Voluntary Intra-Unit Reassignments Sample Clauses

Voluntary Intra-Unit Reassignments. 9.1.1 Voluntary intra-unit reassignments are those changes of work location within the geographic boundaries of a ranger unit, including conservation camps. 9.1.2 Persons desiring a reassignment within their ranger unit may submit a request anytime during the year. It will remain valid through the end of the calendar year. It may include up to three locations or specialized assignments. 9.1.3 The unit manager must consider intra-unit reassignment requests before list appointments, reinstatements or transfer requests when filling a vacant position. In choosing among candidates for intra-unit transfer, the deciding official will use objective criteria for selection. A non-selected employee requesting transfer will be informed orally or in writing. 9.1.4 The unit manager may require up to two years' time and satisfactory job performance in the employee's current assignment before accepting a request for reassignment. As with inter-unit transfers, the department may also require completion of the apprenticeship program for affected employees. 9.1.5 When inter-unit transfers, reinstatements or list appointments are being considered for unit vacancies, all valid reassignments requests will be included in the selection process using the voluntary in-class transfer policy (Section 9.2) selection procedure.
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Related to Voluntary Intra-Unit Reassignments

  • Voluntary Reassignment If a vacancy occurs in the same or other department or division outside the unit member’s normal assignment, the unit member may submit a written request to the College President to be reassigned. Such requests, if received at least one (1) week prior to the closing date for application for an advertised position, shall be considered before those of other applicants.

  • Involuntary Reassignment a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.

  • VOLUNTARY TRANSFERS AND REASSIGNMENTS 12.3.1 A listing of tentative vacancies for which the District will interview shall be posted annually in each school on or about March 30 and April 15. The transfer or reassignment closing date will be April 30. Those employees applying within this window shall receive placement prior to consideration of outside applicants.

  • Transfer and Reassignment An academic staff member may, by agreement between the member and the University, be assigned to a new academic unit (Article 13.

  • Voluntary Redundancy a) With the exception of areas where there is only one position under review, the employer will call for expressions of interest from kaimahi within the area of review who wish to volunteer for redundancy to cover the surplus/es positions that have been identified. b) Should the number of volunteers exceed the number of surpluses, the employer will apply selection criteria as defined in clause 12.7 to determine whose application for redundancy will be accepted. c) Should the number of volunteers not exceed the number of identified surpluses, the employer will accept all expressions of interest from those who have volunteered subject to the operational requirements of the employer. d) Should there be no volunteers or insufficient volunteers to discharge the surplus, the employer shall then apply the criteria set out in clause 11.7 to identify the kaimahi to be declared surplus.