Job Development and Placement Sample Clauses

Job Development and Placement. The Contractor must provide job development and placement services to all customers by providing job leads, counseling, additional background information and/or other beneficial services in the same manner as is offered to the general public. If Contractor cannot provide on-site placement assistance the Contractor must, at a minimum, work with a Counselor of the Burlington County American Job Center to ensure placement of each customer. 4.7.1. Job development and placement shall be in unsubsidized, permanent, long-term employment in the general occupational target for which the customer was trained. Such placement must be accomplished no later than thirty (30) days after the last date of training except for occupations that require testing/licensing/certification where a formal extension has been granted. The Contractor will place customers in jobs in which the wages are minimally at the common, or prevailing entry- level wage as others in the same or similar occupation. Retention in unsubsidized employment must be for no less than nine (9) months after entry into the employment. 4.7.2. The Contractor shall inform the Burlington County American Job Center of a customer’s job placement within five days of the date of such placement and no more than thirty (30) days after the course completion and/or receipt of a credential. All placement documentation must be sent to the WIOA Program Quality Analyst, Burlington County American Job Center, 000 Xxxxxxxx Xxxx, XX Xxx 0000, Xxxxxxxxxx, XX 00000. 4.7.3. The Contractor shall transmit a “Placement Report” form to the County when a customer is placed into unsubsidized, permanent, long-term employment. The “Placement Report” form is also required to be sent three, six and nine months after entrance into employment, reporting the customer’s employment status. Failure to comply with these requirements constitutes grounds for the County’s suspension and/or termination of this Agreement.
Sample 1
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Job Development and Placement assist with resumes; prepare for interviews; link to training; provide job placement; and develop jobs. The frequency and time spent with the Client can be intensive or moderate service level. Also provide academic/situational assessments (as needed), training, and support for Clients seeking further education. Staff and client complete an employment plan that includes: a rapid search for competitive, permanent jobs and looking for jobs that reflect client preferences, needs and strengths. Once placed in a job, The contractor will develop a new employment plan to begin Job Placement activities to support the client in maintaining a job, troubleshooting problem areas, practicing skills to maintain a job such as: setting an alarm, good hygiene, interpersonal skills. Staff also provided crisis intervention, job coaching, job counseling, and transportation planning. During this phase staff may provide employer support including education and guidance. Ongoing communication with the case manager occurs. This phase lasts three (3) to six (6) months.
Sample 1
Job Development and Placement. 21 CONTRACTOR shall: 22 6.1.6.1 Provide CLIENTs with job leads and information regarding 23 potential employers and prepare CLIENTs for job application completion and job interviews, 24 including providing CLIENTs with clear expectations of potential job duties, and hours of 25 employment to enhance successful job placement. 26 6.1.6.2 Secure and/or provide any necessary transportation to 27 potential employment sites and interviews, exploring employer-sponsored car pools, placing 28 Family members in staggered shifts to alleviate transportation issues, and developing jobs accessible by public transportation. 2 employers. 3 4 Employability Services 5 CONTRACTOR shall provide the following Employment Support, 6 Job Retention, and Other Employability Services, as needed, for a period up to 90 days: 7 6.1.7.1 Individualized or group vocational counseling offered 8 during regular business and non-business hours to meet the needs of employed CLIENTs and to 9 assist them to retain employment, or to increase earning capacity by identifying opportunities for 10 advancement, learning new skills, upgrading present skills, finding better paying jobs, replacing 11 lost jobs, and helping Part-Time employed CLIENTs to secure full-time positions. 12 6.1.7.2 Services that address issues and barriers to attaining self- 13 sufficiency that may range from referral for resolution of behavioral health issues to facilitation 14 of emergency services and access to available community resources. 15 6.1.7.3 Ongoing support and translation services to CLIENT and 16 employer to resolve problems that CLIENTs may face at the work place such as conflicts with 17 co-workers of different ethnic groups and maximize the effectiveness of the placement and help 18 to maintain a positive image within the local labor market. 19 6.1.7.4 Follow-up by contacting with employed CLIENTs after the 20 first week to determine their job satisfaction, to identify and help solve problems, and to 21 generally provide further employment counseling. 22 6.1.7.5 Follow-up by contacting the CLIENT/Family after 23 placement to determine retention and assess the CLIENT’s/Family's progress towards the goal of 24 self-sufficiency within the following:
Sample 1
Job Development and Placement a. CONTRACTOR shall initiate and maintain ongoing personal contacts with a variety of business and industry representatives for the three designated industries (Healthcare, Manufacturing, and Hospitality/Tourism) to promote opportunities for participant placement; b. CONTRACTOR shall make cold calls to potential employers; explain the benefits and employment support services provided by direct placement and/or OJT programs to employers, including addressing employer’s special needs; c. CONTRACTOR shall research Internet, newspapers, agencies, and other resources for job leads; locate jobs for participants who are seeking employment in the Healthcare, Manufacturing, and Hospitality/Tourism industries; collect data from employers related to job orders including job requirements and skills; match job skills with applicant qualifications; refer qualified applicants to employers and conduct necessary follow-up when applicants are placed in positions.
Sample 1

