Main Purpose Sample Clauses
Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the particular operational and business requirements of the Directorate and the medical practitioners.
2.2 In order to promote permanent employment and job security for employees in the ACTPS, the Directorate will endeavour to minimise the use of temporary and casual employment. The Directorate agrees to the use of temporary employees only where there is no officer available in the Directorate with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required by the Directorate for the performance of urgent or specialised work within the Directorate and it is not practical in the circumstances to use the services of an existing officer.
2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis.
2.4 The Directorate will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees in the Directorate. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant manager/supervisor.
2.5 These strategies and initiatives may include:
(a) developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave;
(b) planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee‘s management or higher level responsibilities during a phased retirement period;
(c) examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed;
(d) arranging training to assist the employee in any changing roles the employee may have as part of the employee‘s phased retirement;
(e) developing arrangements to facilitate the return of former mature age employees, including by engaging such persons in the Directorate for a short period in a mentoring capacit...
Main Purpose. The Company’s purpose will be the worldwide marketing and sales of the Technology and the products (as these terms are defined bellow), or any such other activities as the Company may at any time determine, and to engage in any other lawful act or activity (the “Company’s Business”).
Main Purpose. The purpose of this Memorandum of Agreement (hereafter referred to as the “Agreement”) is to:
Main Purpose. The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the particular operational and business requirements of the Directorate or a particular occupational group.
Main Purpose. The main purpose of this Agreement is to provide for common terms and conditions that apply across the Australian Capital Territory Public Sector (ACTPS) and terms and conditions that reflect the operational and business requirements of particular business units and occupational groups.
Main Purpose. 2.1 The main purpose of this Agreement is to provide for common terms and conditions that apply across the ACT Public Service (ACTPS) and terms and conditions that reflect the particular operational and business requirements of the Canberra Institute of Technology (CIT).
2.2 In order to promote permanent employment and job security for employees in the ACTPS, CIT will endeavour to minimise the use of temporary and casual employment. XXX agrees to the use of temporary teachers only where there is no teacher available in CIT with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required by CIT for the performance of urgent or specialised work within CIT and it is not practical in the circumstances to use the services of an existing teacher.
2.3 In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis.
2.4 CIT will continue to consult with the union and teachers on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age teachers. Such strategies and initiatives will be the subject of discussion and agreement between the teacher and the relevant manager/supervisor.
2.5 These strategies and initiatives may include:
2.5.1 developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave;
2.5.2 planning phased retirement arrangements for individual mature age teachers who are considering retirement within four to five years, including through reducing the teacher’s management or higher level responsibilities during a phased retirement period;
2.5.3 examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected teachers how such implications may be addressed;
2.5.4 arranging training to assist the teacher in any changing roles the teacher may have as part of the teacher’s phased retirement;
2.5.5 developing arrangements to facilitate the return of former mature age teachers, including by engaging such persons in CIT for a short period in a mentoring capacity;
2.5.6 at the discretion of the Chief Executive, contributing to the cost to a teacher of financial ad...
Main Purpose. The consultant reports to the AMS project manager under the supervision of the AMS project board and contributes to the implementation of a new Archives Management System (AMS) in line with work packages prepared by the project manager and approved by the AMS project board, specifically analyses data sets, map data against the defined future data model and assist data migration form external sources into the AMS. Functions / Key Results Expected Analyse data quality of data sources eligible for integration/migration into the AMS; Transform data into structured formats according to pre-defined standards and guidelines; Perform clean-up activities, quality checks ensuring data consistency as part of the process of migration of data into the Archives Management System; Contribute to the design of standardised data input protocols and apply pre-defined naming convention. Knowledge, Skills and Abilities Required - Core Competencies Functional Skills and Expertise - MS Office (Word, Excel, Outlook, PowerPoint) - Database Management - Archives Management Language - English Assets - Functional Skills and Expertise Qualifications and Experience University degree or equivalent training in archival studies, records & information management. Knowledge of archives business operations, specifically in best practises and modern concepts of metadata standards and taxonomies. Minimum of two years of working experience supporting analysis processes, including the collection, processing and assessment of complex information sources. At least one year of practical experience in archives operations, preferably in an international environment. Proven practical experience in database management: information and data analysis, data clean-up, and application of naming convention by using standard functionalities (filtering, identification of duplicates, defining and execute update queries). Proficiency MS Access and Excel. Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.
Main Purpose. 2.1. The main purpose of this Agreement is to provide for terms and conditions that apply across the Legal Aid Commission (ACT) ‘the Commission’ and terms and conditions that reflect the particular operational and business requirements of the Commission.
2.2. The further purpose of this Agreement is to provide an interim Agreement for a period of 12 months in recognition of the added burdens imposed because of the Covid pandemic. The Agreement provides a mechanism for continuing existing terms and conditions while providing for further wage increases during the 12-month period. Retaining our people
2.3. To promote permanent employment and job security for employees in the Commission, the Commission will endeavour to minimise the use of temporary and casual employment. The Commission agrees to the use of temporary employees only where there is no officer available in the Commission with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required by the Commission for the performance of urgent or specialised work within the Commission and it is not practical in the circumstances to use the services of an existing officer.
2.4. In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis.
2.5. The Commission will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees in the Commission. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the relevant head of practice/manager/supervisor.
2.6. These strategies and initiatives may include any of the following:
(a) developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave;
(b) planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period;
(c) examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected emp...
Main Purpose. The main purpose of this Agreement is to provide for common terms and conditions that apply across the Australian Capital Territory Public Sector (ACTPS) and terms and conditions that reflect the operational and business requirements of particular business units and occupational groups. In order to promote permanent employment and job security for employees, the ACTPS will endeavour to minimise the use of temporary and casual employment. The ACTPS agrees to the use of temporary employees only where there is no officer available with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required for the performance of urgent or specialised work within a particular business unit of the ACTPS and it is not practical in the circumstances to use the services of an existing officer. Casual employment may be utilised to meet short-term work demands or specialist skill requirements which are not continuing and would not be anticipated to be met by existing employee levels. Casual employment must not be utilised for the purpose of undermining the job security of temporary and permanent employees. In respect of casual employment, a conversion to full-time or part-time permanent employment will be considered in accordance with the ACT Government’s Secure Workforce Conversion Process where: regular and systematic patterns of work have existed in the 6 month period prior to the employee’s 12 month anniversary; and where there is a reasonable expectation that such arrangements can continue, on a part-time or full-time permanent basis without significant changes. Note: This is in addition to the FW Act right to request conversion. The ACTPS will continue to consult with unions and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the head of service. These strategies and initiatives may include any of the following: Developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave. Planning phased retirement arrangements for individual mature age employees who are considering retirement within 4 to 5 years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period. Examining the implicatio...
Main Purpose. To prioritise for support and re-integrate the young people accessing the 2 Core Offer Inclusion Placements back into their home school at the end of the Engagement Programme with The Bridge School. This will enable the young person to have skills and self-regulation strategies to successful re-integrate into their home school and their learning.