Common use of STAFF PLACEMENT Clause in Contracts

STAFF PLACEMENT. (a) Except where otherwise stated in this Agreement, for the purposes of hiring and contested vacancies, but excluding administrative/supervisory positions in Article 25 – Administrative Positions, selection of the successful applicant shall be based upon either the evaluative approach or the seniority-dominant approach, as described in Article 23.02 herein. (b) The evaluation of qualifications, abilities and experience shall be determined by the Board, provided that when qualifications, abilities and experience are relatively equal, seniority shall be the determining factor. 23.02 For purposes of this Article, one of two (2) approaches to selection of applicants shall apply: (a) The evaluative approach, whereby selection of the most suitable applicant shall be based upon qualifications, abilities and experience to perform the requirements of the position; and (b) The seniority-dominant approach, whereby selection of the successful applicant shall be based upon seniority, conditional upon the successful applicant possessing the qualifications, abilities and experience necessary to perform the requirements of the position. 23.03 The Board shall notify, in writing, the Presidents of the NSTU Locals of the percentage weights attached to each criteria in the evaluative approach and the seniority-dominant approach pursuant to Article 23.02 prior to the implementation of Article 23.07. 23.04 In all such staffing decisions, the Board shall be bound by its Hiring of Staff Policy. 23.05 In the event the Board, or its delegate, shall choose not to accept the recommendation of the Interview Team, such decision shall be open to grievance and reviewable by an arbitrator, whose decision on the matter shall be final and binding upon the parties. 23.06 In all such staffing decisions, the evaluation of the Board with respect to qualifications, abilities and experience, under all Articles of this Agreement, shall be objectively determined. Any teacher who feels aggrieved by such evaluation process shall be entitled to request of the Superintendent of Schools, or designate, an explanation/interview to discuss the evaluation process. 23.07 When positions are to be filled, the Board shall select and place teachers in accordance with the following methods and priorities: (a) First, for administrative positions, in accordance with Article 25 – Administrative Positions and the approach described therein; (b) Second, any teacher who has in the current school year or previous school year been moved pursuant to Article 22.03 shall be offered any vacant or unfilled position at his/her original school, in accordance with the seniority-dominant approach up to September 1st. (c) Third, all teachers who have been declared surplus by the Board, or who cannot be placed after school closures or re-alignments, in accordance with the seniority-dominant approach. Surplus teachers shall be given a list of all known vacant and unfilled positions and shall have a minimum of two (2) days to make application for such positions. Teachers shall indicate the order of preference of positions. (d) Fourth, permanent contract teachers who have made application during the two rounds of voluntary transfer according to the provisions of Article 22.02, in accordance with the evaluative approach; (e) Fifth, all teachers who were subjected to Board-initiated transfers pursuant to the provisions of Article 22.03, in accordance with the evaluative approach; (f) Sixth, all teachers on the Board’s Re-Employment List, in accordance with the seniority-dominant approach; (g) Seventh, all teachers who have applied for positions posted pursuant to Articles 24.01 and 24.02, and all term contract teachers who have applied for positions pursuant to Articles 21.24, 21.25, 21.26 and 27.03 (a) in accordance with the evaluative approach; (h) Eighth, new teachers to the Board, in accordance with the evaluative approach.

STAFF PLACEMENT. (a) Except where otherwise stated in this Agreement, for the purposes of hiring and contested vacancies, but excluding administrative/supervisory positions in Article 25 – Administrative Positions38, selection of the successful applicant shall be based upon either the evaluative approach or the seniority-dominant approach, as described in Article 23.02 36.02 herein. (b) The evaluation of qualifications, abilities and experience shall be determined by the Board, provided that when qualifications, abilities and experience are relatively equal, seniority shall be the determining factor. 23.02 36.02 For purposes of this Article, one of two (2) approaches to selection of applicants shall apply: (ai) The evaluative approach, whereby selection of the most suitable applicant shall be based upon qualifications, abilities and experience to perform the . requirements of the position; and (bii) The seniority-dominant approach, whereby selection of the successful applicant shall be based ,upon seniority, conditional upon the successful applicant possessing the qualifications, abilities and experience necessary to perform the requirements of the position... 23.03 The Board shall notify, in writing, the Presidents of the NSTU Locals of the percentage weights attached to each criteria in the evaluative approach and the seniority-dominant approach pursuant to Article 23.02 prior to the implementation of Article 23.07. 23.04 36.03 In all such staffing decisions, the Board shall be bound by Sections 1,2,4,7,8 and 9 of its Fair Hiring Policy Number 602.1, dated May 25,1999, which is attached to and forms part of Staff Policy.this Agreement as Appendix D. 23.05 36.04 In the event the elected Southwest Regional School Board, or its delegate, shall choose not to accept the recommendation of the Interview Team, such decision shall be open to grievance and reviewable by an arbitrator, whose decision on the matter shall be final and binding upon the parties. 