SELECTION/PROMOTION Sample Clauses

SELECTION/PROMOTION. Section 1 - Job Posting‌ (A) Vacant bargaining unit positions, except those filled by lateral transfer or promotion as provided below, shall be posted for employment applications. (B) Permanent, non-probationary bargaining unit members who desire promotion or lateral transfer may submit a request to be considered to the Human Resources office at any time. Such request shall specify the classification(s) to which the employee wishes to be promoted or transferred. When a position in a classification to which an employee has filed a promotional or transfer request becomes vacant, the employee will be notified and may apply.
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SELECTION/PROMOTION. 4 Section 1 Job Posting (A) Non-probationary bargaining unit members who desire promotion may submit a request to be 10 considered for promotion to the Human Resources office at any time. Such request shall specify 11 the classification(s) to which the employee wishes to be promoted. When a position in a 12 classification for which an employee has filed a promotional request becomes vacant, the 13 employee will be notified and may apply. 14 (B) Where the COUNTY believes that fewer than three (3) qualified bargaining unit employees will 16 apply, the COUNTY shall have the option of posting the vacancy in-house or recruiting from 17 outside the bargaining unit. 18
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SELECTION/PROMOTION. Section 1 – Job Posting‌ (A) Vacant bargaining unit positions, except those filled by lateral transfer or promotion as provided below, shall be posted for employment applications. (B) Non-probationary bargaining unit members who desire promotion may submit a request to be considered for promotion to the Human Resources office at any time. Such request shall specify the classification(s) to which the employee wishes to be promoted. When a position in a classification for which an employee has filed a promotional request becomes vacant, the employee will be notified and may apply. (C) Where the COUNTY believes that fewer than three (3) qualified bargaining unit employees will apply, the COUNTY shall have the option of posting the vacancy in-house or recruiting from outside the bargaining unit.
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SELECTION/PROMOTION. ‌ 15:01 Where a job vacancy occurs or a new job is created, notice shall be posted for at least seven (7) calendar days at appropriate locations including all bulletin boards and a copy shall be sent to the Union. The notice shall set out a job description, qualifications required by the job, current or anticipated shift pattern, if known and classification and wage rate. The parties may agree to extend any of the timelines set out above. 15:02 In filling job vacancies, including promotions, transfers, and new positions, the job shall be awarded to the senior qualified applicant provided she/he is able to perform the job. The employee will be appointed to the role at the earliest opportunity. Should this exceed thirty (30) days, any salary increases that the employee is entitled to receive as a result of the promotion shall be paid. 15:03 If an employee is transferred or promoted, ability to do the job means ability to perform the requirements of the job following an appropriate familiarization period or following an appropriate training and trial period. The Employer may not curtail the training or trial period without just cause before it has run its normal course. 15:04 No employee shall be transferred to another position within the bargaining unit without her/his consent. 15:05 New employees shall not be hired where there are employees on layoff able to perform the job. 15:06 Whenever possible, some overlap should occur between the leaving and the newly hired employees.
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SELECTION/PROMOTION. Clean up for language consistency • Added language from MOU AP-17-003 memorializing department-initiated classifications reviews to be brought to the Union before the review is completed • Added flexibly staffed flex series language
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SELECTION/PROMOTION. Section 1 - Job Posting
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SELECTION/PROMOTION. ‌ Section 1. Flex Staff Series‌ Parole and Probation Officers 1 & 2 are flex staff classifications. After an employee has been employed at the entry level in a flexibly staffed classification for a period of one (1) year, the employee may be advanced to the journey level subject to the following: (A) The employee is remaining in the same position. (B) The employee meets the minimum qualifications for the journey level.‌ (C) The employee is performing, at an acceptable level, as determined by the COUNTY, the duties of the journey level. (D) An employee who has been at the entry level for eighteen (18) months or more may request to be moved to the journey level. Such request shall be approved or denied by the Department Director within fourteen (14) days. The Department Director's decision shall be based upon Paragraphs A, B and C, above. (E) Denial of a request to move to the journey level may be appealed by filing a written appeal with the COUNTY Human Resource Office within fourteen (14) days of receiving the denial from the Department Director. (F) The COUNTY Administrator, or designee, shall have ultimate and final authority to approve or disapprove any request for movement from the entry level to the journey level. (G) Upon moving from the entry level to the journey level, an employee shall be placed on a step in the journey level salary range with a minimum of a five percent (5%) salary increase effective the first pay period following the time at which the journey level requirements have been met.‌ (H) In the event an employee’s performance evaluation is not completed within thirty (30) calendar days of when due and the employee is otherwise eligible, the following pay period the employee shall advance to the journey level.
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SELECTION/PROMOTION. Section 1. Flex Staff Series (A) The employee is remaining in the same position. (B) The employee meets the minimum qualifications for the journey level. (C) The employee is performing, at an acceptable level, as determined by the COUNTY, the duties of the journey level. (D) An employee who has been at the entry level for eighteen (18) months or more may request to be moved to the journey level. Such request shall be approved or denied by the Department Director within fourteen (14) days. The Department Director's decision shall be based upon Paragraphs A, B and C, above. (E) Denial of a request to move to the journey level may be appealed by filing a written appeal with the COUNTY Human Resource Office within fourteen (14) days of receiving the denial from the Department Director. (F) The COUNTY Administrator or his/her designee shall have ultimate and final authority to approve or disapprove any request for movement from the entry level to the journey level. (G) Upon moving from the entry level to the journey level, an employee shall be placed on a step in the journey level salary range with a minimum of a five percent (5%) salary increase effective the first pay period following the time at which the journey level requirements have been met.
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SELECTION/PROMOTION 
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Related to SELECTION/PROMOTION

