Delegate Development Sample Clauses

Delegate Development. MPI and the PSA are committed to competent and well-trained PSA delegates who can perform their day to day delegate functions and contribute to MPI business outcomes. MPI will support PSA delegate development through: • support for the two day training of newly elected delegates in their first year, through the funding of and participation in the delivery of the initial PSA Delegate Development training module ‘Building Your Union’ with additional content delivered by MPI. MPI will fund actual and reasonable accommodation, travel and meals in line with MPI published guidelines and MPI will release delegates from work; • encouragement of delegates to access further PSA Delegate training courses through the use of EREL in accordance with Part 7 of the Employment Relations Xxx 0000; and • identification of learning opportunities in working parties, projects and secondments (where appropriate and agreed between both parties). PSA will support PSA delegate development through: • conducting the election of delegates in accordance with PSA rules (the delegate election cycle set out in the PSA rules is currently a 2 year cycle however casual vacancies in delegate teams can be filled at any time); • providing MPI annually with a list of PSA delegates and national delegates, and upon request; • co-ordinating dates and venues for delivery of the annual new delegate training courses (Building your Union); and • providing MPI on an annual basis with a delegate development calendar.
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Delegate Development. MPI and the PSA are committed to competent and well-trained PSA delegates who can perform their day to day delegate functions and contribute to MPI business outcomes. MPI will support PSA delegate development through:  support for the training of newly elected delegates in their first year, through the funding of and participation in the delivery of the initial PSA Delegate Development training module. MPI will fund actual and reasonable accommodation, travel and meals in line with MPI published guidelines and MPI will release delegates from work;  encouragement of delegates to access further PSA Delegate training courses through the use of EREL in accordance with Part 7 of the Employment Relations Xxx 0000; and  identification of learning opportunities in working parties, projects and secondments (where appropriate and agreed between both parties). PSA will support PSA delegate development through:  conducting the election of delegates in accordance with PSA rules (the delegate election cycle set out in the PSA rules is currently a 2 year cycle however casual vacancies in delegate teams can be filled at any time);  providing MPI annually with a list of PSA delegates, and upon request; and  co-ordinating dates and venues for delivery of the annual new delegate training courses.
Sample 1
Delegate Development. ‌‌‌‌‌‌‌‌‌‌
Sample 1
Delegate Development. The Ministry and the PSA are committed to the on-going development of PSA delegates. The parties recognise the varying roles and skill required within the Ministry/PSA delegate structure. Delegate training adds significant value to both the PSA and the Ministry and will be supported wherever possible. Development occurs through active participation in; • Delegate training at the PSA • Formal joint initiatives such as working parties, forums and collective bargaining, • On the job opportunities such as facilitation of members and delegates meetings and presenting the PSA at staff inductions, and • Involvement in the problem-solving process Delegates are expected to have a personal commitment to the continual learning through the PSA delegate development programme. The Ministry supports two year terms for delegates and agree 6 days of training over two years delivered by the PSA delegate development programme. The Ministry agrees to release delegates on pay to participate in this training in accordance with ERE leave. Further the Ministry will support delegate development through sharing learning opportunities and knowledge. PSA is committed to ensuring the effective succession planning of its delegates by enabling opportunity for delegates from all levels to participate in the joint initiatives.
Sample 1