23.06 36.05 In all such staffing decisions, the evaluation of the Board with respect to qualifications, abilities and experience, under all Articles of this Agreement, shall be objectively determined. Any teacher who feels aggrieved by such evaluation process shall be entitled to request of the Superintendent Director of SchoolsHuman Resources, or designate, an explanation/interview to discuss the evaluation process. 23.07 36.06 When positions are to be filled, the Board shall select and place teachers in accordance with the following methods and priorities: (ai) First, for administrative positions, in accordance with Article 25 – Administrative Positions 38 and the approach described therein; (bii) Second, any ky teacher who has in the current school year or previous school year been moved pursuant to Article 22.03 35.03 shall be offered any vacant or unfilled position at his/her original school, in accordance with the seniority-dominant approach up to September 1st.approach, (ciii) Third, permanent contract teachers who have made application during the two rounds of voluntary transfer according to the provisions of Article 35.02, in accordance with the evaluative approach; (iv) Fourth, all teachers who have been declared surplus by the Board, or who cannot be placed after school closures or re-alignments, in accordance with the seniority-dominant approach. Surplus teachers shall be given a list of all known vacant and unfilled positions and shall have a minimum of two (2) days to make application for such positions. Teachers shall indicate the order of preference of positions. (d) Fourth, permanent contract teachers who have made application during the two rounds of voluntary transfer according to the provisions of Article 22.02realignments, in accordance with the evaluative approach; (ev) Fifth, all teachers who were subjected to Board-Board initiated transfers pursuant to the provisions of Article 22.0335.03, in accordance with the evaluative approach; (fvi) Sixth, all teachers on the Board’s Re-Employment List, in accordance with the seniority-dominant approach; (gvii) Seventh, all teachers who have applied for positions posted pursuant to Articles 24.01 37.01 and 24.0237.02, and all term contract teachers who have applied for positions pursuant to Articles 21.2434.24 and 34.25, 21.25, 21.26 and 27.03 (a) in accordance with the evaluative approach;. (hviii) Eighth, obligations to CSAP employees pursuant to Letter of Understanding Number 3, attached to this Agreement, in accordance with the evaluative approach. (ix) Ninth, new teachers to the Board, in accordance with the evaluative approach.

STAFF PLACEMENT. (a) Except where otherwise stated in this Agreement, for the purposes of hiring and contested vacancies, but excluding administrative/supervisory consultant positions in Article 25 – Administrative Positions26, selection of the successful applicant shall be based upon either the evaluative approach or the seniority-dominant approach, as described in Article 23.02 24.02 herein. (b) The evaluation of qualifications, abilities and experience shall be determined by the BoardCentre, provided that when qualifications, abilities and experience are relatively equal, seniority shall be the determining factor. 23.02 24.02 For purposes of this Article, one of two (2) approaches to selection of applicants shall apply: (a) The evaluative approach, whereby selection of the most suitable applicant shall be based upon qualifications, abilities and experience to perform the requirements of the position; and (b) The seniority-dominant approach, whereby selection of the successful applicant shall be based upon seniority, conditional upon the successful applicant possessing the qualifications, abilities and experience necessary to perform the requirements of the position. 23.03 The Board shall notify, in writing, the Presidents of the NSTU Locals of the percentage weights attached to each criteria in the evaluative approach and the seniority-dominant approach pursuant to Article 23.02 prior to the implementation of Article 23.07. 23.04 In all such staffing decisions, the Board shall be bound by its Hiring of Staff Policy. 23.05 24.03 In the event the Board, or its delegate, Director of Human Resources shall choose not to accept the recommendation of the Interview Team, such decision shall be open to grievance and reviewable by an arbitrator, whose decision on the matter shall be final and binding upon the parties. 23.06 24.04 In all such staffing decisions, the evaluation of the Board Centre with respect to qualifications, abilities and experience, under all Articles of this Agreement, shall be objectively determined. Any teacher who feels aggrieved by such evaluation process shall be entitled to request of the Superintendent of SchoolsRegional Executive Director, or designate, an explanation/interview to discuss the evaluation process. 