Recruitment/Retention. Every reasonable effort should be made to ensure that slots requested are filled in a timely manner and to help members complete their term of service. CNCS has set a 90% retention goal.
Recruitment/Retention. In the event that there is a recruitment or retention problem indicating the relative market value of the classification may need reviewing, the Union, the Department, or Human Resources may request that a job analysis and/or salary survey be conducted to determine the appropriateness of the salary, even when there is no significant change in duties and responsibilities or nine (9) month out of class assignment. In the event that the results of the study indicate that the salary needs adjusting, the parties agree to negotiate the salary adjustment.
Recruitment/Retention. Careers Aims of programme To support the provision of careers information on behalf of NHS Wales in order to attract future employees to work within the range of NHS jobs. To continue to work with a range of partners, such as NHS Wales organisations, Higher Education Institutions, Careers Wales and Jobcentre Plus, to widen the understanding of career opportunities in the NHS at all levels and to market NHS careers to those inside and outside the NHS workforce, ensuring that NHS Wales remains an employer of choice.
Recruitment/Retention. NHS Ayrshire and Arran recognises the importance of being an Employer of choice which can attract and retain high quality staff. To do this we are supported by excellent, recruitment, selection procedures, inductions, performance management, strong leadership and staff development processes. To maximise workforce availability and reduce agency/locum spend, NHS Ayrshire and Arran will promote NSAIS as an attractive place to work and, where possible, review workforce strategies and policies to reflect and support staff.
Recruitment/Retention. It is very important that Contractor attracts the highest quality EMTs in the industry as possible. The Proposal must describe Proposer’s compensation and benefits plans and provide at least a general indication as to how the plans compare to the other similar organizations in the county in terms of attracting and retaining EMTs. The Proposal must also describe Proposer’s recruitment strategy.
Recruitment/Retention. The parties agree that they will utilize various recruitment incentives to assist in attracting new staff. Current programs include: • Sign on Bonuses and/or Relocation Assistance for New Hires • Employee Referral and Award Programs During the term of the agreement as other programs are introduced they will be discussed and agreed to by the parties.
Recruitment/Retention
