Hiring and Retention Sample Clauses

Hiring and Retention. Decisions on hiring full-time faculty shall be made by the Administration after the recommendation of the HRPST Committee who shall act upon the recommendation of the Xxxx and shall be responsible for ensuring equity within the salary structure of the college.
Sample 1
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Hiring and Retention. In 2021, Metro was experiencing significant challenges maintaining the necessary 19 fulltime paramedics to service the City. At one time, staffing was down to only 13 available paramedics requiring the City to initiate some very short-term service adjustments. Nationwide, private paramedic service companies are experiencing shortages of hiring new paramedics and retaining existing ones. This national private paramedic employee shortage has been slowly materializing over the last 10 years but has unquestionably been accelerated by the pandemic.
Sample 1
Hiring and Retention. The Union and WSGC share the mutual goal of developing and retaining a diverse workforce. Within 180 days of the execution of this agreement the WSGC and Union will meet to discuss ways the parties can work together toward promoting equity and a diverse workforce. Employees may have access to their files for review upon request to Human Resources and may request and shall be given copies of items in their file within a reasonable time, not to exceed five (5) business days.
Sample 1
Hiring and Retention. DHS leadership has supported every area of the state with a more efficient and streamlined process for hiring staff to fill vacant positions. Beginning in October 2019, DHS began using a new web-based system, known as JazzHR, that posts announcements for vacant positions on over 20 job search sites and allows managers to identify and hire qualified applicants immediately after they apply, rather than wait for a closure date on position announcements, which now stay open until a position is filled. Interviews with DHS managers and field staff confirmed to the Co- Neutrals that this new hiring system allows the agency to identify applicants and fill caseworker positions much more rapidly, particularly in areas where the department has regularly experienced challenges identifying qualified applicants to fill vacancies. Statewide, DHS reported 190 vacant caseworker positions at the end of this report period, an increase of 13 vacancies from one year earlier when DHS reported 177 vacant positions. DHS leadership has committed to ensure every district is allocated enough caseworker positions and supported to best manage workload assignments, improve caseworker retention, and expeditiously backfill staff positions when vacancies occur. DHS’ substantial and sustained progress to meet the Target Outcome this period is evidence of this commitment. Further, DHS’ successful efforts to support caseworkers with manageable caseloads is also leading to better staff retention as shown by a significant decrease in caseworker turnover in the last eighteen months. For all levels of case-carrying workers combined, DHS reported the turnover rate for SFY 2019 (July 2018 through June 2019) was 24.2 percent and this decreased to 9.5 percent the following SFY 2020 (July 2019 through June 2020), representing a remarkable 60 percent decrease in the turnover rate. For this report period, which covers the first half of SFY21, DHS reported a turnover rate of 9.0 percent. As DHS highlighted in its February 2021 Semi-Annual report, “The decreased turnover for CW Specialist I, II, and III's is significant considering CWS and its employees experienced a pandemic; developed and adapted to a sudden robust telework plan; and closed over 30 OKDHS buildings across the state.” DHS also noted that this significantly reduced turnover rate further supports DHS’ ongoing efforts to systematically identify and hire the best candidates into DHS’ child welfare positions, particularly as caseworkers. Duri...
Sample 1

Related to Hiring and Retention

  • Recruitment and Retention Avenal, Ironwood, Calipatria and Chuckawalla Valley Prisons A. Effective July 1, 1998, employees who are employed at Avenal, Ironwood, Calipatria or Chuckawalla Valley State Prisons, Department of Corrections, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,400, payable thirty (30) days following the completion of the twelve (12) consecutive qualifying pay periods. B. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at Avenal, Ironwood, Calipatria, or Chuckawalla State Prisons, there will be no pro rata payment for those months at either facility. C. If an employee is mandatorily transferred by the department, he/she shall be eligible for a pro rata share for those months served. D. If an employee promotes to a different facility or department other than Avenal, Ironwood, Calipatria or Chuckawalla Valley State Prisons prior to completion of twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the Department will be entitled to a pro rata share of the existing retention bonus. E. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods. F. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions. G. Employees on IDL shall continue to receive this stipend. H. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution, and then takes six (6) months’ maternity leave, the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of 2,400.

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • Monitoring and Reporting The Programme Operator shall monitor, record and report on progress towards the programme’s outcomes in accordance with the provisions contained in the legal framework. The Programme Operator shall ensure that suitable and sufficient monitoring and reporting arrangements are made with the project promoters in order to enable the Programme Operator and the National Focal Point to meet its obligations to the Donors. When reporting on progress achieved in Annual and Final Programme Reports, the Programme Operator shall disaggregate results achieved as appropriate and in accordance with instructions received from the FMO.

  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T. 10.14.2 The requirements of Chapter 12T shall only apply to a Contractor’s or Subcontractor’s operations to the extent those operations are in furtherance of the performance of this Agreement, shall apply only to applicants and employees who would be or are performing work in furtherance of this Agreement, and shall apply when the physical location of the employment or prospective employment of an individual is wholly or substantially within the City of San Francisco. Chapter 12T shall not apply when the application in a particular context would conflict with federal or state law or with a requirement of a government agency implementing federal or state law.

  • Safeguards Monitoring and Reporting The Borrower shall do the following or cause the Project Executing Agency to do the following:

  • PERFORMANCE MONITORING AND REPORTING Performance indicators

  • Monitoring and Review The Provider agrees to allow access to the Department for purposes of monitoring and review. This access includes but is not limited to client records, fiscal records, staffing records, policy and procedural manuals, facilities, staff, and children in care of the Department. The Department will conduct quality reviews, which may include site-based quality review visits.

  • Files Management and Record Retention relating to Grantee and Administration of this Agreement a. The Grantee shall maintain books, records, and documents in accordance with generally accepted accounting procedures and practices which sufficiently and properly reflect all expenditures of funds provided by Florida Housing under this Agreement. b. Contents of the Files: Grantee must maintain files containing documentation to verify all funds awarded to Grantee in connection with this Agreement, as well as reports, records, documents, papers, letters, computer files, or other material received, generated, maintained or filed by Grantee in connection with this Agreement. Grantee must also keep files, records, computer files, and reports that reflect any compensation it receives or will receive in connection with this Agreement.

  • 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.

  • DOCUMENT AND RECORD RETENTION ‌ Xxxxxx shall maintain for inspection all documents and records relating to reimbursement from the Federal health care programs and to compliance with this IA for four years (or longer if otherwise required by law) from the Effective Date.

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