Labor Categories and Staffing Sample Clauses

Labor Categories and Staffing. Team CACI currently has personnel who meet or exceed the government’s requirements. Figure 6 lists labor categories applicable to this Activity Category, representative staff, and the location of that individual’s resume in Tab J. Highlighted labor categories are proposed in addition to those listed in the SOW. Staffing for Training Support Development is identified in Subtab D.6. Figure 6. Activity Category A Labor and Staffing Instructional/Curriculum Developer (b)(4), (b)(6) J.14 Military Consultant Specialist (b)(4), (b)(6) J.18 Technical Trainer 1 (b)(4), (b)(6)(b)(4), (b)(6) J.51 Technical Trainer 2 J.52 Technical Trainer 3 (b)(4), (b)(6) J.53 Technical Training Manager (b)(4), (b)(6) J.54
Sample 1
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Labor Categories and Staffing. Team CACI currently has personnel who meet or exceed the government’s requirements. Figure 8 lists labor categories applicable to this Activity Category, representative staff, and the location of that individual’s resume in Tab J. Highlighted labor categories are proposed in addition to those listed in the SOW. Figure 8. Activity Category B Labor and Staffing Media Analyst (b)(4), (b)(6)(b)(4), (b)(6)(b)(4), (b)(6) J.16 Research Director J.23 Marketing Strategist J.38 Strategy Consultant Expert (b)(4), (b)(6) J.43 Strategy Consultant Expert, Senior (b)(4), (b)(6) J.44
Sample 1
Labor Categories and Staffing. Team CACI currently has personnel who meet or exceed the government’s requirements. Figure 12 lists labor categories applicable to this Activity Category, representative staff, and the location of that individual’s resume in Tab J. Highlighted labor categories are proposed in addition to those listed in the SOW. Figure 12. Activity Category D Labor and Staffing Account Executive Communications Consultant Project Manager Account Coordinator 2 Recruiting and Retention Support Coordinator Recruiting and Retention Support Specialist Recruiting and Retention Support Specialist, Senior Support Specialist 1 Support Specialist 2 Support Specialist 3 (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) s (b)(4), (b)(6) J.8 J.22 J.26 J.39 J.40 J.41 J.48 J.49 J.50 D.5 Activity Category E―Development, Production, and Management of End Items Team CACI is experienced in fulfilling end-item requirements for the National Guard, as well as other clients, and through multiple team members. Our past performance in End-Item Development, Production, and Management is summarized in Volume II, Subtab C.2.5. D.5.1 Understanding of the Activity D.5.2 Approach
Sample 1
Labor Categories and Staffing. Team CACI currently has personnel who meet or exceed the government’s requirements. Figure 14 lists labor categories applicable to this Activity Category, representative staff, and the location of that individual’s resume in Tab J. Highlighted labor categories are proposed in addition to those listed in the SOW. Figure 14. Activity Category E Labor and Staffing Desktop Publisher (b)(4), (b)(6) (b)(4), (b)(6) J.10 Graphic Artist J.13 Technical Writer (b)(4), (b)(6) J.24 Graphic Artist 2 (b)(4), (b)(6) J.35 Graphic Artist 3 (b)(4), (b)(6) J.36 Technical Writer 2 (b)(4), (b)(6) J.55
Sample 1
Labor Categories and Staffing. Team CACI is currently haspersonnel who meet or exceed the Government’s requirements. Figure 16 lists labor categories applicable to this Activity Category, representative staff, and the location of that individual’s resume in Tab J. Highlighted labor categories are proposed in addition to those listed in the SOW. Figure 16. Activity Category F Labor and Staffing Animation Artist Assistant Producer Camera Operator CD ROM/Multimedia/Web Programmer Director Executive Producer Media Trainer Producer Production Assistant Production Manager Video Editor Senior Curriculum Developer Webmaster (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b) (4) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) (b)(4), (b)(6) J.4 J.5 J.6 J.7 J.11 J.12 J.17 J.19 J.20 J.21 J.25 J.42 J.56
Sample 1
Labor Categories and Staffing. Team CACI currently has personnel who meet or exceed the government’s requirements. Figure 23 lists labor categories applicable to this Activity Category, representative staff, and the location of that individual’s resume in Tab J. The labor categories below are highlighted to indicate that they are proposed. Figure 23. Activity Category H Labor and Staffing Applications Sys Analyst/Programmer 2 (b)(4), (b)(6) J.28 Applications Sys Analyst/Programmer Lead (b)(4), (b)(6) J.30 Database Analyst Principal (b)(4), (b)(6) J.31 IT Manager (b)(4), (b)(6) J.37 Use or disclosure of data contained on this sheet is subject to the restriction on the title page of this proposal or quotation. CACI CMS E RECRUITING AND RETENTION SCENARIO TASK Contract No.: R&R IDIQ Date Issued: 2/29/08 Task No.: Scenario Task Date Due: 5/15/08 Submitted by:
Sample 1

