Common use of Promotional Guidelines Clause in Contracts

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/application form provided by the City and evaluated by a team of at least three (3) 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%. C. 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. D. 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 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. Dispatcher III Promotional Guidelines A. Only Dispatcher II’s with one year in grade, or bargaining unit members of higher classifications, may apply for the Dispatcher III promotional examination. Dispatcher II’s may apply on a delayed eligibility basis. B. The evaluation and selection of candidates for Dispatcher III positions will be based on a ranking of the following: 1. An evaluation of the candidate’s primary/secondary phone skills completed by a D3 or CD. Graded weight 10%. 2. An evaluation of the candidate’s radio skills completed by a D3 or CD. Graded weight 25%. 3. A job-related written examination, which if objective in nature can be graded by one person. Graded weight 20%. 4. A job-related oral interview conducted by a team consisting of the Operations Lieutenant, a designee of the Director and a current Chief Dispatcher . Graded weight 35%. 5. The applicant’s most recent performance appraisal. Graded weight 10%. C. 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. D. 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’ bargaining agreement. Dispatcher II Promotional Guidelines A. Only Dispatcher I’s with eighteen months in grade, or bargaining unit members of higher classifications, may apply for the Dispatcher II promotional examination. In the Director’s discretion, he/she may allow Dispatcher I with less time in grade to apply on a delayed eligibility basis. B. The evaluation and selection of candidates for Dispatcher II positions will be based on a ranking of the following: 1. An evaluation of the candidate’s primary/secondary phone skills completed by a D3 or CD. Graded weight 25%. 2. An evaluation of the candidate’s radio skills completed by a D3 or CD. Graded weight 25%. 3. A job-related written examination, which if objective in nature can be graded by one person. Graded weight 20% 4. The applicant’s most recent performance appraisal. Graded weight 20%. 5. A job-related oral interview conducted by a panel consisting of the Operations Lieutenant, a designee of the Director and a current Chief Dispatcher. Graded weight 10% C. 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. D. 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. Police Communications Analyst Promotional Guidelines A. Only current Seattle Police Department employees in the Dispatcher class series and the Systems Analyst in the Communications Section are eligible to apply for this position. The evaluation and selection of candidates for Police Communications Analyst positions will be based on a ranking of the following: 1. A completed resume/application form provided by the City evaluated by a team of at least three (3) evaluators. At least one of the evaluators will be a Chief Dispatcher. Graded weight 25%. 2. A job-related oral interview conducted by a team of at least three (3) evaluators. At least one of the evaluators will be a Chief Dispatcher. Graded weight 55%. 3. The applicant’s most recent performance appraisal. Graded weight 20%. 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. Promotional Guidelines/Other Issues A. Whenever a group of candidates are applying for the same position all evaluators will remain the same for the entire group unless otherwise agreed to by the Guild. For example; Six candidates apply for the DII position. The same evaluator will do each candidates phone evaluation. The same evaluator, which may be a different evaluator from the person who did the phone evaluation, will conduct each candidate’s radio evaluation. Another example; Six candidates are applying for the Chief Dispatcher position. The same team of at least three evaluators will evaluate the job related oral interview for each candidate if applicable. B. Promotional registers will not display point totals, rather it will display only the relative ranking of each candidate. C. There will be an official announcement to all employees for each promotional. D. Employee has a right to an appeal of the annual performance appraisal as described in the Performance Appraisal Handbook. E. An employee will not be rated at “needs improvement” or below on the annual performance appraisal unless they have previously been given notice of a failure to meet the relevant work place expectation, which has been documented. F. All input received by the Supervisor from Chief Dispatchers and the training unit will be used in the completion of the performance appraisal. G. Chief Dispatchers and the training unit will receive appropriate training in providing information for use in the performance appraisal. H. Once a vacancy occurs at the D2, D3, CD and Supervisor level, the City agrees to promptly promote the next person on the promotion list, which will typically occur by offering the promotion by the end of the pay period following the pay period in which the vacancy occurred. The City may delay the promotion for a reasonable period of time for extenuating circumstances, which may include, but are not limited to, an ongoing disciplinary investigation against the employee eligible for promotion or budget constraints. In such cases, the Guild will be immediately notified of any such delay and the reasons for it. Upon promotion, the eligible employee shall have their pay adjusted retroactively back to the pay period in which they began performing the duties of the higher classification.

