Voluntary In-Class Transfer Policy. (Inter-Unit) 9.2.1 The parties recognize that when the State deems it necessary to fill a vacant position, the needs of the State must be given first priority. The needs of the State include the right to fill vacant positions using such methods as involuntary transfer, reassignment, reinstatement, substantiated hardship, or other selection alternative for reasons such as staff redistribution, affirmative action, special skills, abilities or aptitudes. In addition, the parties recognize that the State must make reinstatements or other mandatory placement of personnel overages. 9.2.2 Without prejudice to these needs, or to the inherent rights of the State to hire, transfer, promote, or demote employees, or the rights of the employee organization as delineated herein, the parties also recognize the desirability of a transfer policy within each department which allows employees the opportunity to express personal preference in the choice of work location. 9.2.3 With respect to any Unit 8 classification vacancy within a department for which there is a transfer request on file, if the State elects to fill the vacancy using existing eligible or promotional lists, it will consider voluntary transfer requests from permanent employees within that department and the civil service eligibility list at the same time to fill the position. The department will evaluate the specific requirements of the position which may exceed the minimum qualifications for the class and may include such objective matters as the ability to speak in public, structural firefighting experience, EMT certification, specialized training and other similar qualifications. The specific qualifications shall be determined by the delegated appointing authority and are not grievable. 9.2.4 The department will evaluate each transfer applicant and the promotional list eligible, using a rating form worth a maximum of 100 points. The rating form may include up to ten factors. One factor will always be based on permanent status in the class or its predecessor. For this factor, the employee will be given one point for every full year of permanent status in the class, up to a maximum of 15 points. Fractions of a point can be given for fractions of a year to the nearest quarter. Fire Captain shall be considered a single class regardless of the incumbent’s pay range. Fire Crew Supervisor is a predecessor of the Fire Captain class. The other factors will be rated from one to ten points. At least five factors will be based on the minimum qualifications for the class and up to four may be based on the special qualifications for the vacancy being filled. The aggregate score will be totaled, and the employee with the highest score will be offered the position. In case of a tie, the employee with the greatest seniority in the class for which the vacancy exists shall be offered the position. 9.2.5 Any permanent employee may request consideration for a position through this transfer procedure consistent with the following provisions: 9.2.5.1 The department may require 2 years of service in the employee's current assignment before eligibility for transfer. However, if there is such a requirement it must be made known in the job announcement and in the interview process. Additionally, apprenticeship employees in CDF may not be considered for voluntary transfer until successful completion of their apprenticeship program. An assessment of impact on operational programs, employee's development progress, performance, and other needs of the department and the employee would be key to waiving the length of service requirement. 9.2.5.2 When filling a vacancy, all active transfer requests on file must be evaluated pursuant to this policy. The specific qualifications and objective criteria required to fill the position shall be provided to the applicants at the time they are notified of any interview. 9.2.5.3 Transfer candidates shall be informed of the final selection decision within ten working days of the selection. 9.2.5.4 The department shall utilize an aggregate rating form to assist the unsuccessful employees in improving their qualifications and interview skills. A copy of the form will be forwarded to each candidate with aggregate scores and a summary of narrative comments within 15 days of the final selection. 9.2.5.5 An employee may have up to three active transfer requests on file at any one time for three locations that may be as broad as a region or as narrow as a reporting or ranger unit. 9.2.5.6 Requests for transfers will be valid for the calendar year for which they are submitted. It will be necessary to resubmit transfer requests on or after January 1 of each year. 9.2.5.7 The unit manager or the program manager of the employee's home unit, or headquarters as applicable, has the authority to disapprove transfer requests based on one of the following: 9.2.5.7.1 When a serious impact may result to on-going programs, particularly when several transfer requests from one unit are received simultaneously; 9.2.5.7.2 Employee is on probationary status; 9.2.5.7.3 When documented performance is below standard. 9.2.5.8 Disapproval of a transfer request requires documentation of the specific reasons for disapproval on or attached to the appropriate transfer form. The decision to disapprove a transfer request is grievable through the second level of the grievance procedure. 9.2.5.9 The transfer request, once approved, shall be sent by the employee's unit directly to the unit to which he/she has requested transfer. 9.2.5.10 To encourage cost effectiveness of the transfer policy, the appointing authority may evaluate and select candidates for positions by personal interviews or by resumes only, depending upon the circumstances surrounding a specific position(s). Interviews may be conducted by telephone. 9.2.5.11 Transfer approvals shall be at the same level as the delegated appointing authority. 9.2.5.12 Moving costs for voluntary transfers shall be borne by the employee. Travel and subsistence costs associated with any transfer interview shall be borne by the employee. 9.2.5.13 This transfer policy shall not apply to reassignments within a reporting/ranger unit or conservation camp within the geographical boundaries of a ranger unit. 9.2.5.14 A hardship transfer request once approved by the employee's Regional Chief shall be honored with the first position in the unit requested which is being filled on a permanent basis. Approval shall not be unreasonably withheld.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Voluntary In-Class Transfer Policy. (Inter-Unit)
9.2.1 The parties recognize that when the State deems it necessary to fill a vacant position, the needs of the State must be given first priority. The needs of the State include the right to fill vacant positions using such methods as involuntary transfer, reassignment, reinstatement, substantiated hardship, or other selection alternative for reasons such as staff redistribution, affirmative action, special skills, abilities or aptitudes. In addition, the parties recognize that the State must make reinstatements or other mandatory placement of personnel overages.
