Managed Attrition Sample Clauses

Managed Attrition. Attrition means that as people leave their jobs because they retire, resign, transfer, die or are promoted then they may not be replaced. In addition, or alternatively, there may be a partial or complete freeze on recruiting new employees or on promotions. Within the context of a process of organisational change, the Secretary may operate a policy of managed attrition either within a particular affected work situation or across the wider organisation. Where the Secretary determines that a freeze is necessary NZEI Te Riu Roa and APEX will be consulted as to how the freeze would apply. The parties recognise that attrition can have an effect on employees and their ability to meet Ministry objectives. The policy will be regularly reviewed by the Secretary to address organisational, operational or training issues.
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Managed Attrition. Within the context of a process of organisational change we may operate a policy of managed attrition with the intention of minimising the number of employees affected by the change.
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Managed Attrition. 5.4.1 Attrition means that as people leave their jobs because they retire, resign, transfer, die or are promoted then they may not be replaced. In addition or alternatively, there may be a partial or complete freeze on recruiting new employees or on promotions. 5.4.2 Within the context of a process of organisational change the Ministry may operate a policy of managed attrition either within a particular affected work situation or across the wider organisation. 5.4.3 Where the Ministry determines that a freeze on appointments or promotions is necessary the NZEI will be consulted as to how the freeze would apply. 5.4.4 The parties recognise that attrition can have an effect on employees and their ability to meet Ministry objectives. The policy will be regularly reviewed by the Ministry to address organisational, operational or training issues.
Sample 1Sample 2Sample 3See All (4)
Managed Attrition. Attrition means that as people leave their jobs because they retire, resign, transfer, die or are promoted then they may not be replaced. In addition, or alternatively, there may be a partial or complete freeze on recruiting new employees or on promotions. Within the context of a process of organisational change, the Secretary may operate a policy of managed attrition either within a particular affected work situation or across the wider organisation. Where the Secretary determines that a freeze is necessary APEX will be consulted as to how the freeze would apply. The parties recognise that attrition can have an effect on employees and their ability to meet Ministry objectives. The policy will be regularly reviewed by the Secretary to address organisational, operational or training issues.
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Managed Attrition. (Aca&Gen) Your employer may operate a policy of managed attrition either within a particular affected work situation or across the wider organisation. The intention of managed attrition is to minimise the number of employees affected by change. It is recognised that managed attrition itself can have an effect on you and your ability to meet university objectives. The policy will be regularly reviewed by your employer to address organisational and operational issues.
Sample 1
Managed Attrition. (Aca&Gen)
Sample 1
Managed Attrition. Within the context of a process of organisational change, the Director-General may operate a policy of managed attrition (i.e. identified surplus positions are not filled as they become vacant)either within a particular affected work situation or across the wider organisation. The intention of managed attrition is to minimise the impact on employees.
Sample 1
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Related to Managed Attrition

  • Managed Services HP will provide the services as described in a Statement of Work (“SOW”) attached to this Agreement or incorporating it by reference. Each party will appoint a single point of contact as set forth in the SOW who will serve as their primary representative, have overall responsibility for managing performance, and meet with the other party’s representative to review progress. Change requests are governed by the change management procedures as set forth in the SOW.

  • Mentor Teacher A. A Mentor Teacher shall be defined in accordance with Section 1526 of the School Code and shall perform the duties of a master teacher as specified in the Code. B. Each member of the bargaining unit in his/her first three (3) years in the classroom shall be assigned a Mentor Teacher by the Superintendent or his/her designee. The Mentor Teacher shall be available to provide professional support, instruction and guidance to the Mentee. The purpose of the Mentor assignment is to provide a peer who can offer assistance, resources and information in a non-threatening collegial fashion. In general, the responsibilities will include by way of illustration, assisting the teacher in fulfilling the objectives of the teacher's Individual Development Plan. C. All members of the Bargaining Unit shall be notified of the available position of Mentor Teacher(s). A Mentor Teacher shall be assigned in accordance with the following: 1. Primary consideration for Mentor Teacher positions will be given to tenured bargaining unit members. The Administration will take into consideration, by way of example: building, subject/grade levels taught, degrees earned, areas of certification, participation in professional development activities, and performance record of internal and external applications. 2. Participation as a Mentor Teacher shall be voluntary. 3. The District shall notify the Association when a Mentor Teacher is matched with a bargaining unit member (Mentee). The assignment of the Mentor Teacher shall be finalized by the Administration within thirty (30) workdays of the knowledge that a Mentor Teacher is needed. 4. Every effort will be made to match Mentor Teachers and Mentees who work in the same building and have the same area of certification. 5. Mentee shall only be assigned to one (1) Mentor Teacher at a time unless deemed necessary because of Mentee's assignment. 6. The Mentor Teacher assignment shall be for one (1) year, subject to review by the mentor Teacher, Mentee and Administrator after six (6) months. The appointment may be renewed in succeeding years. 7. Should either the Mentor Teacher or the Mentee present cause in writing to dissolve the relationship subsequent to the initial six (6) months, the Superintendent or designee will meet with the Mentor Teacher and Mentee to determine an appropriate course of action. D. Because the purpose of the Mentor/Mentee match is to acclimate the bargaining unit member and to provide necessary assistance toward the end of quality instruction, the Board and the Association agree the relationship shall be confidential and shall not, in any manner, be a matter included in the evaluation of the Mentor Teacher or Mentee. Neither the Mentor Teacher nor the Mentee shall be permitted to participate in any matter related to the evaluation, for quality of work performance issues, including a plan of improvement, of the other. Further, the Mentor Teacher shall not be called as a witness in any grievance or administrative hearing for quality of work performance issues involving the Mentee nor shall the Mentee be called as a witness in any grievance or administrative hearing involving the Mentor Teacher. E. Release time will be provided the Mentor. Such release time shall be for up to four

