Transfer Interviews Clause Samples
The 'Transfer Interviews' clause establishes the process and conditions under which interviews are conducted with employees who may be transferring from one organization to another, typically in the context of a business transfer or outsourcing arrangement. This clause usually outlines who is eligible for interviews, the timing and format of the interviews, and any confidentiality or procedural requirements that must be followed. Its core function is to facilitate a smooth transition by ensuring that the receiving organization can assess and select suitable employees, while also providing transparency and structure to the transfer process.
Transfer Interviews. Before a unit member is assigned or transferred, the receiving principal shall interview the applicant.
Transfer Interviews. Whenever an employee is requested to appear for a transfer interview, the employee shall be released from duty without loss of compensation while being interviewed during normal work hours. Every effort should be made to schedule transfer interviews at times that minimize interference with Court operations. Such release time shall include reasonable travel time to the interview site and return to work.
Transfer Interviews a. Criteria:
i. General Criteria: General criteria that apply to all schools/programs across the District will not be included unless there is something specific to the school and/or program. General criteria include, but are not limited to:
1. basic technology skills;
2. communication/involvement with parents;
3. collaborative teamwork;
4. work with and training in other District adopted curriculum, instruction and assessment.
ii. Specific Criteria: The building team (i.e., department team, grade level team, or core team) will develop Specific Criteria unique to the building to be used in the interview process. Specific Criteria will be the standard that all internal applicants will be measured against. Areas that may be used include, but are not limited to:
1. Participation in curriculum review, hiring teams, committee work, staff/team/department meetings, curriculum development and assessment;
2. Using technology for staff and students in instruction, attendance, presentation, communication, evaluation, and assessment;
3. Responsibilities driven by the School Improvement Plan such as mentoring a colleague, leadership, focus on an instructional practice, increasing the strength of the staff in a building, participating in grant/professional development activities;
4. Taking on leadership responsibility, filling a specific skill area or specific academic and/or vocational discipline;
5. Willingness to follow any specific building discipline policies and expectations, grading policies or homework policies, communicating with parents as the building has set out in either frequency or form, and participation in EG, TST, and IEP meetings.
iii. Other Specific Criteria must be approved in advance by the Human Resources Department.
iv. With respect to training, the building needs to determine and state in the Specific Criteria if the need is for a candidate who has received the training or for one who is willing to be trained.
Transfer Interviews. If the Employer conducts lateral transfer interviews related to this Article, an employee selected for interview shall be allowed necessary and reasonable time for such interview without loss of pay or benefits. To be eligible for such paid release time, the employee shall not have declined a reasonable offer of employment at any Work Location following a transfer interview for the classification.
Transfer Interviews