Common use of Posting of Vacancies Clause in Contracts

Posting of Vacancies. In the event a vacancy occurs in a bargaining unit position which the Board intends to fill on other than a temporary basis, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration of the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the college, if later. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until all employees who possess the minimum qualifications required for the job opening and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌

Posting of Vacancies. In the event a vacancy occurs Permanent vacancies as defined above in a bargaining unit position sequential occupations which the Board intends to fill on other than a temporary basis, a notice of such vacancy shall be posted on-line and are not filled by employees with standing in the Human Resources department for a period of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration of sequence or are on the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the collegeentry level position, if later. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until bidders in the order set forth in the Bidding Order Agreement in Appendix A selected in accordance with the following: Such vacancy shall be posted for twelve (12) calendar days beginning on a Monday in locations at the Research Department and at the Indiana Harbor Works where notices to employees are generally posted. An employee desiring to bid for such vacancy shall do so in writing on a form furnished by the Company. After the end of such twelve-(12) day period, the Company shall fill the vacancy, if it continues to exist from the bidders who apply therefore pursuant to the posting procedure, in accordance with the provisions of Section 1 of this Article. In applying the provisions of Section 1-B of Article 13, the assignment of a junior employee to a temporary vacancy on such posted job shall not be used as a presumption of greater ability in favor of such employee if such temporary vacancy was not made available to the senior employee. The employee(s) selected to fill the vacancy (ies) and his/her plant continuous service date shall be posted within seven (7) days following assignment. The term “entry level job” refers to the job or jobs in a seniority unit or line of promotion in which permanent vacancies remain after all employees who possess with incumbency status in such unit or line have exercised their promotional and other seniority rights. The Personnel Department shall accept up to two (2) bids for positions which may be posted at a later date. The employee shall be given written confirmation of his/her bid. No employee shall have more than two (2) such bids on file at one time. If more than two (2) such bids are on file, only the minimum qualifications required last two (2) filed shall be considered hereunder. Permanent vacancies may be filled by temporary assignments until such time as the prevailing bidder is selected and assigned. Should management deem it necessary to retain an employee on his/her former job in order to continue efficient operation, it may do so on the basis of establishing such employee on the new job and temporarily assigning him to his/her former job until a suitable replacement can be trained for the job opening or its performance is no longer required. In no event shall an employee be held for more than four (4) full pay periods following the week they accept the vacancy. If an employee returns or is returned to the department and sequence from which he/she transferred, any vacancy in the department from which he/she returns or is returned shall be filled by the remaining senior bidder who apply have had an opportunity to be considered for applied when the vacancy or positionwas originally posted, providing that such event occurs within 180 days from the date that the vacancy was originally posted. Except in Should such event occur more than 180 days from the case where the College has an affirmative action goaldate of original posting, full- time employees notice of the College such permanent vacancy shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌reposted.

Posting of Vacancies. In the event a vacancy occurs in a bargaining unit position which the Board intends to fill on other than a temporary basisTraining opportunities, a notice of such vacancy vVacancies or new positions shall be posted on-line and in on the Human Resources department for a period of not less than main bulletin board at least ten (10) workdayscalendar days before such positions are filled. Each position posting shall specify: nursing unit, shift, classification, FTE (full-time equivalent hours per month), minimum educational requirements for the position and whether there is a standby/call requirement, if any. Any nurse is eligible to apply for such opportunities and will be interviewed and considered. Ability, qualifications, experience and seniority will be considered in selection among applicants. The Board job posting for which any nurse is awarded a position for, shall not fill vacant positions until expiration be retained and kept on-file in the employee’s personnel file as part of the job description. [TA 11/3/15; contingent upon Section XX Training Opportunities agreement] The qualified senior nurse then employed will be given the first opportunity to fill the vacancy, except that such nurse must have equivalent or greater related experience/post-licensure related education and documentation that job performance standards have been met or exceeded compared to any other applicant then employed. Based upon the availability of qualified applicants, selection to fill permanent vacancies shall be made within two (2) weeks from the date of initial posting period set forth in Section 7.5 posting. The nurse selected shall be assigned to the new position within four (4) weeks of initial posting. Notwithstanding any provision of this Article or and/or any other provision of this Agreement to the period specified in any affirmative action plan adopted by the collegecontrary, if later. Any employee who desires to it shall not be considered a violation of the parties labor agreement for such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such Hospital to have a transparent peer interview process to conduct nurse interviews for vacant positions, training opportunities or new positions. Upon qualifying for the College peer review process, all qualified applicants will, upon request, receive an, outline of the topics to be addressed in the peer interview process. The peer interview prcoess will be used as a significant component of the hiring process. When two (2) or more applicants have equal ability, qualifications and experience, seniority shall consider be the knowledgedeciding factor. Recommendations by the peer interviewers regarding an applicants ability, trainingqualifications and/or experience shall not be subject to challenge unless such decisions have been made in an arbitrary and capricious manner. Results of peer interviewing, ability to perform the workany scoring tools used, skillor other factors for weighting of applicants, efficiencyincluding ability, qualifications, and reliability of all applicants. If the Board is confident that its needs can experience, as well as interviewers’ names, shall be met by current employees, it has the option to made transparent and available on request a closed promotion list, subject to the approval Union staff representative upon request. [TA 10/30/15] SIDE LETTER OF AGREEMENT between BAY AREA HOSPITAL and OREGON NURSES ASSOCIATION, INC. This Side Letter of Agreement is entered into between Bay Area Hospital (hereinafter referred to as the Executive Director of Human Resources. No job openings shall be filled by "Hospital") and Oregon Nurses Association (hereinafter referred to as the College until all employees who possess the minimum qualifications required "Union") for the job opening Formatted: Level 1, Indent: First line: 0", Keep with next, Keep lines together Formatted: Level 1, Right: 0", Space After: 0 pt, Keep with next, Keep lines together Formatted: Level 1, Right: 0", Space After: 0 pt, Line spacing: single, Keep with next, Keep lines together purpose of establishing on a trial basis a work schedule (hereinafter referred to as the “Schedule”) for a Registered Nurse on the operating room dedicated weekday call crew (hereinafter the “RN”) and who apply have had an opportunity providing monetary incentives for working the Schedule. [TA to be considered delete entire side letter 10/15/15] Formatted: Font: Italic Formatted: Space After: 0 pt, Line spacing: single SIDE LETTER OF AGREEMENT between BAY AREA HOSPITAL and OREGON NURSES ASSOCIATION, INC. Formatted: Line spacing: 1.5 lines Paid Time Off Donation This Side Letter of Agreement is entered into between Bay Area Hospital (hereinafter referred to as the “Hospital”) and the Oregon Nurses Association Inc. (hereinafter referred to as the “Union”) for the vacancy purpose of confirming the parties’ understanding regarding a paid time off (PTO) donation program for the current contract negotiations. Notwithstanding any other contract provision or position. Except in policy to the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the Collegecontrary, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions parties hereby agree as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌follows:

Posting of Vacancies. In the event a vacancy occurs in a bargaining unit position which the Board intends to fill on other than a temporary basis, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration of the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the college, if later. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ procedures. In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until all employees who possess the minimum qualifications required for the job opening and who apply have had an opportunity to be interviewed and considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- full-time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ selected. Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ the employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their his/her former job classification.‌classification.

Posting of Vacancies. In the event a vacancy occurs Permanent vacancies as defined above in a bargaining unit position sequential occupations which the Board intends to fill on other than a temporary basis, a notice of such vacancy shall be posted on-line and are not filled by employees with standing in the Human Resources department for a period of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration of sequence or are on the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the collegeentry level position, if later. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until bidders in the order set forth in Appendix B selected in accordance with the following: Such vacancy shall be posted for twelve (12) calendar days beginning on a Monday in locations at the Research Department and at the Indiana Harbor Works where notices to employees are generally posted. An employee desiring to bid for such vacancy shall do so in writing on a form furnished by the Company. After the end of such twelve-(12) day period, the Company shall fill the vacancy, if it continues to exist from the bidders who apply therefore pursuant to the posting procedure, in accordance with the provisions of Section 1 of this Article. In applying the provisions of Section 1-B of Article 13, the assignment of a junior employee to a temporary vacancy on such posted job shall not be used as a presumption of greater ability in favor of such employee if such temporary vacancy was not made available to the senior employee. The employee(s) selected to fill the vacancy (ies) and his/her plant continuous service date shall be posted within seven (7) days following assignment. The term “entry level job” refers to the job or jobs in a seniority unit or line of promotion in which permanent vacancies remain after all employees who possess with incumbency status in such unit or line have exercised their promotional and other seniority rights. The Personnel Department shall accept up to two (2) bids for positions which may be posted at a later date. The employee shall be given written confirmation of his/her bid. No employee shall have more than two (2) such bids on file at one time. If more than two (2) such bids are on file, only the minimum qualifications required last two (2) filed shall be considered hereunder. Permanent vacancies may be filled by temporary assignments until such time as the prevailing bidder is selected and assigned. Should management deem it necessary to retain an employee on his/her former job in order to continue efficient operation, it may do so on the basis of establishing such employee on the new job and temporarily assigning him to his/her former job until a suitable replacement can be trained for the job opening or its performance is no longer required. In no event shall an employee be held for more than four (4) full pay periods following the week they accept the vacancy. If an employee returns or is returned to the department and sequence from which he/she transferred, any vacancy in the department from which he/she returns or is returned shall be filled by the remaining senior bidder who apply have had an opportunity to be considered for applied when the vacancy or positionwas originally posted, providing that such event occurs within 180 days from the date that the vacancy was originally posted. Except in Should such event occur more than 180 days from the case where the College has an affirmative action goaldate of original posting, full- time employees notice of the College such permanent vacancy shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌reposted.

Posting of Vacancies. In Notice of all job vacancies will be posted on the event bulletin boards for 3 consecutive working days, showing the department where the vacancy exists, the shift and the rate of pay. Any employee may apply for such vacancy. Vacancies shall be filled from among the applicants on the basis of their sen- iority, subject to the skills required in the depart- ment where the vacancy exists, and their work record for the preceding months. The Company shall make its selection within IO working days and within an additional 2 working days provide the Chief Stewards with: a copy of the posting, a list of all the applicants and who will be transferred to fill the vacancy. Should circumstances prevent the Com- pany from fulfilling this within the allowable time limits, the Company shall seek an extension. Employees who arc transferred to fill such vacancy occurs will be permitted a period of and training, this period however will not exceed one month. Vacancies filled under this clause will not be considered filled until the employee has com- pleted the required and training pe- riod. An employee unsuccessful in a bargaining unit position his bid, will be ridered as being on lay-off, and may displace an employee with less seniority whose job he is capa- ble of performing without further training. Temporary Job Posting -A job vacancy which the Board Company intends to fill on other than a temporary basis, and posts as such, shall be if the job is subse- quently found to be permanent. Under the conditions of this clause “Temporary” shall mean a notice time period up to the employees pro- bationary period, as per ARTICLE I. In the cases where a temporary posting is required to fill a va- cancy due to an extended absence, the temporary job posting shall be for the duration of that employ- ee’s absence, but will not exceed 6 months. An ex- tension beyond 6 months may be granted, by mu- tual agreement. the case of vacancies created by vacancies the third such vacancy will not be posted. On request, the Union, and/or the unsuccessful appli- cants, will be informed in writing as to the reasons for rejection of an applicant. The xxxxxxx of the area to which the successful applicant is transferred will be informed by copy of the transfer The Company may refuse to consider the applica- tion of any who has not accumulated 6 months seniority prior to the posting of a job for which he applies, or said employee has filled a va- cancy in another department within the last 6 months through the provisions of ARTICLE Group Leaders shall be posted on-line and in by Management from among the Human Resources department for a period applicants on the basis of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration of the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the college, if later. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability their abil- ity to perform the workjob. TECHNOLOGICAL CHANGE Technological change for the purpose of this text means the introduction by the Company of equipment, skilldifferent in nature, efficiencytype or quantity from that by the Company, materials or methods of which directly or indirectly affects pro- duction, and reliability causes the of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval any of the Executive Director of Human Resources. No job openings shall be filled by the College until all employees who possess the minimum qualifications required for the job opening busi- ness and who apply have had an opportunity to be considered for the vacancy affects one or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌more employees.

Posting of Vacancies. In the event a vacancy occurs in a VH will determine and post bargaining unit position job openings, which the Board intends to fill on other than a temporary basismay include vacated or newly-created positions, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of at least seven (7) calendar days prior to filling the vacant position. Postings may be limited to the unit/department in which the opening exists if the manager knows of qualified and interested staff within the unit/department. This shall not less than ten (10) workdaysextend the required posting period. Hospital- or system-wide postings will be on the bulletin board in the VH Human Resources office, and may be posted elsewhere if deemed appropriate by Human Resources. Positions may be posted externally at the same time as they are posted hospital- or system-wide. The Board shall not fill vacant positions until expiration notice will specify the unit/department, shift, and number of approved hours per pay period for the open position. VH may consider all qualified applicants, both internal and external, for available job openings. To be considered, an applicant must apply in writing during the applicable posting period (applications must be made to the Human Resources office). Qualifications to perform the duties of the initial posting period set forth position and performance history shall be the primary considerations in Section 7.5 the selection process. If two or more qualified applicants apply for a vacant position and are considered to be substantially equal in skills, competence and abilities for the open position, in the sole judgment of this Article VH, applicants within the department/unit will be given preference, followed by applicants within Valley Hospital, followed by applicants from Deaconess Hospital before external applicants. If two or more qualified applicants within the period specified unit/department apply for a vacant position, and are considered substantially equal in skills, competence, and abilities for the open position, within the sole judgment of VH, unit/department seniority shall be the tie-breaker. If two or more qualified applicants within any affirmative action plan adopted by of the collegeother groupings apply for a vacant position, if laterand are considered substantially equal in skills, competence and abilities for the open position, within the sole judgment of VH, VH seniority shall be the tie-breaker. Any There shall be no obligation to train an applicant to become qualified. An employee who desires to must be in a position for at least six months before he/she may be considered for such vacant position shall submit an application a transfer to a different position, unless VH agrees to waive this requirement, in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicantsits discretion. If the Board Employer is confident that its needs can be met by current employeesunable to place the selected employee in the vacant position immediately due to departmental or unit considerations, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall position may be filled by the College until all employees who possess the minimum qualifications required for the job opening on a temporary basis and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal will be notified in writing as to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, shewhen s/he shall again will be placed in probationary status for a period of ninety (90) the position. Taking into account patient care needs, the Employer will make every effort to place the selected employee into the new position within 30 days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌.

