Administrative Organization. A. An organizational chart identifying the supervisory chain shall be made available to Local 6070 Bargaining Unit Members, at their request.
B. The Union will provide the University a list of all Union officers, officials, and representatives on an annual basis. The Union will notify the University of any changes as soon as they occur.
Administrative Organization. The Union will provide the University a list of all Union officers, officials, and representatives on an annual basis. The Union will notify the University of any changes as soon as they occur. The selected individuals may interact with the appropriate University representatives, handle grievances and disseminate information regarding collective bargaining issues directly relating to the Union and its membership.
Administrative Organization. The administrative “capacity” of the organization with respect to the number and experience of staff assigned to the proposed project for the purposes of meeting all administrative requirements including, but not limited to (a) processing payments and submitting reimbursement requests, (b) submitting supplemental agreements as needed and (c) obtaining and maintaining proper project documents/records as per the “Federal Aid Compliance Certification” documentation process.
Administrative Organization.
3.1. The Board is the elected body in which final authority for the determination of all policies and actions relating to the operation of Consolidated High School District Number 230, Cook County, Illinois, is vested.
3.2. The Superintendent of Schools is the Chief Administrative Officer of the Board and, as such, has been delegated by the Board the authority and responsibility for the administration and implementation of all rules, regulations, and policies adopted by the Board.
3.3. The Superintendent of Schools delegates to the Director of Food Service the overall responsibility of managing the cafeterias of the School District. The Supervisor will assist the Director of Food Service in this responsibility.
3.4. The assignment of duties to the Food Service Staff shall be made by the respective Supervisor, subject to the approval of the Director of Food Service.
3.5. The reference to “Board” in this collective bargaining agreement should be interpreted as interchangeable with “the administration” with regard to operational matters and decision making that is not exclusively that of the Board under current law.
3.6. Except as limited by the specific provision of the Agreement, all management rights and functions shall remain vested exclusively in the Board.
Administrative Organization. The Board delegates to the Superintendent the power to make decisions concerning internal operations of the District. Superintendent shall have the primary responsibility for organizing and establishing administrative and supervisory staff for instructional business, and operational affairs in such a manner as will, in the Superintendent's judgment, best serve the needs of the District.
Administrative Organization i. Organization Charts
1. An organizational chart will be established by the Executive Director and submitted to the Executive Committee, on an annual basis or when there are organizational changes. Such chart shall be distributed to staff, and members upon request.
Administrative Organization. Section 1. The Joint Commissions bears the ultimate responsibility for the overall operation and performance of the department. However, for administrative purposes the department is organized as a separate department of the fiscal agent. The chain of command for the department is the Joint Commissions, board of directors, and the department director, who shall report directly to the county chief administrative officer and the city manager. City/County Joint Commissions | Department Director | | | | | | Data Center Training GIS Network Support AS 400
Section 2. The board of directors is responsible for providing the long-term direction on technology investments, standards, architecture, policies, and for the development of annual cost recovery recommendations to the Joint Commissions. However, the department must abide by the fiscal agent’s personnel policies, budget and accounting procedures, other applicable laws or ordinances, and in accordance with Article X during the transition period.
Administrative Organization. The Board delegates to the Interim Superintendent the power to make decisions concerning internal operations of the District. Interim Superintendent shall have the primary responsibility for organizing and establishing administrative and supervisory staff for instructional business, and operational affairs in such a manner as will, in the Interim Superintendent's judgment, best serve the needs of the District.
Administrative Organization. The Parties agree that, immediately following the Merger, the Company shall be organized around the following 10 central administrative departments: • Finance department; • Audit and risks department; • Corporate secretary; • Communications and financial communications; • International relations department; • Integration, synergies and performance department; • Human resources department; • Executive staff department; • Strategy and sustainable development department; • Research and innovation department. The organization principles of each of the above-mentioned central departments, a description of such departments, the heads of the departments and their subordination to the Chairman and CEO or to the Vice Chairman and President are set forth in Annex 1.3 hereto.
Administrative Organization. The Geneva District 304 Board of Education is legally responsible for the determination of all policies and actions relating to the operation of the schools. The following rules and regulations amplify and specify Board policies as contained in the Board of Education Policy Manual (Section 5: Personnel/Educational Support Personnel). The Superintendent of Schools delegates to the Assistant Superintendent-Human Resources authority for supervision of Educational Support Service Personnel throughout the district. Building principals and other administrative personnel are assigned as immediate supervisors of Educational Support Service Personnel, have evaluation responsibilities, and will provide day-to-day oversight of assigned personnel. Some educational support service employees may be assigned specifically to classrooms and/or students. When this is the case, a teacher may assist the building principal in the evaluation of the employee, but will not be assigned actual supervisory responsibility. The Assistant Superintendent-Human Resources is delegated authority for the operation of a program for maintaining the efficiency of office work and enhancing the skills and capacities of employees by promoting good procedures and maintaining a program of in-service training. A meaningful relationship between Educational Support Service Personnel and administrators/supervisors is an important element in the successful operation of a school district. Open dialogue regarding school operations is encouraged throughout the school year. It is the responsibility of each employee to communicate ideas for school improvement or problems/concerns to his/her immediate supervisor. In the event that a problem or concern remains unresolved after consultation with the immediate supervisor, the employee should bring the matter to the attention of the building principal if the immediate supervisor is not the building principal. If the problem/concern is still not resolved at the building level, the matter should be referred to the Assistant Superintendent-Human Resources for resolution. A group of Educational Support Service personnel will meet with the District administration three to four times during the school year to discuss issues of common interest. Every effort will be made to include a representative from each building and each position category. Team members will be rotated on and off on a prescribed schedule to ensure continuity and to allow new staff members to particip...
