Employee Transfer Guidelines

Between the dates of April 23, 2018, and July 9, 2018, any currently employed personnel at sites with a traditional school calendar in the Onslow County School System can apply for any vacant position provided that the current employee has the appropriate qualifications and credentials necessary for the desired new position. In order to be eligible for a transfer, currently employed personnel must have a minimum of one year of experience completed in Onslow County Schools, must hold regular probationary or career contract, and must be eligible for an employment contract for the 2018-2019 school year. An individual who is newly hired for the 2018-2019 school year will not be eligible for a transfer until after a minimum of one full school year of service.

Current employees seeking an alternate position must have an updated electronic application on record. Please visit https://www.onslow.k12.nc.us/ocs for more information or go directly to http://www.applitrack.com/onslow/onlineapp/ to apply. Employees seeking an alternate position must inform the current principal or supervisor in writing (letter or email) of the desire to move to another position. A signed copy of this form is also required before a transfer approval will be considered.

Employees seeking an alternate position may contact principals or supervisors at sites in which they are interested after April 23, 2018. In order for a transfer to be approved in Human Resources, the principal or supervisor at the desired site must first make a request to accept the employee. Once approved, transfers are final.

Principals or supervisors may request the approval of an employee transfer between April 23, 2018, and July 9, 2018. Transfer approvals will end on July 9, 2018, at traditional sites, in order to provide the current school adequate notice to fill the vacancy before the beginning of the new school year. These deadlines are firm as employees with current commitments to positions within the system must supply a minimum of thirty days’ notice before leaving their positions.

An employee who holds National Board of Professional Teaching Standards (NBPTS) certification is responsible for knowing if a potential transfer would make him or her ineligible for NBPTS differential pay. Additionally, employees who may have nonteaching work experience or graduate level pay are responsible for knowing if a potential transfer would make him or her ineligible for enhanced pay levels.

These guidelines are intended for employee-initiated transfer requests and do not apply to administratively initiated employee transfers deemed necessary for the efficient operation of the school system.