Common use of Selection to Permanent Positions Clause in Contracts

Selection to Permanent Positions. Selection of candidates to permanent positions for which relief pools exist shall occur as follows:  At the time a permanent vacancy exists, the City shall select the most senior fully competent relief pool member. Part I, 11.01 shall not apply in these instances and appointments will be made without posting.  If the most senior relief pool member is not fully competent when a permanent vacancy arises, that person will continue in the relief pool in order to attain full competency and a more junior relief pool member who has achieved full competency may be appointed to the open position. If no one in the relief pool has achieved full competency at the time of the vacancy, then the position will be posted under the provisions of Part I, 11.01. 12 Layoffs And Rehires 12.01 When in the opinion of the Department Head, it is necessary to reduce the number of employees in any position that falls within the scope of this agreement, they shall, as far as practicable and having regard to efficiency, lay off first the last employee taken into employment and so on; if additional employees are required in any position, the last employee laid off from that position, if available and competent, will be given preference on re-employment. 12.02 When an employee has been advanced to any position and such position is afterwards affected by a reduction of employees, the employee so advanced shall be reduced to the position, rank and seniority from which they were last advanced in preference to being laid off. 13 Posting And Filling Vacancies 13.01 Vacant positions required to be filled shall be conspicuously posted, for a period of 7 calendar days in all departments, branches or sections having jobs coming within the jurisdiction of the Union. Where the City experiences difficulty filling positions in a specific classification, postings may remain open for longer then 7 calendar days. Internal bulletins limiting eligible applicants to the employees in a department(s), branch(es), or section(s) may be utilized where the circumstances warrant. 13.02 Electronic applications are encouraged; however, paper applications shall be accepted and shall be addressed to the Human Resources Branch, clearly indicating the appropriate job requisition number and the return address of the applicant. All applications will be considered as submitted by the applicant. A copy of all postings or internal bulletins shall be sent to the Union. The Human Resources Branch shall notify the Union of the selected applicant and the names of all unsuccessful applicants, upon the completion of the selection process. The Human Resources Branch shall also notify each internal employee who was an unsuccessful applicant of the name of the successful applicant. Such employee shall have 10 working days from the date they received notification of the name of the successful applicant on the competition, to initiate a grievance The City shall appoint the selected applicant, and that appointment shall be final, subject to satisfactory completion of the required probationary period, or the outcome of any grievance filed within 10 working days from the date the Union received notice of the successful and unsuccessful candidates from the City. 13.03 Vacant positions required to be filled shall be posted immediately:  except as provided in clauses 13.04, 13.05, and 13.06, and  except for temporary positions filled by appointment for a period of up to 90 consecutive calendar days. In no case shall temporary appointments exceed 90 calendar days, unless mutually agreed to by the parties. 13.04 Appointments may be made by mutual agreement between the Union and the City without posting. If qualified applicants have not come forward as a result of a posting, the vacant position may be filled by appointment. 13.05 Appointments to positions made vacant by the reversion or the termination of an employee during the initial probationary period may be made by the City without further posting from among the original applicants to such positions. 14 Seniority 14.01 Seniority for a permanent employee shall commence from the date on which the employee last commenced continuous service to become, and has since continued, as a permanent employee in accordance with the provisions included in this section, except for apprentices who are subject to the provisions of Part I, 17.04. 14.02 Seniority for promotions shall be determined by the employee’s length of service in the relevant group of Groups I, II or III. 14.03 Seniority for other purposes shall be based upon the employee’s length of service within their type of position. 14.04 Temporary employees shall not have seniority standing, except for regular sign-ups only. However, temporary employees may be reassigned during a sign-up regardless of their length of service to meet operational requirements. 14.05 During the probationary period, as defined by Part I, 11.03, a permanent employee who is promoted to another position within the scope of this Agreement may choose to revert to their former position, or may be reverted by the City. Upon such reversion, an employee’s seniority within their former Group shall be deemed to be uninterrupted and shall include the period of time during which they assumed the other position.

