Common use of VACANCIES AND TRANSFERS Clause in Contracts

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications description of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At Persons assigned will be required to establish that they can do the time of job offer, within eight (8) working days. Failure to qualify shall result in returning the University shall notify person to the selected former position and is not subject to the grievance procedure. The staff member of any known shall also have the option to elect to return to his or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the her former position with rationale for the decisionwithin eight (8) working days. Candidates who were interviewed but not selected may contact notify Human Resources to schedule a meeting with the Search Committee Chairpersonselecting official, a Human Resource representative, representative and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting Nothing contained in this Section is requested intended to prevent the University from making necessary changes in positions, eliminating positions or a grievance is filed, the position cannot be filled until this process is completedcreating new positions. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A vacancy The District shall deliver to the Association and shall post on the District intranet and public web page a list of all known vacancies in the District. This list shall be definedupdated at least every two weeks and in the event a posted position is amended. “One year only” positions filled by a continuing contracted employee shall not jeopardize that employee’s continuing contract status. Prior to declaring a vacancy, in-building staff members shall have an opportunity to request reassignment. Vacancies during the school year shall be filled as soon as possible. A position may be reposted if the District does not choose to appoint one of the applicants from the first round of posting. Until a regular certified employee is appointed to the position, it will be filled with a substitute, unless an appropriately certified substitute is not available. Vacancies shall be filled from among qualified personnel who apply. Transfer data will be collected and language will be reviewed by a joint EEA-EPS committee in 2013-2016. Vacancies which occur during the school year shall be posted and the successful applicant shall be identified when the vacancy occurs. The actual physical transfer, however, shall not take place until the start of the following school year unless both the teacher and management agree otherwise. The original vacancy will be filled with a "through the end of the year" contract hire. The following procedure shall be followed when an opening exists: IN-BUILDING/IN-DISTRICT MOVEMENT PROCEDURES Notification of “in-building” openings for the ensuing school year, prior to July 1, shall be made to the affected building staff via the e-mail system. Interested staff will have five (5) working days to notify the administrator of their interest. Concurrently those openings shall be posted in-district for five days, allowing staff district-wide to apply for those openings through the online process. Building staff will have five (5) working days to notify administrator of interest. When an opening exists in a building, the administrator will begin by first considering reassignment of existing personnel within the building as well as a pool of in-district applicants who have the necessary training and qualifications for the requested position. A principal may interview and select from the in-district pool of applicants. If two or more employees request reassignment for the same position, and their training and qualifications are equal, in-District seniority shall determine which staff member may be reassigned. The vacancy may be posted externally for a five day period. The previous pool of in-district candidates will continue to be considered. A minimum of three (3) qualified in-district applicants shall be granted an interview. The position shall be filled with the most qualified applicant. A classroom teacher being moved to another room within the same school at the initiation of administration at any time shall be granted one duty-free day with pay to facilitate such a move. The District shall provide time within the regular work day and a substitute to cover the employee's classes, where applicable. If the move is made outside the regular work day, the employee will be compensated one day's pay at the substitute teacher rate. Other employees whose room/home base is being changed at the initiation of administration will be given time necessary to make the move within the work day, up to one full day; if work time cannot be made available, then the employee will be paid at the daily substitute rate, divided by seven, for purposes of this Agreementeach hour required to complete the move, as up to one full day. An employee whose assignment is changed during a position previously held by a bargaining unit member that needs term shall be paid one day curriculum pay to be filledprepare for the change. VOLUNTARY TRANSFER PROCEDURES After in-building reassignments are complete, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies any resulting opening(s) will be posted within the District and will remain open for a minimum of seven five (75) working days unless filled by transferdays. Interested in-district personnel, reassignmentincluding recognized bargaining unit substitutes, or recall of a laid off staff member. Notice of vacancies will be given to may apply via