Our People. We aim to provide you with a consistent service where you are supported by the same people on a long-term basis, because we know relationships are important. On occasion, we may need to change a team member, due to workload or other reasons including business and personal demands. We will aim to keep any changes to an absolute minimum. When a change is necessary, we will ensure a professional handover is managed and you will not be charged for the handover. Equally, you may request a change of team member and we will do our best to arrange this. Everyone at Designated will treat you with respect and we ask that you also treat us with respect. We have a Zero tolerance for abuse, and we believe that everyone has the right to work without fear of being abused. We encourage a mutual respect between our clients and our employees and all of our employees aim to be polite, helpful, and supportive. We will not tolerate abusive behaviour towards our employees, and we will withdraw our services if needed. We are a people business, and our people are our greatest asset. We know that on occasion clients may wish to employ a member of our team directly and we understand why they would like to do this. Our team members are exceptional. If you would like to employ a member of our team directly, please contact us to discuss. We may be able to reach an agreeable way forward based on the following terms: You, the client, will pay £1000 plus 20% of the current annual remuneration of the team member (+VAT), or if higher, you the client, will pay £1000 plus 20% of the annual remuneration to be paid by you to the team member (+VAT). Except when an agreement of this type is reached, you will not employ any person who has been employed or engaged as an employee, consultant or sub-contractor by us in the provisions of our services for the duration of this agreement and for 12 months after termination.
Our People. Xxxxxx Communities Principles • We are empathic leaders; strong kindness and generosity of spirit define how we lead our people • We work with our people from a strength based, solution focussed framework • We encourage a culture of being loyal to those who are absent • We provide clarity around roles and responsibilities • We err on the side of ‘catching our staff doing something good – and telling them’ • We extend the most generous interpretation to the intentions, words and actions of others* • We believe people are doing the best that they can*, until they prove otherwise *Brene’ Brown • We work within Xxxxxx Mission’s Human Resources processes to address performance issues as soon as they arise • Work within SCHADS 5 characteristics • Attend regular Line Support Meetings with Team Leader • Attend regular External Support Meetings as directed by the Team Leader • Build positive and collaborative relationship with the area Chaplain • Complete all mandatory training, including all online portal modules • Complete all training outlined in the Caseworker Training Matrix • Access Xxxxxx Communities Flexible Working Arrangements procedure if criteria is met and ensure adherence to the procedure including regular review. Flexible Working Arrangements are a supportive measure not a right of the employee • Work with your supervisor to book in four weeks annual leave each year, ensure annual leave balance is maintained and does not exceed 8 weeks. • Participate positively in regular team meetings, ensuring actions are completed in timely manner • Participate positively in Xxxxxx Mission’s annual Employee Contribution and Development program • Attend Xxxxxx Mission events in discussion with your supervisor • Work with your supervisor to address issues early and in a professional manner • Current Working with Children Check and Criminal History Check • Current professional development plan - ECD/PD alignment
Our People. 2.1 Selecting the Right People We are committed to the continual improvement of our processes and work methods. From our employee feedback survey, we recognise the critical element of employing the right people. We have implemented a recruitment policy “Internal First” for all vacancies. We aim to improve our employees’ skills and knowledge through the development and implementation of in-house training programs. These programs will be based around the DRML job descriptions associated with each position in the division and will emphasise each individual’s responsibility for pursuing continuous improvement and the importance of communication skills, management/leadership skills, teamwork and a customer orientation.
2.2 Clarifying Employment (tenure) DRML recognises that the building construction industry is continually subject to fluctuations that cause downturns in our workforce. Under the term of this Agreement the management team in conjunction with the Consultative Committee will continue to develop improved and transparent redundancy policies in the event that such downturns occur. Part of this process will be management making themselves more visible and accessible to all employees through face-to-face communication, business performance updates and the continuation of the DRML Quarterly Newsletter.
Our People. 4.1.1 ‘People’ will form one of the main strands of the University’s new Strategic Plan and is key to delivery of our institutional objectives. People are at the heart of everything we do. We view our staff, students, alumni and partners as members of the ‘Aberdeen family’ and aspire to develop the potential of each person to their maximum ability and to value the contribution of all of our partners. With more than 120 nationalities, our community is truly international and culturally diverse.
4.1.2 As a University, we are fully committed to creating an inclusive and tolerant University community. This includes creating a study and work environment which is free from prejudice, discrimination and harassment. Equality and Diversity training became mandatory for all staff in the second half of 2014, and the take-up of this training is being monitored. We have recently developed additional training around Unconscious Bias which will shortly be rolled out. We will undertake a Staff Equality and Diversity Questionnaire in 2015. We actively work to support the Aberdeen University Students’ Association with its Equality and Diversity Priority Campaign and will soon be rolling out Equality and Diversity training for students.
4.1.3 In 2015/2016, we will be monitoring female representation at senior levels in STEM subjects and continuing to promote our Senior Women’s Network to staff in all subjects, and will be looking to increase female representation within the undergraduate STEM population where appropriate. As partners in the ECU Attracting Diversity project, we are actively assessing the diversity and equality of our student populations, and addressing any areas of underrepresentation, as well as assessing the effectiveness of our recruitment and admissions processes.
