Voluntary Transfer Process. At least twenty-five (25) calendar days prior to the scheduled date of the voluntary transfer process, SFMTA shall provide TWU Local 200 with descriptions and all assignments for the voluntary transfer process. Regularly occurring special assignments will be included as part of the shift details prepared for the Voluntary Transfer Process. No later than ten (10) days prior to the scheduled date of the voluntary transfer process, TWU Local 200 shall meet with SFMTA to clarify the assignments and descriptions.
Voluntary Transfer Process. All open positions not filled in the Involuntary Transfer Process will be made available to all internal and external licensed teachers. Teachers who seek a voluntary transfer must notify Human Resources within a five (5) day posting period for open positions they seek in this Second Voluntary Transfer process. All continuing contract teachers requesting a voluntary transfer must be interviewed by a team of affected teachers, including the Principal/Director/Coordinator. The Principal/Director/Coordinator will make the final decision.
Voluntary Transfer Process. All open positions not filled in the Involuntary Transfer Process will be made available to current contract teachers and probationary teachers who were placed in the hiring pool for displaced probationary teachers. Teachers who seek a voluntary transfer must notify Human Resources within a five (5) day posting period for open positions they seek in this Second Voluntary Transfer process. All continuing contract teachers requesting a voluntary transfer must be interviewed by a team of affected teachers, including the Principal/Director/Coordinator. The Principal/Director/Coordinator will make the final decision. When there is more than one open position at a building/site or program and a continuing contract teacher applies for multiple positions, the building/site or program is only obligated to interview the continuing contract teacher two (2)
Voluntary Transfer Process. The District recognizes the interests of its employees in seeking voluntary transfers. Accordingly, when a position in the bargaining unit is advertised, unit members in the same job classification will be given consideration for voluntary transfer prior to consideration of the general applicant pool. To be considered for voluntary transfer, the unit member must submit the required application materials to District Human Resources prior to the closing date of the position. For purposes of the following process, a “qualified unit member” is defined as a unit member whose last evaluation had an overall rating of no less than “competent”. If five (5) or fewer qualified unit members apply for the voluntary transfer, they will be interviewed by the work location prior to interviewing other applicants. If more than five (5) qualified unit members apply for the voluntary transfer, then at least the five (5) unit members most qualified based on screening of applications will be interviewed by the work location prior to interviewing other applicants. The District shall ensure that uniform criteria are used in screening applicants for a vacant position. If an applicant for voluntary transfer is recommended for the position, they will be notified by the Director of Human Resources or designee. If none of the applicants for voluntary transfer are recommended for the position, their applications will be included in the general applicant pool for the position; however, this does not guarantee that they will be granted a second interview.
Voluntary Transfer Process. 30 A reassignment shall not result in an employee being moved from one educational program to another
Voluntary Transfer Process. 1. District posts any remaining open positions on website for a minimum of five (5) working days:
a. Specific qualifications are listed, required and preferred.
b. The Notice of Vacancies shall contain all information necessary for an employee to evaluate his/her interest in the position. For example:
i. Position location and supervisor
ii. Description of responsibilities, qualifications and terms and conditions of employment
iii. Identification of existing variances and approved contract waivers
iv. Application procedures and closing date for filling the vacancy
c. The vacancy will be posted for in-district and out-of-district candidates simultaneously. In- district candidates shall complete the in-district transfer process as detailed on each job posting. This information shall be given equal weight to the out-of -district application form. In-district candidates shall receive interviews prior to out-of-district candidates.
i. Principals and Interview teams shall not be given out-of-district application information until the completion of the in-district voluntary transfer interviews and it is determined that no voluntary transfer candidates have been selected.
ii. Effective August 1st, through five (5) working days before students begin, building selection teams can screen and interview both internal transfer and outside applicants at the same time. The District agrees to make a good faith effort to post positions as soon as possible after being notified of an opening. The District will not hold positions in order to avoid interviewing internal applicants.
2. Interviews must include the two (2) most senior properly certified employees requesting transfer and who have completed a transfer request form at the time the position closed. These interviews shall take place prior to any out-of-district candidate interviews.
a. Seniority shall be determined as the number of years in the District.
b. Should a tie in occur, this order shall be followed:
i. Washington State seniority shall prevail as recognized and reportable to Washington State through the S275 reporting process.
ii. Date of hire, identified as the date on the position offer letter.
iii. A number drawn lottery
3. Employees who wish to transfer into a position posted as one-year only are eligible for transfer, provided that:
a. The employee is transferring to a position which is the same FTE to his/her original position.
b. The employee agrees to return to his/her original position at the completio...
Voluntary Transfer Process. (1) The California Department of Corrections and Rehabilitation (CDCR) shall first publish statewide information regarding locations that have overages and vacancies by classification.
(2) CDCR shall also post name, classification and seniority scores by county on the internet, intranet and at each work location.
(3) Voluntary transfers may be requested by any employee within a county with any overage in that employee’s designated classification. All vacancies in the State in that classification shall be made available for such transfer request.
(4) By the designated deadline, employees shall opt in or opt out of the voluntary transfer process by filling out the form(s) provided by CDCR. For those that opt in, employees shall rank their transfer preferences. Employees shall have ten (10) calendar days from the date of postmark to complete and return the required form(s). Responses may be mailed, sent via facsimile or scanned and emailed. Late response shall not be accepted or processed.
(5) On the transfer form(s), CDCR shall communicate to employees that, although this Voluntary Transfer Process allows employees with the opportunity to transfer out of county sooner, depending upon demotional bumping and one’s seniority score, an employee theoretically still could be laid off at the conclusion of the SROA/layoff process and/or permanently involuntarily transferred within an impacted county.
(6) All requests for voluntary transfer shall be awarded based upon statewide seniority.
(7) CDCR shall calculate the transfer awards and communicate a start date. After receiving a transfer date, an employee may be granted a change in the report date by agreement of the releasing worksite and the receiving worksite.
(8) No relocation shall be paid for such voluntary transfers.
Voluntary Transfer Process. 1. When a teacher wishes to apply for a transfer of position within his/her tenure area, the teacher should submit a letter indicating a willingness to transfer and the position(s) desired to the Superintendent by April 1. Teachers whose names are submitted after April 1 will be consulted if their letter is received prior to the posting.
2. A confidential list of those teachers seeking a new position within their tenure area will be maintained by the Superintendent and shared with the Association President. The district shall seek internal volunteers to fill a vacancy by consulting the confidential list of teachers who have indicated a willingness to transfer. All teachers on the list who have expressed an interest in any position within the same tenure area will be informed of potential vacancies. Subsequent open positions resulting from filling the initial vacancy will not be posted.
3. Volunteers will be considered and assigned based on needs of open position. Teachers whose requests are not granted will be informed.
Voluntary Transfer Process. All open positions not filled in the Involuntary Transfer Process will be made available to current contract teachers and probationary teachers who were placed in the hiring pool for displaced probationary teachers. Teachers who seek a voluntary transfer must notify the Human Resources Department within a five (5) day posting period for open positions they seek in this Second Voluntary Transfer process. All continuing contract teachers requesting a voluntary transfer must be interviewed in accordance with established guidelines of the Site Decision-Making Matrix or by a team of affected teachers, including the Principal/Director/Coordinator. The Principal/Director/Coordinator will make the final decision. When there is more than one open position at a building/site or program and a continuing contract teacher applies for multiple positions, the building/site or program is only obligated to interview the continuing contract teacher two (2)
Voluntary Transfer Process. Appendix X
