Factors to be considered. I n considering diminished capital and credit opportunities, recipients will examine factors relating to the personal financial condition of any individual claiming disadvantaged status, including personal income for the past two years (including bonuses and the value of company stock given in lieu of cash), personal net worth, and the fair market value of all assets, whether encumbered or not. Recipients will also consider the financial condition of the applicant compared to the financial profiles of small businesses in the same primary industry classification, or, if not available, in similar lines of business, which are not owned and controlled by socially and economically disadvantaged individuals in evaluating the individual's access to credit and capital. The financial profiles that recipients will compare include total assets, net sales, pre-tax profit, sales/working capital ratio, and net worth.
Factors to be considered. In making determinations under subpara- graph (A) the administering authority shall take into account—
(i) the extent to which the currency of the foreign country is convertible into the currency of other countries; 1
(ii) the extent to which wage rates in the foreign country are determined by free bargaining between labor and manage- ment,
(iii) the extent to which joint ventures or other investments by firms of other for- eign countries are permitted in the foreign country,
(iv) the extent of government ownership or control of the means of production,
(v) the extent of government control over the allocation of resources and over the price and output decisions of enter- prises, and
(vi) such other factors as the administer- ing authority considers appropriate.
Factors to be considered. Relevant to the Allocation of Workload The following factors should be taken into consideration when the workload is determined by the Employer:
(a) the nature of the professional development being delivered;
(b) the amount of setting-up preparation required;
(c) the scheduled duties and the times at which these duties must be carried out;
(d) induction and staff skill development needs of the employee;
(e) any institutionally required administrative or professional duties required of the employee;
(f) annual and any other leave entitlements; and
(g) other activities of the employee, which are part of the employee’s work but which, fall outside the scheduled duties, including professional development activities.
Factors to be considered. When determining whether a good faith effort has been established the City will consider all relevant efforts, including but not limited to the following factors:
(1) List each possible subcontract opportunity in the contract, indicating where possible the NAICS Code (or NIGP Code) of such work, seeking the assistance of the department in ascertaining such subcontract opportunities.
(2) Obtain access to the CERT Certified Vendor Online Directory or an exported list of the CERT certified businesses from CERT staff and search for current CERT certified SBEs, MBEs and WBEs.
(3) Attend all pre-bid and pre-construction conferences to obtain information about the Vendor Outreach Program, the levels of participation of CERT certified SBEs, MBEs, and WBEs, and the outreach requirements herein.
(4) Request assistance from local small business related organization; minority and women community organizations; minority and women contractor groups; or other organizations that provide assistance in the recruitment and placement of SBEs, MBEs, and WBEs.
(5) Solicit bids from CERT certified SBEs, MBEs and WBEs, which have been identified as being available and capable of performing the necessary work for the business opportunity within the contract within sufficient time for such business to provide a response, but at no time less than (10) business days prior to bid opening, by phone, fax, electronic mail, internet or other social media.
(6) Advertising available business opportunities in local papers, minority publications, and women publications.
(7) Solicit bids from a minimum of three (3) such certified businesses for each business opportunity available within the contract. Bidders who continuously list the same certified SBEs, MBEs and WBEs as having been contacted and listed as unavailable, when contact has previously been unsuccessful as a result of disconnected phone numbers or returned mail, will not be deemed to have made good faith efforts.
(8) Provided plans and specifications; information regarding the location of plans and specifications; or other necessary information regarding the opportunity to SBEs, MBEs and WBEs in a timely manner.
(9) Where applicable, advise and make efforts to assist interested CERT certified SBEs, MBEs and WBEs to obtain bonds, lines of credit or insurance, or other potential capacity barriers required to perform the contract.
(10) Submit documentation if responses from CERT certified SBEs, MBEs or WBEs were rejected, giving the co...
Factors to be considered. In approving an application for assistance under this provision, the following factors shall be considered:
(i) Past and present performance of the Employee
(ii) Relevance of the proposed course of study to the Employee’s current position or logical career path
(iii) The likelihood of the Employee being able to successfully complete the course of study
(iv) The extent of the impact on the business and the employee’s ability to perform his/her duties in conjunction with or arising from undertaking the study.
Factors to be considered during preparation of Annual Work Plan
(a) The scheduled duties required of the employee, and the times at which those duties must be carried out;
(b) Those activities of the employee which are part of the employee's work but which fall outside the scheduled duties, including professional development activities;
(c) The annual and any other leave entitlements of the employee.
Factors to be considered. The following factors will be considered by the City in selecting employees for promotion:
(1) Length of net credited service (seniority)
(2) Knowledge, education, training, ability, skills, and efficiency
(3) Physical fitness
(4) Attendance record
(5) Discipline record The City, administered through the Civil Service Commission, may use skills and/or written testing to determine item (2) above. Where all other factors are equal in the opinion of the City, seniority shall prevail.
Factors to be considered. The following listed factors are not a prioritized ranking. In cases where factors being considered are relatively equal in most respects, then seniority will be heavily weighted: • Efficient management of Departmental workload. • Service needs to Court, client and community. • Fiscal constraints. • Equal Employment Opportunity • Professional growth and development. • Special Skills. • Length of time in and nature of current assignment. • Seniority as determined by total, continuous department service. • Legislative requirements. In any circumstance which may dictate agency need to invoke involuntary transfer, those staff who do not come under exemption will be considered. Longevity in assignment will be a primary factor.
Factors to be considered. The following listed factors are not a prioritized ranking. In cases where factors being considered are relatively equal in most respects, then seniority will be heavily weighted: • Service needs to Court, client and community. • Administrative mandates. • Professional growth and development. • Preference of staff involved. • Length of time in and nature of current assignment. • Seniority as determined by total, continuous department service.
Factors to be considered a. The Boards should consider for promotion those individuals whose records indicate the experience and ability to perform at the higher level at the present time and who have displayed superior long-range potential. This is one of the Boards’ most important functions and must be exercised with care and discernment.
b. The Boards are required to review an individual’s most recent five years of service or the period the individual has been in his/her present class, whichever is longer. A Board should not give undue weight to any single performance appraisal, but should note that a Meritorious Service Increase (MSI) awarded by a previous board, especially multiple MSIs awarded in an individual’s current class, is an indication that an individual has been previously judged ready for promotion. Each Board should ensure that all individuals ranked promotable have made significant accomplishments while in their current class.
