Promotion Policy. The Director of Human Resources, upon request of an appointing authority, shall determine whether an examination is to be called on a promotional basis.
Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range.
Promotion Policy. (a) A fair and adequate opportunity shall be given to all employees to qualify for promotion to any class of employment covered by this Agreement. When making such a promotion, the City, subject to the needs of the service, shall promote on the basis both of competence and ability to do the job in question, and then the seniority of the applicants for promotion will apply; PROVIDED THAT the candidate is on the supplementary seniority list for the Division in question and has been on said list for a period of not less than one year immediately preceding a promotion.
Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment . If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range.
Promotion Policy. Section 1. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. A promotional system will be maintained encompassing merit principles which will recognize County service as a major factor in promotions along with qualifications and work records. It shall be the objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of favoritism or unlawful discrimination. Promotional appointments shall not be grievable except in cases where the party(s) can substantiate that one of the above considerations resulted in such appointment. For the purposes of grievance(s) alleging violations of Article 13, if the grievance is processed through arbitration, and the Arbitrator finds that the grievance was frivolous, the non-prevailing party shall pay the reasonable attorney’s fees of the prevailing party, the amount of said payment to be determined by the Arbitrator. The Arbitrator shall have the authority, during the hearing on the merits of the Article 13 grievance or afterwards, to receive evidence as to the attorney’s fees incurred by each party; shall hear arguments as to the reasonableness of said attorney’s fees; and shall make a final and binding determination of the amount of attorney’s fees payable by the non-prevailing party. The amount of the salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range.
Promotion Policy. Notice of administrative positions, which arise during the school year, will be posted in each building for ten (10) days prior to the application deadline. Said notices shall include minimum qualifications for the position. Administrative promotional positions or vacancies that arise during the summer will be posted on the District’s website. Professionals who express in writing to the Superintendent that they wish to be advised of the administrative promotional opportunities that may occur during the summer recess will be advised of such at their home or the summer address provided. Reapplication must be made each subsequent school year. Interim temporary appointments may be made by the Board, and it is further understood that the final selection of candidates resides with the Board. Interviewed candidates who are not chosen will be advised in writing after the Board appointment.
Promotion Policy. 5.3.1.1 The system that is established in this Article is applicable to the employees covered by this Agreement.
Promotion Policy. When a vacancy occurs in the School District, a job description and other details, such as requirement in the area of certification, length of contract, salary, where and how to apply, and other pertinent information, is posted in each school office as well as on the bulletin board in the Administration Office, 000 Xxxxxx Xxxx, Xxxxxx, Xxx Xxxxxx. Those who qualify are interviewed by the Superintendent, or his/her delegated agent. After due considerations and evaluations of all applicants, a recommendation is made to the members of the Board for final action.
Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. A promotional system will be maintained encompassing merit principles which will recognize County service as a major factor in promotions along with qualifications and work records. Employees who are interested in being promoted or changing divisions may file a "Job Interest Card" with Human Resources for those specific classifications in which an interest is expressed. After an employee files a "Job Interest Card" with Human Resources, Human Resources will notify the employee when the classification is announced. It shall be the objective of Civil Service to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment . If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be consistent with the provisions of the Broward County Civil Service Rules and Regulations, as such provisions existed as of the effective date of this Agreement.
Promotion Policy. It is the policy of the DISTRICT to promote and transfer fully qualified DISTRICT personnel to vacant or newly created positions. In the event there are not enough qualified applicants in the opinion of the MANAGER for transfer or promotion currently employed by the DISTRICT, the DISTRICT retains the right to recruit persons outside DISTRICT service and this selection shall be at the sole discretion of the MANAGER.
