Recruitment and Outreach Sample Clauses

Recruitment and Outreach. Developer will use its Best Efforts to employ and to ensure its Contractors employ Local Residents, minorities, and women in all aspects of the Construction of, and Professional Services for, the Project except for Specialized Services. These efforts shall include but not be limited to: i. advertising in appropriate publications describing the work available, pay scales, and application procedures and maintaining a log or copies of these ads showing the date of publication and identifying the publication; ii. working with local community organizations, minority and women's community organizations, and other appropriate organizations to seek qualified Local Residents, minorities, and women (a list of these organizations may be provided by the UG upon request); and iii. working with the UG to promote diversity and inclusion in all aspects of the Project.
Sample 1Sample 2Sample 3See All (7)
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Recruitment and Outreach. Meetings, presentations and events designed specifically to increase awareness about a specific program or service offered by the NCF. This is not to be used for NCF Community outreach events. It is specifically for NCF-based programs to assist in building and/or maintaining an adequate client base.
Sample 1Sample 2Sample 3See All (6)
Recruitment and Outreach. Coordinator is responsible for advertising garden availability and recruiting gardeners, with an emphasis placed upon inclusivity of diverse groups and outreach to households at greater risk of food insecurity.
Sample 1Sample 2Sample 3See All (4)
Recruitment and Outreach. The Subgrantee is required to develop a diverse and inclusive recruitment and outreach plan utilizing Member position descriptions that address the essential functions of the positions to be filled. Subgrantees are required to list their member listing/position descriptions by creating Service Opportunity Listings in the My AmeriCorps Portal.
Sample 1Sample 2
Recruitment and Outreach a. Including who is eligible for Head Start i. Age
Sample 1Sample 2
Recruitment and Outreach. Developer will use its Best Efforts to employ and to ensure its Contractors employ Local Residents, minorities, and women in all aspects of the Construction of, and Professional Services for, the Project except for Specialized Services. These efforts shall include but not be limited to:
Sample 1
Recruitment and Outreach. Developer will use reasonable efforts to employ and to ensure its contractors employ Local Residents, minorities and women in all aspects of the Construction. These efforts shall include but not be limited to: (1) advertising in appropriate publications describing the work available, pay scales and application procedures and maintaining a log or copies of these ads showing the date of publication and identifying the publication; (2) working with local community organizations, minority and women’s community organizations and other appropriate organizations to seek qualified Local Residents, minorities and females (a list of these organizations may be provided by the UG upon request); (3) doing all that is commercially reasonable to obtain the commitment of Store Operators to use reasonable efforts to employ and to ensure their contractors employ Local Residents, minorities and women in all aspects of the Construction of the Destination Casino; and (4) working wish the UG to promote diversity and inclusion in all aspects of the Construction of the Destination Casino. (5) Actions or policies directed towards the achievement of these objectives shall be documented and submitted to the Unified Government.
Sample 1
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Recruitment and Outreach. Developer will use its best efforts to negotiate for and include, in agreements with the Management Company and the Store Operators, that the Management Company and Store Operators use their best efforts to employ Local Residents, minorities and women, in full-time, part-time and seasonal positions (in both management and non-management positions), in connection with the operation of the Destination Casino. For purposes of this requirement. Developer, Store Operator, and the Management Company shall be deemed to have used best efforts if they in good faith, undertake all of the employment efforts listed in Sections IV.C.3 and IV.D.3 of this Agreement.
Sample 1
Recruitment and Outreach. As a campus partner, the Office of Recruitment and Outreach will conduct a minimum of seven presentations to prospective students and their families from our Library of workshops. These workshops will be based on the needs of the students regarding the topics of college and career readiness. • CSU San Marcos will assign a point person to collaborate with the Coalition on Black and African American Education regarding the workshop schedule and serve as the assigned liaison for the program. • As a campus partner, the Office of Community Relations and University Engagement (CRUE) will host quarterly Coalition on Black and African American Education meetings. • CRUE will serve as a communication hub for Coalition on Black and African American Education and the University including regular communication about University events and activities open to community partners. • CRUE will participate in community and organization sponsored events as appropriate.
Sample 1