Selection to Permanent Positions. Selection of candidates to permanent positions for which relief pools exist shall occur as follows:  ⬧ At the time a permanent vacancy exists, the City shall select the most senior fully competent relief pool member. Part I, 11.01 shall not apply in these instances and appointments will be made without posting.  ⬧ If the most senior relief pool member is not fully competent when a permanent vacancy arises, that person will continue in the relief pool in order to attain full competency and a more junior relief pool member who has achieved full competency may be appointed to the open position. If no one in the relief pool has achieved full competency at the time of the vacancy, then the position will be posted under the provisions of Part I, 11.01. 12 Layoffs And Rehires 12.01 When in the opinion of the Department Head, it is necessary to reduce the number of employees in any position that falls within the scope of this agreement, they shall, as far as practicable and having regard to efficiency, lay off first the last employee taken into employment and so on; if additional employees are required in any position, the last employee laid off from that position, if available and competent, will be given preference on re-employment. 12.02 When an employee has been advanced to any position and such position is afterwards affected by a reduction of employees, the employee so advanced shall be reduced to the position, rank and seniority from which they were last advanced in preference to being laid off. 13 Posting And Filling Vacancies 13.01 Vacant positions required to be filled shall be conspicuously posted, for a period of 7 calendar days in all departments, branches or sections having jobs coming within the jurisdiction of the Union. Where the City experiences difficulty filling positions in a specific classification, postings may remain open for longer then 7 calendar days. Internal bulletins limiting eligible applicants to the employees in a department(s), branch(es), or section(s) may be utilized where the circumstances warrant. 13.02 Electronic applications are encouraged; however, paper applications shall be accepted and shall be addressed to the Human Resources Branch, clearly indicating the appropriate job requisition number and the return address of the applicant. All applications will be considered as submitted by the applicant. A copy of all postings or internal bulletins shall be sent to the Union. The Human Resources Branch shall notify the Union of the selected applicant and the names of all unsuccessful applicants, upon the completion of the selection process. The Human Resources Branch shall also notify each internal employee who was an unsuccessful applicant of the name of the successful applicant. Such employee shall have 10 working days from the date they received notification of the name of the successful applicant on the competition, to initiate a grievance The City shall appoint the selected applicant, and that appointment shall be final, subject to satisfactory completion of the required probationary period, or the outcome of any grievance filed within 10 working days from the date the Union received notice of the successful and unsuccessful candidates from the City. 13.03 Vacant positions required to be filled shall be posted immediately:  ⬧ except as provided in clauses 13.04, 13.05, and 13.06, and  ⬧ except for temporary positions filled by appointment for a period of up to 90 consecutive calendar days. In no case shall temporary appointments exceed 90 calendar days, unless mutually agreed to by the parties. 13.04 Appointments may be made by mutual agreement between the Union and the City without posting. If qualified applicants have not come forward as a result of a posting, the vacant position may be filled by appointment. 13.05 Appointments to positions made vacant by the reversion or the termination of an employee during the initial probationary period may be made by the City without further posting from among the original applicants to such positions. 14 Seniority 14.01 Seniority for a permanent employee shall commence from the date on which the employee last commenced continuous service to become, and has since continued, as a permanent employee in accordance with the provisions included in this section, except for apprentices who are subject to the provisions of Part I, 17.04. 14.02 Seniority for promotions shall be determined by the employee’s length of service in the relevant group of Groups I, II or III. 14.03 Seniority for other purposes shall be based upon the employee’s length of service within their type of position. 14.04 Temporary employees shall not have seniority standing, except for regular sign-ups only. However, temporary employees may be reassigned during a sign-up regardless of their length of service to meet operational requirements. 14.05 During the probationary period, as defined by Part I, 11.03, a permanent employee who is promoted to another position within the scope of this Agreement may choose to revert to their former position, or may be reverted by the City. Upon such reversion, an employee’s seniority within their former Group shall be deemed to be uninterrupted and shall include the period of time during which they assumed the other position.