Lateral Entry Sample Clauses

Lateral Entry. An officer who is employed as a full or part-time, sworn police officer at another state, county, or municipal police agency at the time of hire by MUPD will receive credit for his/her experience in determining the starting rate of pay. Credit will not be given for military police experience, auxiliary or volunteer experience, experience that preceded a break in service of more than one (1) year, or experience earned entirely as a probationary employee. Credit will be awarded using the table in section C. (Experience/Performance Increase) of this article, with the number of years of experience determining the experience/performance increase the officer will receive.

Lateral Entry. In order to attract and recruit qualified and experienced applicants, new employees with prior law enforcement may be paid at a level above the normal starting salary. A. The step at which new employees enter the salary schedule shall be determined by the Police Chief and the HR Director. B. New employees shall not receive any consideration for seniority, except as outlined in Article 14, "Seniority", of this Agreement.

Lateral Entry. Newly hired police officers who possess Maine Criminal Justice Academy certification or equivalent certification and other subsequent law enforcement experience may be placed on a pay level up to the five (5) to ten (10) year pay level at the discretion of the Chief of Police commensurate with that individual’s prior experience and competence. This shall be for the purpose of determining salary only and shall not be construed as to affect their level of seniority. After such initial placement, the individual shall progress on the salary schedule in accordance with its terms.

Lateral Entry. (a) The initial placement on the salary schedule in the classification of Patrol Officer for a new hire with prior experience as a sworn law enforcement officer shall be made according to the following table which provides service credit based on the years of prior consecutive service and the size of the department in which the person served: More Than 3 But Not More Than 5 Consecutive Years of Prior Service More Than 5 But Not More Than 10 Consecutive Years of Prior Service More Than 10 Consecutive Years Of Prior Service Small Department (Less than 50 sworn personnel) Step 1 Step 2 Step 2 Medium Department (More than 49 but less Step 2 Step 2 Step 3 Large Department (More than 600 sworn personnel) Step 2 Step 3 Step 3 (b) Transfers between the Minneapolis Police Department and the Minneapolis Park Police Department are not permitted. However, sworn personnel employed by the Minneapolis Police Department may be eligible to be considered as a lateral entry candidate for the classification of Park Patrol Officer in accordance with the terms set forth herein. Notwithstanding any provisions of Section 7.7 (a), to the contrary, if a Minneapolis Police Officer is hired as a Park Police Officer, time served in the Minneapolis Police shall be included as Department seniority for the purpose of determining the employee’s vacation accrual and placement on the salary schedule. Time served in the Minneapolis Police Department will not count toward fulfilling in-service time requirements for competing in promotional examinations; computing seniority in promotional examinations; determining the order of bids for vacations; determining the order of layoffs; or determining other priorities among employees.

Lateral Entry. On recommendation of the Agency Head, applicants with more than one (1) year of continuous, full time law enforcement experience may be approved to begin employment at a pay grade higher than Step 1 on the pay plan for the applicable classification. The lateral hire may be placed on a Step on the pay plan that provides them with their most recent hourly rate of pay, but no higher than this amount. If their most recent rate of pay is in between steps, the Agency shall place them on the next higher step. In all other respects, applicants eligible for hire under this section will be treated as a new hire without prior experience. These applicants will not receive any additional credit in computing seniority, vacation time, or longevity pay. The Agency shall have discretion to offer a lateral training camp of current law enforcement officers and establish the training curriculum.

Lateral Entry. The Village has the right to hire experienced police officers through lateral entry. The compensation and vacation entitlement may, at the Chief’s discretion, be at a higher step than the Start rate but shall not exceed the applicant’s actual prior years of full-time law enforcement experience. The wage step at which the applicant is placed shall determine the amount of vacation allotment the applicant is entitled to. Laterally hired employees will accrue one day of vacation for each full month worked for the Village during the year of hire. Thereafter the lateral hire will be credited with the full amount of vacation that correlates with the wage step at which they were hired.

