Voluntary Transfer/Reassignment/Job Openings. In the determination of assignments and transfers, the convenience and work of the employee shall be considered to the extent that these considerations do not conflict with the educational program. As to employees who desire a transfer or re- assignment, the following procedure shall be used: 1) Employees desiring a transfer shall complete a request form annually, by April 1, which shall be kept on file by the District (Appendix D-Request for Transfer, Employee Job Trade or Alternate Assignment). 2) Employment of any new employee for a specific position shall not be made until all of those employees who have a pending request for transfer or reassignment to that position have been considered. 3) At least thirty (30) days prior to the beginning of the school year, the Superintendent or his/her designee shall notify, in writing each employee whose request for transfer or reassignment was not granted, and the reason(s) for not granting the request. Upon request, the Superintendent shall meet with any employee desiring a personal conference. To assure that employees are given consideration in filling any vacancies or newly created positions which occur at any time within the District, the following procedures shall be used: a) All vacancies and new positions, including summer school and extracurricular activities as defined in the CBA, shall be publicized to the staff and Association through a written notice and shall be posted in each school and office throughout the District. A copy of the posting shall be sent to the Association president and secretary, as far in advance of the date of the opening of any vacancy or new position as is possible. b) Said notice of vacancy or new position shall clearly set forth the qualifications for the vacancy or new position and the procedure for applying. c) All such vacancies or new positions shall be filled on the basis of who is best qualified for the position using the following criteria: • In-District Experience • Credentials (certificate/endorsements) • Training and Experience/Special Qualifications • Current Assignments (including student teaching) • Evaluations/References • Interview • Performance Assessment The interview team will evaluate each candidate using the Job Candidate Evaluation Instrument (Appendix E). Total score on the evaluation instrument (grid) will determine qualification. d) The interview team shall be made up of the principal, a minimum of two (2) members of the Association, and others as appropriate. e) If two (2) or more applicants are equally qualified as determined by the interview team considering the above criteria, current District staff shall have preference over equally qualified out-of-district applicants. 4) One (1) day of per diem compensation for preparation and orientation shall be given the affected employee for a voluntary reassignment under the following conditions: ▪ a change in Preschool-5 grade level assignment that has not been taught previously or has not been taught for three (3) or more years, including a change in language delivery (e.g. Spanish) P-5 that has not been taught in three (3) or more years. ▪ at the secondary level (grades 6-12), a change in assignment to a course/courses that has/have not been taught previously or has not been taught for three (3) or more years. 5) One (1) day of per diem compensation shall be given the affected employee for a voluntary transfer in order to complete the move and become oriented to the new location.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Voluntary Transfer/Reassignment/Job Openings. In the determination of assignments and transfers, the convenience and work of the employee shall be considered to the extent that these considerations do not conflict with the educational program. As to employees who desire a transfer or re- assignment, the following procedure shall be used:
1) Employees desiring a transfer shall complete a request form annually, by April 1, which shall be kept on file by the District (Appendix D-Request for Transfer, Employee Job Trade or Alternate Assignment).
2) Employment of any new employee for a specific position shall not be made until all of those employees who have a pending request for transfer or reassignment to that position have been considered.
3) At least thirty (30) days prior to the beginning of the school year, the Superintendent or his/her designee shall notify, in writing each employee whose request for transfer or reassignment was not granted, and the reason(s) for not granting the request. Upon request, the Superintendent shall meet with any employee desiring a personal conference. To assure that employees are given consideration in filling any vacancies or newly created positions which occur at any time within the District, the following procedures shall be used:
a) All vacancies and new positions, including summer school and extracurricular activities as defined in the CBA, shall be publicized to the staff and Association through a written notice and shall be posted in each school and office throughout the District. A copy of the posting shall be sent to the Association president and secretary, as far in advance of the date of the opening of any vacancy or new position as is possible.
b) Said notice of vacancy or new position shall clearly set forth the qualifications for the vacancy or new position and the procedure for applying.
c) All such vacancies or new positions shall be filled on the basis of who is best qualified for the position using the following criteria: • In-District Experience • Credentials (certificate/endorsements) • Training and Experience/Special Qualifications • Current Assignments (including student teaching) • Evaluations/References • Interview • Performance Assessment The interview team will evaluate each candidate using the Job Candidate Evaluation Instrument (Appendix E). Total score on the evaluation instrument (grid) will determine qualification.
d) The interview team shall be made up of the principal, a minimum of two (2) members of the Association, and others as appropriate.
e) If two (2) or more applicants are equally qualified as determined by the interview team considering the above criteria, current District staff shall have preference over equally qualified out-of-district applicants.
4) One (1) day of per diem compensation for preparation and orientation shall be given the affected employee for a voluntary reassignment under the following conditions: ▪ a change in Preschool-5 grade level assignment that has not been taught previously or has not been taught for three (3) or more years, including a change in language delivery (e.g. Spanish) P-5 that has not been taught in three (3) or more years. ▪ at the secondary level (grades 6-12), a change in assignment to a course/courses that has/have not been taught previously or has not been taught for three (3) or more years.
