Promotional Guidelines Sample Clauses

Promotional Guidelines. Supervisor Promotional Guidelines Only SPDG members in the Chief Dispatcher and Dispatcher III classifications with at least one year of experience may apply for this position unless management can demonstrate there are no qualified internal applicants. A. The evaluation and selection of candidates for Supervisor positions will be based on ranking of the following: 1. A completed resume/application form provided by the City and evaluated by a team of at least three evaluators. The evaluation team will include the Operations Lieutenant, a designee of the Director and a current Chief Dispatcher. Graded weight 25%. 2. A job-related oral interview conducted by a panel consisting of the Operations Lieutenant, a designee of the Director and a current Chief Dispatcher or Supervisor. Graded weight 55%. 3. The applicant’s most recent performance appraisal. Graded weight 20%. 4. In the event a lateral candidate is being evaluated the resume/application review shall be weighted 35% and the oral interview 65%. B. A ranked-ordered promotional eligibility list will be posted and remain in effect for two years. The list will be used for vacancies as they occur during those two years, and the City shall offer promotions to candidates on the final list based on their ordered ranking. C. A final promotional eligibility list will be posted and remain in effect for two years, and it will be used for vacancies as they occur during those two years. The Chief of Police or his designee shall offer promotions to candidates on the final list based on their ordered ranking unless the Chief of Police or his designee is able to articulate a legitimate business reason for promoting out of order. Any candidate for promotion shall be advised of the legitimate business reason resulting in his/her bypass and will be reevaluated for the next available opening. The Guild shall have the right to file a grievance regarding any bypass of candidates pursuant to Article 8 of the parties’ collective bargaining agreement. Chief Dispatcher Promotional Guidelines A. Only Dispatcher III’s with one year in grade, or bargaining unit members of higher classifications, may apply for the Chief Dispatcher promotional examination. In the Director’s discretion he/she may allow Dispatcher II’s trained as Dispatcher III’s to apply on a delayed eligibility basis. B. The evaluation and selection of candidates for Chief Dispatcher positions will be based on a ranking of the following: 1. A completed resume/applica...
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Promotional Guidelines. Management reserves the right to hire qualified lateral applicants, in addition to promotion of qualified internal promotional candidates, utilizing the same testing criteria in Section B.1,2, and 4. Promotional applicants who have not have not passed Examination B.1 and Examination B.2, below, will not be considered “qualified” for purposes of being interviewed or placed on a promotional list.
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Promotional Guidelines. Union and City agree to form a joint committee to review promotional guidelines for the positions of Fire Engineer, Fire Captain and Deputy Fire Marshal. The Committee will be comprised of three (3) members appointed by the Union President and three (3) members from the City shall be appointed by the City Manager or his/her designee. There shall be one (1) representative each from ranks of Firefighter, Fire Engineer, Fire Captain and Deputy Fire Marshal. The Committee will be responsible for reviewing current promotional guidelines and developing recommendations to the Fire Chief. The Committee shall meet and confer regarding these guidelines during the term of this contract.
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Promotional Guidelines. Principal Explorer agrees that there will be no alterations or removal of any Space Perspective trademarks or branding depicted in all marketing materials, unless previously agreed to in writing. Principal Explorer agrees that all materials in which Space Perspective IP are present must receive approval by Space Perspective prior to distribution.
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