Job Coaching Sample Clauses

Job Coaching. School employees that teach or instruct other staff members shall be compensated for instruction and preparation at his/her current hourly rate, subject to advance approval by his/her supervisor.
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Job Coaching. This is the use of structured intervention techniques to help the employee learn to perform job tasks and develop the interpersonal skills necessary to be accepted as a worker at the job site. Job Coaching services may consist of: i. One-on-one job duty instruction as a service to VR Transition Students who have a goal of supported employment. These are students who require individual assistance in learning job tasks, often requiring a job coach that understands a specific learning style by which the student learns best and how to break tasks down into discrete steps to teach the necessary job tasks. Some students may initially require coaching for a particular job, but may not require coaching throughout their work life. Most would require ongoing supports through an identified service provider or other means. ii. Assist a service provider with understanding all factors impacting the student’s employment during a VR Transition Student’s shift to long-term follow-along services including such as any specific training issues or concerns, co-worker and employer expectations, family concerns, mode of transportation, etc. This assures the process goes smoothly and that the service provider has a complete understanding of the student’s specific long-term needs. iii. Use structured intervention techniques including conducting situational assessments, possibly using Discovery to ensure the student is well-matched to a particular job that he or she desires and has the potential to learn; conducting job site and environmental analysis to further ensure the job is a good match for the student; developing and implementing task analysis, with prompting and building in self-management strategies if needed to teach the discrete steps of the job and enhance the student’s capacity to perform independently; to help the VR Transition Student learn to perform job tasks to the employer's specifications and to learn the interpersonal skills necessary to be successful in their employment and within the community.
Sample 1Sample 2
Job Coaching. Support services and/or strategies provided to an individual who has been placed in employment in order to stabilize the placement and enhance job retention. These services and/or strategies are provided to individuals with a most significant disability by a job coach or employment specialist to teach the individual the essential skills necessary to complete required job tasks in addition to what is normally provided by the employer. They may be provided during intensive service provision (funded by DORS) and/or during extended services provision (funded by the long-term funding source, or by DORS in the case of youth with most significant disabilities for a maximum of 4 years or until the individual reaches age 25 and no longer qualifies as a youth with a disability, whichever comes first). Job coaching services are, for the most part, provided to individuals in competitive integrated paid employment. However, it may include job coaching for unpaid internships as part of an IPE leading to competitive integrated employment. Job coaching is not provided to support students involved in work-based learning.
Sample 1
Job Coaching. Providing services to a Youth with a Disability to maintain job stability after he or she has begun paid employment. Job Coaching can include job skill training at a worksite, worksite orientation, monitoring the YWD at a worksite to assess job stability, and job retention counseling;
Sample 1
Job Coaching. On-the-job training of a person with a disability by an approved specialist, who uses structured intervention techniques to help the person learn to perform job tasks to the employer’s specifications and to learn the interpersonal skills necessary to be accepted as a worker at the job site and in related community contacts. Job coaching also includes related assessment, job development, counseling, advocacy, travel training and other services needed to maintain the employment for the person.
Sample 1

Related to Job Coaching

  • Job Training ‌ The Employer and the Union shall establish a Joint Committee on Training and Skill Upgrading for the following purposes: (1) for planning training programs for those employees affected by technological change; (2) for planning training programs to enable employees to qualify for new positions being planned through future expansion or renovation; (3) for planning training programs for those employees affected by new methods of operation; (4) for planning training programs in the area of general skill upgrading. Whenever necessary, this Committee shall seek the assistance of external training resources such as the Federal Human Resources Development Canada and Provincial Ministry of Labour, or other recognized training institutions.

  • Bilingual Pay Where the Employer currently pays bilingual pay or bonuses, it shall continue to do so. The Employer retains discretion to initiate bilingual pay or bonuses. The minimum bilingual bonus or hourly equivalent is $25 per pay period. The Employer may not require an employee to use bilingual skills without paying the appropriate bonus or pay. This does not apply to employees where such skills are in the classification specification.

  • Orthodontics We Cover orthodontics used to help restore oral structures to health and function and to treat serious medical conditions such as: cleft palate and cleft lip; maxillary/mandibular micrognathia (underdeveloped upper or lower jaw); extreme mandibular prognathism; severe asymmetry (craniofacial anomalies); ankylosis of the temporomandibular joint; and other significant skeletal dysplasias.

