Common use of Voluntary Transfer Procedures Clause in Contracts

Voluntary Transfer Procedures. 1. When a vacancy has been declared by the Board, or created pursuant to 7A, all Employees shall be allowed to apply to transfer within department; however, the transfer of an Employee shall be at the discretion of the Board. All applicants must have demonstrated the skills, abilities, and certification, if required, in their current position in order to be eligible for consideration. 2. All eligible Employees who apply for a vacancy within their department will be interviewed at least once each work year. Eligible Employees, within the department who apply, will be interviewed prior to interviewing all other applicants. 3. When an Employee moves to another position within a department, and prior to the time that the position the Employee vacated is filled, the Employee may request the Assistant Superintendent, in writing, of his/her desire to return to the prior position within 10 business days. The administration shall consider this request, and approval will not be withheld, if there is no significant loss or cost to the district, or disruption to education, or operation of the district. 4. When an Employee is allowed to transfer to a vacancy within his/her department, the transfer does not become effective until he/she successfully completes a trial period of ninety (90) days of work. If the Employee is unsatisfactory in the new position, he/she shall be reassigned to his/her former position or to an equivalent position. 5. During the ninety (90) workday trial period, Employees cannot apply for any other vacancy. In the case that no internal bids are submitted, an Employee that is within the ninety (90) workday trial period may bid on the vacancy. 6. When an Employee transfers to either a higher or lower category of position (in the order shown in Article 5A) within a department, the Employee will remain on the current wage schedule step, but will receive the pay rate for the category of position to which transferred and will maintain seniority within the category of position by department. 7. Skills, knowledge, performance and other similar factors will be considered when reviewing voluntary transfer requests. When all factors, in the opinion of the administration, are equal, seniority shall be the determining factor. 8. Internal applicants must apply for vacancies in writing, and their applications will be considered before the applications of external applicants are considered. Internal applicants will have no preference in selection, and the employer may fill vacancies from among the applicants, both internal and external. 9. When an Employee is allowed to transfer to a vacancy in a different department, the Employee shall be placed at the step in the new category of position closest to the Employee’s prior applicable wage, but the new wage shall not be higher. Seniority will be retained in the previous category of position, but will not transfer to the new category of position. The seniority list produced in 2012 will reflect each Employee’s historical seniority for work in categories of position in which the Employee previously worked. (The district did not track such seniority prior to the 2011-2012 school year.) Employees will have 20 employee work days to grieve historical seniority in former categories of position, after which that seniority will be deemed accurate for all purposes.

Voluntary Transfer Procedures. 1After 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. When a vacancy has been declared by Interested in-district personnel, including recognized bargaining unit substitutes, may apply via the Boardon-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, or created pursuant the District agrees to 7Afill 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 Employees 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 allowed to apply to transfer within department; howeverthe most qualified for the position, the transfer of an Employee shall position may be at the discretion of the Boardoffered out-of-district. All applicants must have demonstrated the skills, abilities, and certification, if required, in their current position in order to be eligible for consideration. 2. All eligible Employees who apply for a vacancy within their department will be interviewed at least once each work year. Eligible Employees, Any applicant within the department District who apply, will be is interviewed prior to interviewing all other applicants. 3. When an Employee moves to another position within a department, and prior to the time that not selected for the position shall receive the Employee vacated is filled, specific reasons for the Employee non-selection. The applicant may request a more detailed conversation with the Assistant Superintendent, in writing, of hiring administrator concerning his/her desire to return to the prior position within 10 business days. The administration shall consider this request, and approval will not be withheld, if there is no significant loss or cost to the district, or disruption to education, or operation of the district. 4. When an Employee is allowed to transfer to a vacancy within his/her department, the transfer does not become effective until he/she successfully completes a trial period of ninety (90) days of work. If the Employee is unsatisfactory in the new position, he/she shall be reassigned to his/her former position or to an equivalent position. 5. During the ninety (90) workday trial period, Employees cannot apply for any other vacancy. In the case that no internal bids are submitted, an Employee that is within the ninety (90) workday trial period may bid on the vacancy. 6. When an Employee transfers to either a higher or lower category of position (in the order shown in Article 5A) within a department, the Employee will remain on the current wage schedule step, but will receive the pay rate for the category of position to which transferred and will maintain seniority within the category of position by department. 7. Skills, knowledge, performance and other similar factors will be considered when reviewing voluntary transfer requestsnon-selection. When all factors, in the opinion qualifications of the administration, applicants are equal, seniority vacancies shall be filled first by employees already employed by the determining factor. 8District. Internal applicants must apply for vacancies 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 writingan 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 their applications will be considered before the applications of external applicants are consideredseniority. Internal applicants will have no preference in selection, and the employer may fill vacancies from among the applicants, both internal and external. 9. When an Employee is allowed to transfer to a vacancy in a different department, the Employee All positions shall be placed at the step in the new category of position closest filled without regard to the Employee’s prior applicable wagerace, but the new wage shall not be higher. Seniority will be retained in the previous category of positioncolor, but will not transfer to the new category of position. The seniority list produced in 2012 will reflect each Employee’s historical seniority for work in categories of position in which the Employee previously worked. (The district did not track such seniority prior to the 2011-2012 school yearreligion, sex, age, domicile, national origin, marital status, or physical or sensory handicap.) Employees will have 20 employee work days to grieve historical seniority in former categories of position, after which that seniority will be deemed accurate for all purposes.

