Use of Rosters and Pool Sample Clauses

Use of Rosters and Pool. 1. When determining to whom to offer an appointment, the Department Chair shall give first preference to employees whose names are on the primary roster, second priority to those on the secondary roster, and third consideration to those in the employment pool. All appointments are subject to the conditions of Section 3.2 of this Article. Subject to program need and Instructor qualifications, the Instructors will be re-hired from primary and secondary rosters on a full-time basis (unless otherwise specified in the Instructor’s most recent Declaration of Interest) before proceeding to the next qualified Instructor in the order on the roster. 2. Subject to the conditions of Section 3.2 of this Article, employees with identical mixes of evaluation scores within the same roster will be hired in order of in- department service at the University. At their January meetings, Chair and Instructors of each department shall agree on procedures to be used in the event that the hiring order of Instructors on the primary and/or secondary rosters cannot be determined because two or more Instructors on the same roster have identical total evaluation scores and identical lengths of in department service at the University. These procedures shall be committed to writing and disseminated to all affected parties no later than February 15. These decisions apply only to the subsequent academic year. If the Chair and the Instructors in a given department cannot reach agreement on how ties in the hiring order are to be broken, the available assignments will be divided equally between or among the Instructors with tied evaluations and seniority 3. Years of service are determined on the basis of the number of academic years of service that will have been completed prior to the start of the next academic year. For example, Instructors completing their second consecutive academic year of in- department service would be placed on the secondary roster, assuming their evaluations allow for such placement. This is equivalent to four consecutive semesters of service, excluding summer and intersession terms. Rosters are compiled in late spring to govern rehiring decisions for the following academic year. The following examples for Instructors with appropriate evaluations and no breaks in service are consistent with this Agreement: Initial Employment Secondary Roster Placement Primary Roster Placement Fall 2015 Spring 2017 Spring 2020 Spring 2016 Spring 2018 Spring 2021 Fall 2016 Spring 2018 ...

Use of Rosters and Pool. 1. Subject to program need and qualifications, the bargaining unit members shall be appointed from the rosters on a full-time basis (unless otherwise specified by the bargaining unit member) before proceeding to the next qualified bargaining unit member in the order on the roster in accordance with the following: i. The Employer shall appoint bargaining unit members who are on the primary roster and are qualified to teach courses as ranked on the roster. ii. Following the appointments above, the Employer shall appoint bargaining unit members who are on the secondary roster and are qualified to teach courses as ranked on the roster. Notification of such rehiring status shall be made no later than June 1 of each year. iii. Following the appointments above, the Employer shall appoint bargaining unit members who are in the employment pool and are qualified to teach courses as ranked on the roster. Notification of such rehiring status shall be made as soon as practicable. 2. Years of service are determined on the basis of the number of in- department academic years of service within the bargaining unit that will have been completed prior to the start of the next academic year. Rosters are compiled in late spring to govern rehiring decisions for the following academic year. 3. All offers of appointment shall be conveyed in writing by the employer to the bargaining unit member’s NIU email. Bargaining unit members are required to provide an alternate email address should they enter a break in service. Bargaining unit members shall have ten (10) days from the date of the appointment letter to respond unless the offer is made less than twenty (20) days prior to the start date of the semester. Offers made less than twenty (20) days prior to the start of the semester will contain a specific deadline date for response. 4. If a bargaining unit member fails to respond to an offer in the required time, the employer may offer the position to the bargaining unit member next in line for the position. The Employer may, at its sole discretion, extend the response deadline to any bargaining unit member.