the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position descriptionon-line district application process. The search committee will include a PSS memberDistrict may concurrently post and solicit external applicants. Typically, vacancies Vacancies occurring between July 1 and August 15 will be posted as internally and externally with no required in-building notification. Qualifications and requirements for openings in the bargaining unit shall be clearly set forth in the job postings. In an open search available for both internal effort to fill all positions with the best qualified applicants, the District agrees to fill all positions based on complete consideration of objective factors including but not limited to: education, certification, evaluation results, and external applicantsprofessional experience. A job posting limited to internal minimum of three (3) in-district applicants may occur upon approval. In each instance, all qualified internal applicants will receive who meet the published criteria for the position shall be granted an interview. The search committee must present strong justification for not selecting an internal applicant who meets If there are fewer than three (3) qualified in-district applicants, all will be interviewed. After the minimum qualifications of the position. When interview process, if two or more in-district applicants are equally the most qualified for the vacant position, based on current position description and satisfactory work and attendanceseniority in the District shall determine which staff member is transferred. If no employee within the District is considered to be the most qualified for the position, the more senior qualified staff member will receive position may be offered out-of-district. Any applicant within the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants District who is interviewed and not selected for the position with rationale shall receive the specific reasons for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify applicant may request a more detailed conversation with the employer within hiring administrator concerning his/her non-selection. When all qualifications of applicants are equal, vacancies shall be filled first by employees already employed by the District. This includes substitutes considered part of the bargaining unit as defined on page one (1) of the Collective Bargaining Agreement. In an effort to fill all positions with the best qualified persons, the District agrees not to act in an arbitrary or capricious manner and to fill all positions regardless of employee’s current assignment based on complete consideration of objective factors including but not limited to: skill, ability, qualifications, education, recency of experience, and seniority. All positions shall be filled without regard to race, color, religion, sex, age, domicile, national origin, marital status, or physical or sensory handicap. An employee being voluntarily transferred to another school during the school year or involuntarily transferred to another school at any time shall be granted one duty-free day with pay to facilitate such transfer. The District shall provide a substitute to cover the employee's classes, where applicable. If the transfer move is made on a non-duty day, the employee will be compensated at per diem. GROWTH POSITIONS "Growth positions" are new openings created by increased enrollment. All other openings created by transfer or attrition will be filled according to the Collective Bargaining Agreement. During the fifteen (15) days preceding the school year vacancies shall be posted for five (5) days. During the first three (3) working days that weeks of school, vacancies shall be posted within the meeting has been the step 1 meeting building via email, online in-district, as well as out of the grievance processdistrict for three (3) days. If a meeting contract is requested or not offered within a grievance five-day period (including the three days the opening is filedposted) of notification from the principal to the Administrative Services Center that a growth position has been identified, a substitute will be hired on the sixth (6th) day to provide relief until the position cannot can be filled. INVOLUNTARY TRANSFER DUE TO BUILDING OVERSTAFFING Every effort shall be made to ensure that any vacancy will be filled until this process is completedthrough voluntary transfer procedures prior to involuntarily transferring an employee. An internal staff member selected for At the position secondary level the preference will be required to establish that they can do place persons at the job within eight same grade level (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changesi.e. senior high at senior high, transfer shall be middle school at middle school) with the consent of the staff member whenever possible but involuntary transfers between grade levels only occurring when there is no reasonable alternative, it may be involuntary. When a grade level involuntary transfer is requirednot possible. At the elementary level teachers will be considered for transfer in the category K-5 or K-8 at employee request. The following procedures will be followed for determining who, the least senior qualified staff member shall in a building, will be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.involuntarily transferred:

