Our People Sample Clauses

Our People. ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ Mission’s annual Employee Contribution and Development program • Attend ▇▇▇▇▇▇ 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.  provide day-to-day professional advice and support to management and staff  coach and advise management and staff to increase their awareness, engagement and commitment to comply with quality, risk and compliance requirements and initiatives  promote and ensure a team culture, and adherence to the ▇▇▇▇▇▇ Mission brand  ensure all Human Resource (HR) policies and procedures are understood and adhered to  on a quarterly basis, document your progress using the Employee Contribution & Development template and meet with your manager to discuss  ensure your position description is up-to-date and identify career training and development and career growth opportunities for yourself  regularly report to your 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  attend scheduled meetings, including regular team and ‘Life of Mission’ events.

Our People. The underpinning philosophy of this agreement is that “good Managers look after people: people look after the business of the organisation”. By focusing on broader people issues we aim to continuously improve the working environment.

Our People appropriately represent ▇▇▇▇▇▇ Mission and the ▇▇▇▇▇▇ Community Engagement & Property department at internal and external functions as required • create a team culture of inspiration and passion for ▇▇▇▇▇▇ Mission and the value of partnerships for ▇▇▇▇▇▇ Mission • work closely with all members of the team and ▇▇▇▇▇▇ corporate relationships within all partnerships activity areas • ensure all Human Resource (HR) policies and procedures are understood and adhered to • at least twice a year, document your progress using the Employee Contribution & Development template and meet with your manager to discuss • ensure your position description is up-to-date and identify career training and development and career growth opportunities for yourself • regularly report to your 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 • attend all scheduled meetings. Performance Measures • strong working relationship between team members • receiving a score of 4.5 or above on all measures in Employee Contribution and Performance Plan. • all mandatory training completed.

Our People. Recognising the contribution and developing the potential of each individual.

Our People. Ensure completion of ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇’▇ 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 ▇▇▇▇▇▇ 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 ▇▇▇▇▇▇ Mission’ values and code of conduct

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. Complete ▇▇▇▇▇▇ 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. The ParentsNext Consultant will  Complete ▇▇▇▇▇▇ 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  Attend Life of the Mission events  Be part of creating a team culture of support and respect  Promote and ensure adherence to ▇▇▇▇▇▇ Mission brand 5.2.1 Performance Measures  complete induction, orientation and mandatory training  complete EC&D and understand role in delivering the program in line with the vision, service model, and performance and growth targets  complete additional projects to better manage resources, create efficiencies and share expertise within the team  cross-sector partnerships and internal partnerships with ▇▇▇▇▇▇ programs are identified and implemented to provide increased opportunities for referrals and tailored Programs  Prescribed ▇▇▇▇▇▇ team tools and templates are utilised consistently for ECDP, Support meetings, Probation review, Expectations Exchange  attend regualar supervision meetings with their supervisor to access mentoring and discuss professional development, training plans, performance, and goals