Common use of VACANT OR NEW POSITIONS Clause in Contracts

VACANT OR NEW POSITIONS. 1. All employees who are interested in promotion and/or transfer may, at any time, submit their request, on the forms provided by Human Resources who will review the application each time a position becomes vacant. A copy of the up-to-date list shall be made available to the Association president upon his/her request. The transfer request is valid for one (1) year from the date of application. 2. The request for transfer only puts the administration on notice of an employee’s interest in a particular position. The employee must also file an application for the position if it is posted. When other factors such as experience and seniority are comparable, a strong showing of interest demonstrated by the request for a transfer may be a consideration. 3. The College will maintain an ongoing status report regarding CEBA position vacancies. This report will be made available to CEBA leadership on an ongoing basis. 4. If a CEBA position is going to be filled, the position will be submitted to cabinet for approval within 14 working days from the first day the position is vacant. 5. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within 20 working days from the first day the position is vacant. 6. The College shall notify the employees by email of newly created or vacant positions, except for entry level custodial positions within the bargaining unit. CEBA employees shall have five (5) working days after notice is given to apply for the internally posted position. 7. To be considered for an interview, an employee must be removed from probation and not currently be subject to disciplinary action based on job performance. 8. Interviews will be conducted with three (3) or more people present: One (1) from Human Resources, One (1) from Applicable Management, One (1) Appropriate CEBA Representative. 9. When the skills and abilities of the applicants are equal, the applicant with the longest period of service within the department will be appointed to fill such vacancy. Employees who did not receive a position for which they applied will receive a letter notifying them of this. An employee may request a meeting with the appropriate individuals to discuss why they were not selected for a position and to discuss improvements they can make to their current job performance which may help in a successful bid for another opening. 10. The College shall attempt, whenever possible, to fill any vacancies with existing employees prior to hiring persons outside the employment of the College.

VACANT OR NEW POSITIONS. 1. All employees who are interested in promotion and/or transfer may, at any time, submit their request, on the forms provided by Human Resources who will review the application each time a position becomes vacant. A copy of the up-to-date list shall be made available to the Association president upon his/her request. The transfer request is valid for one (1) year from the date of application. 2. The request for transfer only puts the administration on notice of an employee’s interest in a particular position. The employee must also file an application for the position if it is posted. When other factors such as experience and seniority are comparable, a strong showing of interest demonstrated by the request for a transfer may be a consideration. 3. The College will maintain an ongoing status report regarding CEBA position vacancies. This report will be made available to CEBA leadership on an ongoing basis. 4. If a CEBA position is going to be filled, the position will be submitted to cabinet for approval within 14 fourteen (14) working days from the first day the position is vacant. 5. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within 20 working days from the first day the position is vacant. 6. The College shall notify the employees by email of newly created or vacant positions, except for entry level custodial positions within the bargaining unit. CEBA employees shall have five (5) working days after notice is given to apply for the internally posted position. 7. To be considered for an interview, an employee must be removed from probation and not currently be subject to disciplinary action based on job performance. 8. Interviews will be conducted with three (3) or more people present: One (1) from Human Resources, One (1) from Applicable Management, One (1) Appropriate CEBA Representative. 9. When the skills and abilities of the applicants are equal, the applicant with the longest period of service within the department will be appointed to fill such vacancy. Employees who did not receive a position for which they applied will receive a letter notifying them of this. An employee may request a meeting with the appropriate individuals to discuss why they were not selected for a position and to discuss improvements they can make to their current job performance which may help in a successful bid for another opening. 10. The College shall attempt, whenever possible, to fill any vacancies with existing employees prior to hiring persons outside the employment of the College.

