Employment and Skills Board Sample Clauses

Employment and Skills Board. City Region and the relevant Government Department officials agreed interim ESB Terms of Reference in October 2009. The ESB will be co-designed between city region partners and BIS/DWP. City region partners, including Local Authorities and Yorkshire Forward, will recruit the members for the ESB with a shadow ESB to be in place by December 2009, building on existing arrangements where appropriate, for example, Leeds City Region Leaders Board, Chief Executives group, Business Leadership group and regional and local arrangements where these are in place.
Sample 1
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Employment and Skills Board. The City Employment Strategy has been developed, setting out a continuum model for tackling worklessness, and meeting employer skill demands. This includes the development of a joint commissioning framework to which relevant sources of funding align. Building on the City Employment Strategy Board and delivery arrangements, the city region will establish an Employment and Skills Board (ESB), as part of the new governance arrangements. The Board will have high level representation from elected members and a strong employer presence in order to secure greater devolution. The ESB will be the decision making body for employment and skills strategy and funding at the city-regional labour market level. Roles and responsibilities of the Board will include: To oversee the development and delivery of an Employment and Skills strategy and commissioning plan which defines local training priorities in response to needs and gaps; Joint target setting in line with local priorities; Co-commissioning mainstream employment and skills provision with flexible contracts to suit local conditions and the needs of local people; Pooling and aligning of funding streams (DWP, ESF, WNF) to support shared priorities; Performance management of national DWP and DIUS contracts; Raising demand for services from employers and individuals; Simplifying the offer to local employers and developing package of support to meet their specific recruitment and workforce development needs; Managing relationships with regional and national agencies – DWP, new Skills Funding Agency etc; Testing new and innovative approaches to service delivery The ESB will oversee delivery of the employment and skills elements of the MAA. Transport The development, implementation and monitoring of transport strategy, priorities and plans are integrated across the Liverpool city region through a long established strategic transport partnership made up of elected members from the six local authorities. Both Local Transport Plans (for Merseyside and Halton) have been recognised as excellent in planning and delivery terms. They were awarded „Excellent‟ status by the Department for Transport (DfT) for both the quality of their current LTPs 2006-2011, and their successful delivery of LTP 2001-2006. As the only Metropolitan area in the country to be so accredited, this status brings recognition of our overall approach to improving transport. The city region has a draft transport vision and strategy. The Planning for the Futur...
Sample 1

Related to Employment and Skills Board

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • EMPLOYEE RIGHTS AND RESPONSIBILITIES 1. In addition to others identified herein, employees affected by these procedures shall have the following rights:

  • Employment of Consultants Part A: General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the “Guidelines: Selection and Employment of Consultants by World Bank Borrowers” published by the Bank in January 1997 and revised in September 1997 and January 1999 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection

  • Cause for Discipline An employee may be disciplined, suspended or discharged, but only for just cause by the Employer.

  • Employment of Consultants Part A General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the “Guidelines: Selection and Employment of Consultants by World Bank Borrowers” published by the Bank in January 1997 and revised in September 1997 and January 1999 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection

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