SPECIALTY POSITIONS Sample Clauses

SPECIALTY POSITIONS. 23.01 Pilots
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SPECIALTY POSITIONS. The Employer shall have the right to transfer members out of any non-field position at its discretion pursuant to the following: For the purpose of this agreement, a "non-field" position is defined as any position within the Academy, Office of Human Resource Management, Aviation, Planning and Analysis, Inspections and Standards, Executive Protection, Office of Investigative Services, Crash Reconstruction, Plain Clothes Investigator, CMV Trooper, Load Limit Trooper, or MVI Trooper. The Employer may involuntarily reassign members in non-field positions to a field or other non-field position. Any transfer initiated by the Employer for this purpose shall not result in the transferred employee having to relocate, unless the relocation is the result of the affected employee's transfer request. Any employee presently assigned to CMV Trooper, Load Limit Trooper, or MVI Trooper, on the effective date of this Agreement, shall only be transferred out of such position pursuant to paragraph A. Any employee assigned to the Office of Investigative Services or as a plain clothes investigator as of April 1, 1994 shall only be transferred out of such position pursuant to paragraph A.
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SPECIALTY POSITIONS. Hourly or per job rates for any other specialty positions or positions not identified within this RFP may be negotiated between the agencies and the contractor(s). Also, the State agencies may negotiate hourly or per job rates for temporary workers needed in other locations not identified within this contract. If the agency and Contractor are unable to agree on an hourly rate to be charged for these positions, the State reserves the right to procure the services elsewhere.
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SPECIALTY POSITIONS. 23.01 Pilots 23.02 Dog Handlers A. Selection Process 1. Experience as a Trooper. 2. Demonstrate ability to apply good judgment, common sense, and the appropriate Highway Patrol policy to a variety of situations. In addition, performance, education, experience, communication skills, deportment, and supervisory opinion supported by fact will be considered. 3. Demonstrate ability, which may include past interest and participation in the Highway Patrol Drug Interdiction Program. 4. Demonstrate an understanding of the laws of arrest and search seizure. 5. The Trooper must be in and maintain good physical condition. 6. Demonstrate good communication skills and the ability to act as an instructor or presenter before large groups, both public and law enforcement. 7. The Trooper/Dog Handler and his family must be willing to accept the added responsibility of caring for a large canine. Careful consideration will be given to the impact on the family. A committee representative or designee will meet with the persons who reside with the trooper candidate to ensure all are given a realistic preview of the inherent possibilities and potential adjustments associated with the dog handler position. 8. The Trooper/Dog Handler must have the ability and sufficient property to have erected a 4x10x6 kennel with a doghouse and to keep a dog at the residence. 9. Trooper/Dog Handlers selected for the assignment must agree to a minimum three (3) year assignment as a Dog Handler. A contract will be entered into by the parties which imposes a financial penalty for failure to fulfill a three (3) year assignment. The monetary penalty will be pro- rated based upon the cost of training the Trooper/Dog Handler. Extenuating mitigating circumstances will be considered. 10. The Trooper candidate will be asked to complete a questionnaire prior to a scheduled interview with the selection committee. The interview will focus of the following areas. 1. Explanation of the assignment. 2. Laws of arrest and search and seizure. 3. A review of the Trooper's qualifications. 4. The Trooper's interests, expectations and questions concerning the position. The selection committee will consist of the following staff officers: 1. Commander, Office of Field Operations, or his/her designee, chairman. 2. Commander, Office of Investigative Services, or his/her designee. 3. District Commander of the candidate, or his/her designee.
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SPECIALTY POSITIONS. A list of officers/clerks considered having the training, experience, work performance, and motivation for each specialty position will be supplied at the time the shift pick forms are sent out.
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SPECIALTY POSITIONS. 23.01 Pilots 23.02 Dog Handlers A. Selection Process 1. Experience as a Trooper. 2. Demonstrate ability to apply good judgment, common sense, and the appropriate Highway Patrol policy to a variety of situations. In addition, performance, education, experience, communication skills, deportment, and supervisory opinion supported by fact will be considered. 3. Demonstrate ability, which may include past interest and participation in the Highway Patrol Drug Interdiction Program. 4. Demonstrate an understanding of the laws of arrest and search seizure. 5. The Trooper must be in and maintain good physical condition. 6. Demonstrate good communication skills and the ability to act as an instructor or presenter before large groups, both public and law enforcement. 7. The Trooper/Dog Handler and his family must be willing to accept the added responsibility of caring for a large canine. Careful consideration will be given to the impact on the family. A committee representative or designee will meet with the persons who reside with the trooper candidate to ensure all are given a realistic preview of the inherent possibilities and potential adjustments associated with the dog handler position. 8. The Trooper/Dog Handler must have the ability and sufficient property to have erected a 4x10x6 kennel with a doghouse and to keep a dog at the residence. 9. Trooper/Dog Handlers selected for the assignment must agree to a minimum three (3) year assignment as a Dog Handler. A contract will be entered into by the parties which imposes a financial penalty for failure to fulfill a three (3) year assignment. The monetary penalty will be pro-rated based upon the cost of training the Trooper/Dog Handler. Extenuating mitigating circumstances will be considered. 10. The Trooper candidate will be asked to complete a questionnaire prior to a scheduled interview with the selection committee. The interview will focus of the following areas. 1. Explanation of the assignment. 2. Laws of arrest and search and seizure. 3. A review of the Trooper's qualifications. 4. The Trooper's interests, expectations and questions concerning the position. The selection committee will consist of the following staff officers: 1. Commander, Office of Field Operations, or his/her designee, chairman. 2. Commander, Office of Investigative Services, or his/her designee. 3. District Commander of the candidate, or his/her designee.
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SPECIALTY POSITIONS. The following positions shall receive an additional 2% of base pay for those employees while assigned by the Police Chief: Reserve Coordinator Assigned FTO's SRO if not a Corporal or Sergeant Detective Detective Sergeant AI1ti Crime Team Member Commissioned personnel assigned by the Police Chief to a K-9 position shall receive an additional 3% of base pay while so assigned. Compensation will not exceed a total of 2% for any one employee (or a total of 3% in the case of K-9). It is understood that all specialty assigmnents are at the discretion of the Chief of Police. In the event the parties agree to restore the Training Coordinator position to the bargaining unit as a specialty position, it will be added back to the list of positions in this section.
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SPECIALTY POSITIONS 
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Related to SPECIALTY POSITIONS

