Common use of Voluntary Transfer Procedures Clause in Contracts

Voluntary Transfer Procedures. After in-building reassignments are complete, any resulting opening(s) will be posted within the District and will remain open for a minimum of five (5) working days. Interested in-district personnel, including recognized bargaining unit substitutes, may apply via the on-line district application process. The District may concurrently post and solicit external applicants. Vacancies occurring between July 1 and August 15 will be posted 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 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 professional experience. A minimum of three (3) in-district applicants who meet the published criteria for the position shall be granted an interview. If there are fewer than three (3) qualified in-district applicants, all will be interviewed. After the interview process, if two or more in-district applicants are equally the most qualified for the position, seniority 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 position may be offered out-of-district. Any applicant within the District who is interviewed and not selected for the position shall receive the specific reasons for the non- selection. The applicant may request a more detailed conversation with the 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, recent 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.

Voluntary Transfer Procedures. After in-building reassignments are complete, any resulting opening(s) All vacancies will be posted within the District and will remain open for a minimum of five (5) working days. Interested in-district personnel, including recognized bargaining unit substitutes, personnel may apply via the on-line district with a resume and letter of interest and are encouraged to provide as complete an application processas possible. The District may concurrently post and solicit external applicants. Vacancies occurring between July 1 and August 15 will be posted 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 effort to fill all positions with All job postings will have standardized minimum qualifications across 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 resultsdistrict for each position, and professional experiencepreferred qualifications tailored to the specific opening. A The district may adjust the standard minimum of three (3) qualifications for positions provided that any changes are made and communicated to the Association not later than March 15th. To be considered for in-district movement, a teacher's last evaluation must have achieved the rating of proficient overall, and a rating of proficient in Criterion 8 (Collaborative and Collegial practices). All applicants who are bargaining unit members at the time of application and meet the published criteria for the position minimum qualifications shall be granted an interview. If there are fewer than three The District shall solicit bargaining unit member(s) to sit on all interview teams. Members of the grade level/department team for the position being interviewed will not be denied the opportunity to sit on the interview team. Administrators may limit interview teams to six (36) qualified in-district applicantsbargaining unit members per administrator, all where members of the grade level department team shall have first consideration, and teachers will be interviewedplaced in the order in which they expressed an interest. After interviews are completed, the interview process, if two or more in-district applicants are equally will hire the most qualified candidate according to the objective consensus of the interview committee. Factors for evaluation include but not limited to: the position, seniority in candidates’ meeting of the District shall determine which staff member is transferred. If no employee within the District is considered to be the most qualified minimum qualifications for the position, the candidates’ meeting of the preferred qualifications, the candidates’ performance in the interview, and the candidates’ education, certification, and professional experience. Should outside materials/ information make the preferred candidate unacceptable, the administrator may reconvene the committee members to share that the consensus choice is unacceptable and advise a second choice. If the consensus choice is an external candidate and the district ultimately chooses not to hire, the position may shall be offered out-of-districtreposted. Any applicant within the District who is interviewed and not selected for the position shall receive the specific reasons for the non- selection. The applicant may request a more detailed conversation with the hiring administrator concerning written notification of his/her non-selection and, upon requesting, a statement of the reasons for the non-selection. When all qualifications of applicants are equal, vacancies No employee on probation shall be filled first by employees already employed by transferred from the District. This includes substitutes considered part supervision of the bargaining unit as defined on page one (1) of evaluator without 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, recent 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 handicapevaluator's consent.

Voluntary Transfer Procedures. After in-building reassignments are complete, any resulting opening(s) will be posted within the District and will remain open for a minimum of five (5) working days. Interested in-district personnel, including recognized bargaining unit substitutes, may apply via the on-line district application process. The District may concurrently post and solicit external applicants. Vacancies occurring between July 1 and August 15 will be posted 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 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 professional experience. A minimum of three (3) in-district applicants who meet the published criteria for the position shall be granted an interview. If there are fewer than three (3) qualified in-district applicants, all will be interviewed. After the interview process, if two or more in-district applicants are equally the most qualified for the position, seniority 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 position may be offered out-of-district. Any applicant within the District who is interviewed and not selected for the position shall receive the specific reasons for the non- non-selection. The applicant may request a more detailed conversation with the 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, recent 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.

Voluntary Transfer Procedures. After in-building reassignments are completeWhen a vacancy occurs, any resulting opening(s) the principal will follow procedures outlined previously in Section 2 - Posting Vacancies. Interested applicants will apply using the electronic “Current Employee Profile Form.” The “Current Employee Profile Form” must be updated and attached to the posting during the time that the posted within the District and will remain position is open for viewing. All certified teachers may apply for a minimum of transfer for which they are eligible during any given year. The principal is required to interview five (5) working daystenured candidates who apply for a posted position. Interested in-district personnelOf these five (5), including recognized bargaining unit substitutes, may apply via the on-line district application process. The District may concurrently post and solicit external applicants. Vacancies occurring between July 1 and August 15 will be posted 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 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 professional experience. A minimum of three (3) in-district applicants who meet shall have the published criteria most seniority. Except in the case of a promotion, only one transfer will be granted per hiring season. The Superintendent may transfer any employee at any time due to extenuating and/or unusual circumstances or for the good of the system. A principal is not required to re-interview a teacher who has previously been interviewed during a hiring season when another position at the school is identified. It is the option of the principal to do so when requirements and preferences are different. However, if said teacher is among the five tenured and the principal elects not to re-interview, said teacher must still be considered for the position. The receiving principal shall interview applicants based on the following criteria: • Length of service • Posting criteria • Communication skills (oral and written) • Instructional program needs of the school • Reason(s) for applying • Earned degrees • Additional training • Additional endorsements • Previous relevant experience • Enhancing diversity • Grant requirements • Extra-curricular needs of the school Selection of an individual to fill a vacancy shall be granted an interview. If there are fewer than three (3) qualified in-district applicantsbased on length of service as the determining factor unless, all will be interviewed. After based on the interview processlisted criteria, if two or the principal determines that another applicant is more in-district applicants are equally the most qualified for the position, seniority in the District shall determine which staff member is transferred. If no a tenured employee within the District who has applied for a transfer is considered to be the most qualified for the positionnot selected, the position employee may be offered out-of-district. Any applicant make an appeal to the superintendent or his designee within ten workdays of date of notice that the District who vacancy is interviewed and not selected for the position shall receive the specific reasons for the non- selectionfilled. The applicant may request a more detailed conversation with appeal must be in writing. The Board and the hiring administrator concerning his/her non-selection. When all qualifications of applicants are equal, vacancies shall be filled first by employees already employed by Association recognize the District. This includes substitutes considered part of the bargaining unit as defined on page one (1) of the Collective Bargaining Agreementneed to aggressively recruit and hire minority employees. In an effort order to fill all positions assist with diversity among the best-qualified personscertificated staffs, the District agrees not superintendent may assign employees to act in an arbitrary or capricious manner and to fill all vacant positions regardless of employee’s current assignment based on complete consideration of objective factors including but not limited to: skill, ability, qualifications, education, recent 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 handicapthroughout the school system.