Procedure for Promotions Sample Clauses
The Procedure for Promotions clause outlines the formal steps and criteria an organization follows to evaluate and advance employees to higher positions. Typically, this clause details the eligibility requirements, application process, assessment methods, and decision-making authorities involved in promotions. For example, it may specify that employees must meet certain performance benchmarks or tenure requirements before being considered. The core function of this clause is to ensure transparency and fairness in promotional decisions, reducing ambiguity and potential disputes regarding advancement opportunities.
Procedure for Promotions. The criteria that shall be used to make promotion decisions are divided into two categories, Educational Criteria and Performance Criteria. Candidates for promotion in rank must qualify under both the Educational and Performance Criteria to be promoted. In order to be eligible to apply for promotion, a faculty member must first meet the minimum Educational Criteria as listed below. After a candidate has qualified under the minimum Educational Criteria, each candidate should provide evidence of achievement in the Performance Criteria as listed below. Once the minimum Educational Criteria have been met, promotion shall be based on consistent performance and substantial achievement as outlined in the Performance Criteria in 16.3.
Procedure for Promotions. All job vacancies will be publicized electronically, and a copy emailed to the Association President.
Procedure for Promotions. Notices of vacancies and new job assignments shall be emailed to all hourly bargaining unit employees and shall be posted on the Site bulletin board for a total of eight (8) working days. The job posting will include the anticipated building number in which the successful bidder may be assigned. All bidders should understand that this is not a guarantee and that this is the expectation based on the current openings and business conditions and is subject to change. The job will be awarded to the senior bidder who accepts the job and who is qualified to perform the job. Employees with an active suspension or final written warning in their record will not be allowed to bid on positions in the plant for a period of eighteen months from the date of the disciplinary action. If the discipline is reduced to a written warning or less, then the employee will then be allowed to bid. Successful bidders cannot bid on another job for a period of twenty-four (24) months from the date that they were awarded the new position. New employees cannot bid on a job until two (2) years from their date of hire. If after 30 days on the job assignment the Company determines the employee is unable to satisfactorily complete the job assignment, the employee will be moved back to the last position held and the next qualified bidder from the initial bid will be awarded the job. As a result of this process, the unsuccessful bidder cannot access the job bidding procedure for a period of one (1) year. If an employee who accepts a bid position does not assume the position within nine (9) months from the time the bid was awarded, then the job will be reposted for bid. This time limit can be extended by mutual consent of the parties.
Procedure for Promotions. Faculty rank at the time of initial hire shall be determined by the college President. The criteria that shall be used to make promotion decisions are divided into two categories, Educational Criteria and Performance Criteria. Candidates for promotion in rank must qualify under both the Educational and Performance Criteria to be promoted. In order to be eligible for promotion, a faculty member must first meet the minimum Educational Criteria as listed below. Each State College, through its President, shall consider them as only minimums for promotion. After a candidate has qualified under the minimum Educational Criteria, each candidate should provide evidence of achievement in the Performance Criteria as listed below. Once the minimum Educational Criteria have been met, promotion shall be based on consistent performance and substantial achievement as outlined in the Performance Criteria in 16.3.