VACANCIES AND TRANSFERS. A vacancy Vacant or New Positions The Board shall notify the employees by e-mail bulletin of all newly created and vacant positions which fall within the classification of employees covered by this Agreement as well as those positions listed in Article 1, Section 3. When vacancies are posted no later than noon on the first business day of the work week employees may notify the Department of Human Resources of interest in a position no later than the end of the 4th business day of the work week. Such notice shall be definedin writing or e-mail. If an employee meets the qualifications as listed in the position's job description, such employee applying for purposes said position shall be given preference over any person not an employee. If more than one employee applicant meets the posted qualifications, the Board shall consider the following (this list is not in priority order): • the applicant's training; • the applicant’s experience including prior experience in a similar building or assignment; • the applicant’s performance history, attendance and punctuality are part of this Agreement, as a position previously held by a bargaining unit member an applicant's performance history; • the applicant’s additional education appropriate for the position. Attendance information will be reviewed one (1) year back. If there is an attendance/punctuality concern that Human Resources needs to be filledaware of, or the applicant should provide an explanation with their bid form. Where considered factors are equal, the most senior applicant who meets the qualifications will be selected. Employees currently on a newly created PSS formal Individualized Development Plan (IDP) are not eligible to be awarded a new position until successful completion of their IDP unless approved by the District and the Association. The Board will use interviews and a standardized testing process administered by Human Resources to assist in determining the qualifications of applicants. The same test will be administered to all applicants for the same position. When all necessary parties agreeOnce an employee has taken and passed a test for a specific level, vacancies can the results of that test shall be filled by organizational advancement or valid for 3 years. If the employee is applying for a lateral transfer, the employee shall not be required to re-test. Should the District believe that a position requires additional specialized skills; the District and the Association shall determine what additional testing is appropriate for that position, and those applicants applying for a lateral transfer from within shall only be required to take the hiring department additional test. Any employee, who has applied for any position with the District and has not been selected, may request and shall not require posting. All vacancies will be posted for a minimum of seven given specific reasons, in writing, within five (75) working days unless filled of the decision. Job Sharing Two (2) employees may agree to share one (1) position with written approval of the immediate supervisor and Human Resource Services. The employees will both assume the classification of the position. The employees must agree to accept full-time employment in the event the other employee in the shared position terminates employment. In the event that a job-sharing situation is deemed unworkable by transferthe immediate supervisor with one month's prior notice, reassignment, or recall of a laid off staff member. Notice of vacancies the employee who originally held the position when the job sharing began will be given offered the position full-time. If, however, the original employee does not accept the full-time position, it will be offered to the Alliance President and Chief Alliance Xxxxxxx at other job-sharing employee. If both employees decline the time they are posted on offer of the University's electronic Notices GVSU Business boardposition, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies it will be posted as an open search available for both internal and external applicantsa full-time position per Article 14, Section 1. A job posting limited leave of absence without pay shall not be available to internal applicants may occur upon approvalone (1) employee unless: (a) the other employee agrees to assume the position full-time, or (b) an acceptable alternative is available, or (c) the employee is disabled. (In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendancethis event, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position share partner will be required to establish that they can do assume the job within eight (8) working days. Failure to qualify shall result in returning position full-time unless an acceptable alternate is available.) In the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent event of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is requireda layoff, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or partemployee not laid-time) or be given off has the option of electing an unpaid leave (a) or (b) above. Both employees agree to participate fully in required functions of absence the position such as evening work or other duties assigned by the Administrator. Both employees will be allowed insurance coverage pursuant to Article 13. Both employees will sign a Job Share Agreement with eligibility only for a beginning and ending date that will be retained in the next vacancy in their classification, if qualified. That person Human Resources Office and shall be disqualified from consideration when considered for renewal upon the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent recommendation of the University from making necessary changes in positions, eliminating positions or creating new positionsimmediate supervisor of the employees.