VACANT OR NEW POSITIONS. 1. All employees who are interested in promotion and/or transfer may, at any time, submit their request, on the forms provided by Human Resources who will review the application each time a position becomes vacant. A copy of the up-to-date list shall be made available to the Association president upon his/her request. The transfer request is valid for one (1) year from the date of application. 2. The request for transfer only puts the administration on notice of an employee’s interest in a particular position. The employee must also file an application for the position if it is posted. When other factors such as experience and seniority are comparable, a strong showing of interest demonstrated by the request for a transfer may be a consideration. 3. The College will maintain an ongoing status report regarding CEBA position vacancies. This report will be made available to CEBA leadership on an ongoing basis. 4. If a CEBA position is going to be filled, the position will be submitted to cabinet for approval within 14 working days from the first day the position is vacant. 5. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within 20 working days from the first day the position is vacant. 6. A. The College shall notify the employees by email of all newly created or and vacant positions, except for entry level custodial positions that fall within the bargaining unitclassification of employees covered by this Agreement as defined in Article I, Section 2. B. Permanent vacancies shall be posted no later than the end of the first forty-five (45) business days unless the vacancy being filled is due to reorganization. CEBA employees shall have If a permanent vacancy is not posted in the first forty-five (45) business days, Association leadership will be provided notice by the College. C. Within five (5) working business days after notice is given to apply for given, employees may notify Human Resources that they are interested in a position. Such notice shall be submitted in the internally posted positionform of a resume and cover letter, or as otherwise designated by Human Resources. 7D. Qualifications for any position shall be determined by Human Resources according to special skills, knowledge, and demonstrated performance. To be considered for an interview, an employee must be removed from probation Tools to evaluate special skills and not currently be subject to disciplinary action based on job performance. 8. Interviews will be conducted with three knowledge shall include one (31) or more people presentof the following: One similarity of position responsibilities to employee’s previous responsibilities, the ability to establish professional rapport with their current immediate supervisor, test scores, skills-based activities, and relevant certifications and degrees. Tools to evaluate demonstrated performance include a combination of the most recent evaluation, letters of reference, commendations, the employee’s self-assessment of strengths and growth opportunities, any other information contained in the employee’s personnel file, and other documents that the employee wishes to have considered. If an employee applies for a posted position and is determined to be qualified, they shall be offered the position. If more than one (1) from Human Resources, One (1) from Applicable Management, One (1) Appropriate CEBA Representative. 9. When internal applicant meets the skills and abilities of the applicants are equalqualifications, the most senior applicant with who meets the longest period of service within the department will qualifications shall be appointed to fill such vacancyselected. Employees Any APSS member, who did not receive a position for which they has applied will receive a letter notifying them of this. An employee may request a meeting with the appropriate individuals to discuss why they were not selected for a position and has not been selected, may request specific reason(s) within seven (7) working days of the decision. If the employee does not receive, or agree with this decision, refer to discuss improvements they can make to Article 7, Section 6. E. If an employee applies for and accepts a lower level position, that employee will be placed at their current job performance which may help step on the applicable wage scale. (Example: Employee moves from level A, step 2 to level C, step 2) F. Any employee who is promoted to a position in a successful bid for another openinghigher pay grade within the employee group, will be placed at the same step on the new grade of the position they assume. This will go into effect as soon as the employee begins working in the new position. 10. The College shall attempt, whenever possible, to fill any vacancies with existing employees prior to hiring persons outside G. Employees moving laterally will remain at the employment of the Collegesame step within grade level.

