Common use of Voluntary Transfer Clause in Contracts

Voluntary Transfer. Transfer is defined as a change to another building by a member who is assigned to one building or is also defined as a change to another program by an itinerant member who is assigned to one supervisor. Members who desire a transfer shall submit an employee’s transfer request using the electronic transfer request tool provided by the Human Resources Department. Transfer requests will only be accepted for areas in which the applicant is qualified. Transfer requests can be submitted any time after January 1 and will remain active until December 15 of the same calendar year. Submission or revocation of a transfer request must be completed a minimum of one (1) workday prior to a staffing meeting, if a staffing meeting is held. The unit administrator will interview, if available, a minimum of three current member transfer applicants for a vacant position. Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer request. Principals will form and chair a committee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questions. At the secondary level, appropriate subject area department representatives may be included in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decision. The administrator, in deciding which members shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO requirements. A member who is granted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic transfer requests to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completed. A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, the term appointment will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment is assigned and the unit administrator requests to employ the term appointment for that position, the position shall be offered without a vacancy announcement. In such case the term appointment agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointment. If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered the displaced member for the purposes of involuntary transfer.

Voluntary Transfer. Transfer is defined as a change to another building by a member who is assigned to one building or is also defined as a change to another program by an itinerant member who is assigned to one supervisor. Members who desire a transfer shall submit an employee’s transfer request using the electronic transfer request tool provided by the Human Resources Department. Transfer requests will only be accepted for areas in which the applicant is qualified. Transfer requests can be submitted any time anytime after January 1 and will remain active until December 15 of the same calendar year. Submission or revocation of a transfer request must be completed a minimum of one (1) workday prior to a staffing meeting, if a staffing meeting is held. The unit administrator will interview, if available, a minimum of three current member transfer applicants for a vacant position. Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer request. Principals will form and chair a committee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questions. At the secondary level, appropriate subject area department representatives may be included in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decision. The administrator, in deciding which members shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO requirements. A member who is granted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic transfer requests to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completed. A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, the term appointment will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment is assigned and the unit administrator requests to employ the term appointment for that position, the position shall be offered without a vacancy announcement. In such case the term appointment agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointment. If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered the displaced member for the purposes of involuntary transfer.

Voluntary Transfer. Transfer is defined as a change to another building by a member who is assigned to one building or is also defined as a change to another program by an itinerant member who is assigned to one supervisor. Members who desire a transfer shall submit an employee’s transfer request using the electronic transfer request tool provided by the Human Resources Talent Management Department. Transfer requests will only be accepted for areas in which the applicant is qualified. Transfer requests can be submitted any time after January 1 and will remain active until December 15 of the same calendar year. Submission or revocation of a transfer request must be completed a minimum of one (1) workday five (5) workdays prior to a staffing meeting, if a staffing meeting is held. The unit administrator will interview, if available, a minimum of three current member transfer applicants for a vacant position. Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer request. Principals will form and chair a committee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questions. At the secondary level, appropriate subject area department representatives may be included in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decision. The administrator, in deciding which members shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO Office of Equity and Compliance (OEC) requirements. A member who is granted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic transfer requests to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Talent Management Department until required interviews are completed. A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, the term appointment will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment is assigned and the unit administrator requests to employ the term appointment for that position, the position shall be offered without a vacancy announcement. In such case the term appointment agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointment. If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered the displaced member for the purposes of involuntary transfer.

