Common use of Promotional Consideration Practices for Unit Eligible Positions Clause in Contracts

Promotional Consideration Practices for Unit Eligible Positions. For unit eligible appointments, it has been and will continue to be the prerogative of the Superintendent and the Board of Education to either advertise or appoint without advertising for positions at the level of Director and Superintendent’s Staff. Past history, however, has been predominately that of advertising for these positions and interviewing well-qualified candidates expressing interest in promotion. As a matter of past and intended future practice, vacancies for other unit eligible positions are generally posted through the use of vacancy announcements. Every effort is made to advertise widely for a reasonable period of time and to consider all interested applicants who meet minimum criteria. Initial applicant consideration is based on credentials; those candidates who appear to be best qualified are interviewed by a screening panel, and two (2) or three (3) candidates are then recommended to the hiring official for final consideration and interviewing. As appropriate, the Superintendent makes a recommendation to the Board of Education for appointment. Other hiring recommendations are forwarded to Human Resources for possible job offers.

Promotional Consideration Practices for Unit Eligible Positions. For unit eligible appointments, it has been and will continue to be the prerogative of the Superintendent and the Board of Education to either advertise or appoint without advertising for positions at the level of Director and Superintendent’s Superintendent‟s Staff. Past history, however, has been predominately that of advertising for these positions and interviewing well-qualified candidates expressing interest in promotion. As a matter of past and intended future practice, vacancies for other unit eligible positions are generally posted through the use of vacancy announcements. Every effort is made to advertise widely for a reasonable period of time and to consider all interested applicants who meet minimum criteria. Initial applicant consideration is based on credentials; those candidates who appear to be best qualified are interviewed by a screening panel, and two (2) or three (3) candidates are then recommended to the hiring official for final consideration and interviewing. As appropriate, the Superintendent makes a recommendation to the Board of Education for appointment. Other hiring recommendations are forwarded to Human Resources for possible job offers.