13.1 Vacancy
13.1.1 Posting of Notice
a. Notice of all job vacancies within the bargaining unit shall be sent to all employees electronically and posted on bulletin boards in prominent locations at each District job site within ten (10) working days of the apparent vacancy. The job vacancy notice shall remain posted for a period of five (5) full working days.
b. Additionally, the District shall send a copy of each notice to all Site Representatives designated by the Association. It shall be the Association’s responsibility to provide a list of all Site Representatives to the District by September 1st of each year and to provide any update to the list as needed.
c. Employees on leave will provide the Personnel Department with a written request to be considered for vacancies. It will be the employee’s responsibility to provide a current address and email address if available.
13.1.2 Filing
Any employee in the bargaining unit may file for the vacancy by submitting written notice to the Personnel Department within the filing period. Probationary employees shall not be eligible for lateral transfers.
13.1.3 Standing Request
A unit member may submit a written standing transfer request to the District. The written standing request shall indicate the employee’s desire for transfer and specify the work location and work schedule which the employee desires. Such request will remain valid for the remainder of the current school year and will be considered if a vacancy occurs for a requested position during the school year.
13.1.4 Notice Contents
a. The job vacancy notice shall include: the job title, a brief description of the position and duties, the minimum qualifications required for the position, the primary job site, the number of hours per day, regular assigned work shift times, days per week, and months per year assigned to the position, the salary range, and the deadline for filing to fill the vacancy.
b. Federal and/or State mandated qualifications and/or requirements for a position shall be reflected in the job description.
13.2 Promotion
13.2.1 Definition
Promotion is a change in the assignment of an employee from a position in one class to a vacant position in another class with higher maximum salary rate. A vacant position in the same class with greater hours is not a promotion.
13.2.2 First Consideration
Unit employees shall be given first consideration in filling any job vacancy within the bargaining unit which can be considered a promotion after the announcement of the position vacancy. In order to be given first consideration, an employee must meet all qualifications for the higher level position and must have received an averaged evaluation rating of satisfactory or better for the past four (4) years.
13.2.3 A Promotional Change of Classification
Any unit employee who is promoted to a position with a higher maximum base pay shall either be paid at the first step of the higher classification or receive a five percent (5%) increase in his/her base pay, whichever is higher, plus longevity and incentive growth pay (if eligible for transfer), except that the increase may not exceed the maximum step in the new range.
13.2.4 Step Raise
At July 1 of any given year, a promoted employee shall receive a one-step raise, if he would have been eligible for a step raise in the position he held before his promotion.
13.2.5 Probationary Status
The probationary period for a promoted employee shall be six (6) calendar months. The member shall be evaluated at the conclusion of the third month. Prior to the expiration of the promotional period, the District may release the member from probation and return him/her to his/her previous assignment in the lower classification.
13.2.6 Voluntary Demotion
Voluntary demotion shall be deemed to mean reassignment to a position which is of a lower classification. In the event of demotion, the employee shall receive the salary on the lower classification to which the employee would be entitled on the basis of continuous years actually served as a classified employee. An employee’s status as probationary or permanent shall not be affected by voluntary demotion.
13.2.7 Involuntary Demotion
Involuntary demotion is a demotion without the employee’s consent. An involuntary demotion shall occur only as a result of following the procedures for a disciplinary action.
13.3 Assignments
13.3.1 Authority to Assign
The Superintendent shall be responsible for the assignment and/or reassignment of all employees to positions that shall best serve the interest of the District. Employees are assigned to various duties by their immediate supervisors upon approval of the Superintendent. Necessary changes in assignments may be made at any time.
13.3.2 Prior Written Notice
Absent urgent need, a unit member who is reassigned (same classification at another location) shall receive three (3) calendar days' prior written notice.
13.4 Transfers
13.4.1 Definitions
a. A transfer is a change in assignment within the same job class from one part-time or full-time position to another at a different location. An increase in hours is not a transfer (see sections 6.10-6.13).
b. An administrative transfer is a transfer initiated by the District.
c. A voluntary transfer results from a transfer request initiated by a unit employee.
13.4.2 Administrative Transfer Procedures
a. The District may transfer employees from one (1) location to another as an established matter of policy provided the employee receives no change in total hours of work or shift change except as provided in the following paragraph.
b. In addition, the District may temporarily transfer employees from one location to another to fill a vacancy, for which no in-house candidate applies, when necessary to meet the needs of the District.
c. The District will consider qualifications, experience and educational/program need. All things being equal, the District will transfer the least senior employee.
13.4.3 Voluntary Transfer Procedures
a. Any permanent employee desiring a transfer to a position within the same classification shall provide a written request to the human resources department. When a vacancy occurs, the District shall first consider all requests for transfer by unit members before interviewing any outside applicants.
b. An employee who does not have a transfer request on file will be considered along with all other applicants.
13.4.4 Selection Process
When a new position is created or an existing position becomes vacant, the District shall first offer the opportunity to transfer to bargaining unit employees serving in the same class within the District for no less than five (5) work days. If one (1) employee applies and is determined to meet the qualifications for the position, he/she shall be transferred, unless section 13.4.6 applies. If two (2) or more bargaining unit employees who file have equal qualifications and are determined to equally meet the qualifications for the position, the bargaining unit employee with the greatest unit seniority shall be the one selected to fill the vacancy. The following qualifications and attributes shall be considered:
a. College in Education related field
b. Work experience
c. Incentive growth steps
d. Specialized training in related field
e. Scores on test (or interview) in applicable
f. Performance evaluations
g. Fit with the site culture and staff
h. Impact to the site and District staffing
i. Attendance
j. Interpersonal skills
Any employee who has been rejected for a vacancy for which he/she has filed shall be given the reason for such rejection in writing if the employee filed a written request within five (5) work days of receiving notification of such rejection. The District shall only consider the categories listed in this section in the selection process.
13.4.5 Interview Panels
CSEA shall have representation on interview panels for bargaining unit and classified management positions. CSEA shall provide the District with a list of preferred panel members by classification. The District shall call upon preferred panel members first. Should a preferred panel member not be available for the scheduled interview time, the District may move forward with the interview. In such situations, the District will attempt to include a CSEA unit member from a classification that is reasonably related. CSEA panel members shall have the ability to provide feedback on potential candidates but the District will retain hiring rights unless specified otherwise in this agreement.
13.4.6 Hiring of Outside Candidates
In the event the administrator decides that it is in the best interests of the District to hire an outside employee rather than grant a transfer request, the administrator will notify the affected employee of the decision in writing. Within three (3) business days of being notified, the affected employee or CSEA representative may request the Superintendent or his/her designee meet with the affected employee and CSEA representative prior to making a final decision. If requested, the Superintendent or designee shall indicate the reasons for the decision in writing.