Voluntary Transfer. Transfer is defined as The voluntary transfer procedure of this Section 2.2 shall be exhausted prior to the District filling a change to another building by vacant position with a member who is new employee from an eligibility list. An employee must have been assigned to one building the work location from which a transfer is sought for at least six (6) months prior to requesting a transfer. When an employee desires to transfer, the employee must fill out the appropriate District form and submit it to his/her Area Facilities Services Director/administrator for approval. Such approval shall not be deferred for more than three (3) months. Within five (5) days of receiving a request for transfer (change of work location) the District will provide the employee with an acknowledgement of receipt of such request. When a vacancy occurs at a location, the requesting employee with the highest seniority within the classification will be submitted to the Area Facilities Services Director/administrator at the location where the vacancy exists. The Area Facilities Services Director/administrator at the vacancy location may, within his/her discretion, either approve or reject the transfer. Upon written request within five (5) days by the employee rejected, the Area Facilities Services Director/administrator shall state the specific reasons for the rejection in writing and give a copy to the Branch/Division Director and employee. Upon written request by the employee to the Branch/Division Director, which must be made within five (5) days of the receipt of the Area Facilities Services Director's/administrator’s statement of reasons, the Branch/Division Director or designee shall meet with the employee and, if desired, a Council representative to review the rejection. The decision of the Branch/Division Director or designee shall be final. When an employee's request for a transfer is also defined as a change to another program by an itinerant member who is assigned to one supervisor. Members who desire rejected, the next most senior employee requesting a transfer shall submit an be considered in accordance with the foregoing procedures. An employee’s 's transfer request using the electronic transfer request tool provided by the Human Resources Department. Transfer requests will only be accepted for areas in which the applicant is qualified. Transfer requests can be submitted any time after January 1 and will shall remain active on file until December 15 of the same calendar year. Submission or revocation of a transfer request must be completed a minimum of one (1) workday prior to a staffing meeting, if a staffing meeting is held. The unit administrator will interview, if available, a minimum of three current member transfer applicants for a vacant position. Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer request. Principals will form and chair a committee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questions. At the secondary level, appropriate subject area department representatives may be included in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decision. The administrator, in deciding which members shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO requirements. A member who is granted a voluntary transfer will stay at the school he/she is transferred accepts a Article XI - Transfer Procedures transfer, changes classification, rejects a transfer to his/her priority location or terminates employment. The District may fill the vacancy for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic which an employee seeking transfer requests to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completed. A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, the term appointment will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment is assigned and the unit administrator requests to employ the term appointment for that position, the position shall be offered without a vacancy announcement. In such case the term appointment agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointment. If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered rejected with another employee seeking transfer during the displaced member for the purposes of involuntary transferappeal process.

Voluntary Transfer. Transfer is defined as a change to another building by a member who is assigned to one building or is also defined as a change to another program by an itinerant member who is assigned to one supervisorsupervisor . Members who desire a transfer shall submit an employee’s transfer request using the electronic transfer request tool provided by the Human Resources DepartmentDepartment . Transfer requests will only be accepted for areas in which the applicant is qualifiedqualified . Transfer requests can be submitted any time anytime after January 1 and will remain active until December 15 of the same calendar yearyear . Submission or revocation of a transfer request must be completed a minimum of one (1) workday work- day prior to a staffing meeting, if a staffing meeting is heldheld . The unit administrator will interview, if available, a minimum of three current member transfer applicants for a vacant positionposition . Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer requestrequest . Principals will form and chair a committee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questionsquestions . At the secondary level, appropriate subject area department representatives may be included in the committee(s)) . The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicablepracticable . The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decisiondecision . The administrator, in deciding which members shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirementsrequire- ments, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO requirementsrequirements . A member who is granted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all partiesparties . When vacancies occur after the start of a school year, principals will review the electronic transfer trans- fer requests to make certain that interviews are offered to at least three applicants, if availableavailable . No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completedcompleted . A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the DistrictDistrict . In the interim the position may be filled by a term appointment who will be employed within the terms of this agreement only for the balance of the school yearyear . At the end of the school year, the term appointment will be terminated, not non-renewed, and will not be eligible for recall under 449449 . If another vacancy becomes available in the same building to which the term appointment is assigned and the unit administrator requests to employ the term appointment for that position, the position shall be offered without a vacancy announcementannounce- ment . In such case the term appointment agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointmentappointment . If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered the displaced member for the purposes of involuntary transfertransfer .

