Recruitment and Training. 11 See 3.3 The Prosecution Service Structure and Hierarchical Control ecutors in handling their various duties. Therefore, their work patterns have changed—they no longer simply have to enforce the law, but instead need to handle the situation as defined by the leader (cf. Xxxxxx, 1989, p. 37). The third reason is corrupt practice within the IPS. Compared to other criminal justice actors, such as the police and judiciary, the IPS receives the smallest budget. Thus, a prosecutor’s salary is lower than that of both a policeman/woman and a judge. Surprisingly (as reported in its annual report), the Prosecution Service is capable of exceeding the government target for handling criminal cases, even though its budget is limited.12 As this thesis found, IPS managers must strategise this limited budget, by: transferring any allocation which cannot be spent in other divisions to divi- sions which lack operational funding; and allowing operators to fund their operations with rezeki (illicit money) donated by those with an interest in the prosecution process.13 The Prosecution Service leadership monitors the overall performance of its operators, from their success in overcoming and processing limitations, to their achievement of organisational goals. Further, since the Prosecu- tion Service adopts military-style bureaucracy, a prosecutor’s career path depends on his/her loyalties. One way of demonstrating loyalty that is common among prosecutors is to provide their leadership with upeti14 (cf. Butt 2012; Lolo 2008; Kristiana 2010). These organisational norms have succeeded, as long as those shaping IPS structure and promoting rule-breaking have stayed in line with the government’s political interests. It is no wonder that public prosecutors prefer to serve their leadership’s interests and reinforce the regime’s values (cf. King 1981, 27; Xxxxxx 1989, 26). In addition to internal barriers imposed by top managers, who benefit from maintaining the current status quo within the IPS, the approach of donor agencies and NGOs seems to ensure that the IPS bureaucracy remains unreformed.15 These all create an image of the Prosecution Service as an institution whose leadership, general culture and institutional dynamics all conspire to protect its own interests, condone corruption, and prevent change.
Recruitment and Training. It will be the responsibility of the Provider to recruit, through best practice recruitment process, and employ adequate numbers of staff with the appropriate skills, attitude and approach in order to provide the highest standards of care and support and obtain the best outcomes for service users. There will be an expectation that Providers have organizational frameworks that support the continuous improvement and innovation of service provision, including use of digital technology to deliver services in line with national guidance and legislation in relation to these areas. Care staff/support workers will be expected to attain the Level 2 Adult Social Care Certificate. This will set out the fundamental skills, knowledge and behaviours that are required to provide safe, effective and compassionate care and provides a framework under which they can be assessed. The Provider must ensure that a training needs analysis to identify any need for refresher and update training is carried out at least annually during staff performance appraisal and is incorporated into a staff development and training programme. The free skills for care online data collection service the Adult Social Care Workforce Data Set (ASC-WDS) can be used to support providers in running their business and provide access to funding for staff training.
Recruitment and Training. (a) Subject to the Recruitment Policy, the OPERATOR shall, on behalf of OWNER, recruit and train the staff of the Hotel through such training programme within or outside the country, including hotel schools, if any, and other training techniques as it shall deem advisable provided that such expenditures in any financial year shall not exceed the Annual Budget.
(b) The OPERATOR shall deduct monthly from the Gross Operating Revenue the costs and expenses for the recruitment and training of the staff of the Hotel, the amount of which is to be determined in the Annual Budget.
Recruitment and Training. 4.6.1 All PCSOs will be subject to a probation period of 6 (six) months.
4.6.2 All PCSOs will receive a minimum of 5 (five) weeks training followed by 4 (four) weeks of mentoring. During this time the PCSO may not be deployed to the xxxx they are designated to, as set out in this agreement under paragraph 4.7.
Recruitment and Training. 40.1 The Company may recruit employees for its production and operation needs. Employment of foreign employees shall comply with Chinese laws and regulations. Employees shall be selected from candidates based on their professional qualifications and work experience.
