Human Resources Development Strategy Grant Sample Clauses

Human Resources Development Strategy Grant. Established in 2003-04, the purpose of the HRDS Grant is to contribute to local authority expenditure in establishing enhanced level of human resource management practices across the whole of the social care workforce including workforce planning and the National Minimum Dataset for Social Care (NMDS-SC). This includes staff working in both the private and voluntary sectors. Initially ring-fenced, this was removed in 2004-05. Like the NTS, for 2005-07, the Department of Health specified that "the HRDS grant may be used towards expenditure incurred or to be incurred by local authorities" and contained no further conditions. As for the NTS grant, the intention for 2007-08 is that HRDS grant will “assist local councils to ensure that appropriate resources are made available to develop their own staff and those in private and voluntary organisations providing social care services on their behalf in order to meet the staff training and qualifications standards within the relevant National Minimum Standards.” 45 The Department of Health also recommends for the first time that the proportion of the grants to be spent in adult’s and children’s services should be in line with the proportion of the social care workforce employed in providing services in each. Nationally this approximates to 50% in each for social workers; and for other social care workers 13% in children's services and 87% in adults' services.
Sample 1
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Human Resources Development Strategy Grant percentages spent on independent sector by region 2003-04 2004-05 2005-06 2006-07 England 41% 37% 31% 35% East Midlands 44% 44% 28% 28% Eastern 31% 55% 46% 45% London 37% 53% 27% 31% North East 44% 36% 30% 32% North West 47% 42% 37% 41% South East 45% 43% 31% 36% South West 41% 34% 25% 30% West Midlands 49% 37% 28% 40% Yorkshire & Humber 39% 28% 29% 33% Sources: DIS data in PADI Data Analysis Tool for Spring 2006 and Department of Health annual grant determination bulletins – NB Adult + Children’s services; estimated spend on children’s services 10-30% of total spend in 2006-07
Sample 1

Related to Human Resources Development Strategy Grant

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B;

  • Human Resources Database The Parties believe that their on-going and collective bargaining relationships are enhanced through useful, timely, and accessible data on relevant human resources matters, including those listed below. The Parties agree to provide and support the accumulation and dissemination of available data to the PSEA, which will be responsible for the management of the HRDB project including the gathering, analysis, and maintenance of such data. The Parties may undertake joint projects for the comparative analysis of such data. The Parties agree that a Steering Committee will oversee this program. The Committee will include representatives designated by each Party. The Parties recommend that the Ministry of Advanced Education, Training and Technology continue to provide funding to assist in the gathering, analysis, and maintenance of such data through the agreed-upon organization.

  • Director of Human Resources The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Human Resources.

  • Executive Director (a) The HMO must employ a qualified individual to serve as the Executive Director for its HHSC HMO Program(s). Such Executive Director must be employed full-time by the HMO, be primarily dedicated to HHSC HMO Program(s), and must hold a Senior Executive or Management position in the HMO’s organization, except that the HMO may propose an alternate structure for the Executive Director position, subject to HHSC’s prior review and written approval.

  • 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 the KARINA ASSOCIATION, 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 KARINA ASSOCIATION, 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).

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Career Services Placement assistance is not provided. It is understood that the School does not and cannot promise or guarantee neither employment nor level of income or wage rate to any Student or Graduate.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • Skills Development The Company acknowledges the changing pace of technology in the electrical contracting industry and the need for employees to understand those changes and have the necessary skill requirements to keep the Company at the forefront of the industry. The Parties to this Agreement recognise that in order to increase the efficiency, productivity and competitiveness of the Company, a commitment to training and skill development is required. Accordingly, the parties commit themselves to:

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