PROMOTIONS AND JOB OPENINGS Sample Clauses

PROMOTIONS AND JOB OPENINGS. A. During the year when a vacancy occurs, the employer shall post, for the bidding of said vacancy, the fifth (5th) working day after written notice is received by the employee that a vacancy exists. The job will be posted for five (5) working days when school is in session, and ten (10) weekdays (Monday through Friday) if posting goes up during a vacation period and/or summer break. Copies of postings, which go up during a vacation period and/or summer break, shall be mailed to the designated Association representative who shall be responsible for notifying bargaining unit employees of the vacancy or new position. When vacancies, new positions open, or employees bid time increases one-half (1/2) hour or more it shall be posted for bid. Within an additional five (5) working days, the employee applying with the most seniority will be awarded the posted job, provided the most senior employee is qualified to fill the position, and shall assume the pay rate and job description of said job. The Association President shall be authorized to place the name of an employee on the bid sheet who is absent from work during bid time. B. The successful bidder will have a thirty (30) working day break-in period. On or before the thirtieth (30th) working day, the employee may return to her/his prior position if the position has not changed or if the employer feels that the employee is not progressing satisfactorily. The employee will revert back to the job she/he vacated without recourse to the grievance procedure. If the employee's prior job has changed, she/he will not have the choice to revert back. The name next in seniority on the bid list, provided that employee is qualified to fill the position, will be granted the job break-in period. After an employee is selected to fill a vacancy, while the employee is serving the thirty (30) working day probationary period, all other bargaining unit employees within the building will have the opportunity to obtain equal or additional hours while the employee serves the probationary period. The remaining open position within the building will be filled by a substitute. If the employee satisfactorily completes the probationary period, the remaining vacancy will be posted and the same procedure will apply. If the employee reverts back or is returned to her/his previous position, so shall all the other bargaining unit employees within the building, whereupon the above procedure will again commence. Individuals accepting such assignm...
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PROMOTIONS AND JOB OPENINGS. 10.1 A promotion is defined as any change in an employee’s job classification which results in a wage improvement above the regular scheduled wage rate.
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PROMOTIONS AND JOB OPENINGS. A A promotion is defined as any change in an employee’s job classification which results in a wage improvement above the regular scheduled wage rate. 1. Promotion to any job classification included in the bargaining unit shall be made from within the ranks provided a qualified candidate is available. Such promotion shall be based on department seniority, ability, initiative, and performance. 2. After successfully serving a three (3) month trial period the employee shall be advanced on the wage scale of the new job classification. Employees being promoted who have previously qualified for and held the same position shall be placed beyond Step 1 of the wage scale without having to serve a trial period. 3. If during the trial period the employee has been given a reasonable chance to perform required duties and the employer feels the performance is not satisfactory, he shall: a. Be removed, the position shall be re-posted, and he shall take the first position available for which he is qualified. No bumping shall occur, or 4. An employee who during the trial period wishes to be removed from the position may request a re-assignment in writing from the administrative supervisor. If the request is approved, the original position will be re-posted, and the employee shall take the first position available for which he is qualified. No bumping shall occur. 5. Employees who are promoted or transferred to a maintenance/custodial position from a bus driver position shall throughout their probation period receive Step I wages of the position they are transferred or promoted to. B A job opening is defined as a new bargaining unit position approved by the Board, or a vacancy in a Board-approved position which occurs due to a termination, a transfer, or a leave of absence for a period of more than six (6) months. Temporary promotions and temporary transfers are governed by rules described elsewhere in the contract. 1. Job openings shall be posted online and sent via email. 2. Postings shall be made as soon as practical and continue for a minimum of three
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PROMOTIONS AND JOB OPENINGS. 4.18.1 Whenever a job opening occurs, other than a temporary opening, in any existing job classification or as the result of the development or establishment of a new job classification within the scope of the bargaining unit, a notice of such opening shall be posted on all applicable bargaining unit employee bulletin boards for five (5) working days. Such notice shall contain the specific job classification and the criteria required for application to the position. 4.18.2 Promotions into an advanced position or entry into a newly created position shall be considered temporary for a period of twelve (12) calendar months from the date of promotion or change of classification. 4.18.3 Within the twelve (12) calendar months from the date of promotion, should the Employer and/or his or her designee decide the employee is unsuited for the job, the employee shall revert to the employee’s former job classification. Within six (6) calendar months from the date of promotion, the employee may return to the previous job classification if the employee requests to do so. 4.18.4 An employee who is demoted from a promotional or changed position, at the sole discretion of the Employer during the employee’s twelve (12) month promotional probationary period, shall be permitted to return to the employee’s formerly held position and placed at the applicable wage and benefit level.
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PROMOTIONS AND JOB OPENINGS. A. Promotions to a higher classification within the bargaining unit will be based on qualifications. The Employer will post all job openings that it intends to fill, and the requirements for said job openings, on the union bulletin board(s) for a ten (10) day period. Interested employees will be given consideration provided such an employee properly indicates his/her interest in the position by submitting an Application for Internal Candidates to the Human Resources Department before the close of the posting period. The Employer shall offer the promotion to the bargaining unit employee, or other interested person, who has the best abilities and qualifications. If the promotion is to be offered to a bargaining unit employee, and qualifications are equal among bargaining unit employees applying for the promotion, the employee with the greatest amount of departmental seniority will be offered the promotion. If necessary, a temporary appointment may be made by the Department Head, but without prejudice to employees seeking the job. B. An employee with regular status promoted to a higher classification will have a period of one hundred twenty (120) working days, actually worked trial in the new position to prove that he/she can adequately perform the requirements of the position. If the employee is not capable of fulfilling the requirements, the employee will be demoted to his/her previous classification without prejudice. The promoted employee shall have the option of returning to his/her previous classification within sixty (60) working days, actually worked of the promotion, provided that, if the employee exercises this option, he/she shall be prevented from applying for any subsequent promotions to the same classification for a period of one (1) year from the time he/she returns to the previous classification. A. The designated holidays are:
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PROMOTIONS AND JOB OPENINGS. A. Promotions to a higher classification within this Agreement will be based on qualifications as determined by the Employer. It will be the policy of the Employer to post all job openings and requirements for such openings on the appropriately designated bulletin board for a ten (10) day period. Interested employees will be given consideration provided such an employee properly indicates his/her interest in the position by submitting an Application for Internal Candidates to the Human Resources Department before the close of the posting period. Qualifications being equal, the departmental seniority of the employee will then receive first consideration. If necessary, a temporary appointment may be made by the Department Head, but without prejudice to employees seeking the job. B. An employee with regular status promoted to a higher classification will have a period of one hundred thirty (130) working days, actually worked, trial in the new position to prove that he/she has the necessary qualifications to handle the requirements of the position. If the employee is not capable of fulfilling the requirements, he/she will be demoted to his/her previous classification without prejudice. A. The designated holidays are:
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PROMOTIONS AND JOB OPENINGS a. Promotions to a higher classification within this Agreement will be based on qualifications. It will be the policy of the Employer to post all job openings and requirements for such openings on the appropriately designated bulletin board for a ten (10) day period. Interested employees will be given consideration provided such an employee properly indicates his/her interest in the position by submitting an Application for Internal Candidates to the Human Resources Department before the close of the posting period. Qualifications being equal, the Departmental Bargaining Unit seniority of the employees will then receive first consideration. If necessary, a temporary appointment may be made by the Department Head, but without prejudice to employees seeking the job. b. An employee with regular status promoted to a higher classification will have a period of 130 working days, actually worked trial in the new position to prove that he/she has the necessary qualifications to handle the requirements of the position. Such employee will have the option of returning to his/her previous classification without prejudice, within forty-five (45) working days, actually worked, of starting that new position. If the employee is not capable of fulfilling the requirements, he/she will be demoted to his/her previous classification without prejudice.
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Related to PROMOTIONS AND JOB OPENINGS

