Career Guidance. The GP Trainer will assist the GPStR, where appropriate with issues relating to career guidance and support and involve the Programme Directors where appropriate.
Career Guidance. Once an employee chooses employment security, the University’s Employment and Organizational Effectiveness Unit will meet with him/her to provide strategic career guidance and develop a plan that will include, if necessary, reassignment, training, placement, and the development of independent proposals.
Career Guidance. (1) Upon request, employees identified by the Employer as not qualified for a vacancy are entitled to career guidance from the Human Resources. This guidance will include, at a minimum, a description of the minimum qualification requirements for the positions for which the employee desires consideration, an analysis of the employee’s current qualifications as they relate to higher level positions the employee could reasonably be expected to fill within the next year, and areas in which the employee could improve to enhance the employee’s future career opportunities.
(2) Employees who meet the basic qualifications may request the following additional information from the Human Resources Division, or its service provider if one exists:
(a) Explanations of any part of the Merit Promotion Plan;
(b) Details of the evaluation techniques;
(c) The qualifications required for the position;
(d) If the employee was grouped among the best qualified;
(e) If the employee was minimally qualified for the position;
(f) The total points awarded on the assessment questionnaire in the automated staffing process;
(g) Minimum number for total points which were needed to make the best qualified list; and
(h) The name of the selectee.
Career Guidance. 1) Upon request, employees identified by the Employer as not qualified for a vacancy are entitled to career guidance from Human Resources. This guidance will include, at a minimum, a description of the minimum qualification requirements for the positions for which the employee desires consideration, an analysis of the employee’s current qualifications as they relate to higher level positions the employee could reasonably be expected to fill within the next year, and areas in which the employee could improve to enhance the employee’s future career opportunities.
2) Employees who meet the basic qualifications may request the following additional information from the Human Resources Division, or its service provider if one exists:
a) Explanations of any part of the Merit Promotion Plan;
b) Details of the evaluation techniques;
c) The qualifications required for the position;
d) If the employee was grouped among the best qualified;
e) If the employee was minimally qualified for the position;
f) The total points awarded on the assessment questionnaire in the automated staffing process;
g) Minimum number for total points which were needed to make the best qualified list; and
h) The name of the selectee.
Career Guidance. Assist PARTICIPANTS in managing their career development and growth;
Career Guidance. Employees determined by the Employer to be not qualified for a vacancy may request career guidance from the Human Resources Division or its service provider. This guidance may include a description of the minimum qualification requirements for the position and an analysis of the employee’s current qualifications as they relate to that position. Employees who met the basic qualifications may request the following additional information from the Human Resources Division or its service provider:
1. Explanations of any part of the Merit Promotion Plan;
2. Details of the evaluation techniques;
3. The qualifications required for the position;
4. If the employee was among the best qualified;
5. The total points awarded on the assessment questionnaire in the automated staffing process;
6. Minimum number of total points which were needed to make the best qualified list; and
7. The name of the selected candidate; Section 16 -
Career Guidance. 11.1. Within four weeks after the employee has received written notification of potential dismissal, the administrator, the employee and HR advisor will compile a written guidance plan. The administrator will take the initiative in this. The guidance plan will be signed by the administrator, employee and HR advisor. The employee will be expected to cooperate with this and also show personal initiative. If this deadline is not achieved, providing that it is for reasons that cannot be attributed to the employee, the employment protection period referred to in Article 6 of this Continuous scheme in case of redundancy will be extended by the duration of the delay, i.e., the period starting from the end of the four-week deadline until the guidance plan has been drawn up in writing by the administrator and presented to the employee for signing.
11.2. The guidance plan will outline the wishes and possibilities of the employee facing potential redundancy with regard to a new position inside or outside UT. The plan may focus on the following: • career advice and training; • refresher training, additional training or retraining • outplacement facilities; • facilities associated with job application training; • other measures taken to facilitate a reassignment inside or outside UT; • support for entrepreneurship; • highlighting vacancies outside UT; • job application activities on the part of the employee (incl. registering with temporary employment agencies); • use of (other) facilities from the Continuous scheme in case of redundancy.
11.3. This provision does not apply to employees who have reached statutory pension age.
Career Guidance. At the request of the player the club shall assist in communicating with a relevant career guidance consultant. (For instance, NISO). Initials: Club: Player: Guardian:
Career Guidance. Career guidance capacity building activities and testing of career guidance tools and materials completed (Q1) • Evaluation report and tailored recommendations to enhance partner career guidance approaches and activities finalized (Q2) • Career guidance recommendation workshop conducted (Q2) • Refined Y4F Career Guidance toolkit completed (Q2) Complete IYF trained partners on the refined career guidance toolkit in August 2014, sharing best practice recommendations for implementing career guidance activities based on the partner needs identified in the findings from the summary evaluation report. National Employment Portal • Design enhancements to website (Q2) • Outreach and awareness activities (Q2-Q3) Not completed Early in the year, the MOL FORAS initiative was merged with Microsoft’s Ta3mal initiative resulting in a fresh review of project roles and responsibilities amongst the three core national implementation partners, MOL, Microsoft and KAFD. Accordingly, the development timeline and approach for the portal launch was also revised and pushed back. Although XXX identified a web design firm to support the design enhancements, the shift in overall management and implementation approach for the project resulted in significant delays to the original start up timeline. As such, a decision was made in consultation with USAID that it would be better for IYF/Y4F to forgo any support and investment in the initiative due to the late start up of the Foras project and the impending closedown of Y4F.
Career Guidance. Despite the fact that Career Guidance is an essential component of any given employability program, and due to the fact that this is an under-developed component within the Palestinian context; the YED team will present this component to new YSIs to generate more interest and guarantee full understanding of Career Guidance within the Palestinian context.
