Said notices shall include minimum qualifications for the position. Administrative promotional positions or vacancies that arise during the summer will be posted on the District’s website. Professionals who express in writing to the Superintendent that they wish to be advised of the administrative promotional opportunities that may occur during the summer recess will be advised of such at their home or the summer address provided. Reapplication must be made each subsequent school year. Interim temporary appointments may be made by the Board, and it is further understood that the final selection of candidates resides with the Board. Interviewed candidates who are not chosen will be advised in writing after the Board appointment.
Promotion Policy. The system that is established in this Article is applicable to the employees covered by this Agreement.
Promotion Policy. Food service manager vacancies will be posted in each kitchen. All food service personnel are eligible for positions of promotion. Job openings will be posted for a period of five (5) days.
Promotion Policy. The District shall determine whether an examination is to be called on a promotional basis.
Promotion Policy. The University is undertaking a full review of Academic Promotion policy in 2013 for implementation in 2014. The breadth and impact of teaching performance criteria will be reassessed in this review. At a course level, the University introduced an Annual Course Performance Report in 2011, which provides Course Directors in undergraduate programs with extensive course performance statistics. A key element is student retention data and analysis of subjects within courses in relation to failure rates and student feedback. Specific interventions and subject redesign are then targeted at course and subjects of concern to promote better progress rates and course retention. These processes are evolving into a Course Continuous Improvement System that will be supported by integrated software development. A range of programs funded by the Higher Education Participation and Partnerships Program (HEPPP) have provided targeted support for students from low socioeconomic backgrounds. Outcomes include new contextualised approaches that enhance students’ capacity to transition to university (includes toolkits for academics and an integrated approach to first year student support), and accurate and timely At Risk and Disengagement data to support analysis, provision of advice and evaluation of LSES student outcomes and supporting programs. These programs are being refined to enable outcomes to be sustained in the post HEPPP environment. The work on students at risk is part of a broader approach to using analytics to understand student activities and learning behaviour. The University has recently commenced a selection process for a new LMS as the integrative core of its extensive Online Learning Environment. An important criterion is the quality of available learner analytics that enable understanding of learner and teacher activity from student, teaching academic and institutional perspectives. The University is building and consolidating its data mining and warehousing capacities, its institutional policies and staff development to facilitate broader access and interpretation of analytics that will promote strategies for more effective student engagement and student learning.
