Common use of Promotions and Demotions Clause in Contracts

Promotions and Demotions. 1. It shall be the general policy of the school district to consider internal applicants for promotional vacancies before advertising and accepting applications from candidates who are outside the district. No internal applicant will be promoted unless he or she can demonstrate the ability to perform the required work of the vacant position. 2. Subject to the Board’s right to fill a vacancy on a temporary basis under paragraph F below, when a promotional vacancy occurs or a new position is created, notice will be posted for five (5) working days. Copies of the notice will be sent to each head custodian, each building principal for posting in the school, and the Union Chairperson. The posting will describe the position and advise that written applications will be accepted from employees within the bargaining unit. The notice will specify the final date and hour for the receipt of the applications. After the closing date, the Personnel Office will provide the Manager of Environmental Services, principal or supervisor, and Union Chairperson with a list of all internal applicants who apply for promotional vacancies. 3. The Manager of Environmental Services will conduct the initial screening and submit a list of qualified applicants to the principal or supervisor for consideration. The Personnel Office will prepare a summary of each candidate’s employment history in the school district that includes information on evaluation and absences which shall exclude FMLA qualifying or other legally protected absences. If an internal applicant is not selected as a qualified candidate to be interviewed, he or she may request a meeting with the manager of Environmental Services to review the reasons for not being included on the list. All qualified applicants for positions shall be interviewed by the principal or supervisor with the Union Chairperson or designee present. The Manager of Environmental Services and the Assistant Superintendent for Personnel and Human Services may be included in the interview. No teacher shall be included in the interview. 4. It is agreed that the Board, in exercising its judgment, will give consideration to the employee’s entire service record with the school district. The term “entire service record” as herein used shall include the following: • Length of service • Ability to perform the work assigned • All formal evaluations conducted on the employee while working in the school district.

Promotions and Demotions. 1. It shall be the general policy of the school district to consider internal applicants for promotional vacancies before advertising and accepting applications from candidates who are outside the district. No internal applicant will be promoted unless he or she can demonstrate the ability to perform the required work of the vacant position. 2. . Subject to the Boardboard’s right to fill a vacancy on a temporary basis under paragraph F below5, when a promotional vacancy occurs or a new position is created, notice will be posted for five (5) working days. Copies of the notice will be sent to each head custodian, each building principal for posting in the school, and the Union Chairperson. The posting will describe the position and advise that written applications will be accepted from employees within the bargaining unit. The notice will specify the final date and hour for the receipt of the applications. After the closing date, the Personnel Office will provide the Manager of Environmental Services, principal or supervisor, and Union Chairperson with a list of all internal applicants who apply for promotional vacancies. 3. The Manager of Environmental Services will conduct the initial screening and submit a list of qualified applicants to the principal or supervisor for consideration. The Personnel Office will prepare a summary of each candidate’s employment history in the school district that includes information on evaluation and absences which shall exclude FMLA qualifying or other legally protected absences. If an internal applicant is not selected as a qualified candidate to be interviewed, he or she may request a meeting with the manager of Environmental Services to review the reasons for not being included on the list. All qualified applicants for positions shall be interviewed by the principal or supervisor with the Union Chairperson or designee present. The Manager of Environmental Services and the Assistant Superintendent for Personnel and Human Services may be included in the interview. No teacher shall be included in the interview. 42. It is agreed that the Board, in exercising its judgment, will give consideration to the employee’s entire service record with the school district. The term “entire service record” as herein used shall include the following: • Length of service • Ability to perform the work assigned • All formal evaluations conducted on the employee while working in the school district. When an employee is promoted, he or she will be placed on a 60 working day probationary qualifying period. During that time, the designated employee or the Board may request return to the previous classification. Internal applicants who are promoted will be compensated by a raise of 15%. If an employee is promoted and subsequently returns to his/her previous classification during the probationary qualifying period, he/she shall be placed at the salary step for his/her previous classification consistent with his/her continuous service. If the Board elects to demote an employee after the probationary qualifying period, his/her new salary shall be determined by lowering the base salary of that employee by 15%. This paragraph shall not be construed to create any obligation on the part of the Board to demote, rather than to dismiss, such an employee.