If there are qualified internal candidates, the internal candidates will be interviewed and one of the internal candidates will be hired. Open-Competitive Posting of Vacancy If the position is not filled by the process above, the University may post and fill the position on an open competitive basis. Law Enforcement Positions The University will continue to follow current practices for the hiring of law enforcement employees. The University will establish an application process for internal promotions and transfers. Consideration will be limited to employees who have the skills and abilities required for a position. The University will establish a posting process that takes into consideration employee accessibility issues to electronic and hard copy notifications, as well as geographical issues. 4.2 of Appointment A. Regular Employment The Employer may fill a position with a regular employment appointment for positions scheduled to work twelve (12) months per year. B. Cyclic Year Employment The Employer may fill a position with a cyclic year appointment for positions scheduled to work less than twelve (12) full months each year, due to known, recurring periods in the annual cycle when the position is not needed. At least fifteen (15) days before the start of each annual cycle, incumbents of cyclic year positions will be informed, in writing, of their scheduled periods of leave without pay in the ensuing cycle. Such periods of leave without pay will not constitute a break in service. When additional work is required of a cyclic position during a period for which the position was scheduled for leave without pay, the temporary work will be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Should the incumbent decline the work, it will be offered to other cyclic employees, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means. C. Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will
B. Job Classification An employee will attain permanent status in a job classification upon his or her successful completion of a probationary, trial service, or transition review period. 4.4 Certification of Applicants The University will determine the number of applicants to be certified to the hiring official for consideration. All employees on the internal layoff list for the classification, and all promotional, transfer and voluntary demotion candidates, who have the skills and abilities to perform the duties of the position will be certified and will be considered by the Employer, to consideration of other candidates. 4.5 Review Periods A. Probationary Period Except for Campus Police Officers, every permanent employee, whether part-time or full-time, following his or her initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Every permanent Campus Police Officer, following his or her initial appointment to a permanent appointment, will serve a probationary period of twelve (12) months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training is not required. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 30. The Employer will extend an employee’s probationary period, on a basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service.