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • General Management In the discharge of its general duty to manage the successful performance of the Services, Vendor shall: 3.2.1.1. within thirty (30) calendar days of the Effective Date, identify to Citizens the primary and secondary management contacts responsible for the oversight and management of Services for Citizens; 3.2.1.2. ensure Vendor Staff tasked with management and oversight of the Services are available promptly to perform Services during Business Hours; 3.2.1.3. ensure each assigned Adjuster submits a time record directly to Vendor’s manager or point of contact. At any time during this Agreement, Citizens may require copies of time records from Vendor; 3.2.1.4. ensure that no Vendor Staff carries a weapon on their person while performing Services; 3.2.1.5. ensure that no Vendor Staff uses impairing drugs, chemicals, or alcohol while performing Services; 3.2.1.6. ensure that Vendor Staff avoid using their duties and obligations under this Agreement to engage in any conduct that could create either an actual or perceived conflict of interest, such as due to an ongoing business relationship with an entity other than Citizens that would enable Vendor Staff to receive an improper benefit or unfair competitive advantage; 3.2.1.7. ensure that the Services comply with the Best Claims Practices & Estimating Guidelines as applicable to each Service Category and any other policies or processes set forth by Citizens, including but not limited to: a. monitoring applicable file production on a weekly basis to determine compliance with Citizens’ production requirements; and, b. providing detailed reports to Citizens related to Vendor performance upon request.

  • Staff Development As part of their induction, new staff will be made aware of this policy and will be asked to ensure compliance with its procedures at all times.

  • Filling Positions ‌ 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. 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. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. 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. C. 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. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. 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. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. 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. 2. 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

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Marketing Services The Manager shall provide advice and assistance in the marketing of the Vessels, including the identification of potential customers, identification of Vessels available for charter opportunities and preparation of bids.

  • Temporary Positions A) The Employer may create regular temporary positions for vacation relief for more than one (1) incumbent for up to six (6) months duration. B) The Employer may create regular temporary project positions (i.e. grant funded, capital projects, pilot projects, or term specific assignments) for up to twelve (12) months’ duration. These positions are not renewable after the end date of the project, unless the Union and Employer agree to renew/extend the time limits. C) These positions will be posted and filled in accordance with Article 17.01-

  • Business Development Provide advice and assistance in business growth and development of Party B. 业务发展。对乙方的业务发展提供建议和协助。

  • Staff Development Leave (a) An employee will be granted leave without loss of pay, at their basic rate of pay, to take courses (including related examinations) or attend conferences, conventions, seminars, workshops, symposiums or similar out-of-service programs, at the request of the Employer. The amount of pay received by an employee will not exceed the full-time daily hours of work as outlined in Clause 14.2 (Hours of Work). When such leave is granted, the Employer will bear the full cost, including tuition fees, entrance or registration fees, laboratory fees, and course-related books. The Employer will also reimburse the employee for approved travelling, subsistence, and other legitimate, applicable expenses. (b) An employee may be granted leave without pay, with pay, or leave with partial pay, to take work related courses in which the employee wishes to enrol to acquire the skills necessary to enhance opportunities. (c) Approval of requests will be given reasonable consideration and leaves pursuant to this article will be administered in a reasonable manner. (d) Should the employee noted above terminate their employment for any reason during the six month period following completion of the above-noted leave, the employee will reimburse the Employer for all expenses incurred by the Employer (i.e. tuition fees, entrance or registration fees, laboratory fees, and course-required books) on a proportionate basis.

  • Technical Services Party B will provide technical services and training to Party A, taking advantage of Party B’s advanced network, website and multimedia technologies to improve Party A’s system integration. Such technical services shall include: (a) administering, managing and maintaining Party A’s information application system and website system infrastructure; (b) providing system optimization plans and implementing optimization features; (c) assuring the security and reliability of the website application systems; (d) procuring, installing and supporting the relevant products produced by Party B, and providing training in the use of those products; (e) managing and maintaining all network and providing technologies to assure the reliability and efficiency thereof; (f) providing information technology services and assuring the reliable operation of the information infrastructure.

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