  • Configuration Management The Contractor shall maintain a configuration management program, which shall provide for the administrative and functional systems necessary for configuration identification, control, status accounting and reporting, to ensure configuration identity with the UCEU and associated cables produced by the Contractor. The Contractor shall maintain a Contractor approved Configuration Management Plan that complies with ANSI/EIA-649 2011. Notwithstanding ANSI/EIA-649 2011, the Contractor’s configuration management program shall comply with the VLS Configuration Management Plans, TL130-AD-PLN-010-VLS, and shall comply with the following:

  • Program Management 1.1.01 Implement and operate an Immunization Program as a Responsible Entity 1.1.02 Identify at least one individual to act as the program contact in the following areas: 1. Immunization Program Manager;

  • Mentor Teachers A. A Mentor Teacher shall be defined as a Master Teacher as identified in Section 1526 of the School Code and shall perform the duties of a Master Teacher as specified in the School Code and State Administrative Rules and Regulations. B. Each bargaining unit member in his/her first three (3) years in the classroom shall be assigned one or more Mentor Teacher(s) by the Administration. The Mentor Teacher shall be available to provide professional support, instruction and guidance. The purpose of the mentor assignment is to provide a peer who can offer assistance, resources and information in a collegial fashion. C. A Mentor Teacher shall be assigned in accordance with the following: 1. Participation as a Mentor Teacher shall be voluntary. 2. The Mentor Teacher assignment shall be for one (1) academic year subject to review. The appointment may be renewed in succeeding academic years. 3. Should either the Mentor Teacher or the Mentee present cause to dissolve the relationship, the administration will meet with the Mentor Teacher and the Mentee to determine an appropriate course of action. D. Upon request, the Administration may provide release time so the Mentor may work with the Mentee in his/her assignment during the regular work day. E. Mentees who are new to the profession shall be provided with a minimum of fifteen (15) days of professional development instruction during their first three (3) years of classroom teaching. F. Performance responsibilities of a Mentor Teacher may include but not be limited to: Work to establish a relationship with Mentee based on mutual trust, respect and collegiality; provide encouragement, support, guidance and feedback when needed; help Mentee feel welcome; take part in training to enhance teaching and mentoring skills; complete periodic evaluations of Mentor-Mentee program, as requested; contact mentees, minimally once a week, for formal or informal meetings; help Mentee learn about resources, procedures, curriculum, students' needs, building and district policies, regulations and schedules; promote a smooth transition between teacher training and the actual classroom setting; facilitate three-way conferences involving the Mentor, Mentee and Principal; provide opportunities for Mentee to observe the Mentor and other teachers; share new and alternative materials, methods and resources with Mentee; observe Mentee's teaching in a classroom setting; conduct pre and post observation conferences; and assist Mentee with goal setting.

  • Virus Management DST shall maintain a malware protection program designed to deter malware infections, detect the presence of malware within DST environment.

  • Operations Manager Secondary Contact Email Secondary Contact Phone Secondary Contact Fax Secondary Contact Mobile 1 Administration Fee Contact Name Administration Fee Contact Email 1 Administration Fee Contact Phone 2 0

  • Help Desk A help desk for Product support issues (the “Help Desk”) will be available to Customer. Unless specified in an Order, Customer should contact 000.000.0000 to receive a telephone number for the applicable supporting Solutions & Support Center. Customer will appoint one Product administrator and one backup administrator to serve as the primary point of contact regarding maintenance services.

  • Vulnerability Management BNY Mellon will maintain a documented process to identify and remediate security vulnerabilities affecting its systems used to provide the services. BNY Mellon will classify security vulnerabilities using industry recognized standards and conduct continuous monitoring and testing of its networks, hardware and software including regular penetration testing and ethical hack assessments. BNY Mellon will remediate identified security vulnerabilities in accordance with its process.

  • Management Grievance The Employer may initiate a grievance at Step 3 of the grievance procedure by the Employer or designate presenting the grievance to the President of the Union or designate. Time limits and process are identical to a union grievance.

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