Voluntary Transfer Procedures. 1After 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. When a vacancy has been declared by Interested in-district personnel, including recognized bargaining unit substitutes, may apply via the Boardon-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, or created pursuant the District agrees to 7Afill 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 Employees 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 allowed to apply to transfer within department; howeverthe most qualified for the position, the transfer of an Employee shall position may be at the discretion of the Boardoffered out-of-district. All applicants must have demonstrated the skills, abilities, and certification, if required, in their current position in order to be eligible for consideration. 2. All eligible Employees who apply for a vacancy within their department will be interviewed at least once each work year. Eligible Employees, Any applicant within the department District who apply, will be is interviewed prior to interviewing all other applicants. 3. When an Employee moves to another position within a department, and prior to the time that not selected for the position shall receive the Employee vacated is filled, specific reasons for the Employee non- selection. The applicant may request a more detailed conversation with the Assistant Superintendent, in writing, of hiring administrator concerning his/her desire to return to the prior position within 10 business days. The administration shall consider this request, and approval will not be withheld, if there is no significant loss or cost to the district, or disruption to education, or operation of the district. 4. When an Employee is allowed to transfer to a vacancy within his/her department, the transfer does not become effective until he/she successfully completes a trial period of ninety (90) days of work. If the Employee is unsatisfactory in the new position, he/she shall be reassigned to his/her former position or to an equivalent position. 5. During the ninety (90) workday trial period, Employees cannot apply for any other vacancy. In the case that no internal bids are submitted, an Employee that is within the ninety (90) workday trial period may bid on the vacancy. 6. When an Employee transfers to either a higher or lower category of position (in the order shown in Article 5A) within a department, the Employee will remain on the current wage schedule step, but will receive the pay rate for the category of position to which transferred and will maintain seniority within the category of position by department. 7. Skills, knowledge, performance and other similar factors will be considered when reviewing voluntary transfer requestsnon-selection. When all factors, in the opinion qualifications of the administration, applicants are equal, seniority vacancies shall be filled first by employees already employed by the determining factor. 8District. Internal applicants must apply for vacancies 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 writingan 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 their applications will be considered before the applications of external applicants are consideredseniority. Internal applicants will have no preference in selection, and the employer may fill vacancies from among the applicants, both internal and external. 9. When an Employee is allowed to transfer to a vacancy in a different department, the Employee All positions shall be placed at the step in the new category of position closest filled without regard to the Employee’s prior applicable wagerace, but the new wage shall not be higher. Seniority will be retained in the previous category of positioncolor, but will not transfer to the new category of position. The seniority list produced in 2012 will reflect each Employee’s historical seniority for work in categories of position in which the Employee previously worked. (The district did not track such seniority prior to the 2011-2012 school yearreligion, sex, age, domicile, national origin, marital status, or physical or sensory handicap.) Employees will have 20 employee work days to grieve historical seniority in former categories of position, after which that seniority will be deemed accurate for all purposes.