Position Control. The position control policy of the University applies to all NTT Librarian Faculty appointments. The Library and the University share the ability to recommend appointments as Librarian I, Librarian II, and Librarian III in accordance with the provisions herein relating to Appointment, Review and Promotion. However, such positions follow the individual librarian faculty member holding the positions, and if that librarian faculty member leaves the University, the position does not automatically remain a Librarian I, Librarian II, or Librarian III position. Likewise, the number of NTT positions in the library is within the discretion of the University.
Position Control. The position control policy of the University applies to all NTT appointments. Departments and Colleges have the ability to recommend appointments as Lecturers and Senior Lecturers in accordance with the provisions herein relating to Appointment, Review and Promotion. However, such positions follow the individual faculty member holding the positions only, and if that faculty member leaves the University, the position does not automatically remain a Lecturer or Senior Lecturer position. Likewise, the number of NTT positions in each department is within the discretion of the University.
Position Control. On a monthly basis, the designated labor leader(s) for an impacted bargaining unit and manager(s) will review the status of all vacated and modified positions at the unit or department level and discuss backfill needs and strategies to meet them. Any decision to not fill a vacated position or to modify the position must be discussed with the labor leader(s). Management will keep the UBT or UBT representative group informed on the status of filling the position. In the event the union and the employer disagree with respect to any decision to hold replacement or modify the position, the union may escalate that decision to the appropriate Labor-Management Staffing Committee. The Labor-Management Staffing Committee(s) will discuss and review position control processes and any changes to the process or targets (position add or elimination goals).
Position Control. Maintaining acceptable staffing levels is a critical element of providing effective healthcare services. The Provider shall assign a unique identifier number for each contracted position. Each week, the Provider shall submit a weekly position control report in an excel spreadsheet template provided by the DDOC to the Director of Policy and Standards Compliance that summarizes the previous week. This weekly report shall include the following:
Position Control. Management shall consider the need to change any position(s), based on alterations in patient activity, patient care needs, census trends, skill mix, staffing requirements, an imbalance in staffing or other reasons. The position control plan shall be reviewed at least annually and a meeting with staff to discuss the plan will occur. In the event of anticipated significant changes in the position control plan, a meeting shall be held for the purpose of meaningful dialogue with staff. Staff preferences for position change shall be taken into consideration if those preferences support the unit’s staffing model. Management’s decision shall not be reviewable by an arbitrator. (This applies to this paragraph only). On units where a change in position(s) is necessary, management will post on the unit the new position(s). When voluntary bidding on positions is inadequate to meet required position changes, the least senior staff will be assigned to the new position. Reassignment will not involve a change in FTE. Management will maintain a written staffing plan for each unit. The plan will identify total filled/unfilled FTE, FTE mix, skill mix, allotted FTE for each shift and percentage of rotations and any other appropriate variables. Management will also maintain a record of the current status of staff including FTE of record, a description of the current position assignment, position related competencies and staff preferences. The staffing plan and current status of staff will be available on the unit for review.
Position Control. Management shall consider the need to change any position(s), based on alterations in patient activity, patient care needs, census trends, skill mix, staffing requirements, an imbalance in staffing or other reasons. The position control plan shall be reviewed at least annually and a meeting with staff to discuss the plan will occur. In the event of anticipated significant changes in the position control plan, a meeting shall be held for the purpose of meaningful dialogue with staff. Staff preferences for position change shall be taken into consideration if those preferences support the unit’s staffing model. Management’s decision shall not be reviewable by an arbitrator. (This applies to this paragraph only). On units where a change in position(s) is necessary, management will post on the unit the new position(s). When voluntary bidding on positions is inadequate to meet required position changes, the least senior staff will be assigned to the new position. Reassignment will not involve a change in FTE. Management will maintain a written position control plan for each unit. The plan will identify employee name, bargaining unit seniority, FTE, position type (e.g. per diem, variable, charge, etc.), rotation (e.g. day, day/night, pm/night, etc.), weekend rotation, overtime status (e.g. 8/80 or 12/40), and any other appropriate variables. The plan will also include the filled FTE and posted vacant FTE totals. The position control plan will be posted on the unit’s team worksite (updated quarterly). A current position control may be requested at any time from the manager or their designee.
Position Control. 1. An employee's position will only be bulletined by agreement between the Company and the Union, upon receipt of written medical confirmation from the employee's doctor, stating they are unable to return to work or unable to return to their position.
Position Control. 3.1.3.3.8. Student