4.1.4 Analysis of recruitment in to STEM subjects by gender shows that we are in line with the rest of the HE sector in having a greater proportion of female applicants and students taking subjects under Biological Sciences, and more male applicants and students taking subjects in our Engineering and Natural and Computing Science Schools. Similarly, our Education courses attract a higher proportion of female applicants and entrants.
4.1.5 Through our existing work with partner schools on STEM recruitment, we aim to raise aspirations of under-represented groups and increase applications to these subjects. Further analysis will be undertaken on both our STEM and Education recruitment data during 2...
Our People. As DMC’s future as a company rests squarely on the knowledge, imagination, skills, integrity and team work of its people, DMC is fully committed to all Employees well being and development. DMC will strive to hire and retain the best people, by providing an exciting and rewarding place to work. To meet its customers’ needs, DMC must ensure that its peoples’ skills and competencies receive appropriate updating and improvement. When appropriate, DMC will provide, and its people will undertake training and skill acquirement.
Our People. As Woodfield Engineering future as a company rests squarely on the knowledge, imagination, skills, integrity and team work of its people, Woodfield Engineering is fully committed to all Employees well being and development. Woodfield Engineering will strive to hire and retain the best people, by providing an exciting and rewarding place to work. To meet its customers’ needs, Woodfield Engineering must ensure that its peoples’ skills and competencies receive appropriate updating and improvement. When appropriate, Woodfield Engineering will provide, and its people will undertake training and skill acquirement.
Our People. Complete Xxxxxx Mission induction and orientation program and mandatory training, • Come prepared and engage in supervision, team meetings and fortnightly “Catch Up Conversations” with your Team Leader • Ensure all policies and procedures are understood and adhered to, seeking clarity with supervisor as required • Be a part of creating a team culture of openness, continuous improvement, support and respect • Regularly report to your Team Leader on team issues such as resourcing needs, performance, training/development, disciplinary action, leave, Work, Health & Safety issues etc • Attend all scheduled meetings
Our People. Ensure completion of Xxxxxx Mission induction and orientation program and mandatory training of all direct reports • Attend, participate and conduct regular support meetings and team meetings as required. • Attend, participate and conduct annual Employee Contribution & Development with direct reports. • Attend and participate in annual Employee Contribution & Development process and line support with Regional Manager • Commit to a continuing process of personal self-development, training, and skills acquisition. • Work with leadership team to develop, implement, maintain, and consistently review an evidence informed practice model. • Ensure all policies and procedures are understood and adhered to, seeking clarity with supervisor as required. • Coordinate quarterly case conferences to maintain continual reflective learning environment. • Build and maintain good relationships with staff, management, and other key stakeholders. • Attend Life of the Mission events as advised by supervisor – there is an expectation that all staff will attend Xxxxxx’x Thanksgiving Service on the first Sunday in December. • Be a part of creating a team culture of support and respect. • Promote and ensure adherence to Xxxxxx Mission and GambleAware brand. • Ensure all Human Resource (HR) policies and procedures are understood and adhered to. • Regularly report to the Regional Manager on team issues such as resourcing needs, performance, training/development, disciplinary action, leave, Work, Health & Safety issues etc. • Identify and recommend opportunities to increase team satisfaction. • Provide support to peer support worker and GambleAware peer support principles.
5.2.1 Performance Measures • 90% staff retention. • 90% attendance at Wesley Thanksgiving Service and other Life of the Mission events. • 100% all staff have completed induction and orientation and mandatory training. • 100% team engagement with new practices, policies and procedures • Evidence of regular monthly staff Line Support meetings and Supervision. • Participation in ongoing performance development. • Successfully complete induction and orientation and mandatory training • Attendance at team meeting and supervision sessions • Attendance at monthly line support meetings, including probation meetings. • Attendance at relevant staff development opportunities • Display behaviours which are in line with Xxxxxx Mission’ values and code of conduct
Our People. Provide the Case Management team with support so the Case Managers can meet the placement needs of children within the Out of Home Care programs. • Maintain an understanding of Child Protection Principals, including the Code of Conduct and the Xxxxxx Xxxxxx Xxxxxx Carer Statement of Responsibilities in order to ensure carers are aware of their requirements and are followed in order to ensure the best possible care for the child. • To be aware of Office of Children’s Guardian requirements so as to meet documentation standards and maintain documentation within the carer register. • Facilitate and promote the effective recruitment of xxxxxx carers within the assigned Xxxxxx Xxxxxx Out of Home Care program and ensure that the number of xxxxxx carers within the program is maintained at the agreed level. • Complete Xxxxxx Mission induction, orientation program and mandatory training, including identifying and responding to children at risk of significant harm • Attend and participate in regular support meetings and team meetings • Attend and participate in annual Employee Contribution & Development (ECD) process • Commit to a continuing process of personal self-development, training and skills acquisition • Work with leadership team to develop, implement, maintain and consistently review an evidence informed practice model • Ensure all policies and procedures are understood and adhered to, seeking clarity with supervisor as required • Be part of creating a team culture of support and respect • Promote and ensure adherence to Xxxxxx Mission brand
5.2.1 Performance Measures
Our People. Recognising the contribution and developing the potential of each individual.
