Relief Pool Training and Development Sample Clauses

Relief Pool Training and Development. For each relief pool, a set of criteria will be established to determine full competency. In addition, a maximum time limit will be set for attaining full competence. This time period may be extended if the employee does not have sufficient opportunities to demonstrate competency. This information will be provided to the Union and opportunity provided for feedback. Records of competency levels of pool members will be maintained by the supervisor of the relief pool. Regular feedback will be provided to the employee regarding their performance by the supervisor of the relief pool and the operational supervisors. Work/experience assignments will be determined by the City based on the developmental and experiential needs of relief pool members and the operational needs of the organization. Once a relief pool member has been determined to be fully competent, they shall be eligible for appointment to a permanent position and the Union notified of same. In the event that performance issues arise subsequent to attaining competency but prior to promotion from the relief pool, then the employee may be removed from the pool. If a relief pool member has not attained full competency within the maximum available time, they shall be removed from the pool.
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Relief Pool Training and Development. For each relief pool, a set of criteria will be established to determine full competency. In addition, a maximum time limit will be set for attaining full competence. This time period may be extended if the employee does not have sufficient opportunities to demonstrate competency. This information will be provided to the Union and opportunity provided for feedback. Records of competency levels of pool members will be maintained by the supervisor of the relief pool. Regular feedback will be provided to the employee regarding his performance by the supervisor of the relief pool and the operational supervisors. assignments will be determined by the City based on the developmental and experiential needs of relief pool members and the operational needs of the organization.
Sample 1

Related to Relief Pool Training and Development

  • Training and Development 14.1 The parties are committed to, and acknowledge the mutual benefit to the employer and employee of planned human resource development and the provision and participation in relevant development opportunities (including accredited training).

  • Learning and Development (i) Managers and supervisors are responsible for promoting and supporting learning activities for employees in their area of responsibility.

  • Research and Development (i) Advice and assistance in relation to research and development of Party B;

  • PHASED DEVELOPMENT 15.1 The Seller reserves to itself, and to its successors in title as Developer, all such rights as are provided for in section 25 of the STA, to erect and complete a phased development on the Land from time to time, but no later than 15 (fifteen) years from the date of opening of the Sectional Title Register, for its personal account.

  • JOB FAMILY: APPLICATIONS DEVELOPMENT‌ Job Title: Director, Systems and Programming Job#: 1200 General Characteristics Responsible for the full systems development life cycle management of projects/programs. Provides direction for technical and business resources. Actively participates in long-range strategy planning and manages policy development to address complex business issues, provides leadership to cross-functional teams. Serves as the primary point of contact from project/program inception to delivery. Defines and develops project management infrastructure, manages a methodology driven quality plan, monitors and controls the quality of the deliverable, as well as manages the project completion process through customer acceptance. Works with business unit managers and forms alliances on projects, operational decisions, scheduling requirements/conflicts and vendor contract clarification.

  • Economic Development 1. The Parties aim to promote balanced economic growth, poverty reduction and the reduction of social-economic disparities.

  • Strategic Planning Facilitate the effective alignment of IT requirements/ Information Resource Management (IRM) plans with strategic business plans and program initiatives. Management Improvements: Development and implementation of improved systems and business practices to optimize productivity and service delivery operations (e.g., analysis, and implementation of improvements in the flow of IT work and program processes and tool utilization, including business system analysis, identification of requirements for streamlining, re-engineering, or re-structuring internal systems/business processes for improvement, determination of IT solution alternatives, benchmarking).

  • Level Two - Superintendent of Schools a. If an aggrieved person is not satisfied with the decision concerning his/her grievance at Level One, he/she may, within three (3) days after the decision is rendered or within eight (8) days after his/her formal presentation, file his/her grievance with the Superintendent.

  • Job Development Job development/placement is individualized and shall include weekly person-to-person job search assistance, assistance with identifying job leads, interview coaching and support, and maintaining a log of job search activities for the purposes of obtaining competitive integrated employment. By mutual consent of the consumer and the KARINA ASSOCIATION, INC. , these services may be provided in-person or by Skype, FaceTime, or other online communication tools. Job development/placement may also include arranging job trials/job shadowing for individuals with a DORS Trial Work Experience Plan, assistance with completing applications, assistance with employer follow-up after interviews, use of personal employment networks in job search, and resume update. It would include time spent calling employers, visiting and educating employers and similar activities. Job development/placement shall not be paid for using supported employment funding and shall not include the Discovery process, which is pre-vocational in nature and may be completed prior to job development. Up to 60 hours for job search assistance, authorized in 20-hour increments, may be used for job development. Additional hours of job development may be requested and require written justification by KARINA ASSOCIATION, INC. and approval of the DORS regional/program director. Authorizations for Job Development. DORS only pays for job development services which have been previously authorized by a DORS official. Job Development Reporting. The Employment Service Progress Form is expected to be submitted to DORS on a monthly basis per consumer. This form is available on the DORS website (xxx.xxxx.xxxxxxxx.xxx).

  • Level Two - Superintendent If the aggrieved person is not satisfied with the disposition of his grievance at Level One or if no decision has been rendered within ten (10) school days after the presentation of the grievance, he may file the grievance in writing with the Association within five (5) school days after the decision at Level One or ten

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