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  • Investment Promotion 1. Each Contracting Party shall promote investments in its territory by investors of the other Contracting Party and admit such investments in accordance with its legislation. 2. In particular, each Contracting Party shall permit the conclusion and the carrying out of licensing agreements and contracts for commercial, administrative or technical assistance, in so far as these activities were related to investments.

  • Selection Procedures In selecting the Loan Assets to be Pledged pursuant to this Agreement, no selection procedures were employed which are intended to be adverse to the interests of the Lenders.

  • Selection Criteria Each Contract is secured by a new or used Motorcycle. No Contract has a Contract Rate less than 1.00%. Each Contract amortizes the amount financed over an original term no greater than 84 months (excluding periods of deferral of first payment). Each Contract has a Principal Balance of at least $500.00 as of the Cutoff Date.

  • Selection Procedure 10.2.4.1 Internal applicants shall be defined as all applicants with seniority in accordance with Article 12.5. 10.2.4.2 In filling a posted vacancy, first consideration shall be given to internal applicants who meet the stated qualifications. All Faculty members who meet the stated qualifications for the posted vacancy shall be interviewed by the Selection Committee. Past service and evaluations shall be considered by the Committee. The best qualified candidate shall be recommended for appointment to the position. 10.2.4.3 Where the qualifications of two or more of the applicants are relatively equal, the applicant with the greatest seniority shall be recommended for appointment to the position. 10.2.4.4 In establishing the qualifications, and in evaluating the qualifications and past performance of the applicants, the committee shall act in good faith, in a fair and reasonable manner, and shall not act in an arbitrary or discriminatory fashion. 10.2.4.5 Following the interviews, the committee will submit its recommendations containing a list of qualified candidates in order of preference, through the appropriate Xxxx to the President or delegate. 10.2.4.6 New faculty members shall be appointed only when there are no qualified internal applicants. 10.2.4.7 If there are no qualified internal applicants, the selection committee may consider external applications, in accordance with the procedure outlined above. 10.2.4.8 Internal applicants will be advised as soon as possible of the selection committee's decision that the committee will be considering external applications in accordance with Article 10.2.4.7.

  • Sales Promotions In addition to decreasing prices for the balance of the Contract term due to a change in market conditions, the Contractor may conduct sales promotions involving price reductions for a specified lesser period. The Contractor must submit documentation identifying the proposed: (1) starting and ending dates of the promotion, (2) commodities or contractual services involved, and (3) promotional prices compared to then-authorized prices.

  • Sales Promotion Promote and use its reasonable endeavours to increase sales of the Supplier/ Principal ATOL holder's Travel Arrangements to existing and potential clients;

  • Selection Planning Prior to the issuance to consultants of any requests for proposals, the proposed plan for the selection of consultants under the Project shall be furnished to the Association for its review and approval, in accordance with the provisions of paragraph 1 of Appendix 1 to the Consultant Guidelines. Selection of all consultants’ services shall be undertaken in accordance with such selection plan as shall have been approved by the Association, and with the provisions of said paragraph 1.

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

  • Selection Committee A. Each building site will appoint a selection committee for the TLS. The committee shall be comprised of equal numbers of teachers and administrators and at least one teacher will be appointed by the Des Moines Education Association. B. The committee will accept and review application for a TLS position and will make recommendations to the hiring administrator. In developing recommendations, the committee will utilize measures of teacher effectiveness and professional growth, consider the needs of the school district and review the performance and professional development of the applicants. Teachers who are selected must meet all of the qualification contained in the TLS grant and contained in the law.

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