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.
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.
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.
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.
Managed Attrition. (Aca&Gen)
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.
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.