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 review of the following, which will be reviewed by the Director who will make the final decision: 1. A completed resume/application form provided by the City and evaluated by a team of at least three (3) evaluators. The evaluation team will include the Operations Lieutenant, a designee At least one of the Director and evaluators will be a current Chief Dispatcher. Graded weight 2550%. 2. A job-related oral interview conducted by a panel consisting of the Operations Lieutenantadministrative sergeant, a designee of Chief Dispatcher, and the Director and a current Chief Dispatcher or SupervisorLieutenant. Graded weight 5545%. 3. The applicant’s most recent performance appraisal. Graded weight 205%. C. 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. D. 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 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. Dispatcher III Promotional Guidelines A. Only Dispatcher II’s with one year in grade, or bargaining unit members of higher classifications, may apply for the Dispatcher III promotional examination. Dispatcher II’s may apply on a delayed eligibility basis. B. The evaluation and selection of candidates for Dispatcher III II positions will be based on a ranking review of the following, which will be reviewed by the Director who will make the final decision: 1. An evaluation of the candidate’s primary/secondary phone skills completed by a D3 or CD. Graded weight 1025%. 2. An evaluation of the candidate’s radio skills completed by a D3 or CD. Graded weight 25%. 3. A job-related written examination, which if objective in nature can be graded by one person. Graded weight 20%. 4. A job-related oral interview conducted by a team consisting of the Operations Lieutenantadministrative sergeant, a designee of Chief Dispatcher, and the Director and a current Chief Dispatcher Lieutenant. Graded weight 3525%. 5. The applicant’s most recent performance appraisal. Graded weight 105%. C. 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. D. 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’ bargaining agreement. Dispatcher II Promotional Guidelines A. Only Dispatcher I’s with eighteen months in grade, or bargaining unit members of higher classifications, may apply for the Dispatcher II promotional examination. In the Director’s discretion, he/she may allow Dispatcher I with less time in grade to apply on a delayed eligibility basis. B. The evaluation and selection of candidates for Dispatcher II positions will be based on a ranking review of the following:, which will be reviewed by the Director who will make the final decision. 1. An evaluation of the candidate’s primary/secondary phone skills completed by a D3 or CD. Graded weight 25%. 2. An evaluation of the candidate’s radio skills completed by a D3 or CD. Graded weight 25%. 3. A job-related written examination, which if objective in nature can be graded by one person. Graded weight 2045% 4. The applicant’s most recent performance appraisal. Graded weight 205%. 5. A job-related oral interview conducted by a panel consisting of the Operations Lieutenant, a designee of the Director and a current Chief Dispatcher. Graded weight 10% C. 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, . Systems Analyst Promotional Guidelines A. Only current Seattle Police Department employees in the Dispatcher class series and the City shall offer promotions PCA in the Communications Section are eligible to apply for this position. The evaluation and selection of candidates for System Analyst positions will be based on a review of the following, which will be reviewed by the Director who will make the final list based on their ordered ranking.decision: D. 1. A final completed resume/application form provided by the City 2. A job-related oral interview 3. The applicant’s performance appraisals and job performance evaluations B. A promotional eligibility list will be posted and remain in effect for two years, and it . The list 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. Police Communications Analyst Promotional Guidelines A. Only current Seattle Police Department employees in the Dispatcher class series and the Systems Analyst in the Communications Section are eligible to apply for this position. The evaluation and selection of candidates for Police Communications Analyst positions will be based on a ranking review of the following:, which will be reviewed by the Director who will make the final decision. 1. A completed resume/application form provided by the City evaluated by a team of at least three (3) evaluators. At least one of the evaluators will be a Chief Dispatcher. Graded weight 2570%. 2. A job-related oral interview conducted by a team of at least three (3) evaluators. At least one of the evaluators will be a Chief Dispatcher. Graded weight 5525%. 3. The applicant’s most recent performance appraisal. Graded weight 205%. 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. Promotional Guidelines/Other Issues A. Whenever a group of candidates are applying for the same position all evaluators will remain the same for the entire group unless otherwise agreed to by the Guild. For example; Six candidates apply for the DII position. The same evaluator will do each candidates phone evaluation. The same evaluator, which may be a different evaluator from the person who did the phone evaluation, will conduct each candidate’s radio evaluation. Another example; Six candidates are applying for the Chief Dispatcher position. The same team of at least three evaluators will evaluate the job related oral interview for each candidate if applicable. B. Promotional registers will not display point totals, rather it will display only the relative ranking of each candidate. C. There will be an official announcement to all employees for each promotional. D. Employee has a right to an appeal of the annual performance appraisal as described in the Performance Appraisal Handbook. E. An employee will not be rated at “needs improvement” or below on the annual performance appraisal unless they have previously been given notice of a failure to meet the relevant work place expectation, which has been documented. F. All input received by the Supervisor sergeant from Chief Dispatchers and the training unit will be used in the completion of the performance appraisal. G. Chief Dispatchers and the training unit will receive appropriate training in providing information for use in the performance appraisal. H. Once a vacancy occurs at the D2, D3, CD and Supervisor level, the City agrees to promptly promote the next person on the promotion list, which will typically occur by offering the promotion by the end of the pay period following the pay period in which the vacancy occurred. The City may delay the promotion for a reasonable period of time for extenuating circumstances, which may include, but are not limited to, an ongoing disciplinary investigation against the employee eligible for promotion or budget constraints. In such cases, the Guild will be immediately notified of any such delay and the reasons for it. Upon promotion, the eligible employee shall have their pay adjusted retroactively back to the pay period in which they began performing the duties of the higher classification.