Managed Competition. If the Employer pursues a managed competition program to compete employees against outside vendor services, the Employer will meet and confer with the Union regarding the program design and implementation.
Managed Competition. The City agrees that it will not replace officers or allow officers other than Association Officers to perform traditional core police functions such as patrol and investigations as has historically been performed by Association officers, except during limited training or in cases of emergency (i.e. natural or man-made disasters). The City may, however, assign the following work to other than Association officers, including volunteers, where such assignment of work does not result in the layoff of any bargaining unit member(s): grant writing or other activities which have historically been performed by other than Association officers.
Managed Competition. It is the general policy of the City to continue to utilize its employ- ees to perform work they are qualified to perform. However, the parties recognize that in the interests of efficiency or economy, a managed competition process may be implemented. After evalu- ation through the managed competition process if the City choos- es an option which results in a significant deviation from past practice and where the implementation of the process will result in the layoff of one or more bargaining unit employees, the City will notify the Union and offer the Union an opportunity to negotiate the decision to subcontract such work, provided:
Managed Competition. Managed competition shall mean a government procurement process designed to identify the most cost effective methods to deliver services whereby public employees compete with private businesses to deliver a service.
Managed Competition. If the Employer pursues a managed competition program to compete employees against outside vendor services, the Employer will meet and confer with the Union regarding the program design and implementation. Promotions Both parties agree that it is important that the employees of the Metropolitan Council understand and are able to take full advantage of promotional opportunities, as they become available. The parties also agree that it is important to the success of the Council to ensure that the best candidate is chosen for promotion. At the completion of the hiring process, any unsuccessful applicant may contact the Human Resource Representative for relevant information that may be made available in regard to the selection process. Additionally, the employee may request information regarding that employee's efforts and how they may have improved their application and/or interview. The Human Resource representative is made available to assist the employee in the promotional process, not to defend or justify promotional decisions to the employee. Post-Retirement Employment Option
Managed Competition. It is the general policy of the City to continue to utilize its employees to perform work they are qualified to perform. However, the City reserves the right to contract out any work it deems necessary in the interests of efficiency, economy, improved work production, quality of work, customer service, emergency or for other sound efficiency or operational reasons. Except where an emergency situation exists, before the City changes its policy involving the overall subcontracting of work in a general area, where such policy change amounts to a significant deviation from past practice which will result in the layoff of one or more bargaining unit employees, the City will notify the Union and offer the Union an opportunity to meet and discuss, but not negotiate, the desirability of subcontracting such work. Following notice and an opportunity to meet, the City reserves the right to proceed with such layoff.
Managed Competition. The City agrees that it will not replace officers or allow officers other than bargaining unit members to perform traditional core police functions such as patrol and investigations as has historically been performed by bargaining unit members, except during limited training or in cases of emergency (i.e. natural or man-made disasters). The City may, however, assign the following work to other than bargaining unit members, including volunteers, where such assignment of work does not result in the layoff or replacement of any full-time bargaining unit member(s) in violation of Section 14.1 Union Security: grant writing, fleet maintenance or other activities which historically have not been performed by bargaining unit members. The parties further agree that the supervision of crossing guards and parking attendants is not a core police function and these duties can be reassigned within the City and/or services contracted out without violating any provision of this agreement.
