Equity Aboriginal Workforce Improvement Sample Clauses

Equity Aboriginal Workforce Improvement. Aboriginal Workforce as a proportion of total workforce - across all salary bands (%) 1.8% Decrease from previous Year Nil increase from previous year Increase from previous Year 4.4 Safety Compensable Workplace Injury - reduction in compensable injury claims- (number) 10% Decrease Increase >=0 and <10% Decrease >= 10% Decrease Strategy 5: Support and Harness Health and Medical Research and Innovation 5.3 Research Ethics applications - involving more than low risk to participants - Approved by the reviewing Human Research Ethics Committee within 60 calendar days (%). 95% <75% >=75 and <95 >=95 Research Research Governance applications - involving more than low risk to participants: Site specific applications authorised within 30 calendar days (%) 95% <75% >=75 and <95 >=95 Strategy 6: Enable eHealth, Health Infomatics and Data Analytics Efficiency See under 3.1 - Electronic Discharge Summaries NA NA NA NA Strategy 7: Deliver Future Focused Infrastructure and Strategic Commissioning
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Equity Aboriginal Workforce Improvement. Aboriginal Workforce as a proportion of total workforce - across all salary bands (% ) 1.8% Decrease from previous Year Nil increase from previous year Increase from previous Year
Sample 1
Equity Aboriginal Workforce Improvement. Aboriginal Workforce as a proportion of total workforce - across all salary bands (%) 1.8% Decrease from previous Year Nil increase from previous year Increase from previous Year 4.4 Safety Compensable Workplace Injury - reduction in compensable injury claims- (number) 10% Decrease Increase >=0 and <10% Decrease >= 10% Decrease Strategy 5: Support and Harness Health and Medical Research and Innovation 5.3 Research Ethics applications - involving more than low risk to participants - Approved by the reviewing Human Research Ethics Committee within 60 calendar days (%). 95% <75% >=75 and <95 >=95 Research Research Governance applications - involving more than low risk to participants: Site specific applications authorised within 30 calendar days (%) 95% <75% >=75 and <95 >=95 Strategy 7: Deliver Future Focused Infrastructure and Strategic Commissioning
Sample 1
Equity Aboriginal Workforce Improvement. Aboriginal Workforce as a proportion of total workforce - across all salary bands (%) 2.6% Decrease from previous Year Nil increase from previous year >= 2.6 4.4 Safety Compensable Workplace Injury - reduction in compensable injury claims- (number) 1.13% >= 2.13 1.14 – 2.12 <= 1.13 Strategy 5: Support and Harness Health and Medical Research and Innovation 5.3 Research Ethics applications - involving more than low risk to participants - Approved by the reviewing Human Research Ethics Committee within 60 calendar days (%). 100% <75% >=75 and <100 >=100 Research Research Governance applications - involving more than low risk to participants: Site specific applications authorised within 30 calendar days (%) 100% <75% >=75 and <100 >=100 Strategy 7: Deliver Future Focused Infrastructure and Strategic Commissioning 7.3 Efficiency Capital - Variation Against Approved Budget (%) On budget or Favourable >0.5 Unfavourable >0 but =<0.5 Unfavourable On budget or Favourable
Sample 1

Related to Equity Aboriginal Workforce Improvement

  • Infrastructure Improvements The design, redevelopment and construction and completion of certain infrastructure improvements, including sewer, stormwater, electrical and water main improvements, along with other similar improvements.

  • Workforce Development MPC’s technical training program is having a major impact in the region. Online modules, short courses, webinars, and on site/videoconferencing events are reaching state and local transportation department employees and tribal transportation planners. By harnessing the capabilities of the four LTAP centers located at the MPC universities and the multimedia capabilities of the Transportation Learning Network (which was founded and is partly funded by MPC) more than 76 technical training events were offered in the second half of 2015. These training modules and short courses are critical to transportation agencies that need to improve or renew the skills of engineering technicians and other frontline workers. Many MPC courses or training events result in the certification of workers. Even when certification is not required, TLN’s online learning management systems allow employees and employers to set learning goals and monitor progress towards these goals. MPC is making another major impact in workforce development. Altogether, 57 graduate students are working on MPC research projects under the tutelage of faculty researchers. These graduate students represent the researchers and technical analysts of tomorrow. Without the MPC program and the stipend funds that it provides, these students may not be specializing in transportation; but, instead would be seeking career opportunities in other fields. The MPC research program allows faculty to mentor graduate students while allowing the students to work on projects for federal and state transportation agencies—thereby, gaining valuable practical experience.

  • Needs Improvement the Educator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

  • School Improvement The conditions which follow shall govern employee participation in any and all plans, programs, or projects included in the terms, site-based decision making, school improvement, effective schools as provided in Act 197, P.A. 1987 (Section 15.1919 (919b) MSA) or other similar plans:

  • Performance Improvement Xxxxxx Permanente and the Coalition are competing in a challenging market that is characterized by a limited workforce, changes in technology, changes in clinical practice, cultural diversity, changing demographics and high demand for quality service. The parties are committed to the enhancement of organizational performance so that working in Partnership is the way Xxxxxx Permanente does business. Under this Agreement, the parties will work together to: » develop and invest in people, including the development of and investment in managers, supervisors and union stewards; » engage employees at all levels; » align the systems and processes that support the achievement of organizational and Partnership goals; » enhance the ability of Coalition unions to advance their social mission and the welfare of their members; » recognize and reduce parallel structures; » ensure joint management-union accountability for performance; » grow membership; » redesign work processes to improve effectiveness, efficiency and work environment; » develop and xxxxxx unit-based teams; » share and establish expectations regarding broad adoption of successful practices in areas such as service, attendance, workplace safety, workforce development, cost structure reduction, scope of practice and performance-based pay; and » communicate with employees on an ongoing basis regarding performance goals and targets, as well as performance results at all levels of the organization. Each regional LMP council shall develop approaches aimed at reducing variation between medical centers, facilities and departments in the resources available for partnership. In particular, such a plan should: » ensure at a regional level there is adequate time for teams to review performance, identify opportunities for improvement, and develop and test changes to drive improvement; and » provide regional or facility support to departments as needed to cross-cover or backfill and jointly determine the most cost-effective manner to provide the support.

  • Educator Plans: Improvement Plan A) An Improvement Plan is for those Educators with PTS whose overall rating is unsatisfactory.

  • School Improvement Plan As permitted under IC § 20-10.2-3-1.5, the Charter shall serve as the Charter School's strategic and continuous school improvement and achievement plan (hereafter, the "School Improvement Plan"). To the extent that IC § 20-10.2 applies to the Charter in its function as the School Improvement Plan, the Organizer shall comply with the requirements under IC § 20-10.2.

  • Performance Improvement Process 9.5.1 The purpose of the Performance Improvement Process is to remedy or mitigate the impact of a Performance Factor. The Performance Improvement Process may include: a requirement that the Hospital develop an Improvement Plan; or an amendment of the Hospital’s obligations as mutually agreed by the parties.

  • School Improvement Plans The School shall develop and implement a School Improvement Plan as required by section 1002.33(9)(n), Florida Statutes and applicable State Board of Education Rules or applicable federal law.

  • Asset Improvement 5. (a) The Bank shall not, directly or indirectly, extend or renew any credit to or for the benefit of any borrower, including any related interest of the borrower, who is obligated to the Bank in any manner on any extension of credit or portion thereof that has been charged off by the Bank or classified, in whole or in part, “loss” in the Report of Examination or in any subsequent report of examination, as long as such credit remains uncollected.

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