Lateral Entry. 29.1 When the occasion arises that the City decides to hire experienced employees, the City may use a lateral-entry process for hiring. The recruitment and selection process will be conducted by the Human Resources Department according to the City's Policies and Procedures and/or Civil Service Rules. 29.2 Because of the experience required, a Corrections Officer who is hired through the lateral-entry process will be hired as a 2nd Class Corrections Officer. Upon the successful completion of a trial service of twelve (12) months for Corrections Officer, the employee hired in the respective position will advance to 1st Class.

Lateral Entry. The required transitional training program and induction requirements will be included in the training framework as Appendix B when finalised by EBIC. ELECTIVE MODULES 1.04 Driving Vehicles 1 1.05 Alarms & Sprinklers 1.09 Map Reading 1 1.10 Building Structures 1 1.11 Fire Suppression 1 1.12A Wildfire Behaviour 1 1.12B Wildfire Suppression 1 1.13 Vehicle Rescue 1.14 Search & Rescue 1.15 Breathing Apparatus (Open Circuit) 1.17 Emergency Care (Certificate) 1.19 Communication Systems 1.20 Computer Skills 1.21 Workplace Communication 1.25 Rope Rescue 1 ELECTIVE MODULES 2.03 Operate Vehicles (A,B,C) (2.03ADrive Vehicles on Road(Legislation) 2.05B Operate Life Support Equipment 2.06 Personal Protection 2 2.08 Detection & Suppression Systems 2.09 Building Evacuation Systems 2.10 Mechanical Venting & Air Handling 2.11 Building Structures 2 2.12 Fire Behaviour 2.13 Fire Suppression 2 2.14 Atmospheric Monitoring 2.15ASalvage & Overhaul 2.15B Ventilation 2.16 DangerousSubstances1 2.17 Specialised Rescue (A,B,C,D) 2.18 Breathing Apparatus (Closed Circuit) 2.19 Aerial Appliance (A,B,C,D) 2.20 Specialist Appliances (A,B,C,D,E,F,G,H,I) 2.21 Fire Prevention 1 2.22 Administration 1 2.28 Wildfire Behaviour 2 2.29 Wildfire Suppression 2 2.30 Introductory Maths For The Fire Industry 2.31 Fire Science – Intro A 2.32 Fire Science – Intro B 2.33 Map Reading 2 2.34 Aviation Fire Suppression 1 ELECTIVE MODULES 3.04 Fireground Operations 3.05 Building Fire Safety 1 3.06 Aviation Fire Suppression 2 3.07 Dangerous Substances 2 3.14 Leadership 3.16 Quality of Service 3.17 Prescribed Burning 1 3.18 Wildfire Suppression 3 3.19 Mathematics For Data Representation 3.20 Fire Science In Chemistry 3.21 Introduction To Law 3.22 Workplace Assessment 3.23 Wildfire Behaviour 3 3.24 Meetings ELECTIVE MODULES 4.01 Resources Evaluation 4.05A Fire Investigation – Wildfire 4.05B Fire Investigation – Structural / Vehicle 4.06 Fire Investigation – Legal Procedures 4.08 Building Fire Safety 2 4.09 Building Fire Services 4.10 Administration 2 4.15 Public Relations A 4.17 IntroductionToBudgeting 4.18 Human Resources Management 1 4.19 Policy Development 4.20 Fire Law 4.21 Material Science – Fire Behaviour 4.22 Material Science – Fire Prevention 4.23 Mechanics 4.24 Assessment Validation 4.25 Prescribed Burning 2 (Theory component only) CFA Introduction to Project Management (To be developed) ELECTIVE MODULES 5.01 Resource Upgrading & Development Management 5.07 Communication 2 5.08 Public Relations 2 5.10 Ma...

Lateral Entry. Where it can be demonstrated that no suitably qualified internal applicant (as per clause 49.1, 49.2 and Schedule 6) exists and after advertising internally on two occasions, CFA will seek to fill the vacant position through: - internal appointment of a person who does not meet all the requirements of schedule 6; or - lateral entry of an external applicant in accordance with the outcomes of consultation or, if not resolved, by determination of the Commission of a competency based lateral entry process. A determination of the Commission pursuant to this clause will be effective only for the classifications covered by this agreement and only for the life of this Agreement.