Common use of Voluntary Transfer Process Clause in Contracts

Voluntary Transfer Process. 1. District posts any remaining open positions on website for a minimum of five (5) working days: a. Specific qualifications are listed, required and preferred. b. The Notice of Vacancies shall contain all information necessary for an employee to evaluate his/her interest in the position. For example: i. Position location and supervisor ii. Description of responsibilities, qualifications and terms and conditions of employment iii. Identification of existing variances and approved contract waivers iv. Application procedures and closing date for filling the vacancy c. The vacancy will be posted for in-district and out-of-district candidates simultaneously. In- district candidates shall complete the in-district transfer process as detailed on each job posting. This information shall be given equal weight to the out-of -district application form. In-district candidates shall receive interviews prior to out-of-district candidates. i. Principals and Interview teams shall not be given out-of-district application information until the completion of the in-district voluntary transfer interviews and it is determined that no voluntary transfer candidates have been selected. ii. Effective August 1st, through five (5) working days before students begin, building selection teams can screen and interview both internal transfer and outside applicants at the same time. The District agrees to make a good faith effort to post positions as soon as possible after being notified of an opening. The District will not hold positions in order to avoid interviewing internal applicants. 2. Interviews must include the two (2) most senior properly certified employees requesting transfer and who have completed a transfer request form at the time the position closed. These interviews shall take place prior to any out-of-district candidate interviews. a. Seniority shall be determined as the number of years in the District. b. Should a tie in occur, this order shall be followed: i. Washington State seniority shall prevail as recognized and reportable to Washington State through the S275 reporting process. ii. Date of hire, identified as the date on the position offer letter. iii. A number drawn lottery 3. Employees who wish to transfer into a position posted as one-year only are eligible for transfer, provided that: a. The employee is transferring to a position which is the same FTE to his/her original position. b. The employee agrees to return to his/her original position at the completion of one year in the assignment. c. The position the employee vacated for the year is not eligible for voluntary transfers. 4. Human Resources will contact all transfer candidates regarding the outcome of the transfer process prior to interviewing external candidates. 5. With District approval, employees who have served in the same building and in a full-time non- continuing contract for two (2) consecutive years, in a non-shortage area will be offered a continuing contract in a similar position in that building provided FTE is available and the employee meets the certification requirements. a. The District will not be arbitrary, capricious or retaliatory in approving or denying this provision. b. If no position is available in the building the employee will be guaranteed an interview, upon written request to Human Resources, as part of the eligibility pool hiring process. 6. Up to ten (10) positions per year may be filled by the District irrespective of hiring priorities and all transfer provisions. These positions are to enable the District to meet special program needs, hire people who can offer special and unique contributions and to fill areas of shortage. The District will notify the Association, in writing, when this provision is applied. The District may petition the Association for additional positions when sufficient vacancies are available. 7. Because the intent of the Washington State retire/rehire law was to address the shortage of applicants and because the District has an applicant pool available, the District will not participate in the Washington State retire/rehire law for contracted employment. Requests for variance to this provision from either the Association or the District will be taken to Labor Management, or their designees when the regular Labor Management team is not scheduled to meet. 8. An employee will be eligible for voluntary transfer provided his/her personnel file is absent of any disciplinary action and provided his/her most recent evaluation is an overall rating of two (2) in years one (1) to five (5). Teachers beyond five (5) years’ experience require an overall three (3) or four (4) on the new evaluation system as outlined in the MOU or an overall rating of satisfactory on the evaluation system as outlined in this CBA.