Related to Delegate Development

  • Job Development ‌ a. Does the district conduct or access job development services to expand job opportunities for TA and SNAP participants? Yes No If Yes, select how the district participates in job development activities. District staff contacts employers to solicit jobs for TA and SNAP Participants. Describe below how this is done, including number of staff, frequency of contacts, etc. Self Sufficiency Supervisory Staff members promote the hiring of Temporary Assistance clients through the use of the Transitional Employment Advancement Program (TEAP). MCDSS offers periodic job interviews with 60 - 75 TA recipients (concentrating on the Safety Net Singles) to fill vacant positions with companies who may participate with TEAP or OJT. Daily, job openings are received from area employers and reviewed by the Self Sufficiency staff for possible applicant matching. All jobs are posted in our waiting rooms, handed out at our front windows, given during recertification interviews or employment assessments for clients and applicants to review and submit applications to. To find additional employers, intranet searches of employment web sites, phone calls, cold calls, and mailings are made to employers in the area to explain the TEAP and OJT contracts along with information about Tax Incentives. Self Sufficiency staff also attend Job Fairs, as they arise to speak with employers and discuss the benefits of hiring a client currently on Public Assistance. Individuals that are eligible for TEAP or OJT are also given a TEAP brochure and OJT literature to use to advise potential employers that they are eligible for TEAP or OJT if they are hired. The Employment Coordinator receives notifications of job postings from various Monroe County vendors, we then try to match clients with these positions. MCDSS screens recipients for job skills matching current openings at an employer. MCDSS then schedules recipients to come to office and have a job interview here in the building. We assist with online application filing and interview preparation before the interview is conducted with the employer. MCDSS receives notifications of community job fairs and advises employable individuals to attend. MCDSS is able to have a sign in table at these events and are able to mentor individuals and offer support during the fair. District contracts or has an agreement with another agency to contact employers and solicit jobs for TA and/or SNAP participants. Describe below how this is done, including number of staff, frequency of contacts, etc. RochesterWorks, Inc. - There are 3 full-time staff dedicated to employer outreach on the RochesterWorks Business Services team. Outreach is done on a daily basis in a variety of ways such as through daily job posts on behalf of business, presentations to business/industry associations and groups like the local Xxxxxxxx of Commerce, Pro-ROC (Professional Recruiters of Rochester) and other networks; one-on-one meetings at employers’ worksites, virtually, over the phone or via email; virtual and in-person recruitment events; and monthly business newsletters. RochesterWorks also engages employers referred by our local county Economic Development Department as well as the Department of Labor, to promote and connect job seekers with hiring companies. In addition to free job posting, recruitment events, and promotion, RochesterWorks offers work-based training grants in the form of On-the-Job Training (partial wage subsidy) and Transitional Jobs (fully subsidized). Career Systems currently refers Job Seekers from a number of programs to area job fairs. They will continue this and consider a referral to a job fair to be equivalent to a referral to potential employment; it will be a condition of continued eligibility for the program. They will facilitate, monitor and report this attendance and participation. Career Systems will also develop relationships with hiring agencies that will allow groups of participants to be interviews at the job site. Career Systems staff will facilitate, monitor and report attendance at these functions.

  • Scope of Delegated Responsibilities (a) SELECTION OF ELIGIBLE FOREIGN CUSTODIANS. Subject to the provisions of this Section 3.2, the Foreign Custody Manager may place and maintain the Foreign Assets in the care of the Eligible Foreign Custodian selected by the Foreign Custody Manager in each country listed on Schedule A, as amended from time to time. In performing its delegated responsibilities as Foreign Custody Manager to place or maintain Foreign Assets with an Eligible Foreign Custodian, the Foreign Custody Manager shall determine that the Foreign Assets will be subject to reasonable care, based on the standards applicable to custodians in the country in which the Foreign Assets will be held by that Eligible Foreign Custodian, after considering all factors relevant to the safekeeping of such assets, including, without limitation the factors specified in Rule 17f-5(c)(1).

  • Chief Operating Officer The Chief Operating Officer shall be responsible for managing the day to day operations of the Company and shall see to it that all orders of the Chief Executive Officer are carried into effect.

  • Business Development Provide advice and assistance in business growth and development of Party B. 业务发展。对乙方的业务发展提供建议和协助。

  • Skills Development The Company acknowledges the changing pace of technology in the electrical contracting industry and the need for employees to understand those changes and have the necessary skill requirements to keep the Company at the forefront of the industry. The Parties to this Agreement recognise that in order to increase the efficiency, productivity and competitiveness of the Company, a commitment to training and skill development is required. Accordingly, the parties commit themselves to: i) Developing a more highly skilled and flexible workforce. ii) Providing employees with career opportunities through appropriate training to acquire the additional skills as required by the Company. Taking into account; The current and future skill needs of the Company. The size, structure and nature of the Company. The need to develop vocational skills relevant to the Company and the Electrical Contracting Industry. Where, by agreement between the employee and employer, an employee undertakes training providing skills, which are not a company specific requirement, any time spent in the completion of this training shall be unpaid.

  • Project Manager The term “Project Manager” refers to the employee of the State who has been assigned responsibility for overseeing and managing the proper and timely implementation of the project.

  • Program Development NWESD agrees that priority in the development of new applications services by XXXXX shall be in accordance with the expressed direction of the XXXXX Board of Directors operating under their bylaws.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • Joint Development If joint development is involved, the Recipient agrees to follow the latest edition of FTA Circular 7050.1, “Federal Transit Administration Guidance on Joint Development.”

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