Management,), p Sample Clauses

Management,), p. 1. 1397 Interviews British civil servant 2; British civil servant 5; Ucko and Egnell. Counterinsurgency in Crisis, p. 96. 1398 House of commons. Comprehensive Approach, p. 30. 1399 Ibidem, p. 38-39. 1400 Connolly and Pyper. Developing capacity, p. 4-5. 1401 Interviews British civil servant 5; British civil servant 6; British staff officer 21. In practical terms, the Stabilisation Unit provided additional personnel for the PRT in Lashkar Gah, thereby enlarging the civilian contribution. A further important change was the employment of “Stabilisation Advisers” in 2008 to some of the outlying districts by the SU. A key driver to this development was the recognition that the conflict could not be resolved from the provincial capitals, instead the local dynamics and grievances had to be addressed at the district level.1402 Stabilisation Advisers deployed to districts such as Sangin and Musa Qalah where they served as an adviser to the incumbent battle group commander on governance and development. A key benefit of the Stabilisation Advisers was that they generally stayed in theater for prolonged periods of time, thereby becoming an important source of local knowledge for incoming rotations. Furthermore, these advisers liaised with the local district authorities and mentored them.1403 While the Stabilisation Advisers were a marked improvement for civil-military cooperation at the battle group/district level, their ability to affect governance and development was naturally limited, as the PRT did not bequeath sufficient additional personnel to the districts.1404 Nevertheless, some civilian specialists, for instance on agriculture or education and political advisers were deployed to the districts.1405 In theater, the military sought to remedy the lack of PRT personnel at the district level by setting up the “Military Stabilisation Support Teams” (MSSTs) in 2008. To be sure, military CIMIC-personnel had been deployed to Helmand from the outset to interact with civilian agencies - during the initial rotations, CIMIC-personnel were attached to TFH-units and started projects and paid compensation to locals caused by firefights.1406 Since 2005, the CIMIC-personnel had been organized in the Joint CIMIC-group and included reservists with relevant experience in aspects as agriculture, development, and infrastructure. With the establishment of the MSSTs, the PRT acquired military personnel that could support the district Stabilisation Adviser on the ground and foster civil...
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Management,), p. O.S.T. Certificate. The payments will be paid cumulatively with the Advanced or Supervisory P.O.S.T. Certificate.
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Management,), p. O.S.T. Certificate 15% above employee’s regular step
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Related to Management,), p

  • Management (a) The General Partner shall conduct, direct and manage all activities of the Partnership. Except as otherwise expressly provided in this Agreement, all management powers over the business and affairs of the Partnership shall be exclusively vested in the General Partner, and no Limited Partner shall have any management power over the business and affairs of the Partnership. In addition to the powers now or hereafter granted a general partner of a limited partnership under applicable law or that are granted to the General Partner under any other provision of this Agreement, the General Partner, subject to Section 7.3, shall have full power and authority to do all things and on such terms as it determines to be necessary or appropriate to conduct the business of the Partnership, to exercise all powers set forth in Section 2.5 and to effectuate the purposes set forth in Section 2.4, including the following:

  • Management of Company 5.1.1 The Members, within the authority granted by the Act and the terms of this Agreement shall have the complete power and authority to manage and operate the Company and make all decisions affecting its business and affairs.

  • Management Plan The Management Plan is the description and definition of the phasing, sequencing and timing of the major Individual Project activities for design, construction procurement, construction and occupancy as described in the IPPA.

  • Utilization Management Contractor shall maintain a utilization management program that complies with applicable laws, rules and regulations, including Health and Safety Code § 1367.01 and other requirements established by the applicable State Regulators responsible for oversight of Contractor.

  • 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.

  • SITE MANAGEMENT We reserve the right, but not the obligation, to: (1) monitor the Site for violations of these Terms of Use; (2) take appropriate legal action against anyone who, in our sole discretion, violates the law or these Terms of Use, including without limitation, reporting such user to law enforcement authorities; (3) in our sole discretion and without limitation, refuse, restrict access to, limit the availability of, or disable (to the extent technologically feasible) any of your Contributions or any portion thereof; (4) in our sole discretion and without limitation, notice, or liability, to remove from the Site or otherwise disable all files and content that are excessive in size or are in any way burdensome to our systems; and (5) otherwise manage the Site in a manner designed to protect our rights and property and to facilitate the proper functioning of the Site.

  • Patch Management All workstations, laptops and other systems that process and/or 20 store PHI COUNTY discloses to CONTRACTOR or CONTRACTOR creates, receives, maintains, or 21 transmits on behalf of COUNTY must have critical security patches applied, with system reboot if 22 necessary. There must be a documented patch management process which determines installation 23 timeframe based on risk assessment and vendor recommendations. At a maximum, all applicable 24 patches must be installed within thirty (30) calendar or business days of vendor release. Applications 25 and systems that cannot be patched due to operational reasons must have compensatory controls 26 implemented to minimize risk, where possible.

  • MANAGEMENT OF EVALUATION OUTCOMES 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.

  • Management Leave In lieu of overtime, management employees (excluding Fire shift personnel) receive 100 hours of management leave during each full fiscal year of service to the City. Management leave must be used in the year it is earned and cannot be carried over to succeeding fiscal years. During the first pay period in July each year, management leave hours will be credited to the eligible employee's management leave account or other designated leave bank. The City will "cash out" one quarter (1/4) of the employee’s unused management leave balance remaining on the last day of the last full pay period in June of each year and convert it to reportable compensation by paying the employee his/her hourly, regular rate of pay in effect at the time of the cash out. A management employee newly hired into the organization shall not be eligible to receive management leave during the probation period. Managers appointed from within the organization are immediately eligible to receive management leave. Management leave credited to the leave account of a new employee completing probation and all other eligible management employees shall be prorated at the rate of 3.85 hours for each full pay period remaining in the current fiscal year. Conversely, a manager leaving the organization prior to the end of a fiscal year shall return back to the City 3.85 hours of management leave for each full pay period remaining at the time of separation in his/her final fiscal year of employment with the City. In the event that the employee, at the time of separation from the City, has a zero balance in his/her management leave bank a deduction for management leave time owed the City shall be made, in the following order: from the employee's accrued vacation leave bank; accrued sick leave bank; and/or as an equivalent hour-for-hour cash reimbursement to the City from the employee's final payroll disbursement.

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