VACANCIES AND TRANSFERS. A vacancy shall Staff Vacancy Notices will be defined, published at all locations for purposes a period of seven calendar days for all vacancies covered by this Agreement, as a position previously held by a bargaining unit member in order that needs employees may have the opportunity to be filledapply for such positions. Qualified applicants at the location where the vacancy has arisen Xxxxxxx Xxxxxxx, or a newly created PSS position. When all necessary parties agreeXxxxxxx; Metropolitan Toronto; Montreal, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7Quebec; Airport, Quebec; Ottawa, Ontario) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given preference. Applications must be submitted in writing via the Section Head to Human Resources with a copy to the Alliance President and Chief Alliance Xxxxxxx Union Chairman. It is understood that if there are no qualified applicants in the bargaining unit, then British Airways at its option may fill the vacancy. A copy of such Staff Vacancy Notices will be sent to the Union Chairman, A notice announcing the successful candidate will be posted. Staff Vacancy Notices for vacancies occurring at locations in Canada other than those covered by this Agreement, which British Airways is unable to fill from the staff already at the time they are posted on location where the University's electronic Notices GVSU Business boardvacancy arises, and will be simultaneously posted at published for a period of seven calendar days. Applications must be submitted in writing to the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed Assistant but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days it is understood that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot there shall be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject no recourse to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be procedure in connection with the consent filling of any such vacancy. An employee appointed to fill such a vacancy will be regarded as being transferred at his own request for the staff member whenever possible but purposes of Article below. Employees may only bid for positions in another classification or in another location when there they have completed nine months of service in their present classification. This requirement will be waived for changing employment status within their classification between full-time, reduced work week and part-time. Notwithstanding the above, no external candidate will be hired before internal candidates are given the opportunity to apply. Employees may be transferred from time to time to sales offices and stations within Canada. If the transfer is no reasonable alternativeat the employees’ request, all moving and transportation costs will be borne by him and if transportation is available over British Airways’ routes, it may be involuntaryprovided at the discretion of British Airways. When involuntary However, if the transfer is requiredat the request of British Airways, moving expenses will be paid for the least senior qualified staff member shall be transferred employee and his family and all allowable items of furniture. Employees, who are the successful applicants to a similar position (e.g.Staff Vacancy Notice which involves transfer between base areas, classification, full or part-time) or may claim disturbance allowance as designated by Staff Regulations. Employee transfers to points outside Canada will not be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration made except when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsspecifically requested by British Airways.

VACANCIES AND TRANSFERS. A vacancy Section 1. Vacant or New Positions The Board shall notify the employees by e-mail bulletin of all newly created and vacant positions which fall within the classification of employees covered by this Agreement as well as those positions listed in Article 1, Section 3. When vacancies are posted no later than noon on the first business day of the work week employees may notify the Department of Human Resources of interest in a position no later than the end of the 4th business day of the work week. Such notice shall be definedin writing or e-mail. If an employee meets the qualifications as listed in the position's job description, such employee applying for purposes said position shall be given preference over any person not an employee. If more than one employee applicant meets the posted qualifications, the Board shall consider the following (this list is not in priority order):  the applicant's training  the applicant’s experience including prior experience in a similar building or assignment  the applicant’s performance history, attendance and punctuality is part of this Agreement, as a an applicant's performance history  the applicant’s additional education appropriate for the position previously held by a bargaining unit member Attendance information will be reviewed 1 year back. If there is an attendance/punctuality concern that Human Resources needs to be filledaware of, or a newly created PSS positionthe applicant should provide an explanation with their bid form. When all necessary parties agreeWhere considered factors are equal, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal most senior applicant who meets the minimum qualifications will be selected. Employees currently on a formal Individualized Development Plan (IDP) are not eligible to be awarded a new position until successful completion of their IDP unless approved by the position. When two applicants are equally qualified for District and the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the positionAssociation. The Human Resources Office, or their designee, Board will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact use interviews and a standardized testing process administered by Human Resources to schedule assist in determining the qualifications of applicants. The same test will be administered to all applicants for the same position. Once an employee has taken and passed a meeting test for a specific level, the results of that test shall be valid for 3 years. If the employee is applying for a lateral transfer, the employee shall not be required to re-test. Should the District believe that a position requires additional specialized skills; the District and the Association shall determine what additional testing is appropriate for that position, and those applicants applying for a lateral transfer shall only be required to take the additional test. Any employee, who has applied for any position with the Search Committee ChairpersonDistrict and has not been selected, a Human Resource representativemay request and shall be given specific reasons, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer in writing, within three five (35) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdecision.