Voluntary Transfer. Transfer is defined as a change to another building by a member who is assigned to one building or is also defined as a change to another program by an itinerant member who is assigned to one supervisor. Members who desire a transfer shall submit an employee’s transfer request using the electronic transfer request tool provided by the Human Resources Department. Transfer requests will only be accepted for areas in which the applicant is qualifiedqualified to teach. Transfer requests can be submitted any time sub- mitted anytime after January 1 and will remain active until December 15 of the same calendar year. Submission or revocation Revocation of a transfer request must be completed a minimum of one four (14) workday workdays prior to a staffing meeting, if a . A staffing meeting is heldshall be held each year when transfer requests shall be considered in the fol- lowing order: members transferred as a result of reduction in staff; members making transfer requests; members returning from leaves; members on the recall list; members new to the District. The unit administrator will interview, if available, a minimum of three current member transfer applicants appli- cants for a vacant position. Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer requestto the administrator. Principals will form and chair a committee commit- tee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questions. At the secondary level, appropriate subject area department representatives may be included in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. Prior to the staffing meeting, the principal will convene the com- mittee, if possible, and share information on staff vacancy status, transfer requests, new hire possibilities, EEO goals, staffing meeting procedures and contingencies, projected enrollment, staffing allocation, and other data and factors as they are known at the time. The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decision. The administrator, in deciding which members shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined deter- mined during the interview, and EEO requirements. A member who is granted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic transfer trans- fer requests to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completed. A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment temporary teacher who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, the term appointment temporary teacher will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment temporary teacher is assigned and the unit administrator requests to employ the term appointment temporary teacher for that position, the position shall be offered without a vacancy announcementannounce- ment. In such case the term appointment temporary teacher agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointmenttemporary teacher. If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered the displaced excessed member for the purposes of involuntary invol- untary transfer.

Voluntary Transfer. Transfer is defined as a change to another building by a member teacher who is assigned to one building or building, and is also defined as a change to another program by an itinerant member teacher who is assigned to one supervisor. Members Teachers who desire a transfer shall submit an employeeEmployee’s transfer request using the electronic transfer request tool provided by Transfer Request #501 to the Human Resources Department. Transfer requests will only be accepted for areas in which the applicant is qualified. Transfer requests can be submitted Office any time after January 1 and will March 1. The transfer request shall remain active until December 15 of the same calendar yearFebruary 28. Submission or revocation of a transfer request must be completed a minimum of one (1) workday prior to a staffing meeting, if a A staffing meeting is heldshall be held each year when transfer requests shall be considered in the following order: teachers transferred as a result of reduction in staff; teachers making transfer requests; teachers returning from leaves; teachers on the recall list; teachers new to the District. The unit administrator will interview, if available, a minimum of three current member transfer teacher applicants for a vacant position. Prior to the interview, the applicants shall provide a current resume and any supportive information in their transfer requestto the administrator. Principals will form and chair a committee of members teachers and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate in the development of interview questions. At the secondary level, appropriate subject area department representatives may will be included in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. Prior to the staffing meeting the principal will convene the committee, if possible, and share information on staff vacancy status, transfer requests, new hire possibilities, EEO goals, staffing meeting procedures and contingencies, projected enrollment, staffing allocation, and other data and factors as they are known at the time. The committee may recommend a desired course of action and the principal will consider any recommendation given when making a selection decision. The administrator, in deciding which members teachers shall be interviewed and in ultimately deciding who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO requirements. A member who is granted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic transfer requests list to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completed. A member teacher selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment temporary teacher who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, year the term appointment temporary teacher will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment temporary teacher is assigned and the unit administrator requests to employ the term appointment temporary teacher for that position, the position shall be offered without a vacancy announcement. In such case the term appointment temporary teacher agreement shall be replaced with a regular member contract, teacher contract and the member teacher shall have all rights of this agreement effective with the hire date as a term appointmenttemporary teacher. If a building must reduce staff beyond existing vacancies, the member teacher who has been awarded a position but has not moved shall be considered the displaced member excessed teacher for the purposes of involuntary transfer.