23.07 24.05 When positions are to be filled, the Board Centre shall select and place teachers in accordance with the following methods and priorities: (a) First, for administrative consultant positions, in accordance with Article 25 – Administrative Positions 26 and the approach described therein; (b) Second, any teacher who has in the current school year or previous school year been moved pursuant to Article 22.03 23.03 shall be offered any vacant or unfilled position at his/her their original school, in accordance with the seniority-dominant approach up to September 1st.approach; (c) Third, all teachers who have been declared surplus by the BoardCentre, or who cannot be placed after school closures or re-alignmentsrealignments, shall be placed in accordance with the seniority-dominant approach. Surplus teachers shall be given a list of all known suitable vacant and unfilled positions and shall have a minimum of two (2) days to make application for such positions. Teachers shall indicate the their order of preference of positions. (d) Fourth, permanent contract teachers who have made application during the two rounds of voluntary transfer according to the provisions of Article 22.02, in accordance with the evaluative approach23.02; (e) Fifth, all teachers who were subjected to BoardCentre-initiated Initiated transfers pursuant to the provisions of Article 22.03, in accordance with the evaluative approach23.03; (f) Sixth, all teachers on the BoardCentre’s Re-Employment List, in accordance with the seniority-dominant approach; (g) Seventh, after consultation with the Union, the Centre may offer up to four (4) positions to be filled by eligible equity candidates; (h) Eighth and notwithstanding Article 24.05 (i), all Term A and Term B teachers who have applied for positions posted pursuant according to Articles 24.01 and 24.02the provisions of Article 22.01 (c); (i) Xxxxx, and all remaining term contract teachers who have applied for positions pursuant to Articles 21.2422.01, 21.25, 21.26 22.02 and 27.03 (a) 22.03 in accordance with the evaluative approach; (hj) EighthTenth, new teachers to the BoardCentre, and early hires other than those teachers hired for the purpose of equity pursuant to Article 24.07, in accordance with the evaluative approach. 24.06 Notwithstanding Article 24.05, if there are anticipated difficulties in filling the positions of School Psychologists, Speech Language Pathologists or Skilled Trades Instructors, the Centre may advertise these new positions to new teachers to the Centre concurrently with teachers identified in Article

STAFF PLACEMENT. (a) Except where otherwise stated in this Agreement, for the purposes of hiring and contested vacancies, but excluding administrative/supervisory positions in Article 25 – Administrative Positions28, selection of the successful applicant shall be based upon either the evaluative approach or the seniority-dominant approach, as described in Article 23.02 26.02 herein. (b) The evaluation of qualifications, abilities and experience shall be determined by the Board, provided that when qualifications, abilities and experience are relatively equal, seniority shall be the determining factor. 23.02 26.02 For purposes of this Article, one of two (2) approaches to selection of applicants shall apply: (a) The evaluative approach, whereby selection of the most suitable applicant shall be based upon qualifications, abilities and experience to perform the requirements of the position; and (b) The seniority-dominant approach, whereby selection of the successful applicant shall be based upon seniority, conditional upon the successful applicant possessing the qualifications, abilities and experience necessary to perform the requirements of the position. 23.03 26.03 The Board shall notify, in writing, the Presidents of the NSTU Locals of the percentage weights attached to each criteria in the evaluative approach and the seniority-dominant approach pursuant to Article 23.02 26.02 prior to the implementation of Article 23.0726.07. 23.04 26.04 In all such staffing decisions, the Board shall be bound by its Hiring of Staff Policy. 23.05 26.05 In the event the Board, or its delegate, shall choose not to accept the recommendation of the Interview Team, such decision shall be open to grievance and reviewable by an arbitrator, whose decision on the matter shall be final and binding upon the parties. 23.06 26.06 In all such staffing decisions, the evaluation of the Board with respect to qualifications, abilities and experience, under all Articles of this Agreement, shall be objectively determined. Any teacher who feels aggrieved by such evaluation process shall be entitled to request of the Superintendent of Schools, or designate, an explanation/interview to discuss the evaluation process. 23.07 26.07 When positions are to be filled, the Board shall select and place teachers in accordance with the following methods and priorities: (a) First, for administrative positions, in accordance with Article 25 – Administrative Positions 28 and the approach described therein; (b) Second, any teacher who has in the current school year or previous school year been moved pursuant to Article 22.03 25.03 shall be offered any vacant or unfilled position at his/her original school, in accordance with the seniority-dominant approach up to September 1st. (c) Third, all teachers who have been declared surplus by the Board, or who cannot be placed after school closures or re-alignments, in accordance with the seniority-dominant approach. Surplus teachers shall be given a list of all known vacant and unfilled positions and shall have a minimum of two (2) days to make application for such positions. Teachers shall indicate the order of preference of positions. (d) Fourth, permanent contract teachers who have made application during the two rounds of voluntary transfer according to the provisions of Article 22.0225.02, in accordance with the evaluative approach; (e) Fifth, all teachers who were subjected to Board-initiated transfers pursuant to the provisions of Article 22.0325.03, in accordance with the evaluative approach; (f) Sixth, all teachers on the Board’s Re-Employment List, in accordance with the seniority-dominant approach; (g) Seventh, all teachers who have applied for positions posted pursuant to Articles 24.01 27.01 and 24.0227.02, and all term contract teachers who have applied for positions pursuant to Articles 21.2424.24, 21.2524.25, 21.26 24.26 and 27.03 30.03 (a) in accordance with the evaluative approach; (h) Eighth, new teachers to the Board, in accordance with the evaluative approach.