Personnel Plan. The Charter School shall implement and comply with the personnel plan set forth in Schedule 18, including methods for selection, retention, and compensation of employees.
Personnel Plan. Metro West Ambulance shall maintain a personnel plan which addresses the following areas in a manner which provides for a professional and stable workforce, and a collaborative work environment.
Personnel Plan. The Board shall furnish a copy of the personnel plan for the forthcoming school year to the Association President or designee as soon as it is approved by the Board of Education.
Personnel Plan. The personnel plan reflects the need to bolster our capabilities to match our positioning. Take-Out Pizza, Inc. will have the following staff: • Manager • Cook • One kitchen staff member • Two servers In our experience, a team of five multi-skilled employees works best for our kind of business.Working as a team is critical to our success. We recognize that human resources are Take-Out Pizza, Inc.'s most valuable asset. Our personnel strategy focuses on selecting, training, rewarding, and stimulating all employees in order to build employee loyalty, and increase performance. It will be easy to find and select the best new members of our team. The traditional local food-service industry, well represented in the area, along with local colleges and schools, have contributed to the formation and growth of many skilled employees. In the selection process, the background check is a must in this line of business. As our restaurant will be open Monday through Saturday from 11:00 AM to 8:00 PM, the team of five can operate effectively only by using alternative work schedules that take into account the busiest periods of the day, the time needed to prepare the food before opening, and a forty hours week. Here is an example of alternative work schedule for our cook in week 1: Day Begin Time (AM) End Time (PM) Hours Worked Friday 10:00 4:00 6 hours Saturday 10:00 5:00 7 hours Sunday OFF OFF none Monday 10:00 4:00 6 hours Tuesday 10:00 5:00 7 hours Wednesday 10:00 5:00 7 hours Thursday 10:00 5:00 7 hours Totals 40 hours In addition to salaries, important bonuses and incentives are included in the personnel table, that will be used to reward employee performance, on a pay-for-performance basis. The cornerstone of our personnel plan is to maximize productivity and minimize labor burden of the company's operating expenses, while maintaining strong employee commitment to the success of operations. Trying to appropriate compensation incentives to our company's performance targets, increases the likelihood that these goals will be achieved. Our performance-based pay strategy takes into consideration the linking of employee compensation to the achievement of measurable business targets. Employees that perform well are eligible for various types of performance-based pay, such as cash bonuses, awards, profit- sharing plan, and stock option program. The ultimate goal of all our employees is to meet or exceed our customers' expectations. They are all empowered to take any reasonab...
Personnel Plan. Initially, TLC Wedding Consultants' personnel will include only the one owner, who will be working full time. As the personnel plan (appendix) shows, we expect to hire an additional wedding consultant in the next year This person will work full time, but will not be included in the management decisions.
Personnel Plan. Staffing for the operation includes the two owners who will handle marketing, procurement, and production responsibilities. A person who has been assisting the owners on a part-time basis will fill a full-time support administrative position. A janitorial service will be retained to handle regular cleaning needs. The administrative support person will report to Xx. Xxxx. He will also be responsible for hiring a marketing person to be added in the middle of year one, and two more marketing persons to be added in year two. Personnel needs for the assembly operation will consist initially of only three persons. One person will be in charge of receiving supplies and will work with Xx. Xxxxxxx to eventually take over procurement. The second person will run the assembly and packaging part of the business. The third person will handle storage and shipping of the finished scanners. All three will be cross-trained in all aspects of the assembly and packaging of IMT's products. Compensation for the owners will be set at $75,000 each. The administrative support person will be compensated at an approximate wage level of $15 per hour. Operating personnel will be paid approximately $22 per hour, a competitive non-union wage rate in the area. Marketing personnel will be offered a base rate of $4,000 per month, plus be eligible for a $5,000 annual bonus should the marketing team reach its sales goal.
Personnel Plan. The sales force will consist of Xxxx and Xxxxxx (part time) and part-time people as necessary. Machine quilting services will be performed by one to two part-time machine operators as dictated by the workload. Accounting, payroll, and tax preparation will be performed by a local accounting service. It is anticipated that additional sales people will be needed as the business grows into its second and third years.
Personnel Plan. The Personnel Plan (PP) shall:
(1) Describe the comprehensive approach to managing the RI/FS;
(2) Include an organizational chart and the roles and responsibilities of all project personnel; and
(3) Be updated annually, and whenever changes in project personnel or any other relevant changes occur.
Personnel Plan. The Personnel Table illustrates the payroll requirements and hiring forecasts over the next three years. The Personnel Table in the appendix illustrates the payroll requirements and projected staffing changes on a month-to-month basis over the first twelve months of the forecast. Founder compensation is a portion of the salaried and hourly employee’s payroll in the Personnel Table. Once the Foundation has grown to sufficient size, it is projected that it will be necessary to hire additional staff. When staffing changes are made, the general management guidelines for hiring and staffing will be: • The pay structure will be highly competitive within the local market and the industry. • At management's discretion, pay increases and bonuses can be given at any time and for any amount. For purposes of these forecasts, it is assumed that every employee will receive a 4.0% annual pay increase, no bonus, and that the Foundation's portion of matching withholding taxes is 20.0% on salaried and hourly employees. • At management's discretion, employee benefits may be incorporated into the compensation package. • The workplace will always provide workers with the highest level of safety and environmental friendliness. More specific guidelines for all employees and subcontracted laborers are as follows: • In order to find the type of people we wish to incorporate into the Foundation when hiring, management will go through a rigorous search for the best available candidates by using multiple recruiting sources including but not limited to local newspapers, free local advertising websites, the local Department of Employment, and referrals from known and trusted sources. • Each new hire will go through a multiple interview process beginning with a telephone interview and ending with one or more face-to-face interviews. • Each new hire will be provided with a written "Employee Handbook" immediately upon hiring. The handbook will provide information about the Foundation’s vision and mission statement, dress code, holiday schedule, benefits package, vacations, time off, and any additional policies, procedures, or topics of interest. • Each new hire will be provided with a written "Job Description" immediately upon hire. The Job Description will clearly outline the duties and responsibilities of the position for which that individual was hired, along with a list of the talents, experience, education, and skill sets required to perform the function of that position. This will e...
Personnel Plan. Xxxxxxx Xxxxx believes its best chance for remaining competitive in this industry environment is to grow and establish a national presence. To this end, it has pursued geographic expansion, opening new offices on the East and West coasts, as well as in the Midwest and Southeast. In addition, it has increased employee head count by approximately 25 percent, or 16 persons, to staff these offices. Management believes the recently conducted expansion will accomplish this objective. In total, Xxxxxxx Xxxxx employs 109 staff at the current time.
