PROMOTIONS WITHIN THE BARGAINING UNIT. When a job vacancy is frozen and there is a promotional eligible list in effect, the list will be extended for a period of time equivalent to the time period the job vacancy is frozen. Employees interviewed for promotional opportunities shall be notified of their acceptance or rejection within a reasonable time. In cases when there is no examination required for a promotion, County policy shall be to consider present employees, provided the employee applying meets all requirements and is fully qualified. The County Mayor reserves the right to discontinue the promotional interview process upon 30 days’ notice to the Union. The promotional interview process will operate under the following guidelines, which will only be applicable to departments directly under the Mayor’s purview: • Departments will notify AFSCME Local 199 of the date(s), time(s) and location(s) of all promotional interviews, only for their representative classifications, no later than five (5) working days of the scheduled interview. • Departments are not required to coordinate the scheduling of promotional interviews with AFSCME Local 199. • In accordance with Florida State Statutes, the notes and score sheets of the interview panel shall remain confidential and will not be published to the representative. • AFSCME Local 199 will be allowed one (1) representative to observe the promotional interview(s). • The AFSCME Local 199 President or Union identified designee, are the only persons authorized to serve as its neutral representatives for observing promotional interviews. • The AFSCME Local 199 representative is not a member of the interview panel and is to only observe and not interfere with the interview process in any way. • AFSCME Local 199 is to use the same representative to observe promotional interviews that may last over a series of days. • The AFSCME Local 199 representative is not to disclose any of the questions/answers to any other person. • The AFSCME Local 199 representative is to be charged “Y” time, on the ePAR, for the time used in observing the promotional interview(s). • Observation shall be in accordance with the Nepotism Policy of Miami-Dade County. The terms of the promotional interview process cannot be grieved and are not subject to the grievance procedures outlined in Article 8 of the AFSCME Local 199 Collective Bargaining Agreement.
PROMOTIONS WITHIN THE BARGAINING UNIT. 1. When a job vacancy is frozen and there is a promotional eligible list in effect, the list will not be allowed to expire if it can be shown that the purpose of freezing the vacancy is solely to pass over those employees on the list.
2. Employees interviewed for promotional opportunities, shall be notified of their acceptance or rejection, within a reasonable time. Employees interviewed and rejected for promotional opportunities will be counseled by the Department as to the reasons for such rejection, if such is requested by the employee.
3. In cases when there is no examination required for a promotion, County Policy shall be to first consider present employees, provided the employee applying meets all requirements and is fully qualified.
4. All interviews for bargaining unit positions shall be conducted in compliance with Miami-Dade County Procedures Manual Structured Interview Process and the established Departmental Standard Operating Procedure (DSOP).
5. Employees who wish to transfer to an approved/authorized vacancy, shall be considered in accordance with the Departmental Standard Operating Procedure (DSOP). Vacancies will be filled through a competitive selection process. When two (2) equally qualified employees are being considered for the vacancy, the employee with the most seniority, when feasible, will be given preference.
PROMOTIONS WITHIN THE BARGAINING UNIT. 1. When a job vacancy is frozen and there is a promotional eligible list in effect, the list will not be allowed to expire if it can be shown that the purpose of freezing the vacancy is solely to pass over those employees on the list arbitrarily.
2. Employees interviewed for promotional opportunities, shall be notified of their acceptance or rejection, within a reasonable time.
3. In cases when there is no examination required for a promotion, County Policy shall be to first consider present employees, provided the employee applying meets all requirements and is fully qualified.
4. The County agrees, where feasible, to provide to bargaining unit members an equal opportunity for upward mobility as it relates to career development.
a) A bargaining unit employee who has received a written warning within the prior 2 years shall not be precluded from a promotional opportunity.
b) Disciplinary action may not preclude a promotion; however, it will remain a factor in promotional determination if the employee received a disciplinary suspension within two years preceding the job vacancy.
6. Any employee who has been promoted shall be returned to the position from which he/she has been promoted under personal request of the employee, at his or her previous work location and shift, any time during his/her probationary period. Any employee who has been promoted and has completed the probationary period for the new classification shall be returned to the position from which he/she has been promoted upon personal request of the employee, provided there is an open position in the previous classification. A request to return to a previous position shall be made in writing, either electronically or by hard copy, to the W&S Chief of Human Resources. Voluntary return to previous position shall not be cause for denial of any future promotion, or be reflected negatively on any Employee Performance Evaluation.
PROMOTIONS WITHIN THE BARGAINING UNIT. 15.1 Job postings will be available on-line on the Company’s internal website, and, at the Company’s discretion, may also be posted on external websites used for that purpose. Such notice shall include the title and job duties of the position available, the skills required for the position, the closing date for submission of bids, and the work location of the position. Only those job vacancies which the Company has declared to be a job vacancy will be available for employee bids and applications from outside of the bargaining unit or outside of the Company.
