Promotions and Filling of Vacancies. The procedures described in this article shall apply to part time as well as full time bargaining unit positions.
Promotions and Filling of Vacancies.
(a) Promotions and filling of vacancies shall be based on:
(i) an employee's ability to perform the requirements of the work available;
(ii) seniority.
(b) Ability shall mean that an applicant has the skill, qualifications or special training and experience required in the applicable job description and posting prepared by the Employer or the equivalent knowledge and skill and shall also include consideration of the employee's performance during employment with the company.
(c) Outside applicants shall not be considered for bargaining unit vacancies until all internal applicants have first been interviewed and deemed unsuitable.
Promotions and Filling of Vacancies. 10.1 A vacant position is defined as an open position within the aide classification, created by resignation, retirement, death, promotion, or release of an employee from a position. A position shall not be considered vacant until the Board determines and/or intends to fill said position.
(a) Notice of the position to be filled shall be posted by the Board in a manner sufficient to provide current employees with reasonable opportunity to become aware of the position. Notice shall also be provided via electronic mail to all bargaining unit employees. The posting period shall be not less than five (5) working days.
(b) Notices of job vacancies occurring during the summer shall be posted for ten (10) working days, shall be sent to the Union President or his designee for distribution to interested employees, and shall be provided via electronic mail to all bargaining unit employees.
10.3 Qualified employees under a contract with the Board of Education as an aide will be given first consideration for any vacant position. Factors to be used in selecting the employee for the position shall be seniority in the employee group, skill, ability, knowledge, experience and past performance on job evaluations. An arbitrator shall have no authority to overturn or set aside the employer's decision as to its consideration concerning an employee's skill, ability, knowledge, experience and/or past performance related to a bargaining unit member's ability to fill a vacant position.
10.4 An employee who successfully bids for a position may not bid for another position for six (6) months after the date of assignment to the new position.
10.5 An employee assigned pursuant to this Article to a new position shall serve a probationary period of sixty (60) calendar days commencing with the effective date of the assignment. The Board may remove the employee from the assigned position after the completion of the first thirty (30) calendar days of the probation period and prior to the expiration of the sixty (60) calendar days probationary period. An employee removed during the probationary period shall have the right to return to his former position and former rate of pay without loss of seniority.
10.6 If a position vacated by the reassignment of the incumbent pursuant to this Article is to be filled, after any transfers are made, it shall be filled on a temporary assignment basis until the employee completes his probationary period.
10.7 Nothing contained herein shall restrict the ri...
Promotions and Filling of Vacancies. A bargaining unit member who has been laid off pursuant to this Article who, within three (3) years from the date of termination, is re-employed at the Campus in either the same or a different professional staff position shall regain the length of service credit and
Promotions and Filling of Vacancies. Section 1 Posting of Vacancies
A. All vacancies in positions subject to this Agreement as soon as possible after the Employer determines they are available to be filled, shall be posted for not less than seven (7) calendar days, and said posting shall be on the so-called yellow sheet under the procedures of the Employment Office The appointing authority is recognized as the sole authority to appoint an applicant to a vacant position. When the appointing authority determines that a vacancy is to be filled it will be made public on a website designated for that purpose and through which applications shall be submitted. Bargaining unit employees who cannot use computers shall be provided a location at which they may use a computer to search job vacancies and make applications.
B. The notice of vacancy shall include the following:
1. Job Title
2. Grade and/or Salary Range 3.Application Closing Date
Promotions and Filling of Vacancies. Section 16.01: Subsections 1 and 2 - On-Unit and Internal Postings. Positions are posted on- unit and as an Internal Posting throughout the bargaining unit simultaneously for ten (10) calendar days. Preference will be given to an RN from the unit who applies within the ten
Promotions and Filling of Vacancies. (a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the provisions of the Oakland County Merit System.
(b) The Employer will post on the bulletin board notice of new positions or vacancies in existing positions in or out of the bargaining unit, for a period of ten (10) days, Saturdays, Sundays, and holidays excluded. The posting will include the location and assignment with a written stipulation that the location and assignment may be subject to change. In addition, the posting will list the criteria the Employer will be considering in filling the position. The Employer will forward a copy of any public health nurse posting to the Chairperson of the Nurse’s Staff Council at the time it is posted.
(c) Employees who wish to be considered for the position shall submit a letter of interest to the chief of the appropriate service or his/her designated representative prior to or during the posting period. The letter should state the employee’s qualifications and other factors the employee wishes to be considered.
(d) Employees who are interested in a specific assignment or location may make such a request by submitting a letter of interest at any time to the appropriate chief or designee. These requests/letters of interest must be renewed in January of each year and will be considered along with the letters of interest filed during the posting period.
(e) The Employer will determine who is best qualified to fill the position after considering the criteria identified in the posting. If two or more applicants are considered equal, seniority will be the determining factor in making the selection. Upon request, the Employer agrees to meet with the employee to discuss the selection decision.
Section 2. A full-time Public Health Nurse II will move into a promotional track after no more than two (2) years of full-time service as a Public Health Nurse II in the Oakland County Health Department unless the nurse exhibits demonstrated deficiencies in his/her performance which prohibits the promotional track from commencing. The Employer will meet with the nurse to discuss those areas in need of improvement. The Public Health Nurse II shall submit a memo to his/her supervisor, Chief of Services and PPHS Administrator, stating the date and name of the supervisor who received the Public Health Nurse’s performance plan final draft. Once the promotional track is successfully completed and a final draft, mutually agreed on by the super...
Promotions and Filling of Vacancies. When a vacancy occurs in a bargaining unit position, BSO reserves the right to fill the vacancy with the Detention and Community Programs Lieutenant whom the Director, or the Director's designee, deems best suited. Members of the bargaining unit may request to be considered for available positions. Vacancies will be filled by the applicable Director of Detention and Community Programs in the Director's sole an exclusive discretion. Seniority will be a factor considered but will not be controlling.
Promotions and Filling of Vacancies. When the Committee deems it necessary to fill a position that has become vacant within an existing craft of this bargaining unit, the following factors will be considered in filling the position:
a. Length of service from the date of original permanent appointment to the Worcester School system.
b. Knowledge, training, demonstrated ability, skill and efficiency.
c. Physical fitness for the position to be filled.
d. Leadership qualities when the position to be filled requires those qualities.
e. When factors (b), (c) and (d) are equal, the length of service from the date of original permanent appointment to the Worcester School system shall govern.
Promotions and Filling of Vacancies. The parties wish to continue to insure that the bargaining unit includes University Police Officers, University Sergeants, and University Lieutenants who are appropriately trained and/or certified to perform their duties to the level required by the University, and the Massachusetts Police Training Committee. The parties also agree that it is to their mutual benefit to identify and participate in training programs that provide the University the greatest opportunity to hire and have available for duty new officers in the most efficient manner. Each such new employee who completes such a program at the University’s time and expense shall, at the time of employment, required to enter into a written agreement to return to his/her position at the University for a period of not less than two years following successful completion of the program, unless excused from this obligation by the University. If an employee fails to fulfill this requirement, he/she shall be responsible for reimbursing the University for the cost (not including the employee's salary) of sending to the program.
