Common use of Promotions From Within Clause in Contracts

Promotions From Within. 1. The City shall reasonably strive to fill vacant positions on a promotional basis with employees from within. These promotional preference policies shall not apply to the following entry level classifications: Maintenance Worker, Solid Waste Maintenance Worker, Custodian, and Inventory Assistant. 2. The City may fill a vacant position within a classification by permitting lateral transfers on the basis of seniority by other employees within that classification provided that such a transfer in the judgment of management shall not be detrimental to the mission of that department. In the event such a transfer is not approved, the employee and the Union shall be notified of the reason therefore in writing within ten working days. 3. When a request to fill a vacant or new position has been approved by the Human Resources Department, a formal job bulletin shall then be issued by the Human Resources Department opening the position for 14 consecutive calendar days to solicit applications for promotional opportunities. Job bulletins shall be available on-line and posted in the Human Resources Department and at respective worksites. Job bulletins or other notifications shall also be provided to the union-designated officials in advance of the date the recruitment shall be opened. The Human Resources Department may concurrently solicit applications from current City employees (the “inside pool”) and on an open recruitment basis (the “outside pool”). 4. Applications from full-time employees in the inside pool shall be considered first. If the City determines it is necessary to consider applications of City part-time or temporary employees or from individuals in the outside pool, the affected Department Head shall first notify the Union President in writing the reason for choosing to do so. 5. The Human Resources Department is responsible for screening all applicants. Vacancies shall be filled on a promotional basis only after a promotional examination has been held and an eligibility list established. In those non-supervisory positions for which a written examination is not practical in management's judgment, promotions shall be on the recommendation of the supervisor and the Department Head and confirmed by the City Manager. Among the factors to be considered, but not necessarily limited to, are: a. Knowledge, training, ability, skill, and efficiency. b. Ability to get along well with fellow employees. c. Ability to perform the essential functions of the position consistent with applicable laws. d. Attendance record, excluding leaves of absence protected by law (e.g. FMLA).

Promotions From Within. 1. The City shall reasonably strive to fill vacant positions on a promotional basis with employees from within. These promotional preference policies shall not apply to the following entry level classifications: Maintenance Worker, Solid Waste Maintenance Worker,, Custodian, and Inventory Assistant. 2. The City may fill a vacant position within a classification by permitting lateral transfers on the basis of seniority by other employees within that classification provided that such a transfer in the judgment of management shall not be detrimental to the mission of that department. In the event such a transfer is not approved, the employee and the Union shall be notified of the reason therefore in writing within ten working days. 3. When a request to fill a vacant or new position has been approved by the Human Resources Department, a formal job bulletin shall then be issued by the Human Resources Department opening the position for 14 consecutive calendar days to solicit applications for promotional opportunities. Job bulletins shall be available on-line and posted in the Human Resources Department and at respective worksites. Job bulletins or other notifications shall also be provided to the union-designated officials in advance of the date the recruitment shall be opened. The Human Resources Department may concurrently solicit applications from current City employees (the “inside pool”) and on an open recruitment basis (the “outside pool”). 4. Applications from full-time employees in the inside pool shall be considered first. If the City determines it is necessary to consider applications of City part-time or temporary employees or from individuals in the outside pool, the affected Department Head shall first notify the Union President in writing the reason for choosing to do so. 5. The Human Resources Department is responsible for screening all applicants. Vacancies shall be filled on a promotional basis only after a promotional examination has been held and an eligibility list established. In those non-supervisory positions for which a written examination is not practical in management's judgment, promotions shall be on the recommendation of the supervisor and the Department Head and confirmed by the City Manager. Among the factors to be considered, but not necessarily limited to, are: a. Knowledge, training, ability, skill, and efficiency. b. Ability to get along well with fellow employees. c. Ability to perform the essential functions of the position consistent with applicable laws. d. Attendance record, excluding leaves of absence protected by law (e.g. FMLA). e. Experience. f. Seniority.

Promotions From Within. 1. The City shall reasonably strive to fill vacant positions on a promotional basis with employees from within. These promotional preference policies shall not apply to the following entry level classifications: Maintenance Worker, Solid Waste Maintenance Worker, CustodianMaintenance Worker/Meter Reader, Custodian and Inventory Assistant. 2. The City may fill a vacant position within a classification by permitting lateral transfers on the basis of seniority by other employees within that classification provided that such a transfer in the judgment of management shall not be detrimental to the mission of that department. In the event such a transfer is not approved, the employee and the Union shall be notified of the reason therefore in writing within ten working days. 3. When a request to fill a vacant or new position has been approved by the Human Resources Department, a formal job bulletin shall then be issued by the Human Resources Department opening the position for 14 consecutive calendar days to solicit applications for promotional opportunities. Job bulletins shall be available on-line and posted in the Human Resources Department and at respective worksites. Job bulletins or other notifications shall also be provided to the union-designated officials in advance of the date the recruitment shall be opened. The Human Resources Department may concurrently solicit applications from current City employees Employees (the “inside pool”) and on an open recruitment basis (the “outside pool”). 4. Applications from full-time employees in the inside pool shall be considered first. If the City determines it is necessary to consider applications of City part-time or temporary employees or from individuals in the outside pool, the affected Department Head department head shall first notify the Union President in writing the reason for why he/she is choosing to do so. 5. The Human Resources Department is responsible for screening all applicants. Vacancies shall be filled on a promotional basis only after a promotional examination has been held and an eligibility list established. In those non-supervisory positions for which a written examination is not practical in management's judgment, promotions shall be on the recommendation of the supervisor and the Department Head department head and confirmed by the City Manager. Among the factors to be considered, but not necessarily limited to, are: a. Knowledge, training, ability, skill, and efficiency. b. Ability to get along well with fellow employees. c. Ability to perform the essential functions of the position consistent with applicable laws. d. Attendance record, excluding leaves of absence protected by law (e.g. FMLA▇.▇. ▇▇▇▇).