40.2 The Company may develop a staff training program to provide employees with some necessary professional training and improve their skills. The Company may retain and spend training funds in accordance with the laws and regulations as the case may be. CHAPTER 15 LABOR UNION
Recruitment and Training. All DOV Specialty Sales Representatives shall be recruited by DOV at DOV's sole expense. MERCK will assist DOV in establishing skill and experience criteria for Specialty Sales Representatives who are Detailing to Target Prescribers. At the request of DOV, and at DOV's expense, MERCK will assist in the recruitment of the Specialty Sales Representatives. DOV Specialty Sales Representatives will be available for training [***] ([***]) months prior to the Launch Date and will be trained on the Product by MERCK, subject to the remaining provisions of this paragraph. DOV will be responsible for expenses including but not limited to travel, lodging, meals and representative salary and benefits during the training period. MERCK will be responsible for the costs of MERCK employees providing the training, the training facility and training materials. The training will be carried out at a MERCK training facility and will be equivalent to the training received by the corresponding MERCK specialty sales force. A component of the training period includes training on selling skills which MERCK will provide to DOV Specialty Sales Representatives if DOV agrees.
Recruitment and Training. All candidates employed by Company are subject to screening. As part of this process, all references are followed up for new employees and security training is included within both the induction training programme and also ongoing.
Recruitment and Training. All participating commercial watermen are registered under a Scientific and Educational Activity Permit (SEAP) issued by the state of North Carolina. For simplicity, the N.C. Coastal Federation temporarily added the participant names to the existing SEAP (#707067) during the timeframe of the project. By listing watermen participants on the SEAP, they each become “authorized agents” to clean up lost fishing gear, notably crab pots. Field Work – With advisement from NCMP and N.C. Division of Marine Fisheries (NCDMF), contracted water-based cleanup efforts took place in marine patrol Districts 1 and 2 took place January 8-31. Cleanup efforts for District 3 took place March 4-8, in waters south of the Highway 58 bridge. With consultation from both hired commercial watermen and NCMP officers, certain areas were prioritized. The hired crews were given clearance to being cleanup efforts in each district, after NCMP did a sweep of the areas for violations in the initial days of the closure. This practice allows watermen participating in the cleanup project not to be involved with any enforcement actions. Data Collection and Analysis – Each crew was required to carry a Samsung Galaxy Tablet equipped with a custom data collection program that was built using a program from “Cybertracker.” Created for data collection in remote locations where wireless internet and cellular data signals are not readily available, the program utilizes existing satellite networks. If a crew experienced a tablet or software malfunction, each was equipped with backup data sheets that could be used to manually write down the GPS coordinates of the encountered pot; other data may not be collected in this circumstance.
Recruitment and Training. Contractor shall be responsible for the recruitment and training of the all third parties required for the purposes of carrying out the Media AgencyPromotional Tour, as agreed upon in writing between Contractor and Sony. Contractor’s responsibilities shall include, but not be limited to, the following: Contractor shall be responsible for paying all fees, including salaries owed to any third parties (including personnel hired by Contractor, including but not limited to the bus driver) for the purposes of fulfilling the Media AgencyPromotional Tour (including, but not limited to, fees owed for hotels, per diems, airfare, gas). The parties acknowledge that Contractor shall be responsible for securing one (1) driver for the Media AgencyPromotional Tour. Contractor shall be responsible for assessing driver’s credentials, safety records, and ensuring that the driver possesses all valid/requisite licensing, including but not limited to all active, valid State and Federal license(s). Contractor agrees that it shall not hire any third party for the purposes of participating in the Media AgencyPromotional Tour, who have been convicted of a criminal offence, including but not limited to, driving offences (i.e., drunk driving). Contractor shall retain at least one (1) brand ambassador to be present during each media agency presentation describedfour (4) brand ambassadors in Section 2(B)(a). Contractor shall supply training of all third parties used in connection with the Media AgencyPromotional Tour. The due date for completion of the recruitment and training of third parties, as set forth above, shall be agreed upon in writing between Contractor and Sony.
Recruitment and Training. T2020 will focus on audience development through educational activities, debate, experimental rehearsal techniques, and new as well as traditional forms of performance. This will include the use of the European Music Campus organised by Grafenegg Kulturbetriebsges.m.b.H which has been established to develop the skills of young musicians from pre-teenage and conservatoire students through to young professionals.
