Recruitment Efforts Sample Clauses

Recruitment Efforts. Recruitment efforts for vacant bargaining unit positions shall remain a management right. Each vacant bargaining unit position shall be posted internally. The decision to post a vacant bargaining unit position externally shall be at the discretion of the Department. The Department shall be free to recruit and hire candidates from outside the bargaining unit.
Sample 1Sample 2Sample 3
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Recruitment Efforts. Good faith recruitment efforts are those intense, aggressive, sincere, and result-oriented actions taken by the Contractor designed to accomplish the objectives of the City Workforce Training & Hiring, Good faith recruitment efforts include, but are not limited to: 1. Work aggressively with Contractor's Joint Apprenticeship Training Committee (JATC) to recruit minorities, women and disadvantaged individuals. Provide evidence of these efforts. 2. Assist the JATC by conducting a workshop with minority and women employees to enlist their assistance as recruiters and request their ideas on how to increase employment of underutilized groups. 3. Support the efforts of the Contractor’s JATC by giving all apprentices referred to the Contractor a fair chance to perform successfully, allowing for possible lack of previous experience. Recognize that the Contractor is responsible for providing on-the-job training, and that all apprentices should not be expected to have previous experience. SAMPLE 4. Participate in job fairs, school-to-work, and community events to recruit minorities, women, and disadvantaged individuals into the construction trades. 5. Allow scheduled job site visits by participants in community programs, as safety allows, increasing awareness of job and training opportunities in the construction trades. 6. Keep applications of those not selected for an opening. Contact when opening occurs.
Sample 1
Recruitment Efforts. During this performance year, FIU-ARC will conduct recruitment efforts during Fall Semester 2015 and Spring Semester 2016. The plan for identification and recruitment of DOE Fellows includes the following: 1. DOE Fellows Information Sessions at College of Engineering and College of Arts & Sciences; 2. Posters/flyers placed across the FIU campus; 3. Setup recruitment tables at College of Engineering and College of Arts & Sciences. Tables will be manned by current DOE Fellows; 4. Conduct in-class room presentations of DOE Fellows Program at selected STEM classes (undergraduate and graduate levels); 5. Advertisements placed in the student newspaper and in the University-wide, daily e-mail notices; 6. Members of the DOE Fellowship Committee attend faculty meetings and meetings of several relevant student societies to explain program and seek referrals and nominations; 7. Conduct an ARC Open House at beginning of Fall and/or Spring semester; 8. Announcements on webpages designed and dedicated to the DOE-FIU Science and Engineering Workforce Development Initiative program. The webpage (xxxx://xxxxxxx.xxx.xxx) contains information related to the program and is constantly being updated with new information and DOE Fellows research updates. It is projected that ten (10) additional Fellows from the College of Engineering and the College of Arts and Sciences will be selected for this program. The Fellows will be asked to demonstrate their commitment to the program by completing the DOE-FIU Science and Engineering Workforce Development Initiative Acceptance Packets. Each acceptance packet will consist of: (a) faculty mentor agreement form, (b) research abstract form, (c) Fellow’s biographical sketch form, (d) research project summary form, (e) guidelines for completing the acceptance packet, and (f) an application form. The Fellows will be first interviewed one-on-one and given a packet of information and an application. Upon completion of the application and forms, the student applicant will be interviewed by the DOE Fellowship Committee, who will rate the student on academics, aptitude, interpersonal skills, and any additional selection criteria developed by the Committee. The final selection of students will occur in October 2015 (Fall recruitment effort) and in May 2016 (Spring recruitment effort) after all applicants have been interviewed and assessed.
Sample 1

Related to Recruitment Efforts

  • 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.

  • 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.

  • 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 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.

  • 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.

  • Training Program It is agreed that there shall be an Apprenticeship Training Program, the provisions of which are set forth in Exhibit "D", which is attached hereto and forms part of this Agreement.

  • 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

  • Hiring Customer agrees not to solicit, offer to employ, or enter into consultant relationships with any HP employee involved in the performance of services under this Agreement for 1 year after the date he or she ceases to perform such services. However, Customer may hire any such employee who responds to a general hiring program conducted in the ordinary course of business, and not specifically directed to HP employees.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • Training Programs All employees shall successfully complete all necessary training prior to being assigned work (e.g., all employees will complete health and safety training prior to being assigned to task). Nothing in this Article or provision shall constitute a waiver of either party’s bargaining obligations or defenses. The Employer still has an obligation to notify and bargain changes in terms and conditions of employment with the exclusive representative.

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