Posting of Vacancies. In the event a vacancy occurs in a The Employer agrees to post notices of all bargaining unit vacancies for a minimum of two ( 2 ) weeks prior to making an appointment of such position which the Board intends in order that employees interested may apply. The Employer agrees to post such notices on its notice boards. An employee selected to fill on other than a temporary basis, a notice of such full-time permanent vacancy following an internal competition shall be posted on-line and subject to a three month trial period in that position provided the Human Resources department for employee has completed a period of not less than ten (10) workdaysprobationary period. The Board purpose of the trial is to permit the employer to ascertain if the employee suitable and capable of performing the work of the position and for the employee to ascertain whether the work of the position is suitable to her. Should the employer find the employee unsuitable or incapable of performing the work of the position or the employee finds the work unsuitable, the employee shall be returned to her former position. employee returned to her former position shall have access to the grievance procedure. Any other employee promoted or transferred because of this re- arrangement of position shall also be returned to her former position because of the subsequent re-arrangement and shall not fill vacant positions until expiration have access to the grievance procedure. It is understood that "suitable" and "unsuitable" above refers to the nature of the work. A vacancy will not be deemed to exist unless there is an unfilled position on the approved establishment of the Health Unit. Temporary vacancies of more than months arising from leave of absence situations will be posted but there is no requirement to post any vacancies arising from the filling of the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the college, if laterposting. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such vacant positionsall vacancies of a permanent nature, prior consideration will be given to qualified internal candidates. Internal candidates are defined as any employee within the College bargaining unit employed in a full-time, part-time or temporary basis. Probationary employees shall consider not be eligible to apply to full- time vacancies except with the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the prior approval of the Executive Director of Human ResourcesAdministration (Health). No job openings shall Such approval will not be filled by the College unreasonably withheld. External candidates will not be interviewed until all employees who possess the minimum qualifications required for the job opening and who apply internal candidates have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌been properly assessed.

Posting of Vacancies. In the event a vacancy occurs Vacancies shall be defined as openings in a bargaining full-time professional positions in this unit position which the Board intends has decided to fill and which will be acted upon by the Board in the same manner as it had before this Agreement. This shall not include positions from which an employee is on other than any type of leave. The Board agrees to fill all full-time vacancies from among its employees where possible. Whenever a temporary basisvacancy arises, a the Employer shall promptly post notice of such vacancy the same for no less than two (2) weeks. Vacancies shall be filled on the basis of experience, competency and qualifications of the applicant, length of service with the Employer and other relevant factors. Any new positions shall be posted on-line with the accompanying job description and qualifications. During periods when school is not in session, employees shall be notified by mail of any professional vacancies which are to be filled. A notice shall be mailed with the Human Resources department for a period of not less than ten (10) workdaysemployee's paycheck. The Board shall not fill vacant District recognizes and agrees that all new positions until expiration created before the beginning of the initial posting period set forth in Section 7.5 school year or within the first two weeks of this Article or the period specified in any affirmative action plan adopted by the college, if laterschool year will be posted and made available for bid immediately. Any employee who desires to new positions that occur after the first two weeks of a semester of school will also be considered posted and made available for bid; however, such vacant position shall submit an application in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall positions may be filled by the College until all employees who possess the minimum qualifications required a Long-Term Substitute for the job opening and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees balance of the College school year, with the successful bidder to assume the new position at the beginning of the following school year. In the absence of qualified bargaining unit candidates to fill a position, the District shall be considered first and take precedence over outside applicants for any vacancy or new able to utilize a Long-Term Substitute the remainder of the school year, whereupon the position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the Collegeit still exists, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall will again be placed in probationary status for posted as a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌bid position.

Posting of Vacancies. In the event a vacancy occurs in a VH will determine and post bargaining unit position job openings, which the Board intends to fill on other than a temporary basismay include vacated or newly-created positions, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of at least seven (7) calendar days prior to filling the vacant position. Postings may be limited to the unit/department in which the opening exists if the manager knows of qualified and interested staff within the unit/department. This shall not less than ten (10) workdaysextend the required posting period. Hospital- or system-wide postings will be on the bulletin board in the VH Human Resources office, and may be posted elsewhere if deemed appropriate by Human Resources. Positions may be posted externally at the same time as they are posted hospital- or system-wide. The Board shall not fill vacant positions until expiration notice will specify the unit/department, shift, and number of approved hours per pay period for the open position. VH may consider all qualified applicants, both internal and external, for available job openings. To be considered, an applicant must apply in writing during the applicable posting period (applications must be made to the Human Resources office). Qualifications to perform the duties of the initial posting period set forth position and performance history shall be the primary considerations in Section 7.5 the selection process. If two or more qualified applicants apply for a vacant position and are considered to be substantially equal in skills, competence and abilities for the open position, in the sole judgment of this Article VH, applicants within the department/unit will be given preference, followed by applicants within Valley Hospital at which the vacant position exists, followed by applicants within other local affiliated medical facilities (e.g. Deaconess Hospital, Rockwood Clinic, etc.) before external applicants. If two or more qualified applicants within the period specified unit/department apply for a vacant position, and are considered substantially equal in skills, competence, and abilities for the open position, within the sole judgment of VH, unit/department seniority shall be the tie-breaker. If two or more qualified applicants within any affirmative action plan adopted by of the collegeother groupings apply for a vacant position, if laterand are considered substantially equal in skills, competence and abilities for the open position, within the sole judgment of VH, VH seniority shall be the tie-breaker. Any There shall be no obligation to train an applicant to become qualified. An employee who desires to must be in a position for at least six months before he or she may be considered for such vacant position shall submit an application a transfer to a different position, unless VH agrees to waive this requirement, in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicantsits discretion. If the Board Employer is confident that its needs can be met by current employeesunable to place the selected employee in the vacant position immediately due to departmental or unit considerations, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall position may be filled by the College until all employees who possess the minimum qualifications required for the job opening on a temporary basis and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal will be notified in writing as to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, shewhen s/he shall again will be placed in probationary status for a period of ninety (90) the position. Taking into account patient care needs, the Employer will make every effort to place the selected employee into the new position within 30 days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌.

Posting of Vacancies. In the event a vacancy occurs in a DH will determine and post bargaining unit position job openings, which the Board intends to fill on other than a temporary basismay include vacated or newly-created positions, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of at least seven (7) calendar days prior to filling the vacant position. Postings may be limited to the unit/department in which the opening exists if the manager knows of qualified and interested staff within the unit/department. This shall not less than ten (10) workdaysextend the required posting period. Hospital- or system-wide postings will be on the bulletin board in the DH Human Resources office, and may be posted elsewhere if deemed appropriate by Human Resources. Positions may be posted externally at the same time as they are posted hospital- or system-wide. The Board shall not fill vacant positions until expiration notice will specify the unit/department, shift, and number of approved hours per pay period for the open position. DH may consider all qualified applicants, both internal and external, for available job openings. To be considered, an applicant must apply in writing during the applicable posting period (applications must be made to the Human Resources office). Qualifications to perform the duties of the initial posting period set forth position and performance history shall be the primary considerations in Section 7.5 the selection process. If two or more qualified applicants apply for a vacant position and are considered to be substantially equal in skills, competence and abilities for the open position, in the sole judgment of this Article DH, applicants within the department/unit will be given preference, followed by applicants within Deaconess Hospital, followed by applicants within other local affiliated medical facilities (e.g., Valley Hospital, Rockwood Clinic, etc.) before external applicants. If two or more qualified applicants within the period specified unit/department apply for a vacant position, and are considered substantially equal in skills, competence, and abilities for the open position, within the sole judgment of DH, unit/department seniority shall be the tie-breaker. If two or more qualified applicants within any affirmative action plan adopted by of the collegeother groupings apply for a vacant position, if laterand are considered substantially equal in skills, competence and abilities for the open position, within the sole judgment of DH, DH seniority shall be the tie-breaker. Any There shall be no obligation to train an applicant to become qualified. An employee who desires to must be in a position for at least six months before he or she may be considered for such vacant position shall submit an application a transfer to a different position, unless DH agrees to waive this requirement, in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicantsits discretion. If the Board Employer is confident that its needs can be met by current employeesunable to place the selected employee in the vacant position immediately due to departmental or unit considerations, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall position may be filled by the College until all employees who possess the minimum qualifications required for the job opening on a temporary basis and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal will be notified in writing as to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, shewhen s/he shall again will be placed in probationary status for a period of ninety (90) the position. Taking into account patient care needs, the Employer will make every effort to place the selected employee into the new position within 30 days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌.

