Classified Positions Sample Clauses

Classified Positions. There is no direct or mandated computation to quantify the number of classified positions required to support the added demands associated with student growth, or to support existing programs and services. However, recognizing the need exists, due to the demands of new facilities such as those funded through Prop S & N, as well as other workload requirements, there is a provision in this RAF that addresses funding for additional classified positions. The formula allows for a maximum number of new positions, based on the current total number of funded classified FTE and academic FTEF times the funded growth rate percentage. The number of FTE and FTEF is multiplied by a vacancy rate cost and deducted from the unit’s share of growth funds.
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Classified Positions. There is no direct or mandated computation to quantify the number of classified positions required to support the added demands associated with student growth, or to support existing programs and services. However, recognizing the need exists, due to the demands of new facilities such as those funded through Prop S & N, as well as other workload requirements, there is a provision in this RAF that addresses funding for additional classified positions. The formula allows for a maximum number of new positions, based on the current total number of funded classified FTE times the funded growth rate percentage. A credit will be given against the change in total expenditures in the 2000, and 3000 object codes related to newly hired classified positions until the agreed upon base number of full-time equivalent classified positions has been exceeded. At that time there will be a deduction against the 85% portion for all changes in expenditures for the 2000 and 3000 object codes up to the current total number of funded classified FTE times the funded growth rate percentage. The parties agree that the base number of full-time equivalent classified positions is 1,026 based upon the benchmark date of October 2008 in addition to the 30 positions created as a result of the conversion of the SCT contract for a total of 1,056 classified positions.
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Classified Positions. Front End Manager Cold Deli Manager Night Crew Manager Photo Lab Manager CAO Manager Dairy Manager Seafood Manager Hot Deli Manager GM Manager (Under $80,000) Grocery Manager Floral Manager Department Managers (Meat, Produce, Assistant Store Manager (where applicable) Bakery Manager (where a "scratch-bakery" operations exists) Head Cashier (where applicable) Assistant Head Cashier (Incumbents only) Head Meat Cutter (where there are three (3) or more Meat Cutters, including the Meat Manager.) General Merchandise/Health and Beauty Care (Incumbents only)
Sample 1
Classified Positions. Front End Manager Cold Deli Manager Night Crew Manager Photo Lab Manager CAO Manager Dairy Manager Seafood Manager Hot Deli Manager Grocery Manager Floral Manager Manager (Under Department Managers (Meat, Produce, Assistant Store Manager (where applicable) Bakery Manager (where a "scratch-bakery" operations exists) Head Cashier (where applicable) Assistant Head Cashier (Incumbents only) Head Meat Cutter (where there are three (3) or more Meat Cutters, including the Meat Manager General and Beauty Care (Incumbents only) The Employer shall have five (5) working days following the expiration posting to fill the vacancy. The Employer agrees that when a promotion within the bargaining unit takes place the name and seniority of the promoted employee, and the position to which he was promoted, be posted on the bulletin board of the stores within five (5) working days. When a vacancy occurs in a classified position and the vacancy is caused by justified absence for a period in excess of six (6) months, the vacant position will be posted as aforesaid in this Article. When such absent member returns to work, he shall return to his former store and position. Any member promoted as a result of such posting to replace an absent member and who is subsequently displaced by the absent member returning shall be given layoff notice and options as per Article and Letter of Understanding Where no employee possesses the skill and qualifications, the Employer may hire a person from outside the bargaining unit to fill the vacancy. Seniority shall be considered terminated and the employee deemed to have quit if the employee:
Sample 1
Classified Positions. Freezer Person" shall be added to the Wage Progression Grid as a classified position at the Forklift Driver wage rate. "Live Receiver with Class 1 License" shall be added to the Wage Progression Grid as a classified position at the Driver, Class 1 wage rate. "Live Receiver without Class 1 License" shall be added to the Wage Progression Grid as a classified position at the Forklift Driver wage rate. "Shipping Dock Clerk" shall be renamed as "Order Picker/Shipper/Receiver."
Sample 1
Classified Positions. The classification system and associated salary scale, a summary of which is set out in Appendix 1 has been developed in consultation with staff to ensure that it:- Covers all designated managers; Provides for the inclusion of RAV’s designated managers whose positions are assessed as having responsibility for managing a major program(s) with organisation-wide cover and impact; is general in application and simple to administer; covers all RAV management positions, and is compatible with RAV’s organisational structure; takes into account RAV’s financial resources and capacity to pay; sets a salary range for minimum duties and skills for each position; ensures each position is classified according to the level of skill and responsibility and that transfer to a different classification only occur with a significant change to scope of the role or a change in position; provides for increments within a classification; contains no overlapping of classification scales in order to give greater clarity around recognising relevant skills per level of responsibility; is transparent and consistently applied; provides for increments within a classification band to be paid upon satisfactory performance. Movement to a higher band is dependent on a salary reclassification process (refer to the Job Evaluation Policy). ensures that no existing staff member will be worse off under the new system.
Sample 1
Classified Positions. ‌ The General Manager, or his/her designee, shall recruit and appoint personnel to classified positions. Procedures‌ Vacant positions will be advertised to the public (external applicants) and District employees at the same time, unless it is a promotional position (as determined by the General Manager). The General Manager shall have the final decision on who shall be appointed to fill the vacancy. The District shall use an Examination Board, consisting of up to 4 members (example 3 District employees and 1 non-District employees) selected by the District, to independently rate each candidate. After the interviews are completed, the scores shall be tallied and a list created with each candidate in rank order from highest to lowest score. The General Manager shall select the most qualified candidate meeting the needs of the District.
Sample 1
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Classified Positions. The General Manager, or his/her designee, shall recruit and appoint personnel to classified positions. Procedures‌ Deleted: ¶ Vacant positions will be advertised to the public (external applicants) and District employees at the same time, unless it is a promotional position (as determined by the General Manager). The General Manager shall have the final decision on who shall be appointed to fill the vacancy.
Sample 1

Related to Classified Positions

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Float Positions The Employer may establish regular float positions which are consecutive hour shifts.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • VACANCIES, TERM POSITIONS AND NEW POSITIONS 3001 Subject to section 3002 herein, the Employer agrees to post notices of vacant, term or new positions covered under this Agreement for at least seven (7) days to enable nurses presently in the employ of the Employer to apply for same. Such posting shall not preclude the Employer from advertising outside the site premises. All postings shall state minimum qualifications required, the equivalent to full-time (E.F.T.) and date of closing of the competition. Job descriptions shall be available to applicants on request. 3002 The Employer will be required to post a notice of vacancy for only five (5) days for a vacancy that is created by:

  • New Position An approved position not reflected in the current year budget complement.

  • CLASSIFICATION OF POSITIONS The University shall classify and/or reclassify all positions in the bargaining unit according to the nature and difficulty of duties assigned to and performed by the employee based on a current and accurate job description and shall assign to each position in the bargaining unit a classification title, number, and salary range. An employee new to his/her position will receive a copy of his/her job description upon hire. The appropriate administrator/supervisor will review the description with the employee. Materials used in determining classifications and reclassifications, such as class specifications and reclassification interpretation manuals, shall be readily available to the Union and employees on request.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

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