Common use of Promotion Process Clause in Contracts

Promotion Process. A “Promotion Process Guide” will be issued prior to the start of the promotional process, outlining the details of the process and detailed criteria that will be used. Each promotion process will be the subject of an “After Action Report” that will be a collaborative effort between the EPS and EPA to identify any adjustments required to the overall process. Accordingly the promotional process may be adjusted from time to time with mutual agreement. Should the parties be unable to agree, the promotional process shall be as follows. The Promotion Process is comprised of five stages:  Stage 1: (Maximum 10 Points) Candidate’s application with promotional points accumulated for education and seniority  Stage II: (Maximum 30 Points) Written assessment focusing on key areas of investigation and supervision  Stage III: (Maximum 40 Points) Readiness for Promotion Assessment / Divisional Management Team meetings (including the conditional right for the Association to be present)  Stage IV: (Maximum 20 Points) Core Value Assessment  Stage V: (Maximum zero (0) Points) Promotion Board Meeting / Chiefs Committee / Ratification of Promotions The promotion process involves a competency-based assessment emphasizing organizational competencies, a written assessment early in the process, and a high level of input concerning a qualified candidate’s Readiness for Promotion Assessment from applicable supervisors and management. Once Stage V is completed, a list of successful candidates will be published. Effective date of the promotion and placements will be the responsibility of Human Resources Division. Subject to organizational need, Chiefs Committee may create a small short-list of candidates who will be eligible for promotion before the next process is undertaken. If a short-list is created, it must be exhausted prior to the commencement of the next process, unless written notice is provided to the Association by the Deputy i/c Corporate Services Bureau/Chief Administrative Officer explaining the reason for a candidate(s) to remain on a short-list. Detailed criteria shall be published in a "Promotion Process Guide" issued prior to the start of the process. Each promotion process will be the subject of an "After Action Report" that will be a collaborative effort between the EPS and EPA to identify any adjustments required to the overall process.