Posting of Vacancies. In It is agreed that all new and current job openings will be posted by the event Director of Human Resources on designated bulletin boards in each school building and maintenance building for the purpose of posting said notice and a copy of the posting will be sent to the Association President. The vacancy occurs in a bargaining unit posted shall be the exact position vacated or the exact position, which the Board intends to fill has been created. No in-building assignments shall be changed nor shall any job opening be filled, except on other than a temporary basis, a notice of until such vacancy shall be have been posted on-line and in the Human Resources department for a period of not less than five (5) work days prior to the last day of which application shall be accepted. Any employee wishing to apply for the posted position will apply in writing to the Director of Human Resources within five (5) workdays of the date of posting. The successful applicant(s) who has been awarded a vacant position shall be assigned and transferred to the position within ten (10) workdayswork days following the last day of which application shall be accepted. The Board Custodial Vacancies Awarding of Custodial Department Vacancies: Custodial department vacancies shall not fill vacant positions until expiration be awarded to employee applicants within the bargaining unit on the following basis, in order of priority: In-House, intra-departmental: Custodial employee applicants presently assigned and working within the initial posting period set forth specific job classification and the specific school in Section 7.5 which the vacancy occurs; greatest classification seniority shall govern. Custodial employee applicants in a higher numerical classification presently assigned and working within the specific school in which the vacancy occurs; in order of this Article or highest numerical classification, greatest classification seniority shall govern. For Fireman/Custodian (Classification 3) vacancies, the period specified custodial employee applicants presently assigned and working within the school in any affirmative action plan adopted by which the collegevacancy occurs; unless poor evaluations can be cited and/or poor and recurring absenteeism can be cited and/or inability to do the work required in the posted vacancy can be cited, if latercustodial employee applicants passing the Fireman/Custodian Test, greatest unit of seniority shall govern. Any For Head Custodian (Classification 2) vacancies, the custodial employee who desires applicants presently assigned and working within the school in which the vacancy occurs; unless poor evaluations can be cited and/or poor recurring absenteeism can be cited and/or inability to do the work required in the posted vacancy can be considered for such vacant position cited, greatest unit seniority shall submit an application in accordance with Human Resource procedures.‌ govern. In the filling event that two (2) or more applicants are relatively equal, greatest unit seniority shall govern. In corporation, intra-departmental: Custodial employee applicants presently assigned and working within the specific job classification in which the vacancy occurs; greatest classification seniority shall govern. Custodial employee applicants in a higher numerical classification; in order of such vacant positionshighest numerical classification, greatest classification seniority shall govern. For Fireman/Custodian (Classification 3) vacancies; unless poor evaluations can be cited and/or poor and recurring absenteeism can be cited and/or inability to do the work required in the posted vacancy can be cited, the College custodial employee applicants passing the Fireman/Custodian Test, greatest unit seniority shall consider the knowledgegovern. For Head Custodian (Classification 2) vacancies, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs unless poor evaluations can be met by current employees, it has cited and/or poor and recurring absenteeism can be cited and/or inability to do the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until all employees who possess the minimum qualifications work required for the job opening and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where posted vacancy can be cited, greatest unit seniority among the College has an affirmative action goalcustodial employee applicants shall govern. In the event that two (2) or more applicants are relatively equal, full- time employees of the College greatest unit seniority shall be considered first and take precedence over outside govern. Inter-Departmental: Stockroom/Delivery Department employee applicants for any vacancy or new positionCustodian (Classification 1) vacancies, if greatest unit seniority shall govern. Stockroom/Delivery Department employee applicants for Fireman/Custodian (Classification 3) vacancies; unless poor evaluations can be cited and/or poor and recurring absenteeism can be cited and/or inability to do the employee possesses qualifications equal to those possessed by the outside applicant work required in the College's judgment. Where all other factors are considered equal by the Collegeposted vacancy can be cited, the applicant having Stockroom/Delivery department employee applicants passing the Fireman/Custodian test, greatest length of service unit seniority shall govern. Stockroom/Delivery Department employee applicants for Head Custodian (Classification 2) vacancies; unless poor evaluations can be selected.‌ Employees selected, for whom cited and/or poor and recurring absenteeism can be cited and/or inability to do the position would be a promotion, shall move to the lowest step work required in the new pay grade necessary posted vacancy can be cited, greatest unit seniority shall govern. In the event two (2) or more applicants are relatively equal, greatest unit seniority shall govern. Maintenance department employee applicants for Custodian (Classification 1) vacancies, greatest unit seniority shall govern. Maintenance department employee applicants for Fireman/Custodian (Classification 3) vacancies; unless poor evaluations can be cited and/or poor and recurring absenteeism can be cited and/or inability to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although do the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while work required in the probationary periodposted vacancy can be cited, the maintenance department employee applicants passing the Fireman/Custodian test, greatest unit seniority shall govern. An Maintenance department employee selected under this section whose performance is unsatisfactory during applicants for Head Custodian (Classification 2) vacancies; unless poor evaluations can be cited and/or poor and recurring absenteeism can be cited and/or inability to do the probationary period work required in the posted vacancy can be cited, greatest unit seniority shall be returned to their former job classification.‌govern. In the event two (2) or more applicants are relatively equal, greatest unit seniority shall govern.