Related to Recruitment and Outreach

  • Recruitment and Retention Avenal, Ironwood, Calipatria and Chuckawalla Valley Prisons A. Effective July 1, 1998, employees who are employed at Avenal, Ironwood, Calipatria or Chuckawalla Valley State Prisons, Department of Corrections, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,400, payable thirty (30) days following the completion of the twelve (12) consecutive qualifying pay periods. B. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at Avenal, Ironwood, Calipatria, or Chuckawalla State Prisons, there will be no pro rata payment for those months at either facility. C. If an employee is mandatorily transferred by the department, he/she shall be eligible for a pro rata share for those months served. D. If an employee promotes to a different facility or department other than Avenal, Ironwood, Calipatria or Chuckawalla Valley State Prisons prior to completion of twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the Department will be entitled to a pro rata share of the existing retention bonus. E. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods. F. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions. G. Employees on IDL shall continue to receive this stipend. H. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution, and then takes six (6) months’ maternity leave, the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of 2,400.

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived. a. The contractor will, unless precluded by a valid bargaining agreement, conduct systematic and direct recruitment through public and private employee referral sources likely to yield qualified minorities and women. To meet this requirement, the contractor will identify sources of potential minority group employees, and establish with such identified sources procedures whereby minority and women applicants may be referred to the contractor for employment consideration. b. In the event the contractor has a valid bargaining agreement providing for exclusive hiring hall referrals, the contractor is expected to observe the provisions of that agreement to the extent that the system meets the contractor's compliance with EEO contract provisions. Where implementation of such an agreement has the effect of discriminating against minorities or women, or obligates the contractor to do the same, such implementation violates Federal nondiscrimination provisions. c. The contractor will encourage its present employees to refer minorities and women as applicants for employment. Information and procedures with regard to referring such applicants will be discussed with employees.

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Non-Recruitment The Executive agrees that the Company has invested substantial time and effort in assembling its present workforce. Accordingly, the Executive covenants and agrees that during the Term and the Post-Termination Period, he shall not, directly or indirectly through any other person or entity, solicit, induce or influence (other than pursuant to general, non-targeted public media advertisements), or attempt to solicit, induce or influence, any employee of the Company to leave his or her employment.

  • Outreach Not less than 30 days prior to the opening of bids or the selection of contractors, the Agency-Assisted Contractor or Contractor shall:

  • Periodic Recruitment The State reserves the right to add new Contractors during the term of the Centralized Contract via periodic recruitment. OGS will formally announce when the periodic recruitment Solicitation is issued. It is at the discretion of OGS when a future periodic recruitment shall commence. A periodic recruitment will be publicly announced through all standard means including, but not limited to: the NYS Contract Reporter; and OGS website. All OGS Centralized Contracts awarded under the Periodic Recruitment will commence upon OGS approval. All Contracts will co-terminate on the then current end date of the Centralized Contract or at the end of any approved extension or renewal period

  • Non-Recruitment of Employees During the Restricted Period, Executive will not, directly or indirectly, solicit, recruit or induce any Employee to (i) terminate his or her employment relationship with the Company or any of its Subsidiaries or (ii) work for any other person or entity engaged in the Business.

  • Public Outreach The Sponsor is responsible for development and administration of a public outreach effort to ensure public awareness and involvement in the Project development and delivery process. The Sponsor shall provide a copy of the public outreach plan and all materials documenting the public outreach activities, including public notices, press releases, flyers, etc. to the Authority. The public outreach plan must accompany the first invoice for payment from Sponsor. The materials documenting the public outreach activities must accompany the final invoice for payment from Sponsor.

  • CULTURAL DIVERSITY The Cultural Diversity Requirement generally does not add units to a student's program. Rather, it is intended to be fulfilled by choosing courses from the approved list that also satisfy requirements in other areas of the student’s program; the exception is that Cultural Diversity courses may not satisfy Culture and Language Requirements for B.S. students. For example, COMM 6 – Intercultural Communication, can fulfill (3) units of the Behavioral Science requirement and (3) units of the Cultural Diversity requirement. This double counting of a class may only be done with the Cultural Diversity requirement. Courses in Cultural Diversity may be taken at the lower- division or upper-division level.

  • MANAGEMENT OF EVALUATION OUTCOMES 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; 12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; 12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and 12.4 In the case of unacceptable performance, the Employer shall – 12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and 12.4.2 After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.

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