Related to Job Development and Placement

  • Job Development ‌ a. Does the district conduct or access job development services to expand job opportunities for TA and SNAP participants? Yes No If Yes, select how the district participates in job development activities. District staff contacts employers to solicit jobs for TA and SNAP Participants. Describe below how this is done, including number of staff, frequency of contacts, etc. Self Sufficiency Supervisory Staff members promote the hiring of Temporary Assistance clients through the use of the Transitional Employment Advancement Program (TEAP). MCDSS offers periodic job interviews with 60 - 75 TA recipients (concentrating on the Safety Net Singles) to fill vacant positions with companies who may participate with TEAP or OJT. Daily, job openings are received from area employers and reviewed by the Self Sufficiency staff for possible applicant matching. All jobs are posted in our waiting rooms, handed out at our front windows, given during recertification interviews or employment assessments for clients and applicants to review and submit applications to. To find additional employers, intranet searches of employment web sites, phone calls, cold calls, and mailings are made to employers in the area to explain the TEAP and OJT contracts along with information about Tax Incentives. Self Sufficiency staff also attend Job Fairs, as they arise to speak with employers and discuss the benefits of hiring a client currently on Public Assistance. Individuals that are eligible for TEAP or OJT are also given a TEAP brochure and OJT literature to use to advise potential employers that they are eligible for TEAP or OJT if they are hired. The Employment Coordinator receives notifications of job postings from various Monroe County vendors, we then try to match clients with these positions. MCDSS screens recipients for job skills matching current openings at an employer. MCDSS then schedules recipients to come to office and have a job interview here in the building. We assist with online application filing and interview preparation before the interview is conducted with the employer. MCDSS receives notifications of community job fairs and advises employable individuals to attend. MCDSS is able to have a sign in table at these events and are able to mentor individuals and offer support during the fair. District contracts or has an agreement with another agency to contact employers and solicit jobs for TA and/or SNAP participants. Describe below how this is done, including number of staff, frequency of contacts, etc. RochesterWorks, Inc. - There are 3 full-time staff dedicated to employer outreach on the RochesterWorks Business Services team. Outreach is done on a daily basis in a variety of ways such as through daily job posts on behalf of business, presentations to business/industry associations and groups like the local Xxxxxxxx of Commerce, Pro-ROC (Professional Recruiters of Rochester) and other networks; one-on-one meetings at employers’ worksites, virtually, over the phone or via email; virtual and in-person recruitment events; and monthly business newsletters. RochesterWorks also engages employers referred by our local county Economic Development Department as well as the Department of Labor, to promote and connect job seekers with hiring companies. In addition to free job posting, recruitment events, and promotion, RochesterWorks offers work-based training grants in the form of On-the-Job Training (partial wage subsidy) and Transitional Jobs (fully subsidized). Career Systems currently refers Job Seekers from a number of programs to area job fairs. They will continue this and consider a referral to a job fair to be equivalent to a referral to potential employment; it will be a condition of continued eligibility for the program. They will facilitate, monitor and report this attendance and participation. Career Systems will also develop relationships with hiring agencies that will allow groups of participants to be interviews at the job site. Career Systems staff will facilitate, monitor and report attendance at these functions.

  • PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT A. The Board of Education agrees to pay the actual tuition costs of courses taken by a teacher at accredited colleges or universities up to three courses per two (2) year fiscal periods from July 1, 2006 to June 30, 2008 and July 1, 2008 to June 30, 2010 respectively, except as follows: 1. No teacher may be reimbursed for courses taken during the first year of teaching in Vineland. 2. Teachers taking courses in the second and third years of employment in Vineland will not receive remuneration until tenure has been secured. The remuneration will then be retroactive and will be paid to the teacher in a lump sum within sixty (60) days after the teacher has secured tenure. 3. All courses must be pre-approved by the Superintendent or his designee subject to the following requirements: (a) A teacher must provide official documentation that he/she has obtained a grade of B or better; (b) Reimbursement shall be paid only for courses directly related to teacher’s teaching field which increase the teacher’s content knowledge and are related to the teacher’s current certification, as determined by the Superintendent or his/her designee in his/her sole discretion; no reimbursement shall be paid for courses leading to a post graduate or professional degree in a field other than education or teaching. Further, effective September 1, 2010, all newly hired teachers shall not be eligible for reimbursement until they are tenured, and they shall not be eligible for retroactive reimbursement upon gaining tenure for courses taken prior to being tenured. (c) The maximum total payments to be made by the Board shall not exceed $130,000.00. Courses shall be applied for no earlier than the following dates: Summer Session - April 1 Fall/Winter Session - June 1 Spring Session - October 1 Courses must, as set forth hereinabove in this sub-article 18.A.3, be pre-approved by the Superintendent or his designee, prior to the teacher commencing the course(s); and (d) Teacher taking courses shall sign a contract requiring them to reimburse the Board for all tuition paid for a course if the teacher shall voluntarily leave the employ of the Board within one (1) full school/academic year of completion of said course, except that reimbursement shall not be required when the teacher shall voluntarily leave the employ of the Board due to a significant, documented life change. 4. Tuition reimbursement costs shall be a sum not to exceed the actual cost of college credits charged in an accredited public State college/University of the State of New Jersey. B. When the Superintendent initiates in-service training courses, workshops, conferences and programs designed to improve the quality of instruction, the cooperation of the Vineland Education Association will be solicited. Notwithstanding the above, the initiation of in-service training courses, workshops, conferences and programs shall be determined solely at the discretion of the Board. C. One professional leave day may be granted to a teacher upon request, according to the following guidelines: 1. The professional day may be for attendance at a workshop, seminar or visit to another school for the expressed purpose of self professional improvement for the job. 2. The request shall arrive in the office of the Superintendent of Schools at least ten (10) working days prior to the date requested and shall be reviewed by the immediate supervisor prior to submission. The Board reserves the right to deny a professional leave day before or immediately following a holiday or on a day which by its nature suggests a hardship for providing a substitute. 3. No more than two teachers from any one elementary school or from any one department in the secondary schools may be granted a professional leave for a given day. 4. The teacher may be required to submit a report to the Superintendent of Schools, Assistant Superintendent, supervisor (s), principal and staff regarding the activity of the professional day. 5. Costs incurred by the teacher for the professional day authorized under this Section shall be the teacher’s responsibility. 6. A maximum of 90 professional leave days may be authorized for the school year which shall be apportioned as follows: elementary, 35; grades seven and eight, 20; and high school, 35. D. If the Board initiates a teacher’s attendance at a professional workshop, seminar or visit, the expenses shall be the responsibility of the Board. Further, this day shall not be subtracted from the 90 professional leave days granted to teachers of the Association. E. The Board agrees to pay the full cost of courses taken by secretaries related to skills and knowledge improvement when such courses are required and approved by the Board. F. The Board and the Association agree that it is important to communicate when developing and implementing current and future learning technologies, including but not limited to distance and on-line learning.

  • Project Development a. Collaborate with COUNTY and project clients to identify requirements and develop a project Scope Statement. a. Develop a Work Breakdown Structure (WBS) for each project. b. Evaluate Scope Statement to develop a preliminary cost estimate and determinate whether project be vendor bid or be executed under a Job Order Contract (JOC).

  • Professional Development and Training The Company shall pay for or reimburse the Executive for any reasonable professional development or training.

  • Information Systems Acquisition Development and Maintenance a. Client Data – Client Data will only be used by State Street for the purposes specified in this Agreement.

  • 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. 2. Regular review of its job-related and career development and training programs will be made by the State in order to provide suitable programs for employees covered by this Agreement. When undertaking any such review, the State shall notify employees of such review and take into account suggestions and proposals made by employees. 3. Employees shall be given a reasonable notice of applicable, development and training programs available. Such notice shall include an explanation of the procedure for applying for the program. Notices of development and training programs shall be posted for reasonable periods in advance on bulletin boards at applicable work locations within the agencies involved. An appointing authority shall make every effort to permit employees' participation in such career development and training programs. Participation in any training inside or outside of work hours which is required by the State as a condition of fulfilling the requirements of the employee's job, or any in-service State training which is conducted or undertaken during normally scheduled work hours will be considered as time worked. 4. The State shall pay tuition, course-related fees, other approved course required costs and for necessary travel and lodging pursuant to established policies and procedures.

  • Staff Development ‌ The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this subsection shall preclude the right of an employee to request specific training.

  • Completion of Development 7.4.1 Upon the completion of the whole development or complete phases of the development, Council may review this Agreement, in whole or in part, and may: (a) retain the Agreement in its present form; (b) negotiate a new Agreement; (c) discharge this Agreement; or (d) for those portions of the development which are completed, discharge this Agreement and apply appropriate zoning pursuant to the Municipal Planning Strategy and Land Use By-law for Halifax Peninsula as may be amended from time to time.

  • Research and Development (i) Advice and assistance in relation to research and development of Party B; (ii) Advice and assistance in strategic planning; and

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

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