VACANCIES AND TRANSFERS. A vacancy ‌ When the District intends to fill a newly established position or a vacant position in the bargaining unit, written notice of such position shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted internally for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working work days that before being posted outside the meeting has been bargaining unit. Internal applicants will be considered before external applicants. Vacant positions will be filled by the step 1 meeting District based on the ability, qualifications, skills, experience, performance, and other relevant factors of the grievance processapplicants for the job. The employee with the earliest hire date within the bargaining unit will receive preferential consideration for promotions and transfers when ability, qualifications, skills, experience, performance, and other relevant factors are substantially equal with those of other applicants. If a meeting is requested or a grievance is filedthe District determines that seniority should not govern, upon the written request of any bargaining unit employee applicant, the position canDistrict shall set forth in writing its reason(s) for the seniority bypass for the applicant and the OPTAA president. Such reason(s) may be reviewed through, but not be filled until this process beyond, Step 3 - Superintendent’s Level, of the Grievance Procedure. In the event that an involuntary transfer is completedconsidered necessary, the District shall first solicit volunteers. An internal staff member selected for the position employee involuntarily transferred will be required given reasons and granted an interview with the Director of Human Resources prior to establish that they can do the job within eight any involuntary transfer. An employee involuntarily transferred shall receive two (8) working days2) weeks notice prior to such transfer. Failure to qualify An employee involuntarily transferred shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect a priority to return to their former position within eight immediate assignment for a period of one (8) working days1) year following such involuntary transfer. When making departmental changesWhenever possible, transfer the employee with the lowest seniority ranking shall be with the consent of the staff member whenever possible but when there first subject to any involuntary transfer or reassignment. This District shall be responsible for providing appropriate training to any employee who is no reasonable alternative, it involuntarily transferred. No employee may be involuntary. When reduced in hours or wage rate as a result of an involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionstransfer.

VACANCIES AND TRANSFERS. A vacancy Section 1. Vacant or New Positions The Board shall notify the employees by e-mail bulletin of all newly created and vacant positions which fall within the classification of employees covered by this Agreement as well as those positions listed in Article 1, Section 3. When vacancies are posted no later than noon on the first business day of the work week employees may notify the Department of Human Resources of interest in a position no later than the end of the 4th business day of the work week. Such notice shall be definedin writing or e-mail. If an employee meets the qualifications as listed in the position's job description, such employee applying for purposes said position shall be given preference over any person not an employee. If more than one employee applicant meets the posted qualifications, the Board shall consider the following (this list is not in priority order): • the applicant's training • the applicant’s experience including prior experience in a similar building or assignment • the applicant’s performance history, attendance and punctuality are part of this Agreement, as a an applicant's performance history • the applicant’s additional education appropriate for the position previously held by a bargaining unit member Attendance information will be reviewed 1 year back. If there is an attendance/punctuality concern that Human Resources needs to be filledaware of, or a newly created PSS positionthe applicant should provide an explanation with their bid form. When all necessary parties agreeWhere considered factors are equal, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal most senior applicant who meets the minimum qualifications will be selected. Employees currently on a formal Individualized Development Plan (IDP) are not eligible to be awarded a new position until successful completion of their IDP unless approved by the position. When two applicants are equally qualified for District and the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the positionAssociation. The Human Resources Office, or their designee, Board will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact use interviews and a standardized testing process administered by Human Resources to schedule assist in determining the qualifications of applicants. The same test will be administered to all applicants for the same position. Once an employee has taken and passed a meeting test for a specific level, the results of that test shall be valid for 3 years. If the employee is applying for a lateral transfer, the employee shall not be required to re-test. Should the District believe that a position requires additional specialized skills; the District and the Association shall determine what additional testing is appropriate for that position, and those applicants applying for a lateral transfer shall only be required to take the additional test. Any employee, who has applied for any position with the Search Committee ChairpersonDistrict and has not been selected, a Human Resource representativemay request and shall be given specific reasons, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer in writing, within three five (35) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdecision.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance Association President and Chief Alliance Xxxxxxx Grievance Chairperson at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications ) of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At Persons assigned will be required to establish that they can do the time of job offer, within five (5) working days. Failure to qualify shall result in returning the University shall notify person to the selected staff member of any known or impending changes in the former position. The Human Resources Office, staff member shall also have the option to elect to return to his or their designee, will provide internal applicants not selected for the her former position with rationale for the decisionwithin five (5) working days. Candidates who were interviewed but not selected may contact notify Human Resources to schedule a meeting with the Search Committee Chairpersonselecting official, a Human Resource representative, representative and an Alliance Association Representative to discuss the reason for non-selection. The Alliance Association must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting Nothing contained in this Section is requested intended to prevent the University from making necessary changes in positions, eliminating positions or a grievance is filed, the position cannot be filled until this process is completedcreating new positions. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A vacancy All vacancies shall be defined, for purposes of this Agreement, as a publicized by position previously held by a bargaining unit member that needs to be filled, or a newly created PSS positionand level through written notice. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies Notices will be posted except when school is closed as for a minimum of seven (7) working days unless filled by transfersummer vacation. For vacancies that develop within the District, reassignment, or recall of a laid off staff memberpersonnel presently employed in the District shall receive due consideration concerning their credentials and preparation. Notice of vacancies Assignments will be made on the current needs of the District. Employees who desire a transfer or reassignment shall request such, in writing. Said request will be kept on file by the District until assignments for the following school year have been completed. The District shall notify, in writing, each unsuccessful applicant that the position has been filled and reasons therefore. When it becomes necessary to involuntarily transfer an employee, said employee shall be given reasonable, written notice and reasons for the transfer. Employees who have been involuntarily transferred will, upon request, be granted priority consideration for return to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will position formerly held. WORK DAY The required workday shall be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working dayshours and fifteen (15) minutes (7:45 a.m. – 4:00 p.m.) Employees shall begin their workday thirty (30) minutes before the students’ day begins and shall continue until thirty (30) minutes after the students’ day ends. Failure All employees shall have a duty-free lunch period of not less than thirty (30) minutes per workday. A teacher may be permitted to qualify leave the “work site” during the lunch break. A teacher may request to leave the job site directly after the close of the student day in order to attend classes, professional meeting, or activity meetings. Assignments outside the scheduled workday shall result in returning not be required. On Thursdays, the selected staff member employees’ day shall end at 3:45 p.m. In the event a parent requests a conference during the school year, K-12 employees will make an effort to their former position and is not subject accommodate this need at a mutually agreed upon time. Each full-time employee (6-12) directly involved with classroom instruction shall have a scheduled continuous preparation/conference period equal to the grievance procedureregular scheduled period during a regular student day. The staff member Less than full-time employees shall also receive a prorated preparation time. Each full-time employee (K-5) directly involved with classroom instruction shall have a one hundred fifty (150) minute duty-free preparation/conference period each full school week. Less than full-time employees shall receive a prorated preparation time. This duty-free preparation/conference time will be accommodated by the option use of specialists: P.E., Music, Keyboarding, and Library. In addition, recess will be considered as duty-free preparation/conference time. Classified playground supervisors will be on duty to elect supervise the recess periods. Preparation period will