PROMOTIONS AND JOB OPENINGS Sample Clauses

The "Promotions and Job Openings" clause outlines the procedures and criteria for employees to be considered for advancement or new positions within an organization. Typically, it details how job openings are communicated to staff, the application process, and any eligibility requirements for promotion, such as tenure or performance standards. This clause ensures transparency and fairness in internal hiring and promotion practices, helping to prevent favoritism and providing all qualified employees with equal opportunities for career growth.
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. The employee awarded the position and the union will be notified by the 5th working day after the completion of the bidding process during the school year. B. Copies of postings, which go up during a vacation period and/or summer break, shall be mailed to each employee and the union either through mail or school email. 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. C. The successful bidder will have a thirty (30) working day break-in trial period. After three weeks at the new position, the employee will meet with management to evaluate the position change. 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. 13 Then, name next in seniority on the bid list. The most senior employee (followed by descending order district-wide) provided that employee is qualified to fill the position, will be granted the job trial period. After an employee is selected to fill a vacancy, while the employee is serving the thirty (30) working day probationary trial 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 filling the trial employee’s prior position after current employee’s finish moving positions, the remaining open position within the building will be filled by a substi...
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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 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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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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Related to PROMOTIONS AND JOB OPENINGS

  • Job Openings The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members. 17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request. 17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised. 17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges. 17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews. 17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications. 17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.

  • Training and Promotion a. The contractor will assist in locating, qualifying, and increasing the skills of minorities and women who are applicants for employment or current employees. Such efforts should be aimed at developing full journey level status employees in the type of trade or job classification involved. b. Consistent with the contractor's work force requirements and as permissible under Federal and State regulations, the contractor shall make full use of training programs, i.e., apprenticeship, and on-the-job training programs for the geographical area of contract performance. In the event a special provision for training is provided under this contract, this subparagraph will be superseded as indicated in the special provision. The contracting agency may reserve training positions for persons who receive welfare assistance in accordance with 23 U.S.C. 140(a). c. The contractor will advise employees and applicants for employment of available training programs and entrance requirements for each. d. The contractor will periodically review the training and promotion potential of employees who are minorities and women and will encourage eligible employees to apply for such training and promotion.

  • 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 ▇▇▇#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.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.