Posting of Vacancies. In the event a vacancy occurs in a DH will determine and post bargaining unit position job openings, which the Board intends to fill on other than a temporary basismay include vacated or newly-created positions, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of at least seven (7) calendar days prior to filling the vacant position. Postings may be limited to the unit/department in which the opening exists if the manager knows of qualified and interested staff within the unit/department. This shall not less than ten (10) workdaysextend the required posting period. Hospital- or system-wide postings will be on the bulletin board in the DH Human Resources office, and may be posted elsewhere if deemed appropriate by Human Resources. Positions may be posted externally at the same time as they are posted hospital- or system-wide. The Board shall not fill vacant positions until expiration notice will specify the unit/department, shift, and number of approved hours per pay period for the open position. DH may consider all qualified applicants, both internal and external, for available job openings. To be considered, an applicant must apply in writing during the applicable posting period (applications must be made to the Human Resources office). Qualifications to perform the duties of the initial posting period set forth position and performance history shall be the primary considerations in Section 7.5 the selection process. If two or more qualified applicants apply for a vacant position and are considered to be substantially equal in skills, competence and abilities for the open position, in the sole judgment of this Article DH, applicants within the department/unit will be given preference, followed by applicants within Deaconess Hospital, followed by applicants within other local affiliated medical facilities (e.g., Valley Hospital, Rockwood Clinic, etc.) before external applicants. If two or more qualified applicants within the period specified unit/department apply for a vacant position, and are considered substantially equal in skills, competence, and abilities for the open position, within the sole judgment of DH, unit/department seniority shall be the tie-breaker. If two or more qualified applicants within any affirmative action plan adopted by of the collegeother groupings apply for a vacant position, if laterand are considered substantially equal in skills, competence and abilities for the open position, within the sole judgment of DH, DH seniority shall be the tie-breaker. Any There shall be no obligation to train an applicant to become qualified. An employee who desires to must be in a position for at least six months before he/she may be considered for such vacant position shall submit an application a transfer to a different position, unless DH agrees to waive this requirement, in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicantsits discretion. If the Board Employer is confident that its needs can be met by current employeesunable to place the selected employee in the vacant position immediately due to departmental or unit considerations, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall position may be filled by the College until all employees who possess the minimum qualifications required for the job opening on a temporary basis and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal will be notified in writing as to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, shewhen s/he shall again will be placed in probationary status for a period of ninety (90) the position. Taking into account patient care needs, the Employer will make every effort to place the selected employee into the new position within 30 days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌.

Posting of Vacancies. In the event a vacancy occurs in a bargaining unit position which the Board intends to fill on other than a temporary basis, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration of the initial posting period set forth in Section 7.5 of this Article or the period specified in any affirmative action plan adopted by the college, if later. Any employee who desires to be considered for such vacant position shall submit an application in accordance with Human Resource procedures.‌ procedures. In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until all employees who possess the minimum qualifications required for the job opening and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ selected. Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ the employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌classification.

