PROMOTIONAL SYSTEM. Sec. 1201 PURPOSE: The promotional system shall be utilized to test the knowledge, skills, abilities, personal qualities, and fitness of persons seeking promotions to determine the best qualified person to be promoted. It shall not result in discrimination against any person because of their race, color, religion, national origin, sex, age, functional limitations, or other non-merit factors.
PROMOTIONAL SYSTEM. The promotional system will be comprised of three (3) parts which shall be scored as follows to a maximum of 80 points: Evaluation 35 points Interview 25 points Seniority (2.5 points/year to maximum) 20 points TOTAL 80 POINTS
PROMOTIONAL SYSTEM. All provisions for the positions listed below and for no other positions shall be from within the Watertown Police Department and shall be determined in accordance with the following merit system:
PROMOTIONAL SYSTEM. The promotional system will be comprised of four parts which shall be scored as follows to a maximum of points: Seniority (2.5 points per year to a maximum) points For the purpose of testing i t is necessary to use two categories. One category w i l l submit a resume which will be scored out of and the other w i l l be required to pass a test to qualify and thereafter pass a spelling test for a total of points, as well as pass a grammar test for a total of points for an aggregate total of all of those jobs described by the Civilian Job Committee as
PROMOTIONAL SYSTEM. The promotional system will be comprised of four (4) parts which shall be scored as follows to a maximum of points: Test or Resume Job Performance Interview Seniority (3 to maximum) points points points points
PROMOTIONAL SYSTEM. The following procedure will be implemented 12 months after ratification (implementation date October 1, 1988). Training opportunities will be made available in order of seniority within the classification, most senior first. The existing lay-off procedures will not be affected by this system.
16.21.1 All new custodial employees, hired by the Board, will be placed as Custodian I. They will serve their 3 month probationary period in this category. To complete probationary period they must demonstrate sufficient understanding of the role description of a Custodian I as per the Board's role description.
16.21.2 To be promoted to a Custodian II you must first:
(a) have completed your probationary period as a Custodian I
PROMOTIONAL SYSTEM. A. The Employer will not deviate from the present policy of selection of the first candidate on a list, through all grades up to and including Battalion Chief.
B. Promotion lists shall run for 2 years from posted date, and shall not be extended except by agreement of the parties.
C. Vacancies shall be filled from current eligible lists commencing with the following pay period, and other vacancies as soon as possible. BCFD shall consult with the Union in Labor-Management about beginning a criminal background check before positions shall become vacant.
D. Promotion lists to be maintained in all grades up to and including Battalion Chief, and as soon as possible in other classifications as the need arises.
E. The Union and management shall convene a joint committee to review, discuss and prepare educational requirements for promotions within the Department. The joint committee shall complete its written report and recommended educational requirements on or before February 1, 2012, for subsequent review and discussion with the Chief of Fire Department.
F. In order to allow employees sufficient time for preparation before undergoing a promotion process the Fire Department shall:
1. Establish and announce the dates of each examination at least four months ahead of time for Lieutenant, Captain, and Battalion Chief in suppression and EMS.
2. Announce which books will be used to create each examination at least ten (10) months ahead of time.
3. Provide at least three weeks for employees to apply for a promotion after the promotional opportunity is first announced.
PROMOTIONAL SYSTEM. The following procedure will be implemented 12 months after ratification (implementation date October 1, 1988). Training opportunities will be made available in order of seniority within the classification, most senior first. The existing lay-off procedures will not be affected by this system.
16.21.1 All new custodial employees, hired by the Board, will be placed as Custodian I. They will serve their 3 month probationary period in this category. To complete probationary period they must demonstrate sufficient understanding of the role description of a Custodian I as per the Board's role description.
16.21.2 To be promoted to a Custodian II you must first:
(a) have completed your probationary period as a Custodian I
(b) attend and pass a Board sponsored Pre-Qualification for Custodian II course (c) be the most senior applicant.
16.21.3 To be promoted to Chief Custodian of an elementary school you must first:
(a) have completed and passed a probationary period as a Custodian II and have been employed successfully in a Custodian I or II position for the preceeding 12 months
(b) have attended and passed the Pre-Qualification for Chief Custodian Board approved course (c) be able to effectively communicate both oral and written
PROMOTIONAL SYSTEM. Promotional System – All promotions will be made based on criteria set forth by the fire chief. Competitive examinations consisting of written, oral (including assessment,) and interview components will be offered to individuals who meet the qualifications for the position(s). The Fire Chief shall determine the number and level of positions to be filled. The Fire Chief will post all promotional exams at least six (6) months prior to exam date. All qualified applicants will notify the Fire Chief, in writing, within a month of the posting of the promotional exam of there intent to take the promotional exam. The Fire Chief will furnish all qualified applicants with individual packets consisting of all relevant material within four months of the exam date. At a minimum the Fire Chief shall offer a promotional exam every three (3) years.
PROMOTIONAL SYSTEM. A. Consistent with the City Charter, it is hereby agreed that unless ordered to do so by a court of competent jurisdiction, neither the Employer nor any of its constituent agencies will change the present time-in-grade requirements for promotion, nor will they deviate from the present policy of selection of the first candidate on a list, through all grades up to and including Battalion Chief.
B. Promotion lists shall run for 2 years from posted date and shall not be extended except by agreement of the parties.
C. Vacancies shall be filled from current eligible lists commencing with the following pay period, and other vacancies as soon as possible. BCFD shall consult with the Union in Labor- Management about beginning a criminal background check before positions shall become vacant.
D. Promotion lists to be maintained in all grades up to and including Lieutenant, and as soon as possible in other classifications as the need arises.
X. The Employer agrees that representatives of the Union shall be entitled to meet with the Director of the Department of Human Resources or his/her designee on a regular quarterly basis, at times to be mutually agreed upon, to discuss problems of interest to members of Local 734. This will not preclude further meetings which may be mutually arranged by the parties.
F. The Union and management shall convene a joint committee to review, discuss and prepare educational requirements for promotions within the Department. The joint committee shall complete its written report and recommended educational requirements on or before February 1, 2012, for subsequent review and discussions with Chief of Fire Department.
