Expertise of Personnel Sample Clauses

Expertise of Personnel. Applicants must provide: • Information on the total number of personnel expected to perform Navigator activities under the direct supervision of the applicant and/or any consortium members or sub- recipients or contactors under this cooperative agreement, both during open enrollment and post-open enrollment; • A description of staff expertise with the Health Insurance Exchanges, and how they ensure that all paid and unpaid staff performing Navigator duties successfully complete the required federal certification or recertification training as well as any applicable state Navigator requirements before assisting consumers in the Exchanges; • A description of staff expertise in the private health insurance market, and how it conducts public education and outreach activities, assists consumers in obtaining health coverage eligibility determinations, find available health insurance options (including public programs such as Medicaid/CHIP), assist consumers with enrolling through a SEP, and work with individuals with limited English proficiency and the left behind populations; and • A description of personnel expertise in their ability to perform work that is culturally and linguistically appropriate and work that is accessible and accommodating to meet the needs of individuals with disabilities. If selected for an award, applicants will be required to submit a plan to ensure personnel comply with the conflict of interest provisions in 45 C.F.R. § 155.215. For current and/or past HHS Navigator awardees, applications should describe the level of expertise of personnel both before and after receipt of previously awarded Navigator funding, including how they meet the requirements set forth in 45 C.F.R. §§ 155.210 and 155.215, and describe how any additional funding requested in this category will be used for new activities related to developing staff expertise, for example, training staff that the entity expects to add during the period of any new grant, or conducting recertification training for all existing staff.
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Expertise of Personnel. Applicants must provide information on the total number of all Navigators on staff, including full-time, part-time, and volunteer staff, as well as a description of staff expertise with Health Insurance Marketplaces and/or the private health insurance market, conducting public education and outreach activities, assisting consumers in obtaining health coverage eligibility determinations, finding available health insurance options (including public programs), and working with individuals with limited English proficiency, individuals with disabilities, the populations underserved in the current private health insurance market, and vulnerable populations. Applicants must also discuss personnel expertise demonstrating the ability to perform work that is culturally and linguistically appropriate and work that is accessible to individuals with disabilities. If selected for award, applicants will be required to submit a plan to ensure personnel comply with the conflict of interest provisions in 45 C.F.R. § 155.215. For current and past HHS Navigator awardees, applications should describe the level of expertise in personnel both before and after receipt of previously awarded Navigator funding, including how their Navigators meet the requirements set forth in 45 C.F.R. §§ 155.210 and 155.215, and describe how any additional funding requested in this category will be used for new activities related to developing staff expertise, for example, training staff that the entity expects to add during the period of any new grant, or conducting recertification training for all existing staff.
Sample 1Sample 2
Expertise of Personnel. Applicants must provide information on the total number of staff, including full-time, part-time, and volunteer staff, as well as a description of staff expertise with the private health insurance market, conducting public education and outreach activities, assisting consumers in obtaining health coverage determinations, finding available health insurance options (including public programs) and working with individuals with limited English proficiency, individuals with disabilities, the populations underserved in the current private health insurance market, and vulnerable populations. Applicants must also discuss personnel expertise demonstrating the ability to perform work that is culturally and linguistically appropriate and work that is accessible to individuals with disabilities. B. Work Plan and Timeline (maximum of three pages)
Sample 1Sample 2
Expertise of Personnel. Applicants must provide: • Information on the total number of personnel expected to perform Navigator activities under the direct supervision of the applicant and/or any consortium members or sub-recipients or contactors under this cooperative agreement, both during open enrollment and post-open enrollment; • A description of staff expertise with the Health Insurance Exchanges, and how they ensure that all paid and unpaid staff performing Navigator duties successfully complete the required federal certification or recertification training as well as any applicable state Navigator requirements before assisting consumers in the Exchanges; • A description of staff expertise in the private health insurance market, and how it conducts public education and outreach activities, assists consumers in obtaining health coverage eligibility determinations, find available health insurance options (including public programs such as Medicaid/CHIP), assist consumers with enrolling through a SEP, and work with individuals with limited English proficiency and the “left behind” populations; and • A description of personnel expertise in their ability to perform work that is culturally and linguistically appropriate and work that is accessible and accommodating to meet the needs of individuals with disabilities. If selected for an award, applicants will be required to submit a plan to ensure personnel comply with the conflict of interest provisions in 45 C.F.R. §
Sample 1
Expertise of Personnel. Applicants must provide information on the total number of all staff, including full-time, part- time, and volunteer staff, as well as a description of staff expertise with the Health Insurance Marketplace and/or the private health insurance market, conducting public education and outreach activities, assisting consumers in obtaining health coverage determinations, finding available health insurance options (including public programs), and working with individuals with limited English proficiency, individuals with disabilities, the populations underserved in the current private health insurance market, and vulnerable populations. Applicants must also discuss personnel expertise demonstrating the ability to perform work that is culturally and linguistically appropriate and work that is accessible to individuals with disabilities. If selected for award, applicants will be required to submit a plan to ensure personnel comply with the conflict of interest provisions in 45 C.F.R. § 155.215. For current Navigator awardees, under opportunity CA-NAV-13-001, applications should describe the level of expertise in personnel both before and after receipt of the Navigator funding, including how their Navigators meet the requirements set forth in 45 C.F.R. §§ 155.210 and 155.215, and describe how additional funding through this opportunity will be used for new activities related to developing staff expertise, for example, training staff that the entity expects to add during the period of any new grant, or conducting recertification training for all existing staff.
Sample 1
Expertise of Personnel. Applicants must ensure the following information is included in their application: • Brief biographical statements for the key personnel (AOR and Project Director) discussing the level of expertise they have administering a federal grant (or cooperative agreement)32 and at least two examples of successful compliance with the terms and conditions associated with a federal grant (or cooperative agreement); • Outline of how the AOR and Project Director will oversee and monitor the activities proposed in the project narrative; • Description of the applicant’s current staffing capacity, along with the anticipated timeline for bringing any additional staff (including FTE, PTE, and volunteers) onboard if awarded; • Plan for ensuring that all paid and unpaid staff performing Navigator duties successfully complete the required federal certification or recertification training, as well as any applicable state Navigator requirements, before performing any Navigator functions in the FFEs; • Description of staff’s expertise with the FFEs, conducting public education and outreach activities, assisting consumers in obtaining health coverage eligibility determinations, finding available health insurance options (including public programs), and working with individuals with limited English proficiency, individuals with disabilities, and underserved or vulnerable populations; and • Description of how the proposed staffing for this project reflects the cultural, linguistic, and other characteristics/preferences of the target population(s) that the applicant proposes to serve, and their ability to provide assistance to consumers in a way that is accessible and accommodating to meet the needs of individuals with disabilities. If applicant is applying as the lead applicant for a consortium, the following should also be included: • Description of the role each subrecipient will have in this project and the value they will add to the applicant’s proposal; and • Description of the current staffing capacity of each subrecipient, along with the anticipated timeline for bringing any additional staff (including FTE, PTE, and volunteers) onboard if awarded. If selected for an award, applicants will be required to submit a plan to ensure personnel comply with the conflict of interest provisions in 45 C.F.R. § 155.215. For current and/or past HHS Navigator awardees, applications should describe the level of expertise of personnel both before and after receipt of previously awarded Naviga...
Sample 1