Posting of Vacancies. In the event a vacancy occurs in a VH will determine and post bargaining unit position job openings, which the Board intends to fill on other than a temporary basismay include vacated or newly- created positions, a notice of such vacancy shall be posted on-line and in the Human Resources department for a period of at least seven (7) calendar days prior to filling the vacant position. Postings may be limited to the unit/department in which the opening exists if the manager knows of qualified and interested staff within the unit/department. This shall not less than ten (10) workdaysextend the required posting period. Hospital- or system-wide postings will be on the bulletin board in the VH Human Resources office, and may be posted elsewhere if deemed appropriate by Human Resources. Positions may be posted externally at the same time as they are posted hospital- or system-wide. The Board shall not fill vacant positions until expiration notice will specify the unit/department, shift, and number of approved hours per pay period for the open position. VH may consider all qualified applicants, both internal and external, for available job openings. To be considered, an applicant must apply in writing during the applicable posting period (applications must be made to the Human Resources office). Qualifications to perform the duties of the initial posting period set forth position and performance history shall be the primary considerations in Section 7.5 the selection process. If two or more qualified applicants apply for a vacant position and are considered to be substantially equal in skills, competence and abilities for the open position, in the sole judgment of this Article VH, applicants within the department/unit will be given preference, followed by applicants within Valley Hospital, followed by applicants within other local affiliated medical facilities (e.g., Deaconess Hospital, Rockwood Clinic, etc.) before external applicants. If two or more qualified applicants within the period specified unit/department apply for a vacant position, and are considered substantially equal in skills, competence, and abilities for the open position, within the sole judgment of VH, unit/department seniority shall be the tie-breaker. If two or more qualified applicants within any affirmative action plan adopted by of the collegeother groupings apply for a vacant position, if laterand are considered substantially equal in skills, competence and abilities for the open position, within the sole judgment of VH, VH seniority shall be the tie-breaker. Any There shall be no obligation to train an applicant to become qualified. An employee who desires to must be in a position for at least six months before he/she may be considered for such vacant position shall submit an application a transfer to a different position, unless VH agrees to waive this requirement, in accordance with Human Resource procedures.‌ In the filling of such vacant positions, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicantsits discretion. If the Board Employer is confident that its needs can be met by current employeesunable to place the selected employee in the vacant position immediately due to departmental or unit considerations, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall position may be filled by the College until all employees who possess the minimum qualifications required for the job opening on a temporary basis and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal will be notified in writing as to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, shewhen s/he shall again will be placed in probationary status for a period of ninety (90) the position. Taking into account patient care needs, the Employer will make every effort to place the selected employee into the new position within 30 days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌.

Posting of Vacancies. In Vacancies occurring during the event school year may be temporarily filled to avoid undue disruption of the educational program. The procedures in this section will be followed for filling vacancies for a vacancy occurs in a bargaining unit position which subsequent school year. A notice setting forth information that accurately describes the Board intends to fill on other than a temporary basis, a notice of such vacancy shall be posted on-line electronically. Except in cases of emergency, the vacancy will not be filled until seven (7) calendar days have elapsed since delivery and in the Human Resources department for a period of not less than ten (10) workdays. The Board shall not fill vacant positions until expiration posting of the initial posting period notice as set forth above has occurred. Where specific training, experience, and other qualifications are a prerequisite for anyone to fill the vacancy, such requirement shall be set forth in Section 7.5 the notice. Reassignments within a school building may occur prior to posting a vacancy. The Association president or designee is concurrently given written notice of this Article any such reassignment. Consequently, a retirement, resignation, addition at a grade level or mid-year staffing could result in a notice of vacancy that differs from the period specified original opening within the building. When a bargaining unit member with interest in a particular potential vacancy provides the Superintendent or designee in writing prior to the last bargaining unit member attendance day of the school year with contact information, such as e-mail address, street address and phone number, the Administration shall notify the bargaining unit member of any affirmative action plan adopted by vacancy occurring during the collegesummer in which the bargaining unit member has expressed an interest. A bargaining unit member so notified shall be responsible to contact the Administration within seven (7) calendar days following a good faith effort to give the bargaining unit member notice, if latershould the bargaining unit member elect to apply for the vacancy. Any employee who desires to If the District offers a summer school or other extended school year program, notice of all vacancies for the program shall be considered published in the manner provided for such vacant position herein and shall submit an application not be filled until seven (7) calendar days have elapsed. Compensation shall be in accordance with Human Resource procedures.‌ In the filling of such vacant positionsAgreement. When Schedule B vacancies occur, the College shall consider the knowledge, training, ability to perform the work, skill, efficiency, and reliability of all applicants. If the Board is confident that its needs can following procedures will be met by current employees, it has the option to request a closed promotion list, subject to the approval of the Executive Director of Human Resources. No job openings shall be filled by the College until all employees who possess the minimum qualifications required for the job opening and who apply have had an opportunity to be considered for the vacancy or position. Except in the case where the College has an affirmative action goal, full- time employees of the College shall be considered first and take precedence over outside applicants for any vacancy or new position, if the employee possesses qualifications equal to those possessed by the outside applicant in the College's judgment. Where all other factors are considered equal by the College, the applicant having the greatest length of service shall be selected.‌ Employees selected, for whom the position would be a promotion, shall move to the lowest step in the new pay grade necessary to provide a salary increase of at least $.20 per hour. If a regular full-time employee is voluntarily promoted, demoted or transferred to a different job classification, she/he shall again be placed in probationary status for a period of ninety (90) days, although the employee may use earned leave under the same terms and conditions as any other employee. This probation may not be extended except that the College may extend the probationary period at its discretion by the amount of paid or unpaid leave time taken by the‌ employee while in the probationary period. An employee selected under this section whose performance is unsatisfactory during the probationary period shall be returned to their former job classification.‌followed: