PROFICIENCY LEVELS Sample Clauses

PROFICIENCY LEVELS. BASIC COMPETENT ADVANCED EXPERTParticipates in team goal setting and problem solving;  Interacts and collaborates with diverse groups of people;  Understands team strengths, weaknesses and preferences; and  Is aware of the appropriate steps and guidelines for employee development and feedback, but not yet fully able to implement these.  Seeks opportunities to increase personal contribution & level of responsibility;  Supports and respects the individuality of others and recognises the benefits of diversity of ideas and approaches;  Delegates and empowers others to increase contribution and level of responsibility;  applies labour and employment legislation and regulations consistently;  facilitates team goal setting and problem solving;  recognises individuals and teams and provides developmental feedback in accordance with performance management principles;  adheres to internal and national standards with regards to human resource practices;  identifies competencies required and suitable resources for specific tasks;  Analyses ineffective team and work processes and recommends improvement;  Recognises and rewards desired behaviours and results;  Mentors and counsels others;  Addresses balance between individual career expectations and organisational needs;  Considers developmental needs of personnel when building teams and assigning tasks;  Establishes an environment in which personnel can maximise their potential;  Guides others on managing people;  Inspires a culture of performance excellence by giving positive and constructive feedback to the team;  Creates links among various individuals and teams and instils a common sense of identity towards the achievement of goals by various team members and stakeholders;  Develops and incorporates best practice people management processes, approaches and tools across the organisation;  Creates processes to ensure accountability for people management and development;  Exceeds set goals for employment equity and affirmative action;  Has a reputation as a leader in fostering professional growth;  Sought after as a mentor;  Develops comprehensive, integrated strategies and approaches to managing human resources;  Develops systems and processes to recruit and retain high quality staff; and  Adapts leadership style to different people, cultures and situations. PROFICIENCY LEVELS BASIC COMPETENT ADVANCED EXPERT  displays personal interest in the well-being of colleagues;  able to manage ...
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PROFICIENCY LEVELS. BASIC COMPETENT ADVANCED EXPERT  Acknowledges customers rights;  Applies customer knowledge to improve own organisation or department;  Maintains good relationship with customers and understands their priorities;  Redirects queries to the most appropriate person / solution provider and follows through to ensure customer needs are met; and  Understands and complies with the content and requirements of chapter 4 of the Municipal Systems Act.  Develops clear and implementable service delivery improvement programmes;  Identifies opportunities to exceed the expectations of customers;  Ensures the design of internal work processes to improve customer service;  Adds value to the organisation by providing exemplary customer service;  Applies customer rights in own work environment;  Fully complies with the chapter 4 requirements of the Municipal Systems Act; and  Finds innovative ways to include participation in the preparation of the IDP.  Coaches others about the importance and application of customer and client knowledge;  fosters an environment in which customer satisfaction is valued and delivered;  addresses and resolves high- risk, high-profile stakeholder issues; and  takes advantage of opportunities to learn about stakeholders and brings this information to own functional area.  Ensures the coordination of the implementation of service delivery improvements within budget, time, quality and targets set by the municipality;  Establishes guidelines to balance cost-consciousness and service delivery;  Establishes the municipality's strategic direction for managing services towards stakeholders;  Demands broad and deeper knowledge of clients and customers to ensure better service delivery; and  Utilises long term, collaborative and strategic relationships with clients and customers to better service delivery. Personal Development Plan Development need Activity When Learning Outcome Impact Signature: Chief Financial Officer Date:
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PROFICIENCY LEVELS. BASIC COMPETENT ADVANCED EXPERT  Achieves agreement or consensus in an adversarial environment;  Guides the municipality through complexity and uncertainty of vision;  Leads and unites diverse workgroups across municipal departments to achieve municipality objectives, and  Develops and implements risk management.
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PROFICIENCY LEVELS. BASIC COMPETENT ADVANCED EXPERT • Achieves agreement or consensus in an adversarial environment; • Guides the municipality through complexity and uncertainty of vision; • Leads and unites diverse workgroups across municipal departments to achieve municipality objectives, and • Develops and implements risk management. Competency 3: Financial Management Definition: Must be able to comply with requirements for the accounting officer of the municipality as prescribed in the Municipal Finance Management Act No 56 of 2003.
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PROFICIENCY LEVELS. BASIC COMPETENT ADVANCED EXPERT • displays personal interest in the well-being of colleagues; • able to manage own time as well as time of colleagues and other stakeholders; and • manages conflict through a participatory approach. • shares knowledge of the big picture to help others understand their role; and • creates a culture of continuous learning and development. Competency 9: Client Orientation and Customer Focus Definition: Must be willing and able to deliver services effectively and efficiently in order to put the spirit of customer service (Batho Pele) into practice.
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PROFICIENCY LEVELS. The proficiency skills are broken down into six levels coded 0 through 5. In general terms, skills may be defined as follows: Level 0 No practical proficiency Level 1 - Elementary Level 2 - Fair (Limited working) Level 3 - Good (Minimum professional) Level 4 - Very good (Full professional) Level 5 - Excellent (Native/bilingual) Language proficiency will be recorded with a profile of 4 digits indicating the specific skills in the following order: Skill A Listening Skill B Speaking Skill C Reading Skill D) Writing This number of 4 digits will be preceded by the code letters SLP (PLS in French) which is to indicate that the profile shown is the Standardised (S) Language (L) Profile P). (Example: SLP 3321 means level 3 in listening, level 3 in speaking, level 2 in reading and level 1 in writing).
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PROFICIENCY LEVELS. 4. The proficiency skills are broken down into six levels coded 0 through 5. In general terms, skills may be defined as follows: Level 0 No practical proficiency Level 1 - Elementary Level 2 - Fair (Limited working) Level 3 - Good (Minimum professional) Level 4 - Very good (Full professional) Level 5 - Excellent (Native/bilingual) LANGUAGE PROFICIENCY PROFILE
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Related to PROFICIENCY LEVELS

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  • Service Levels Annex 1 to this Part A of this Call Off Schedule sets out the Service Levels the performance of which the Parties have agreed to measure. The Supplier shall monitor its performance of this Call Off Contract by reference to the relevant performance criteria for achieving the Service Levels shown in Annex 1 to this Part A of this Call Off Schedule (the Service Level Performance Criteria) and shall send the Customer a Performance Monitoring Report detailing the level of service which was achieved in accordance with the provisions of Part B (Performance Monitoring) of this Call Off Schedule. The Supplier shall, at all times, provide the Services in such a manner that the Service Levels Performance Measures are achieved. If the level of performance of the Supplier of any element of the provision by it of the Services during the Call Off Contract Period: is likely to or fails to meet any Service Level Performance Measure or is likely to cause or causes a Critical Service Failure to occur, the Supplier shall immediately notify the Customer in writing and the Customer, in its absolute discretion and without prejudice to any other of its rights howsoever arising including under Clause 12 of this Call Off Contract (Service Levels and Service Credits), may: require the Supplier to immediately take all remedial action that is reasonable to mitigate the impact on the Customer and to rectify or prevent a Service Level Failure or Critical Service Level Failure from taking place or recurring; and if the action taken under paragraph (a) above has not already prevented or remedied the Service Level Failure or Critical Service Level Failure, the Customer shall be entitled to instruct the Supplier to comply with the Rectification Plan Process; or if a Service Level Failure has occurred, deduct from the Call Off Contract Charges the applicable Service Level Credits payable by the Supplier to the Customer in accordance with the calculation formula set out in Annex 1 of this Part A of this Call Off Schedule; or if a Critical Service Level Failure has occurred, exercise its right to Compensation for Critical Service Level Failure in accordance with Clause 13 of this Call Off Contract (Critical Service Level Failure) (including subject, for the avoidance of doubt, the proviso in Clause 13.1.2 of this Call Off Contract in relation to Material Breach). Approval and implementation by the Customer of any Rectification Plan shall not relieve the Supplier of any continuing responsibility to achieve the Service Levels, or remedy any failure to do so, and no estoppels or waiver shall arise from any such Approval and/or implementation by the Customer. SERVICE CREDITS Annex 1 to this Part A of this Call Off Schedule sets out the formula used to calculate a Service Credit payable to the Customer as a result of a Service Level Failure in a given service period which, for the purpose of this Call Off Schedule, shall be a recurrent period of [one Month] during the Call Off Contract Period (the Service Period).

  • Service Level In the event that League InfoSight discovers or is notified by you of the existence of Non-Scheduled Downtime, we will use commercially reasonable efforts to determine the source of the problem and attempt to resolve it as quickly as possible.

  • Baseline For purposes of measuring a reduction in net tax revenue, the interim final rule measures actual changes in tax revenue relative to a revenue baseline (baseline). The baseline will be calculated as fiscal year 2019 (FY 2019) tax revenue indexed for inflation in each year of the covered period, with inflation calculated using the Bureau of Economic Analysis’s Implicit Price Deflator.163 FY 2019 was chosen as the starting year for the baseline because it is the last full fiscal year prior to the COVID– 162 See, e.g., Tax Policy Center, How do state earned income tax credits work?, https:// xxx.xxxxxxxxxxxxxxx.xxx/xxxxxxxx-xxxx/xxx-xx- state-earned-income-tax-credits-work/ (last visited May 9, 2021).

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