9.2.2 Without prejudice to these needs, or to the inherent rights of the State to hire, transfer, promote, or demote employees, or the rights of the employee organization as delineated herein, the parties also recognize the desirability of a transfer policy within each department which allows employees the opportunity to express personal preference in the choice of work location.
9.2.3 With respect to any Unit 8 classification vacancy within a department for which there is a transfer request on file, if the State elects to fill the vacancy using existing eligible or promotional lists, it will consider voluntary transfer requests from permanent employees within that department and the civil service eligibility list at the same time to fill the position. The department will evaluate the specific requirements of the position which may exceed the minimum qualifications for the class and may include such objective matters as the ability to speak in public, structural firefighting experience, EMT certification, specialized training and other similar qualifications. The specific qualifications shall be determined by the delegated appointing authority and are not grievable.
9.2.4 The department will evaluate each transfer applicant and the promotional list eligible, using a rating form worth a maximum of 100 points. The rating form may include up to ten factors. One factor will always be based on permanent status in the class or its predecessor. For this factor, the employee will be given one point for every full year of permanent status in the class, up to a maximum of 15 points. Fractions of a point can be given for fractions of a year to the nearest quarter. Fire Captain shall be considered a single class regardless of the incumbent’s pay range. Fire Crew Supervisor is a predecessor of the Fire Captain class. The other factors will be rated from one to ten points. At least five factors will be based on the minimum qualifications for the class and up to four may be based on the special qualifications for the vacancy being filled. The aggregate score will be totaled, and the employee with the highest score will be offered the position. In case of a tie, the employee with the greatest seniority in the class for which the vacancy exists shall be offered the position.
9.2.5 Any permanent employee may request consideration for a position through this transfer procedure consistent with the following provisions:
9.2.5.1 The department may require 2 years of service in the employee's current assignment before eligibility for transfer. However, if there is such a requirement it must be made known in the job announcement and in the interview process. Additionally, apprenticeship employees in CDF may not be considered for voluntary transfer until successful completion of their apprenticeship program. An assessment of impact on operational programs, employee's development progress, performance, and other needs of the department and the employee would be key to waiving the length of service requirement.
9.2.5.2 When filling a vacancy, all active transfer requests on file must be evaluated pursuant to this policy. The specific qualifications and objective criteria required to fill the position shall be provided to the applicants at the time they are notified of any interview.
9.2.5.3 Transfer candidates shall be informed of the final selection decision within ten working days of the selection.
9.2.5.4 The department shall utilize an aggregate rating form to assist the unsuccessful employees in improving their qualifications and interview skills. A copy of the form will be forwarded to each candidate with aggregate scores and a summary of narrative comments within 15 days of the final selection.
9.2.5.5 An employee may have up to three active transfer requests on file at any one time for three locations that may be as broad as a region or as narrow as a reporting or ranger unit.
9.2.5.6 Requests for transfers will be valid for the calendar year for which they are submitted. It will be necessary to resubmit transfer requests on or after January 1 of each year.
9.2.5.7 The unit manager or the program manager of the employee's home unit, or headquarters as applicable, has the authority to disapprove transfer requests based on one of the following:
9.2.5.7.1 When a serious impact may result to on-going programs, particularly when several transfer requests from one unit are received simultaneously;
9.2.5.7.2 Employee is on probationary status;
9.2.5.7.3 When documented performance is below standard.
9.2.5.8 Disapproval of a transfer request requires documentation of the specific reasons for disapproval on or attached to the appropriate transfer form. The decision to disapprove a transfer request is grievable through the second level of the grievance procedure.
9.2.5.9 The transfer request, once approved, shall be sent by the employee's unit directly to the unit to which he/she has requested transfer.
9.2.5.10 To encourage cost effectiveness of the transfer policy, the appointing authority may evaluate and select candidates for positions by personal interviews or by resumes only, depending upon the circumstances surrounding a specific position(s). Interviews may be conducted by telephone.
9.2.5.11 Transfer approvals shall be at the same level as the delegated appointing authority.
9.2.5.12 Moving costs for voluntary transfers shall be borne by the employee. Travel and subsistence costs associated with any transfer interview shall be borne by the employee.
9.2.5.13 This transfer policy shall not apply to reassignments within a reporting/ranger unit or conservation camp within the geographical boundaries of a ranger unit.
9.2.5.14 A hardship transfer request once approved by the employee's Regional Chief shall be honored with the first position in the unit requested which is being filled on a permanent basis. Approval shall not be unreasonably withheld.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