Voluntary Transfer. Transfer is defined as Any teacher may apply for a change transfer to fill a specific vacancy which exists in the District. Application for such transfer shall be in writing to the Superintendent or his/her designee and shall specify the specific position requested. All such requests shall be reviewed in consideration of the needs of the District and the interests and aspirations of the individual teacher. Certified staff members interested in a voluntary transfer to another building in the District, even if the desired position is not currently available, need to submit a written request by a member who is assigned May 1 to one building or is also defined as a change to another program by an itinerant member who is assigned to one supervisor. Members who desire a transfer shall submit an employee’s transfer request using the electronic transfer request tool provided by the Human Resources Department. Transfer Requests must be received by this date for consideration. Human Resources will share transfer requests will only be accepted for areas in which the applicant is qualifiedwith principals on an ongoing basis. Transfer requests can shall be submitted any time after January 1 processed according to the following procedures • The teacher interested in the transfer will be included on the eligibility list for the specified vacancy and will remain active until December 15 be granted an interview. • The respective building principals will then review the credentials of each available candidate and will recommend for appointment the same calendar yearcandidate whom s/he feels is best qualified for the position in the respective school. Submission or revocation of a • Decisions that have been made regarding transfer request must requests will be completed a minimum of one (1) workday prior communicated in writing to a staffing meeting, if a staffing meeting is held. The unit administrator will interview, if available, a minimum of three current member transfer applicants for a vacant positionapplicants. Prior to the interviewDistrict?wide posting of vacancies, the applicants building principal shall provide a current resume and any supportive information post each teaching position which is available within the building electronically and/or by hardcopy. Teachers interested in an intra? building reassignment shall make their transfer requestdesires known in writing to the principal of his/her school. Principals will form and chair a committee of members and parents to review adopted school goals, discuss desirable characteristics for teachers, and collaborate The building principal may reassign the teachers involved if s/he determines it is in the development best interest of interview questionsthe school and District to do so. At the secondary level, appropriate subject area department representatives may be included Tenured teachers shall have preference over non?tenured teachers in the committee(s). The committee, or representatives from the committee, shall be invited to participate in actual interviews, when practicable. The committee may recommend a desired course of action and all situations where the principal will consider any recommendation given when making determines both candidates to be equally qualified. When a selection decision. The administratorDistrict?level certified position or building level certified non?classroom position for which there is only one position per building (e.g. Tech Facilitator, in deciding which LRC Director) is posted after May 1st certified staff members shall be interviewed and in ultimately deciding (who will be selected, shall consider certification and instructional requirements, endorsement(s), highly qualified designation, educational program needs, educational attainments, teaching experience, seniority, personal qualifications as determined during the interview, and EEO requirements. A member who is granted have not already submitted a voluntary transfer will stay at the school he/she is transferred to for a minimum of one (1) school year unless agreed to by all parties. When vacancies occur after the start of a school year, principals will review the electronic transfer requests to make certain that interviews are offered to at least three applicants, if available. No new hire for a specific vacancy will be processed by the Human Resources Department until required interviews are completed. A member selected for a position while school is in session will transfer only at the beginning of the next school year unless the immediate transfer is approved by the District. In the interim the position may be filled by a term appointment who will be employed within the terms of this agreement only for the balance of the school year. At the end of the school year, the term appointment will be terminated, not non-renewed, and will not be eligible for recall under 449. If another vacancy becomes available in the same building to which the term appointment is assigned and the unit administrator requests to employ the term appointment request for that position, the position shall be offered without ) may submit a vacancy announcement. In such case the term appointment agreement shall be replaced with a regular member contract, and the member shall have all rights of this agreement effective with the hire date as a term appointment. If a building must reduce staff beyond existing vacancies, the member who has been awarded a position but has not moved shall be considered the displaced member written voluntary transfer request to HR for the purposes of involuntary transferthat specific position.