VACANT OR NEW POSITIONS. 1. All employees who are interested in promotion and/or transfer may, at any time, submit their request, on the forms provided by Human Resources who will review the application each time a position becomes vacant. A copy of the up-to-date list shall be made available to the Association president upon his/her request. The transfer request is valid for one (1) year from the date of application. 2. The request for transfer only puts the administration on notice of an employee’s interest in a particular position. The employee must also file an application for the position if it is posted. When other factors such as experience and seniority are comparable, a strong showing of interest demonstrated by the request for a transfer may be a consideration. 3. The College will maintain an ongoing status report regarding CEBA position vacancies. This report will be made available to CEBA leadership on an ongoing basis. 4. If a CEBA position is going to be filled, the position will be submitted to cabinet for approval within 14 working days from the first day the position is vacant. 5. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within 20 working days from the first day the position is vacant. 6. A. The College shall notify the employees by email of all newly created or and vacant positions, except for entry level custodial positions that fall within the bargaining unitclassification of employees covered by this Agreement as defined in Article I, Section 2. CEBA employees shall have Within five (5) working business days after notice is given to apply for given, employees may notify the internally posted Human Resources Office that they are interested in a position. Such notice shall be submitted in the form of a resume and cover letter, or as otherwise designated by the Human Resources Office. 7B. Qualifications for any position shall be determined by Human Resources according to special skills, knowledge, and demonstrated performance. To be considered for an interviewTools to evaluate special skills and knowledge shall include one or more of the following: similarity of position responsibilities to employee’s previous responsibilities, the ability to establish professional rapport with her/his current immediate supervisor, test scores, in-basket activities, and relevant certifications and degrees. Tools to evaluate demonstrated performance include a combination of the most recent evaluation, letters of reference, commendations, the employee’s self-assessment of strengths and growth opportunities, any other information contained in the employee’s personnel file, and other documents that the employee wishes to have considered. If an employee must applies for a posted position and is determined to be removed from probation and not currently qualified, he/she shall be subject to disciplinary action based on job performance. 8offered the position. Interviews will be conducted with three (3) or If more people present: One (1) from Human Resources, One (1) from Applicable Management, One (1) Appropriate CEBA Representative. 9. When than one internal applicant meets the skills and abilities of the applicants are equalqualifications, the most senior applicant with who meets the longest period of service within the department will qualifications shall be appointed to fill such vacancyselected. Employees Any APSS member, who did not receive a position for which they has applied will receive a letter notifying them of this. An employee may request a meeting with the appropriate individuals to discuss why they were not selected for a position and has not been selected, may request specific reason(s) within seven (7) working days of the decision. If the employee does not receive, or agree with this decision, refer to discuss improvements they can make Article 7, Section 6. C. If an employee applies for and accepts a lower level position, that employee will be placed at his/her current step on the applicable wage scale. (Example: Employee moves from level A, step 2 to their current job performance which may help level C, step 2) D. Any employee who is promoted to a position in a successful bid for another openinghigher pay grade within the employee group, will be placed at the same step on the new grade of the position they assume. This will go into effect as soon as the employee begins working in the new position. 10. The College shall attempt, whenever possible, to fill any vacancies with existing employees prior to hiring persons outside E. Employees moving laterally will remain at the employment of the Collegesame step within grade level.

VACANT OR NEW POSITIONS. 1. All employees who are interested in promotion and/or transfer may, at any time, submit their request, on the forms provided by Human Resources who will review the application each time a position becomes vacant. A copy of the up-to-date list shall be made available to the Association president upon his/her their request. The transfer request is valid for one (1) year from the date of application. 2. The request for transfer only puts the administration on notice of an employee’s interest in a particular position. The employee must also file an application for the position if it is posted. When other factors such as experience and seniority are comparable, a strong showing of interest demonstrated by the request for a transfer may be a consideration. 3. The College will maintain an ongoing status report regarding CEBA position vacancies. This report will be made available to CEBA leadership on an ongoing basis. 4. If a CEBA position is going to be filled, the position will be submitted to cabinet leadership for approval within 14 fourteen (14) working days from the first day the position is vacant. 5. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within 20 twenty (20) working days from the first day the position is vacant. 6. The College shall notify the employees by email of newly created or vacant positions, except for entry level custodial positions within the bargaining unit. CEBA employees shall have five (5) working days after notice is given to apply for the internally posted position. 7. To be considered for an interview, an employee must be removed from probation and not currently be subject to disciplinary action based on job performance. 8. Interviews will be conducted with three (3) or more people present: One per the Evidence Based Selection Process established by Human Resources, and will include one (1) from Human Resources, One (1) from Applicable Management, One (1) Appropriate appropriate CEBA Representativerepresentative. 9. When the skills and abilities of the applicants are equal, the applicant with the longest period of service within the department will be appointed to fill such vacancy. Employees who did not receive a position for which they applied will receive a letter notifying them notification of this. An employee may request a meeting with the appropriate individuals to discuss why they were not selected for a position and to discuss improvements they can make to their current job performance which may help in a successful bid for another opening. 10. The College shall attempt, whenever possible, to fill any vacancies with existing employees prior to hiring persons outside the employment of the College.