  • Job Stewards (1) An employee appointed as a Job Xxxxxxx shall, upon notification by the Union to the employer be recognised as the accredited representative of the Union and he/she shall be allowed all necessary time during working hours to submit to the employer matters affecting the employees he/she represents and further shall be allowed reasonable time during working hours to attend job matters affecting the Union. Provided that the foregoing does not relieve the Job Xxxxxxx of the obligation imposed upon him/her by his/her employer. A Job Xxxxxxx shall notify the employer and where relevant the principal contractor's representative and the Union prior to the calling of any stop work meeting so that the procedures laid down in Clause 42. - Settlement of Disputes - may be observed before any stoppage of work occurs. (2) Prior to termination or transfer two days' notice shall be given to any Job Xxxxxxx and the Union. Payment in lieu of notice shall not be given. In the event of the Union disputing the decision of management to transfer the Job Xxxxxxx or terminate his/her service, the Union shall notify management within two working days after being informed of the decision of management. The Job Xxxxxxx shall remain on the job during which time a Board of Reference shall deal with the matter. The Union shall, within three working days of notifying the management that it disputes the decision to transfer or terminate the job xxxxxxx, request the Registrar or Deputy Registrar in writing to appoint a Board of Reference to deal with the matter. The Union and the employer shall do all things necessary to enable the Board to sit within ten working days of the management decision to transfer or terminate the job xxxxxxx. If the Board cannot sit within ten working days because of the employer's failure to nominate representatives, or their unavailability to sit on the Board, the decision to transfer or terminate the job xxxxxxx shall be null and void. If the Board cannot sit within ten working days because of the Union's failure to nominate representatives, or their unavailability to sit on the Board, the job xxxxxxx'x transfer or termination shall automatically take effect at the expiry of the period of ten working days. Provided that nothing in this subclause shall prevent the parties proceeding by agreement to have the matter settled by the Commission or a Local Disputes Board set up in accord with Clause 42 (3) in lieu of the Board of Reference procedure. Provided further that nothing shall affect the right of the employer to dismiss a job xxxxxxx without notice for misconduct or refusing duty.

  • Training and Orientation (a) No employee shall be required to work on any job or operate any piece of equipment until he/she has received proper training and instruction. (b) The Employer shall provide sufficient and adequate training and/or orientation to any employee working in a new or unfamiliar work area or position.

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

  • Prosthodontics We Cover prosthodontic services as follows:

  • Shiftworkers 35.1 Shiftworker for the purposes of this clause is defined as an Employee who performs Shiftwork and who starts or finishes a shift outside of the ordinary hours set out at clause 34.2 above. 35.2 A Shiftworker shall be paid at the rate of double time for all hours worked. 35.3 An Employee who has to work Shiftwork shall be given at least 48 hours of notice of the requirements to work shift work.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • Internships The Hospital may establish internships for the purpose of meeting future projected nursing shortages and/or providing career opportunities where there are no internal qualified candidates for job postings. In such circumstances, the implementation and guidelines of such an arrangement will be determined locally by the Hospital and the Union subject to the following: Internships are designed to develop the Hospital’s staff in order to fill positions for which there are currently no qualified internal candidates and/or for which shortages are predicted within a five (5) year period. Internships enable hospitals to maximize the use of qualified internal staff to meet their human resources needs, while at the same time providing career development opportunities for their employees. To provide direction to the local parties in developing and implementing internship(s) the Ontario Nurses’ Association and Participating Hospitals have agreed to the following principles: (a) The Hospital will establish the expectations for each internship opportunity; (b) There will be an open application process for internship opportunities; (c) The opportunities will be open to currently employed nurses who can demonstrate continuous learning, and a commitment to the Hospital; (d) Nurses who are selected for internship opportunities will commit to continued employment on a mutually determined basis; (e) Initiatives to support selected candidates may include but are not limited to: i) No loss of regular wages while attending a requisite course ii) Paid course fees iii) Paid time for clinical practicums in the Hospital or another clinical site iv) Any other initiatives, as agreed. (f) Part-time nurses will be credited with seniority and service for all such hours paid while participating in these initiatives as provided above.

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