be spent at school. Preparation/conference time shall not be assigned or contracted to return other duties, unless mutually agreed to by the employee and the employer. If it becomes necessary to have an employee cover a class, then the District shall pay the employee at the per diem hourly rate of pay of the employee. Assignments outside the scheduled workday shall not be required unless compensated at the per diem hourly rate of pay of the employee for the work performed beyond the workday. Elementary teachers who attend the Winter and Spring Concert to assist with their former position within eight (8) working days. When making departmental changes, transfer students shall be with compensated 1.5 hours per concert at the consent per diem rate. Supervision of the staff member whenever possible but when there concerts is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsvoluntary.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx Grievance Chairperson at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications ) of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At Persons assigned will be required to establish that they can do the time of job offer, within eight (8) working days. Failure to qualify shall result in returning the University shall notify person to the selected former position and is not subject to the grievance procedure. The staff member of any known shall also have the option to elect to return to his or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the her former position with rationale for the decisionwithin eight (8) working days. Candidates who were interviewed but not selected may contact notify Human Resources to schedule a meeting with the Search Committee Chairpersonselecting official, a Human Resource representative, representative and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting Nothing contained in this Section is requested intended to prevent the University from making necessary changes in positions, eliminating positions or a grievance is filed, the position cannot be filled until this process is completedcreating new positions. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A See Memorandum of Agreement Section A—Posting Whenever a vacancy shall occur in an instructional paraprofessional position in the school district, the Board will post the opening internally for three (3) days. Copies of the posting shall be definedplaced in all school buildings and a copy sent to the president of the Association. A WIPA member has three (3) days to submit a written bid for the position to the Personnel Department. The written bid must be received by the Personnel Department by the date and time posted on the notice of vacancy. The written bid must include the applicant’s name, for purposes current building, daytime telephone number, district seniority date, current position, and number of this Agreementhours currently working. Written bids will be accepted by email, as a fax, interoffice mail, U.S. mail, and in person. The position previously held by a bargaining unit member that needs to will be filled, or a newly created PSS positionawarded based on qualifications and seniority. When all necessary parties agree, vacancies can Should no internal candidate bid on and/or be filled by organizational advancement or transfer from awarded the position within the hiring department and three (3) day internal posting period, the Board shall not require posting. All vacancies will be posted publicize the same by posting the vacancy for a minimum of seven (7) working days unless calendar days. No vacancy shall be filled by transferexcept on a temporary basis until the end of the posting period. The official posting bulletin board shall be at the Administration Building. The Board will continue to provide Association representatives copies of the vacancy postings to be posted in their respective locations. Although the Administration will make every effort to maintain the integrity of the delivery of postings, reassignmentthe validity of the original postings shall remain in tact should any building copy arrive late or fail to arrive at all. During the summer months, or recall the president of the Association shall be mailed copies of any postings. Any dissemination during the summer shall be the responsibility of the Association. All vacancies occurring after the last work day of the school year to be assumed in the fall of the next school year shall be filled at a laid off staff membergeneral meeting of paraprofessionals. Notice of vacancies This meeting will be given called at a time agreeable to both Administration and the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business bargaining unit executive board, and will be simultaneously posted at in any case no later than the University’s electronic employment website. A vacancy will not be filled until after day before the posting period has expired. Job postings shall include the classification, department, location(s), first work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications day of the positionnew school year. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member Members will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources have access to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative vacancies according to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsseniority.

