PROMOTIONS AND STAFF CHANGES 22.1 Job Postings
Promotions and Transfers Professional staff are eligible for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one year.
Background and Narrative of Budget Reductions 2. Assumptions Used in the Deficit Reduction Plan: - EBF and Estimated New Tier Funding: - Equal Assessed Valuation and Tax Rates: - Employee Salaries and Benefits: - Short and Long Term Borrowing: - Educational Impact: - Other Assumptions: - Has the district considered shared services or outsourcing (Ex: Transportation, Insurance) If yes please explain: ESTIMATED LIMITATION OF ADMINISTRATIVE COSTS (School Districts Only) (For Local Use Only)
DMV Only (a) If two (2) or more DMV candidates are deemed equal, the employee with the most seniority in Driver and Motor Vehicles Services will obtain the position. Seniority will be defined as the length of service with the Driver and Motor Vehicles Services without a break-in-service. Break-in-service shall be defined in Article 70 of the Master Agreement.
Happen After We Receive Your Letter When we receive your letter, we must do two things:
CLASSIFICATIONS AND WAGES 1.1 a) Engineers operating: cranes with a manufacturer’s rating of over 164 to 219 tons capacity. Effective May 1, 2013, the wage rate for engineers operating large cranes 220 to 299 tons capacity shall be One Dollar and Twenty-Five Cents ($1.25) per hour above the applicable rate. The wage rate for engineers operating large cranes 300 to 499 tons capacity shall be Two Dollars and Fifty Cents ($2.50) per hour above the applicable rate. The wage rate for engineers operating large cranes over 499 tons capacity shall be Four Dollars ($4.00) per hour above the applicable rate. EFFECTIVE DATE WAGES VACATION PAY BENEFIT PLAN PENSION PLAN TOTAL May 27, 2016 $42.71 $4.27 $5.29 $6.73 $59.00 May 1, 2017 $43.66 $4.37 $5.34 $6.88 $60.25 May 1, 2018 $44.62 $4.46 $5.39 $7.03 $61.50
Highlights WI-HER and RTI collaborated with NTDCP to conduct a GESI Pause and Reflect (P&R) meeting in Arusha from October 17-19, 2022. The meeting brought together the six councils (Ulanga DC, Mlimba DC, Longido DC, Monduli DC, Simanjiro DC and Kiteto DC) where the GESI behavior change activity was implemented in FY22 to document lessons learned and plan for GESI implementation in FY23. The meeting highlighted the importance of health education in addressing barriers to MDA uptake and involving government and traditional community leaders in MDA. Participants also discussed how to integrate GESI lessons learned into the CDD training package and potential activities for CCHPs. • Act | East supported the NTDCP to conduct a preparation meeting for the upcoming CCHP Pause and Reflect meeting in November. The preparation meeting was conducted in Singida from October 21-23, 2022. The technical team involved officers from PORALG, Directorate of Policy and Planning (DPP) office of the MOH, R4D, and WI-HER who collaboratively reviewed the meeting agenda, presentations, and documentation tools. During this preparation meeting, NTDCP and XXXXXX strongly recommended a high-level advocacy following the CCHP P&R meeting. This will be important for more resource mobilization at national and sub-national levels. Upcoming activities requiring COVID protocols: • Act | East will collaborate with NTDCP, DPP office of the MOH, and PORALG to conduct the CCHP P&R meeting from November 15-18 in Dodoma. The meeting will bring together district NTD coordinators and health secretaries from the 15 districts that implemented the CCHP activity in FY22 to gather feedback on the CCHP process, successes, challenges and way forward. • In collaboration with NTDCP and PORALG, Act | East will organize review and planning meetings for the districts and regions conducting trachoma and OV MDAs in FY23. The activity will be conducted in Morogoro from November 7-10, 2022 and will be followed by the training of trainers for trachoma and OV MDAs on November 11th. • Act | East will support the NTDCP to conduct SCH and STH MDA in 41 districts in November 2022. This MDA was postponed from FY22 Q4. • In collaboration with NTDCP, Act | East will conduct an LF disease-specific assessment (DSA) outcome investigation in Pangani DC and Kilwa DC in November. • Act | East Tanzania XXXXX staff will attend the NTD Information System (NIS) training in Mozambique from November 28 – December 3rd. • Act | East will support NTDCP and the National Institute for Medical Research (NIMR) Tanga lab to conduct analysis of Dried Blood Spot (DBS) samples collected in FY22 for OV using OV16 rapid diagnostic tests. COVID-19 data monitoring sources: WHO: xxxxx://xxxxx00.xxx.xxx/region/afro/country/tz October 2022 UGANDA Act | East Partner: RTI, The Xxxxxx Center, WI-HER, R4D, Save the Children Total population: 46,205,893 (2022) COP: [Redacted] Districts: 136 RTI HQ Team: [Redacted] Endemic diseases: LF (66), TRA (41), OV (43), SCH (91), STH (136) TABLE: Activities supported by USAID in FY23 LF OV Trachoma MDA N/A 8/11 districts (R1) 0/11 districts (R2) 0/2 districts (Dec 2022) 0/5 districts (June 2023) DSAs (#EUs) TAS 2: 0/8 EUs TAS 3: 0/3 EUs N/A TSS+: 2 EUs Confirmatory mapping: 2 districts XXXXX Targeted follow-up investigation in two districts of Nabilatuk and Buliisa Data quality assessment (DQA) in Buliisa district HSS High-level meeting on mainstreaming NTD drugs Building domestic resource mobilization capacity workshops National advocacy meeting Finalize and institutionalize GESI MDA training curriculum Finalize integration of GESI into MOH-led social and behavior change packages GESI behavior change activity scale up in two districts. Summary and explanation of changes made to table above since last month: N/A • Table is updated with planned FY23 activities. • OV MDA was completed in 8 districts by TCC. Ebola Update: • On 15 September, an index case of Ebola virus disease (EVD) was identified in Mubende District, Uganda. The Ministry of Health declared an outbreak of Sudan EVD on 20 September. As of 6 November, 135 cases have been confirmed throughout 7 districts. The CoP has weekly update meetings with HQ and HO and is actively monitoring the situation. We are developing SOPs and monitoring closely how the virus evolves within Uganda to be ready to change plans should Ebola be confirmed in our implementing districts. Highlights: RTI • Cross border Joint MDA Review Meeting. Act | East supported the RTI team to attend the Joint MDA review meeting in Kisumu, Kenya from 26–27 October. The objective of the meeting was to review progress and document learnings and gains from the previous joint MDA and to disseminate the MDA results. The meeting was attended by Senior MOH officials from both countries, district officials from border districts, Secretary for Health West Pokot County and partners. Some of the key recommendations were (1) to delay trachoma impact survey in West Pokot for 1 more round of MDA to have a joint impact survey with Uganda to realize intended outcomes; (2) Kenya adopting house to house approach of MDA implementation with VHTs; and
What Will Happen After We Receive Your Letter When we receive your letter, we must do two things:
Personnel Changes The Contractor may remove its personnel assigned to perform under this Contract and substitute other qualified personnel. Any removals or replacements by Contractor shall be at no additional cost to the Department.
General Criteria a) Approved varieties shall be those varieties recommended by the Department, the Corporation, or those listed in the Atlantic Provinces Field Crop Guide, Publication 100A.
