Organisational Development. CCCAB will endeavour to meet the training and development needs of its Trustee Board, employees and volunteers. The bureau produces a three year business and development plan which is reviewed annually, a copy of which will be made available to Caerphilly CBC.
Organisational Development. The employee has completed agreed significant initiatives to improve the quality of the team or department.
Organisational Development. 1.4.1 The Organisational Development team will provide a range of services including, but not restricted to: • support, guidance and training on the application and interpretation of policies and procedures relating to workforce matters; • advice and co-ordinating training and development requirements and activities; • co-ordinating leadership engagement activities; • general advice on workforce planning and organisational development strategies; • advice and support to help develop appropriate Leadership and Management Development capacity; • delivering agreed skills based training and evaluations; • learning and development interventions; and • advice on team-building and personal development requirements and providing support as agreed.
Organisational Development. The parties are committed to the ongoing personal and professional development of employees, their work teams and the business as a whole and agree to the continuation of the Performance Development Program. The program which forms part of an integrated strategy designed to accelerate the performance of the Corporation and empower employees to deliver, will provide for the following: - The continued development of a flexible team-based work culture; - Program business and development planning; - Individual and team performance planning; - Performance coaching and development; - Individual performance and development plans; - Formalised performance feedback; - Competency based training.
Organisational Development. □ To work collaboratively, maximising effective communication and promoting a positive Values driven culture. □ Support organisational change processes relating to the strategic objectives and priorities of the organisation. □ Undertake tasks with a high level of detail, accuracy, professional competency and within prescribed deadlines □ Ability and willingness to take initiative to improve and enhance existing systems and procedures □ Demonstrate sound judgement and solve problems within the scope of the position □ Ensure professional, ethical and responsible practices at all times. □ Ability to work as part of a team as well as autonomously without close supervision □ Understand and take responsibility for own actions and work within the delegation of authority □ Deliver exceptional customer experiences □ Exhibit awareness of the need for sensitivity in dealing with the Cobdenhealth and the broader community □ Identify and meet internal and external customer needs and ensure that agreed expectations are met.
Organisational Development. 5.3.1. The parties are committed to the ongoing personal and professional development of employees and the use of personal development plans. These plans form part of an integrated strategy designed to accelerate the performance of the Corporation and enable employees to deliver quality services. It will provide for the following: • Individual performance and development plans • The continued development of a flexible team-based work culture • Program development planning • Individual and team performance planning • Performance coaching and development • Formalised performance feedback, and • Competency-based training
5.3.2. The Corporation is committed to providing development opportunities to all of their employees and have policies in place to provide access to these opportunities as published on the Council Intranet (OSCAR).
Organisational Development. The College’s approach to organisational development is designed to develop the skills and competencies required for its staff to ensure that the College’s activities align with and meet the needs of the region. All staff training and CPD is linked into College Performance Review processes and as such is also linked to the delivery of the College’s Strategic Plan and Outcome Agreement. Given the continuing financial pressures, managing an effective service with a limited budget is challenging. Whilst mandatory external programmes such as the TQFE will continue during the planning period, and staff will need to attend short courses externally to keep up to date with developments in their vocational area and in teaching and learning, the College's approach will focus on internal facilitation. The College has adopted a coaching approach for leadership development which involves training leaders in coaching skills. At the time of writing, the profile of Performance Review is also being raised to encourage more line managers to meet with and provide feedback to their staff to encourage and inform continuing professional development. Training in project management, budget management and other leadership management skills will be implemented with these programmes being internally facilitated where practicable. In addition, a series of short skills development sessions will be implemented to assist lecturers with issues such as lesson planning and questioning techniques. The College will also continue to operate its mentoring programme with new staff identified and trained to support new colleagues. The College will continue to hold designated annual Development Days to enable all members of staff to undertake both individual and team training activities.
Organisational Development. HR services may provide assistance on a consultancy basis with organisational development initiatives, such as change management, appreciative inquiry workshops or building effective relationships, if requested. We will provide the school with an estimate of the time and cost that may be involved.
Organisational Development. 11.6.1 Implementation of the recommendations from the evaluation of the first 12 months of the Health Consumers Alliance.
Organisational Development. ▪ Contribute to decision making processes. ▪ Provide reports as requested by the Team Leader LAC Service and Area Manager LAC Service. ▪ Maintain participant records in accordance with organisational and Agency standards. ▪ Be responsible for the collection and collation of data and statistics as determined by the Area Manager LAC Service. ▪ Complete required program data collection within the timelines of the program requirements. ▪ Participate in a duty worker roster as required. ▪ Attend community meetings as required. ▪ Monitor trends, changes and service gaps within the local community and report to the Manager with findings and/or recommendations. ▪ Provide community presentations as required.