  • PROMOTIONS AND STAFF CHANGES 11.01 Job Postings a) When a vacancy occurs or a new position is created for a regular position which the Employer has decided to fill it shall be posted on all bulletin boards for five (5) working days and filled within forty (40) working days of the posting closing. Positions may be advertised in the media only after the Employer has determined an internal applicant is not the successful applicant. Where the Employer decides not to fill a vacant position, the Employer will provide an explanation to the Union if so requested. b) The Employer, on a temporary basis, may fill a posted position during the posting and selection period. c) For temporary positions of up to forty-two (42) days, a posting is not required. Positions of longer than forty-two (42) days (seventy-eight (78) days only in the case of temporary aquatic program positions) shall be posted except where the vacancy is created by the absence of an Employee due to vacation. d) If a temporary position is made into a regular position, the new regular position shall be posted at least 14 days prior to the end of the temporary position. (i) A posting shall include the following information: Nature of position, qualifications, skills, required knowledge and education, current shift hours and days, number of hours of work per week, and wage rate. (ii) Such qualifications may not be established in an arbitrary or discriminatory manner, and shall reflect the contents of the Job Description. 11.02 Role of Seniority in Appointments, Promotions, Demotions and Transfers a) Both parties recognize the principle of promotion within the service of the Employer in the bargaining unit (i) For classifications required by their job description to supervise other employees in the bargaining unit listed in XXX#4, appointments, promotions, demotions, and transfers shall be based on the ability, knowledge, qualifications and seniority of the Regular Employees considered. Where the ability, qualifications and knowledge of the applicants are relatively equal, the senior applicant will be the successful candidate. (ii) For all other classifications, where the ability, qualifications and knowledge are sufficient to perform the functions of the posted position, the senior applicant shall be appointed. c) If the position is not filled by a Regular Employee in (i) or (ii) above, the ability and qualifications of Casual, Temporary and Seasonal Employees shall be considered, and if relatively equal, the senior applicant as determined in Article 10.05 shall be appointed. d) If the position is not filled by an Employee in b (i), (ii), or c) above, all other applicants shall be considered.

