Improvement Goals. Customer and Supplier mutually agree that continuous improvement goals for cost, quality and Cycle Time reduction shall be established, measured, and will be reviewed at least quarterly to ensure the mutual goals are met and new goals are identified.
Improvement Goals. Refining Current Practices • Goal addresses Domains 1, 2 or 3 of Standards for Professional Practice for Teachers. • Purpose of the goal is to improve a more basic skill or a more complex skill. • Goal reflects a desire to improve something already found in teacher’s current practice. • Goal should be set by an individual, rather than a team. • Product for this goal generally includes observations or some form of artifact collection to demonstrate desired improvement. • Goal is usually a one-year goal.
Improvement Goals. Numbered list of improvement goals that must be meet to retain position. These are the goals related to areas of concern to be improved and addressed
Improvement Goals. These are the goals related to areas of concern to be improved and addressed:
Improvement Goals. What are the specific areas the probationer needs to work on to improve their effectiveness as an instructor, counselor, or librarian? 1.
Improvement Goals. (copy from PIP) What are the specific areas the probationer is working on to improve their effectiveness as an instructor, counselor, or librarian? 1.
Improvement Goals. The signatory Parties are committed to promoting the balance and diversity of jobs and recruitment, which are viewed as a key factor in the advancement and balance of work for Group Companies. To that end, they wish to reiterate that recruitment conditions shall observe and promote application of the principle of non-discrimination in all forms, particularly outside of any consideration based on gender, marital status or pregnancy. Accordingly, only the applicant’s objective criteria (skills, capabilities and professional experience) shall be taken into consideration. The Parties therefore wish to reaffirm their commitment to professional equality and the prevention of discrimination, stereotypes and sexist behaviour, particularly through initiatives targeting employment and recruitment. They also undertake to continue raising awareness among all recruitment parties and managers on issues relating to discrimination and diversity. Initiatives and indicators: - 100% of posted job offers (internal/external) shall comply with the principles of non- gender-based discrimination: o 100% of posted job offers shall comply with the principle of non- discrimination. - 100% of recruitment firms shall have a diversity and professional equality clause applicable to recruitment: o 100% of recruitment firms have a diversity and professional equality clause applicable to recruitment. - The distribution of women and men by type of job/transfer shall reflect a balance among the different socio-professional categories as much as possible. The term transfer refers to functional or geographic transfers taking place subsequent to publication of a job offer on Group intranet sites, but also to changes giving rise to transfers to new functions and/or positions (whether or not they resulted from a restructuring operation). These changes include career developments, appointment, and changes in the wage policy: o Annual oversight of the number of women and men hired or transferred by socio-professional category. - Train all new hires in the diversity and gender equality policy: o 100% of new hires completed training/awareness-raising initiatives in the diversity and gender equality policy. - Train all managers in non-discrimination, particularly through awareness-raising sessions (online serious games, distance and coursework programme entitled “Managers: Adopt the right reflexes” or any kind of awareness-raising initiatives liable to be established by Management): o Have all manager...
Improvement Goals. The Parties have reaffirmed their determination to ensure equal access to vocational training and thus contribute to equality in career management and the professional development of women and men, and The special initiatives set up for employees returning from parental leave have also been maintained. Initiatives and indicators: - Ensure equal access to vocational training for women and men: o Annual number of training courses provided to women and men, and proportion of women and men completing the courses each year. - Support male and female employees returning to work after maternity or adoption leave and/or parental leave. This support is provided by the manager and/or an HR development officer, over the course of an interview in which any training requirements requested by the employees is examined within 6 months of their return: o Number of support interviews organised when employees return from leave divided by number of employees returning from parental leave.
