Promotion Positions. A. In filling any vacancy, the position shall be filled by the District with the most qualified candidate. In making its determination the District shall consider the employee’s qualifications and seniority with the District, along with other relevant factors.
B. If, in review of applications, the District is going to recommend that the job be awarded to a junior employee, CAPS shall be notified in advance of awarding the job and shall have the opportunity to discuss the matter with the responsible administrator.
C. Employees promoted to a higher classification shall not change steps on the salary schedule. This provision shall not be retroactive.
Promotion Positions. For purposes of this Section, a promotion is defined as moving to a classification involving an increase in pay. In filling positions involving a promotion as defined in this Section 14.7, the position shall be filled by the District with the best-qualified candidate as determined by the District. In making its determination the District shall consider the employee's qualifications and aptitude for the position as well as the length of service with the District along with other relevant factors. The Union may ask for a review of the District’s determination up to Level 2 of the Grievance Procedures.
Promotion Positions. Subd. 1. In filling positions involving a promotion as defined in Section 5 above, the position shall be filled by the school district with the best qualified candidate as determined by the school district. In making its determination, the school district shall consider the employee's qualifications and aptitude for the position as well as his/her length of service with the school district along with other relevant factors.
Subd. 2. If, in review of applications, the school district is going to recommend that the job be awarded to a junior employee, the union shall be notified in advance of awarding the job and shall have the opportunity to discuss the matter with the Human Resources Director. The decision of the Human Resources Director may be appealed to the superintendent within the provisions of the grievance procedure and a review may be sought with the school board.
Promotion Positions. In filling positions involving a promotion as defined in Subd. 4 above, the position shall be filled by the school district with the best-qualified candidate as determined by the school district. In making its determination the School Board shall consider the employee’s qualifications and aptitude for the position as well as length of service with the school district along with the other relevant factors. When receiving a promotion from Grade four (4) to a higher grade, said employee shall make a lateral move over into the new position.
Promotion Positions. For purposes of this Section, a promotion is defined as moving to a classification involving an increase in pay. In filling positions involving a promotion as defined in this Section 14.6, the position shall be filled by the District with the best-qualified candidate as determined by the District. In making its determination the District shall consider the employee's qualifications and aptitude for the position as well as the length of service with the District along with other relevant factors. The Union may ask for a review of the District’s determination up to Level 2 of the Grievance Procedures. In a promotional move, the employee shall obtain the boiler’s license required for the position, when they are eligible to take the exam, for the specific boiler’s license required for the new position.
Promotion Positions. PRIMARY AND SECONDARY DEPARTMENTS IN A REGIONAL DIOCESE
(a) This subclause applies to the following Employers only:
(i) Trustees of the Roman Catholic Church Diocese of Armidale;
(ii) the Trustees of the Roman Catholic Church for the Diocese of Bathurst;
(iii) the Trustees of the Roman Catholic Church for the Diocese of Lismore;
(iv) the Trustees of the Roman Catholic Church for the Diocese of Maitland- Newcastle on behalf of the Catholic Schools Office;
(v) the Trustees of the Roman Catholic Church for the Diocese of Wagga Wagga;
(vi) the Diocese of Wilcannia-Forbes (the Trustees of the Roman Catholic Church for the Diocese of Wilcannia-Forbes);
(vii) the Trustees of the Roman Catholic Church as Trustees for the Wollongong Diocese Catholic School System.
(b) The minimum number of promotions points required to be appointed in a Secondary Department will be determined in accordance with the points as set out in the following table: SECONDARY ENROLMENTS AT PREVIOUS YEAR’S CENSUS DATE COORDINATOR POINTS TOTAL TOTAL LEARNING TECHNOLOGIES 201-300 4 - 4 301-350 9 - 9 351-400 9 - 9 401-450 11 - 11 451-500 13 - 13 501-550 15 - 15 551-600 16 - 16 601-700 17 - 17 701-800 23 2 25 801-900 26 2 28 901-1000 28 2 30 1001-1200 30 2 32 1201-1400 32 2 34
Promotion Positions. 061. In filling positions involving a promotion as defined in Section 13.05 above, the position shall be filled by the School District with the best qualified candidate as determined by the School District. In making its determination, the School Board shall consider the employee’s qualifications and aptitude for the position as well as length of service with the School District along with other relevant factors (i.e. skill proficiency and job performance).
Promotion Positions. Subd. 1. In filling positions involving a promotion as defined in Section 3 above, the position shall be filled by the school district with the best qualified candidate as determined by the school district. In making its determination the School Board shall consider the bargaining unit employee's qualifications and aptitude for the position as well as his/her seniority with the school district, along with other relevant factors.
Subd. 2. If, in review of applications, the school district is going to recommend that the job be awarded to a junior bargaining unit employee the Union shall be notified of the promotion.
Promotion Positions. The promotion positions in schools operated by the Diocese will be set out in Attachment A to this Agreement.
Promotion Positions. The selections and promotions of employees to Board positions outside the bargaining unit are not governed by this Agreement. In the event an employee is or has been promoted to any such position and is returned to a vacant position with the bargaining unit within twelve (12) months, they shall be credited with the additional seniority accrued during the period they were employed outside the bargaining unit.