  • Promotion A promotion shall mean the transfer of an employee to a higher level position of more responsibility as well as salary.

  • Promotions A. A promotion is defined as moving from any teaching position to one listed on the administrative and supervisory responsibility scale. B. All vacancies in promotional positions shall be filled on the following basis: 1. Whenever a vacancy arises or is anticipated, the Superintendent shall cause a notice to be posted in each school setting forth a description of and the qualifications for the position, including duties and salary range. Promotional vacancies shall be advertised throughout the year, including summer months, on the FCPS web site. In addition, the Superintendent will post a list of such vacancies in each school, with a copy of said notice being transmitted to the Association. 2. Unless there are extenuating circumstances, such notices shall be posted fifteen (15) days prior to the filing date when applications must be submitted. If notification is less than fifteen (15) days, the Association shall be notified. 3. Teachers who decide to apply for such vacancies shall submit their applications in writing to the Superintendent or authorized representative. The time limit specified in the notice shall be adhered to unless there are extenuating circumstances. 4. When a vacancy occurs, a promotion committee may be appointed by the Superintendent consisting of five (5) professional educators who are familiar with the duties and responsibilities associated with the position to be filled. Two (2) members of the committee may be classroom teachers. The committee shall have advisory status and shall recommend to the Superintendent one (1) or more candidates. 5. Vacancies shall be filled on the basis of experience, competency and other qualifications of the applicant. Ordinarily, preference shall be given to present teachers. Inquiries may be directed to other school systems when it is deemed advisable in the best interest of the Xxxxxxxxx County school system. The successful applicant shall meet the certification requirements established by the state board of education for the position, or shall fulfill such requirements within one (1) year. 6. The availability of leadership positions in other counties shall be made known in the same manner as set forth in paragraph 1 whenever possible. C. No teachers shall be denied the opportunity to apply for selection to participate in seminars or workshops sponsored by the Board for potential administrators and supervisors.

  • PROMOTIONS AND VACANCIES 3.1 The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification that is being filled. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. 3.2 An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 35, Layoff and Recall, of this Agreement and are confined to each individual agency. 3.3 The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. 3.4 A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. 3.5 A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. 3.6 A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. 3.7 When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: A. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. B. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten (10) additional tied candidates. The agency may supplement the certification with additional tied candidates and replace other candidates who waive consideration with like candidates from the original pool. C. Employees in the General Government Transition Pool Program who have the skills and abilities to perform the duties of the vacant position may be considered along with all other candidates who have the skills and abilities to perform the duties of the position. D. If the certified candidate pool does not contain at least three (3) affirmative action candidates, the agency may add up to three (3) affirmative action candidates to the names certified for the position. When recruiting for multiple positions, the agency may add an additional five (5) agency candidates and five (5) other candidates to the certified list for each additional position.

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