Position Profile Clause Samples

The Position Profile clause defines the specific duties, responsibilities, and expectations associated with a particular job or role within an organization. It typically outlines the required qualifications, key tasks, reporting relationships, and performance standards for the position. By clearly delineating what is expected from the role, this clause helps ensure mutual understanding between the employer and employee, reducing ambiguity and supporting effective performance management.
Position Profile. When the vacancy or a new position is confirmed, the Chief Academic Officer will consult with the relevant Department Chairperson(s) within fourteen (14) calendar days to establish such factors as they deem appropriate, including but not limited to, the following: a. The nature of the position to be filled b. Qualifications for the position c. Job description d. Establish the search/selection committee
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Position Profile. Contractor shall submit to the OPDC on September 1, and the first day of each subsequent quarter, a profile of Full-Time Equivalent (FTE) positions for both legal and support staff who perform work on this Contract, distributed by type of case. The report will designate the name, and the case types to which each attorney is eligible to receive appointments, in a format to be provided by the OPDC. The OPDC will not release this information except as required by law. If the employee splits his/her work between work under this Contract and other business, the report will indicate the amount of time that employee devotes to private matters compared to work under this Contract.
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Position Profile. POSITION DESCRIPTION
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Position Profile. The Head of the Laboratory establishes the profiles for each position. These profiles, together with the merit relation of all the members of the organization, are filed under the Human Resources folder. They are yearly reviewed by the Head of the Laboratory, on the basis of which the training programmes are established.
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Position Profile. We formulate an in-depth template that provides a clear understanding of the type of Individual Department is seeking. Locating the right person is an uncertain proposition at best without an appropriate guide, thus we take great care to ensure that we have all necessary information regarding the position itself, and the type of candidate who will excel in the role.
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Position Profile. Alyeska managers/supervisors determine whether a position is viable for the Telecommuting Program. This decision will be based on criteria such as, employee performance, tasks that do not require specialized equipment, work that can be done alone and work duties that can be handled at any location. Positions best suited for Alyeska’s Telecommuting Program have the following characteristics:  Lower face-to-face communication requirements (communication can be handled over the telephone, voicemail, or email)  Individual contributor position within a workgroup or department  Objectives with identifiable time frames and check points  Clearly defined tasks that result in specific, measurable work product(s)  Minimal requirements for equipment and/or resources
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Related to Position Profile

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  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • Evaluation Cycle Goal Setting and Development of the Educator Plan A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans. B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below. C) Educator Plan Development Meetings shall be conducted as follows: i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus. ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals. D) The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

  • Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.