5) One (1) day of per diem compensation shall be given the affected employee for a voluntary transfer in order to complete the move and become oriented to the new location.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Voluntary Transfer/Reassignment/Job Openings. In the determination of assignments and transfers, the convenience and work of the employee shall be considered to the extent that these considerations do not conflict with the educational program. As to employees who desire a transfer or re- re-assignment, the following procedure shall be used:
1) The employee Employees desiring a transfer shall complete a request form annually, by April 1, which shall be kept on file by the District (Appendix D-Request for Transfer, Employee Job Trade or Alternate Assignment).
2) Employment of any new employee for a specific position shall not be made until all of those employees who have a pending request for transfer or reassignment to that position have been considered.
3) At least thirty (30) days prior to the beginning of the school year, the Superintendent or his/her designee shall notify, in writing each employee whose request for transfer or reassignment was not granted, and the reason(s) for not granting the request. Upon request, the Superintendent shall meet with any employee desiring a personal conference. To assure that employees are given consideration in filling any vacancies or newly created positions which occur at any time within the District, the following procedures shall be used:
a) All vacancies and new positions, including summer school and extracurricular activities as defined in the CBA, shall be publicized to the staff and Association through a written notice and shall be posted in each school and office throughout the District. A copy of the posting shall be sent to the Association president and secretary, as far in advance of the date of the opening of any vacancy or new position as is possible.
b) Said notice of vacancy or new position shall clearly set forth the qualifications for the vacancy or new position and the procedure for applying.
c) All such vacancies or new positions shall be filled on the basis of who is best qualified for the position using the following criteria: • In-District Experience • Credentials (certificate/endorsements) • Training and Experience/Special Qualifications • Current Assignments (including student teaching) • Evaluations/References • Interview • Performance Assessment The interview team will evaluate each candidate using the Job Candidate Evaluation Instrument (Appendix E). Total score on the evaluation instrument (grid) will determine qualification.
d) The interview team shall be made up of the principal, a minimum of two (2) members of the Association, and others as appropriate.
e) If two (2) or more applicants are equally qualified as determined by the interview team considering the above criteria, current District staff shall have preference over equally qualified out-of-district applicants.
4) One (1) day of per diem compensation for preparation and orientation shall be given the affected employee for a voluntary reassignment under the following conditions: ▪ a change in Preschool-5 grade level assignment that has not been taught previously or has not been taught for three (3) or more years, including a change in language delivery (e.g. Spanish) P-5 that has not been taught in three (3) or more years. ▪ at the secondary level (grades 6-12), a change in assignment to a course/courses that has/have not been taught previously or has not been taught for three (3) or more years.
5) One (1) day of per diem compensation shall be given the affected employee for a voluntary transfer in order to complete the move and become oriented to the new location.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Voluntary Transfer/Reassignment/Job Openings. In the determination of assignments and transfers, the convenience and work of the employee shall be considered to the extent that these considerations do not conflict with the educational program. As to employees who desire a transfer or re- assignment, the following procedure shall be used:
1) Employees desiring a transfer shall complete a request form annually, by April 1, which shall be kept on file by the District (Appendix D-Request for Transfer, Employee Job Trade or Alternate Assignment).
2) Employment of any new employee for a specific position shall not be made until all of those employees who have a pending request for transfer or reassignment to that position have been considered.
3) At least thirty (30) days prior to the beginning of the school year, the Superintendent or his/her designee shall notify, in writing each employee whose request for transfer or reassignment was not granted, and the reason(s) for not granting the request. Upon request, the Superintendent shall meet with any employee desiring a personal conference. To assure that employees are given consideration in filling any vacancies or newly created positions which occur at any time within the District, the following procedures shall be used:
a) All vacancies and new positions, including summer school and extracurricular activities as defined in the CBA, shall be publicized to the staff and Association through a written notice and shall be posted in each school and office throughout the District. A copy of the posting shall be sent to the Association president and secretary, as far in advance of the date of the opening of any vacancy or new position as is possible.
b) Said notice of vacancy or new position shall clearly set forth the qualifications for the vacancy or new position and the procedure for applying.
c) All such vacancies or new positions shall be filled on the basis of who is best qualified for the position using the following criteria: • In-District Experience • Credentials (certificate/endorsements) • Training and Experience/Special Qualifications • Current Assignments (including student teaching) • Evaluations/References • Interview • Performance Assessment The interview team will evaluate each candidate using the Job Candidate Evaluation Instrument (Appendix E). Total score on the evaluation instrument (grid) will determine qualification.
d) The interview team shall be made up of the principal, a minimum of two (2) members of the Association, and others as appropriate.
e) If two (2) or more applicants are equally qualified as determined by the interview team considering the above criteria, current District staff shall have preference over equally qualified out-of-district applicants.
4) One (1) day of per diem compensation for preparation and orientation shall be given the affected employee for a voluntary reassignment under the following conditions: ▪ a change in Preschool-5 grade level assignment that has not been taught previously or has not been taught for three (3) or more years, including a change in language delivery (e.g. Spanish) P-5 that has not been taught in three (3) or more years. ▪ at the secondary level (grades 6-12), a change in assignment to a course/courses that has/have not been taught previously or has not been taught for three (3) or more years.
5) One (1) day of per diem compensation shall be given the affected employee for a voluntary transfer in order to complete the move and become oriented to the new location.
Appears in 1 contract
Samples: Collective Bargaining Agreement
