Sergeant Promotions Sample Clauses

Sergeant Promotions. The City agrees to consider Association input regarding the qualifications and procedures for Sergeant promotional examinations.
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Sergeant Promotions. When the Police Chief determines there is a need to fill one or more Sergeant positions, he or she shall distribute a notice of the opening(s) via e-­‐mail at least thirty (30) days before the position is to be filled. The e-­‐mail shall specify the number of positions to be filled, and the commencement date for the promotional process. (a) The promotional process shall begin with a written examination, to be validated and scored by an independent entity. The independent entity shall determine the cut-­‐off for passing scores. Candidates passing the written examination will advance to the Oral Board interview. (b) The Oral Board shall consist of one Captain designated by the Police Chief or his or her designee, one Sergeant designated by the Lodge, and two outside law enforcement professionals at or above the rank of Sergeant, selected by the Police Chief, or his or her designee. The Oral Board will interview and score all candidates who passed the written examination. The Oral Board, with advice from Human Resources, shall agree upon a core set of questions to ask each candidate. The Board may additionally ask appropriate follow-­‐up and individual background questions of each employee. (c) The Oral Board will provide its interview scores to the Human Resources Department. The Human Resources Department will then prepare a list of the top candidates, in alphabetical order, based upon the overall combined scores received on the written and oral portions of the promotional process, which it will provide to the Police Chief. Where one opening is available, the Police Chief shall select the candidate to be promoted from among the top three candidates. Where two positions are to be filled, the Police Chief shall select from among the top five candidates, and so on. In determining which candidate(s) to promote, the Police Chief shall consider each applicant’s leadership traits, teamwork, professionalism, work ethic, history of meeting organizational goals, overall job performance, and creativity. (d) Each list created during a promotional process shall remain active for two (2) years following the promotion date of the initial successful candidate, or until the list is exhausted, whichever occurs first. (e) Rules regarding promotional eligibility and additional details of the promotional process are set out in Departmental policy, as it may be revised from time-­‐to-­‐ time, consistent with this Agreement. (f) The only employees not eligible for promotion are t...
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Sergeant Promotions. The process of filling a sergeant promotional vacancy shall be fair and all employees meeting the minimum qualifications shall be allowed to apply and compete for the position. The minimum qualifications are: • Not on any type of probationary status; • Minimum three (3) years’ experience in law enforcement, which includes at least three (3) years of City of Waterville experience as a police officer prior to testing for the promotion. Years of experience in Waterville will be measured from the last date of hire only.
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Sergeant Promotions. Promotions from a PFC classification to a Sergeant shall be handled in accordance with Section 36 (Filling of Vacancies). Once the employee(s) with the highest combined scores are selected, they shall promoted to the next successive rank of Sergeant and officer has passed the written and oral testing, the selected candidate shall be moved vertically in classification from the PFC pay scale to the same step in the Sergeant's pay scale, plus an additional step.
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Related to Sergeant Promotions

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  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Labour Management Meetings The committee meeting shall normally be held every second month however, either party may call a meeting of the Joint Labour Management Committee. The meeting shall be held at a time and place fixed by mutual agreement but no later than fourteen (14) calendar days after the initial request, unless mutually agreed.