VACANCIES AND TRANSFERS. A vacancy The Bureau agrees to post internally all vacancies or new positions which become open either inside or outside of the Bargaining Unit. The Bureau shall be definednotify the Local, for purposes in writing, and post notice of this Agreement, as a the position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When in the Bureau’s offices and on all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted bulletin boards for a minimum of seven five (75) working days unless filled by transfer, reassignment, so that all members will know about the vacancy or recall new position. Employees shall have the right to apply for such vacancies or new positions and be considered for the same. The Bureau agrees not to advertise outside nor consider external applicants for positions until all applicants from within the Bargaining Unit have been considered and have been notified as to whether or not they are successful. It shall be the sole discretion of the Bureau to determine if and when a laid off staff membervacancy occurs. Notice of It is understood that all vacancies outside the Bargaining Unit will be given open to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business boardapplication non-bargainingunit staff. The Bureau agrees to post all non-bargaining unit positions concurrently with external advertisements. For administrative positions, and internal applications will be simultaneously posted at disposed of prior to external interviews. For executive director and director positions, internal applicants will be considered with the University’s electronic employment websiteexternal candidates. A vacancy will not be filled until after the Any posting period has expired. Job postings shall include the classificationjob title, departmentsalary range, location(s)the program and unit, work schedule the qualifications required, and the position descriptionclosing date of the competition. The search committee All will include a PSS memberreference to the appropriate job description available in all units in a Job Description Manual. TypicallyIt shall be the exclusive right of the Bureau to determine the qualifications for any vacancy and, vacancies upon request; the criteria upon which the hiring decision was made shall be forwarded to the Local. When a vacancy occurs the following factors shall be considered by the Bureau in evaluating candidates for the vacancy: Skill, ability, experience, knowledge, and training; Seniority; It is understood that where the qualifications referred to in above are relatively equal, will govern. Transfers Employees may place their name on a transfer list, for consideration of lateral transfer only during the posting period. These employees will only be posted as an open search available considered for both internal and external applicants. A job posting limited to the vacancy after all internal applicants may occur upon approvalhave been considered and notified. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification It is understood that this is not a competition and therefore the criteria for not selecting an internal applicant who meets transfer into a position are at the minimum qualifications sole discretion of the positionBureau. When two All applicants are equally qualified for the vacant positionshall be informed in person, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignmentphone. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject by ordinary mail as to the grievance procedure. The staff member shall also have the option to elect to return to disposition of their former position application within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.ten

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance Association President and Chief Alliance Xxxxxxx Grievance Chairperson at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications ) of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position Persons assigned will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member person to their the former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their his or her former position within eight (8) working days. When Candidates who were interviewed but not selected may notify Human Resources to schedule a meeting with the selecting official, a Human Resource representative and an Association Representative to discuss the reason for non-selection. The Association must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. Nothing contained in this Section is intended to prevent the University from making departmental changesnecessary changes in positions, transfer eliminating positions or creating new positions. Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. Definition of Vacancy - A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a within the bargaining unit member that needs presently unfilled including newly created positions, as well as positions currently filled but anticipated to be filled, open in the future. Definition of Transfer - Transfers shall be defined as either a voluntary or a involuntary move from one position to another within the bargaining unit. Posting of Vacancies - Vacancies occurring within the bargaining unit including newly created PSS position. When all necessary parties agree, vacancies can positions shall be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business boardAssociation bulletin board located in the teacher mail room and a copy of such posting sent to the Association president. Positions shall be posted and emailed at least 10 school days prior to being filled. Such posting shall contain the following: 1. Type of Work, and will be simultaneously posted at the University’s electronic employment website2. A vacancy will not be filled until after the posting period has expiredStart date, 3. Job Description, 4. Minimum Requirements. When filling vacancies within the bargaining unit, bargaining unit members that apply for the position shall always be given preference before non- bargaining unit employees, provided that the individual is equally qualified as determined by the Board of Education. Summer Notification - The Employer shall continue to post and email vacancies occurring within the bargaining unit during summer vacation as well as sending a copy to the Association president. Summer postings shall include be for a period of 10 days if applicable. Voluntary Transfer - Interested employees may apply in writing to the classificationSuperintendent within the 10 day posting period. If the District is unable to find an employee for a vacant educational support professional position, department, location(s), work schedule and resulting in another educational support professional employee having to take over the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications duties of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory the employee shall be paid at the higher rate of either of the positions. Summer-employment considered work and attendanceof the educational support professionals shall first be offered to a educational support professional of the bargaining unit who is qualified to perform the work. If no qualified educational support professionals bargaining unit employees apply, the more senior qualified staff member will receive District may then consider applicants from outside the assignmentbargaining unit. At Employer reserves the time of job offer, the University shall notify the selected staff member of right in its sole discretion to fill any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior most qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is postedcandidate. Nothing contained in this Section is intended to prevent Article shall limit the University from making necessary changes in positions, eliminating positions or creating new positionsRIF process as outlined by the Illinois School Code.