Voluntary Transfer Process. 1. District posts any remaining open positions on website for a minimum of five (5) working days: a. Specific qualifications are listed, required and preferred. b. The Notice of Vacancies shall contain all information necessary for an employee to evaluate his/her their interest in the position. For example: i. Position location and supervisor ii. Description of responsibilities, qualifications and terms and conditions of employment iii. Identification of existing variances and approved contract waivers iv. Application procedures and closing date for filling the vacancy c. The District will not use emergency certifications to prevent employees from attaining voluntary transfers. d. The vacancy will be posted for in-district and out-of-district candidates simultaneously. In- In-district candidates shall complete the in-district transfer process as detailed on each job posting. This information shall be given equal weight to the out-of -district of-district application form. In-district candidates shall receive interviews prior to out-of-district candidates. i. Principals and Interview teams shall not be given out-of-district application information until the completion of the in-district voluntary transfer interviews and it is determined that no voluntary transfer candidates have been selected. ii. Effective August 1st, From July 1 through five (5) working days before students beginJuly 31, building selection teams can screen and interview both internal transfer and outside applicants at the same time. The District agrees to make a good faith effort to post positions as soon as possible after being notified of an opening. The District will not hold positions in order to avoid interviewing internal applicants. The two (2) most senior properly certified employees requesting transfer and who have completed a transfer request form at the time the position closed must be interviewed. iii. Effective August 1st, Voluntary Transfer applications for the subsequent school year will no longer be considered. The District will not hold positions in order to avoid interviewing internal applicants. a. The only employees who may participate in the voluntary transfer process after August 1st shall be employees holding partial FTE assignments and who would like to be considered for voluntary transfer for the sole purpose of adding FTE to their existing contract, while maintaining their currently assigned FTE position. i. Such employees will be considered alongside external applicants, provided they complete the employment application during the posting period. iv. Employees who apply for Voluntary Transfer five (5) times are required to meet with a Human Resources representative to obtain information about why they are not being selected for position(s). 2. Interviews must include the two (2) most senior properly certified employees requesting transfer and who have completed a transfer request form at the time the position closed. These interviews shall take place prior to any out-of-district candidate interviews. a. Seniority shall be determined as the number of years in the Districtdistrict seniority. b. Should a tie in occur, this order shall be followed: i. Washington State seniority shall prevail as recognized and reportable to Washington State through the S275 reporting process.seniority ii. Date of hire, identified as the contract start date on the position offer letter. iii. A number drawn lottery 3. Employees who wish to transfer into a position posted as one-year only are eligible for transfer, provided that: a. The employee is transferring to a position which is the same FTE to his/her their original position. b. The employee agrees to return to his/her their original position at the completion of one year in the assignment. c. The position the employee vacated for the year is not eligible for voluntary transfers. 4. Human Resources will contact all transfer candidates regarding the outcome of the transfer process prior to interviewing external candidates. 5. With District approval, employees who have served in the same building and in a full-time non- non-continuing contract for two (2) consecutive years, in a non-shortage area will be offered a continuing contract in a similar position in that building provided FTE is available and the employee meets the certification requirements. a. The District will not be arbitrary, capricious or retaliatory in approving or denying this provision. b. If no position is available in the building the employee will be guaranteed an interview, upon written request to Human Resources, as part of the eligibility pool hiring process. 6. Up to ten (10) positions per year may be filled by the District irrespective of hiring priorities and all transfer provisions. These positions are to enable the District to meet special program needs, hire people who can offer special and unique contributions and to fill areas of shortage. The District will notify the Association, in writing, when this provision is applied. The District may petition the Association for additional positions when sufficient vacancies are available. 7. Because the intent of the Washington State retire/rehire law was to address the shortage of applicants and because the District has an applicant pool available, the District will not participate in the Washington State retire/rehire law for contracted employment. Requests for variance to this provision from either the Association or the District will be taken to Labor Management, or their designees when the regular Labor Management team is not scheduled to meet. 8. An employee will be eligible for voluntary transfer in the following instances; a. provided his/her their personnel file is absent of any disciplinary action and provided his/her their most recent evaluation is an overall rating of two (2) in years one (1) to five (5). . b. Teachers beyond five (5) years’ experience require an overall three (3) or four (4) on the new evaluation system as outlined in the MOU or an overall rating of satisfactory on the evaluation system as outlined in this CBA.