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My InfoSupport Staff University of Ottawa

Article 14 : job postings and appointments

14.2 The University posts electronically all vacant regular Bargaining Unit positions, that it wishes to fill, for a ten (10) day period.

An employee cannot apply to a different position at the University during his probationary period.

14.3 In the case of vacant regular positions for which funds are available, the University posts the position within ninety (90) calendar days of the vacancy, at the latest. If the University decides not to post a job, it will notify the President of the Bargaining Unit in writing, indicating its valid reasons.

14.4 The posting must be in both official languages and contain:

  • the position title;
  • a summary job description;
  • a detailed job description in one or both official languages;
  • the essential qualifications;
  • the faculty or service and department;
  • for information purposes: the workplace and the regular working hours;
  • the number of regular hours of work per week;
  • the grade level as well as the minimum and maximum rate of pay of the grade;
  • the posting number;
  • the immediate supervisor's title.

14.5 All employees can apply for jobs within the Bargaining Unit. * The posting will reflect the nature and scope of the position and clearly express the nature of the tasks required.

14.6 When a vacant position is to be filled, the competence of the employees who have applied will be the first and determining factor and the employee will have to meet the job requirements. The University evaluates the employee either through an interview or through an interview and selection tests. During the interview the employee will be evaluated on a scoring grid out of a total of one hundred (100). Employees who score seventy-five per cent (75/100) or more will be identified and the employee with the most seniority will be offered the position.

14.7 Employees interested in applying must submit their application electronically to the University by the deadline specified in the posting. The University will send an acknowledgement of receipt to the email address from which the application was sent. The unsuccessful employees for the staffing process or following an interview shall be notified in writing by the University

14.8 It is the University's responsibility to check references after obtaining the employee's consent and prior to making an appointment. The employee must give the name of the last immediate supervisor as reference. In exceptional circumstances, the Parties may discuss acceptable references. The Human Resource Services also verifies performance appraisals from the past three (3) years and analyzes absence and leave records from the past three (3) years.

14.9 Following the selection, and within thirty (30) calendar days of the date when the contract was prepared, it is the University's responsibility to determine the date when the selected employee will occupy the position. He will be paid according to the rate of his new position from the first (1st) day of work in the position.

14.10 When a new regular position is created and it is thought that it should be excluded from the Bargaining Unit, the University informs the Bargaining Unit and will provide a detailed description of the position and its duties. The Bargaining Unit has thirty (30) calendar days from the date that it receives the notice to object. If it objects, the matter will be brought before the Ontario Labor Relations Board. The position may be filled temporarily but cannot be filled permanently before the Commission renders a decision or an agreement is reached between the parties on this matter.

14.11  Each month the University posts all of the new appointments to regular positions, with the exception of demotions, on the Human Resources Service's website.

14.12 Pay shall be as follows:

  • for a promotion: from the first day in the position, the employee receives pay at the first step above the former pay ensuring him a minimum increase at least equal to four percent (4%) for each additional salary classification, without exceeding the maximum of the scale of this new position;
  • for a transfer: from the first day in the position, the employee receive the same pay and level provided for on the scale of the new position;
  • for a demotion: from the first day in the position, the employee receive pay at the first step immediately below that which he was receiving in the position that he left on the scale of the new position.

External Posting

14.13 The University can recruit externally when the internal posting does not result in the appointment of an employee.

14.14 

  • For a new hiring: the employee receives one (1) level on the salary scale for each year of related work experience on the job or related experience in a profession or work experience in an organization directly related to the position without exceeding the seventh level up to April 30, 2014.

  • As of May 1, 2014, the recognition of related experience can reach the maximum of the scale.

  • Upon request, the Bargaining Unit will have access to staffing file.

14.15 An employee's pay shall not be less than the minimum and shall not exceed the maximum of the pay grade for the new position.

14.16 By agreement of the parties, the University can recruit simultaneously both within and outside of the Bargaining Unit in the case of specialized or other positions. However, if one or more employees are applying for the job, they must be considered before external candidates.

14.17 The Bargaining Unit and the University are jointly committed to the principles of employment equity and to integrating these principles within the workplace. Consistent with the requirement of the Federal Contractors Program, the University of Ottawa's Employment Equity Program will be applied to the following designated groups: women, visible minorities, persons with disabilities and people of the Aboriginal people.

14.18 The employer will provide the Bargaining Unit, on a three (3) month basis with a list of vacant regular positions that fall within the scope of the Bargaining Unit. This list will include: the position title, position number, Faculty/Service, date when position became vacant and date of posting/anticipated date of posting.