Related to Labor Categories and Staffing

  • Labor Management Relations The Employer and the Union recognize that the character and quality of the Union/Management relationship in each Agency has an impact upon productivity and quality services. Accordingly, the parties agree to support joint Labor/Management training in skills and concepts which may contribute to increased Union/Management understanding and cooperative relationships.

  • MANAGEMENT GRIEVANCES 14.01 It is understood that the Management may bring forward at any meeting held with the Union Representative any complaint with respect to the conduct of the Union, or Stewards, and that if such complaint by Management is not settled to the mutual satisfaction of the conferring Parties, it may be treated as a grievance and referred to arbitration in the same way as the grievance of any employee.

  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • Customer Relations A. Actively promote DCP Holding Company in all Marketing, Sales, Public Relations, and Community activity. B. Strategize that the DCP Holding Company product is placed effectively before the public with emphasis on “Agent/Broker” C. Continually monitor the success, quality and effectiveness of DCP Holding Company marketing

  • PROMOTIONS AND STAFF CHANGES 11.01 Job Postings a) When a vacancy occurs or a new position is created for a regular position which the Employer has decided to fill it shall be posted on all bulletin boards for five (5) working days and filled within forty (40) working days of the posting closing. Positions may be advertised in the media only after the Employer has determined an internal applicant is not the successful applicant. Where the Employer decides not to fill a vacant position, the Employer will provide an explanation to the Union if so requested. b) The Employer, on a temporary basis, may fill a posted position during the posting and selection period. c) For temporary positions of up to forty-two (42) days, a posting is not required. Positions of longer than forty-two (42) days (seventy-eight (78) days only in the case of temporary aquatic program positions) shall be posted except where the vacancy is created by the absence of an Employee due to vacation. d) If a temporary position is made into a regular position, the new regular position shall be posted at least 14 days prior to the end of the temporary position. (i) A posting shall include the following information: Nature of position, qualifications, skills, required knowledge and education, current shift hours and days, number of hours of work per week, and wage rate. (ii) Such qualifications may not be established in an arbitrary or discriminatory manner, and shall reflect the contents of the Job Description. 11.02 Role of Seniority in Appointments, Promotions, Demotions and Transfers a) Both parties recognize the principle of promotion within the service of the Employer in the bargaining unit (i) For classifications required by their job description to supervise other employees in the bargaining unit listed in XXX#4, appointments, promotions, demotions, and transfers shall be based on the ability, knowledge, qualifications and seniority of the Regular Employees considered. Where the ability, qualifications and knowledge of the applicants are relatively equal, the senior applicant will be the successful candidate. (ii) For all other classifications, where the ability, qualifications and knowledge are sufficient to perform the functions of the posted position, the senior applicant shall be appointed. c) If the position is not filled by a Regular Employee in (i) or (ii) above, the ability and qualifications of Casual, Temporary and Seasonal Employees shall be considered, and if relatively equal, the senior applicant as determined in Article 10.05 shall be appointed. d) If the position is not filled by an Employee in b (i), (ii), or c) above, all other applicants shall be considered.

  • 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.

  • Customer Relationships The Executive understands and acknowledges that the Company has expended significant resources over many years to identify, develop, and maintain its clients. The Executive additionally acknowledges that the Company’s clients have had continuous and long-standing relationships with the Company and that, as a result of these close, long-term relationships, the Company possesses significant knowledge of and confidential information about its clients and their needs. Finally, the Executive acknowledges the Executive’s association and contact with these clients is derived solely from Executive’s employment with the Company. The Executive further acknowledges that the Company does business throughout the United States and that the Executive personally has significant contact with the Company’s clients and customers solely as a result of Executive’s relationship with the Company.

  • Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

  • Technical Objections to Grievances It is the intent of both Parties of this Agreement that no grievance shall be defeated merely because of a technical error, other than time limitations in processing the grievance through the grievance procedure. To this end, an arbitration board shall have the power to allow all necessary amendments to the grievance and the power to waive formal procedural irregularities in the processing of a grievance, in order to determine the real matter in dispute and to render a decision according to equitable principles and the justice of the case.

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