EXECUTIVE DEVELOPMENT FUND Sample Clauses

EXECUTIVE DEVELOPMENT FUND. The Department will issue a check to the Association in each fiscal year of this MOU in the amount of $200,000 starting in July of 2019 to be used exclusively for management training for employees of this Unit. The funds are to be used for programs specifically related to management, leadership, or executive development. Expenditures of these funds must be approved by both the Board of Directors of the Association and the Fire Chief prior to their use. The Association will be responsible for maintaining a record of expenditures which shall be subject to management audit.
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EXECUTIVE DEVELOPMENT FUND. The City will provide $50,000 in each fiscal year of this MOU to be used exclusively for management training for employees of this Bargaining Unit. The funds are to be used for programs specifically related to management, leadership, or executive development. Expenditures of these funds must be approved by both the Fire Chief and the Association President prior to their use. The Board of Directors of the Association will be responsible for maintaining a record of expenditures which shall be subject to management audit.
Sample 1Sample 2
EXECUTIVE DEVELOPMENT FUND. The City will provide $300,000 in February 2016, February 2017, and February 2018 to be used exclusively for management training and tuition reimbursement for employees of this Unit. The funds are to be used for programs specifically related to management, leadership or law enforcement. Expenditures of these funds must be approved by the Board of Directors of the Association prior to their use. The Board of Directors will also be responsible for maintaining a record of all expenditures which shall be subject to management audit.
Sample 1
EXECUTIVE DEVELOPMENT FUND. Management will provide $80,000 in each year of this Memorandum of Understanding exclusively for management training for members of this Unit. These funds are to be used for programs on a group basis rather than a cash disbursement to each member. The Chief of Police must approve all expenditures prior to their use. Such funds are expected to be used in a manner similar to that of the past several years. Expenditures of these funds shall be the responsibility of the Board of Directors of the Command Officers Association. Management shall audit such expenditures from time-to-time.
Sample 1
EXECUTIVE DEVELOPMENT FUND. The City will provide $100,000 in each year of this MOU to be used exclusively for management training for members of this Unit. The funds are to be used for programs specifically related to management, leadership or law enforcement. Expenditures of these funds must be approved by the Board of Directors of the Association prior to their use. The Board of Directors will also be responsible for maintaining a record of all expenditures which shall be subject to management audit.
Sample 1
EXECUTIVE DEVELOPMENT FUND. The City will provide $100,000 in each year of this Memorandum of Understanding to be used exclusively for management training for members of this Unit. The funds are to be used for programs specifically related to management, leadership or law enforcement. Expenditures of these funds must be approved by the Board of Directors of the Command Officers Association prior to their use. The Board of Directors will also be responsible for maintaining a record of all expenditures which shall be subject to management audit.
Sample 1
EXECUTIVE DEVELOPMENT FUND. A. During the term of this MOU and commencing in the fiscal year 2016-17, a sum of money in the amount of $12,500 shall be appropriated to an Executive Development Fund to be used by Unit members for training and tuition expenses where no such funds are available in the Airport Police Department’s regular annual budget.
Sample 1
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Related to EXECUTIVE DEVELOPMENT FUND

  • Professional Development Fund A budget item equal to one-half (½) of one (1) percent of employees' salaries shall be set aside annually to be used to:

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Workforce Development MPC’s technical training program is having a major impact in the region. Online modules, short courses, webinars, and on site/videoconferencing events are reaching state and local transportation department employees and tribal transportation planners. By harnessing the capabilities of the four LTAP centers located at the MPC universities and the multimedia capabilities of the Transportation Learning Network (which was founded and is partly funded by MPC) more than 30 technical training events were offered in the first half of 2105. These training modules and short courses are critical to transportation agencies that need to improve or renew the skills of engineering technicians and other frontline workers. Many MPC courses or training events result in the certification of workers. Even when certification is not required, TLN’s online learning management systems allow employees and employers to set learning goals and monitor progress towards these goals. MPC is making another major impact in workforce development. Altogether, 102 graduate students are working on MPC research projects under the tutelage of faculty researchers. These graduate students represent the researchers and technical analysts of tomorrow. Without the MPC program and the stipend funds that it provides, these students may not be specializing in transportation; but, instead would be seeking career opportunities in other fields. The MPC research program allows faculty to mentor graduate students while allowing the students to work on projects for federal and state transportation agencies—thereby, gaining valuable practical experience.

  • Job Development Job development/placement is individualized and shall include weekly person-to-person job search assistance, assistance with identifying job leads, interview coaching and support, and maintaining a log of job search activities for the purposes of obtaining competitive integrated employment. By mutual consent of the consumer and Benedictine School of Exceptional Children, Inc. these services may be provided in-person or by Skype, FaceTime, or other online communication tools. Job development/placement may also include arranging job trials/job shadowing for individuals with a DORS Trial Work Experience Plan, assistance with completing applications, assistance with employer follow-up after interviews, use of personal employment networks in job search, and resume update. It would include time spent calling employers, visiting and educating employers and similar activities. Job development/placement shall not be paid for using supported employment funding and shall not include the Discovery process, which is pre-vocational in nature and may be completed prior to job development. Up to 60 hours for job search assistance, authorized in 20-hour increments, may be used for job development. Additional hours of job development may be requested and require written justification by BENEDICTINE SCHOOL OF EXCEPTIONAL CHILDREN, INC. and approval of the DORS regional/program director. Authorizations for Job Development. DORS only pays for job development services which have been previously authorized by a DORS official. Job Development Reporting. The Employment Service Progress Form is expected to be submitted to DORS on a monthly basis per consumer. This form is available on the DORS website (xxx.xxxx.xxxxxxxx.xxx).

  • 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 college/district policies and available resources.

  • Faculty Development Faculty who develop and/or teach Distance Education courses shall be provided with reasonable technical support and opportunities for Faculty development, consistent with the needs of the Faculty and availability of Board resources and services for that purpose. In the event that a Faculty member develops and/or teaches a Distance Education course for the first time, the Faculty member shall receive reasonable and appropriate professional development and technical support assistance, consistent with the needs of the Faculty and availability of Board resources and services for that purpose. In instances of succeeding assignments to teach Distance Education courses, the Faculty member is expected to demonstrate a level of technical competence sufficient to teach the course. Ongoing technical support assistance may be available to Faculty who teach succeeding offerings of the same course.

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