15.2 Applications must be submitted electronically within the specified time period using the on-line application tool provided by the Company. The application shall contain a clear, concise statement of the applicant’s background, training and overall qualifications and the reasons the applicant should be considered for the position. For bargaining unit employees, the job will be considered a promotion if it pays a higher maximum rate than the job in which the employee is presently working.
15.3 It is understood the Company may consider candidates outside the Company and/or bargaining unit whenever filling vacancies. The Company will attempt to fill the vacancy internally from those employees submitting a job bid request. In order to be considered a candidate for selection, the applicant must successfully pass any reasonable and appropriate tests used by the Company for the position. If the applicant passes such testing, or if the Company elects not to use testing as part of the selection process, qualifications shall be determined by the total circumstances including work experience, performance (and any performance evaluations), applicable technical education and attendance. It is understood that the Company may not have access to some of the same information (for example, attendance and any performance evaluations) on outside applicants but will make reasonable attempts to obtain such information. The Company may use other forms of testing, interviews and/or other reasonable methods of determining qualifications as herein defined. The position will be filled by the most qualified candidate, from any source as determined by the Company. In the event an internal candidate is deemed the most qualified the job shall be offered to him/her. In the event multiple internal candidates are determined to be most qualified by the Company, seniority will govern. If no candidates are deemed qualified by the Compa...
PROMOTIONS WITHIN THE BARGAINING UNIT. 26 Promotions are to be in conformity with current Civil Service Guidelines and 27 policy/procedures established by the Sheriff’s Office. When the Sheriff’s Office determines that 28 modifications to current procedures are appropriate, the Sheriff’s Office agrees to notify the Deputy 29 Sheriff’s Association and solicits recommendations prior to instituting modifications. It is 30 understood that the Sheriff has final say as to the adoption of any recommended policy or 31 modification of policy concerning promotions. 32 34 ARTICLE 10 35 Assignment Preference 36 37 Job Posting Procedures Bid Assignments 38 39 When assignment openings occur within the bargaining unit, qualified employees who have 40 been employed for a continuous period of eighteen (18) months as a Deputy Sheriff shall have 41 the opportunity to utilize their seniority in requesting lateral transfer to such vacant assignments 42 in accordance with the following procedure. 43
PROMOTIONS WITHIN THE BARGAINING UNIT. Promotions within the bargaining unit will be based on such factors as ability, efficiency, quality of prior service, results of written and/or oral examinations when applicable, physical fitness, promise of continued development, education and background, and seniority. The parties understand that an opportunity for promotion is intended to be an employment incentive, to recognize leadership capabilities, individual efficiency and ability and to xxxxxx government service as a career.
PROMOTIONS WITHIN THE BARGAINING UNIT. Promotions to classifications within this Bargaining Unit will be accomplished in the following manner:
1. Eligible lists for promotional positions within this Bargaining Unit will be established first from qualified applicants, as determined by the department, in lower classes in the Bargaining Unit, in accordance with paragraphs 2, 3 and 4 of this Article. In the event that there are not qualified applicants from within the Bargaining Unit, County-wide promotional or Open-Competitive lists may be established on the basis of paragraphs 2, 3 and 4 of this Article.
2. Eligible lists shall be compiled in accordance with the provisions of the Miami-Dade County Personnel Rules for the Classified Service with appropriate credit given for seniority.
a. Seniority points will be calculated based upon the department established cut-off date and the specified driver training/promotion program as follows: Three
PROMOTIONS WITHIN THE BARGAINING UNIT. A promotion is considered an increase in Grade.
a. Probationary employees are not eligible for a promotion until the completion of their probationary period except in an area of critical need as determined by the Executive Director of Human Resources.
b. If the employee receives an overall unsatisfactory evaluation, they can be placed in a position of their previous grade, step, and classification.
PROMOTIONS WITHIN THE BARGAINING UNIT. The District declares its support for a policy of promotion from within its own teaching staff and will consider all District applicants for promotion. A promotion is defined as a change in position which results in additional compensation for additional duties and/or responsibilities being conducted during the regular school day. Promotions are not meant to include the taking on of additional duties in connection with extra curricular or extra-contractual activities. The posting provisions for vacancies described above apply to promotions.
PROMOTIONS WITHIN THE BARGAINING UNIT. In making promotions or demotions within the Bargaining Unit seniority, as defined herein, shall be given full consideration, and where fitness and ability are sufficient, seniority within the Electric Division and bargaining unit will prevail. Final determination of qualifications shall be made by the Employer, except that any dispute, which may arise in connection with any such matter, shall be handled in accordance with the provisions of this Agreement for the settlement of disputes.