Related to Expertise of Personnel

  • Removal of Personnel The CONSULTANT agrees, within thirty (30) calendar days of receipt of a written request from the COUNTY, to promptly remove and replace the CONSULTANT'S Project Director, or any other personnel employed or retained by the CONSULTANT, or personnel of the sub-consultants or subcontractors engaged by the CONSULTANT to provide and/or perform services and/or work pursuant to the requirements of this Agreement, who the COUNTY shall request, in writing, be removed, which request may be made by the COUNTY with or without cause. However, if day thirty

  • Entry and Sojourn of Personnel A Contracting Party shall, subject to its laws applicable from time to time relating to the entry and sojourn of non-citizens, permit natural persons of the other Contracting Party and personnel employed by companies of the other Contracting Party to enter and remain in its territory for the purpose of engaging in activities connected with investments.

  • Employment of Personnel Manager shall use its diligent efforts to investigate, hire, pay, supervise and discharge the personnel necessary to be employed by it to properly maintain, operate and lease the Property, including without limitation a property manager or business manager at the Property. Such personnel shall in every instance be deemed agents or employees, as the case may be, of Manager. Owner has no right of supervision or direction of agents or employees of Manager whatsoever; however, Owner shall have the right to require the reassignment or termination of any employee. All Owner directives shall be communicated to Manager’s senior level management employees. Manager and all personnel of Manager who handle or who are responsible for handling Owner’s monies shall be bonded in favor of Owner. Manager agrees to obtain and keep in effect fidelity insurance in an amount not less than Two Hundred Fifty Thousand Dollars ($250,000). All reasonable salaries, wages and other compensation of personnel employed by Manager, including so-called fringe benefits, worker’s compensation, medical and health insurance and the like, shall be deemed to be reimbursable expenses of Manager. Manager may allow its employees who work at the Property and provide services to the Property after normal business hours, to reside at the Property for reduced rents (or rent fee as provided in the Operating Budget) in consideration of their benefit to Owner and the Property, provided such reduced rents are reflected in the Annual Business Plan.

  • Availability of Personnel The Subadvisor at its expense will make available to the Directors and Advisor at reasonable times its portfolio managers and other appropriate personnel, either in person, or, at the mutual convenience of the Advisor and the Subadvisor, by telephone, in order to review the Fund's investment policies and to consult with the Directors and Advisor regarding the Fund's investment affairs, including economic, statistical and investment matters relevant to the Subadvisor's duties hereunder, and will provide periodic reports to the Advisor relating to the investment strategies it employs.

  • Non-Solicitation of Personnel During the term of this Agreement and for a period of one (1) year thereafter, Consultant will not directly or indirectly solicit the services of any Company employee or consultant for Consultant’s own benefit or for the benefit of any other person or entity.

  • Assignment of Personnel The Contractor shall not substitute any personnel for those specifically named in its proposal unless personnel with substantially equal or better qualifications and experience are provided, acceptable to County, as is evidenced in writing.

  • Contents of Personnel File A. Adverse statements prepared by the County shall not be included in an employee's official personnel file unless a copy is provided to the employee. B. An employee shall have the right to inspect and review the contents of his or her official personnel file at reasonable intervals. C. In addition, an employee shall have the right to inspect and review the contents of his or her official personnel file in any case where the employee has a grievance related to performance; to a performance evaluation; or is contesting his or her suspension or discharge from County service. D. Letters of reference and reports concerning criminal investigations concerning the employee shall be excluded from the provisions of B. and C., above. E. An employee shall have the right to respond in writing or personal interview to any information contained in his or her official personnel file, such reply to become a permanent part of such employee's official personnel file. F. Any contents of an employee's official personnel file may be destroyed pursuant to an agreement between the Chief of Employee Relations and the employee concerned or by an order of an arbitrator, court or impartial hearing officer unless the particular item is otherwise required by law to be kept.

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

  • Types of Personal Data Contact Information, the extent of which is determined and controlled by the Customer in its sole discretion, and other Personal Data such as navigational data (including website usage information), email data, system usage data, application integration data, and other electronic data submitted, stored, sent, or received by end users via the Subscription Service.

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