Retention Strategies Sample Clauses

Retention Strategies. All Employees shall receive annual retention payments after each year of service in the North. Employees shall receive the retention payment annually on their hiring anniversary date. April 1, 2011 La Xxxxx $4200.00 Ile a la Crosse, Pinehouse, Xxxxx Bay $4000.00 Buffalo Narrows $3650.00 Cumberland House $3300.00 Beauval $2500.00 Xxxxxxxxx, Green Lake $2000.00 La Ronge $1900.00
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Retention Strategies. ‌ The following classifications shall be eligible for the annual northern retention payment: Kelsey Trail Health Region (Cumberland House)  Dental AssistantsLicensed Practical Nurse Mamawetan Xxxxxxxxx River Regional Health Authority  Licensed Practical Nurse  Licensed Practical Nurse Working SupervisorMedical Laboratory Technologist & X-Ray Technician  Diagnostic Medical Sonographer Working Supervisor  Medical Laboratory Technologist I  Medical Laboratory Technologist II  Combined Laboratory & X-Ray Technician  Health Information Management Practitioner  Health Information Management Coordinator  Dental Assistant  Head Xxxx  Xxxx  Occupational and Physical Therapy Assistant  Diagnostic Medical Sonographer  Staff Scheduler  Senior Staff Scheduler  Medical Laboratory Technologist Supervisor  Medical Laboratory Information Systems Technologist and X-Ray Technician Keewatin Yatthé Regional Health Authority  Combined Laboratory & X-Ray Technician  Licensed Practical Nurse  Dental Assistant  Licensed Practical Nurse Working Supervisor  Medical Laboratory Technologist Supervisor  Payroll & Benefits Officer  Xxxx  Head Xxxx  Staff Scheduler This list may be amended by mutual agreement between the parties. All qualified Employees shall receive annual northern retention payments after each year of service in the North. Employees shall receive the northern retention payment annually on their hiring anniversary date. The annual northern retention payment shall be prorated for OTFT Employees. The prorated calculation will be in direct relations to the Employee’s paid hours as compared with full-time annual hours of work. Xx Xxxxx, Xxxxx Bay $3,500.00 $3,800.00 Ile a la Crosse $3,335.99 $3,635.00 Buffalo Narrows $3,064.00 $3,364.00 Cumberland House $2,805.00 $3,005.00 Beauval $2,082.00 $2,282.00 Xxxxxxxxx $1,782.00 $1,932.00 La Ronge $1,750.00 $1,900.00
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Retention Strategies. (a) All Employees shall receive annual retention payments after each year of service. Other-than-full-time Employees will be entitled to the retention payment on a pro-rated basis. The current Retention Benefit is one thousand, nine hundred dollars ($1,900.00).
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Retention Strategies. All Employees shall receive annual retention payments after each year of service in the North. Employees shall receive the retention payment annually on their hiring anniversary date. April 1, 2007 April 1, 2008 La Xxxxx $3902.12 $4058.20 Ile a la Crosse, Pinehouse, Xxxxx Bay $3688.80 $3836.35 Buffalo Narrows $3335.00 $3468.40 Cumberland House $2998.12 $3118.04 Beauval $2170.07 $2256.87 Xxxxxxxxx, Green Lake $1667.50 $1734.20 La Ronge $1625.88 $1690.91 Transfer/Termination: An Employee who transfers or terminates prior to completion of a full year of service, shall be eligible for retention payment on a prorated basis if she has completed six or more months or continuous service since her last employment anniversary date. The prorated calculation will be in direct relation to her paid hours as compared with full- time annual hours of work. Employees who relocate between locations covered by Article 19.06, in accordance with Article 28, shall receive the applicable payments, number of days leave and credited service for all benefits (such as Clothing Allowance, Family Leave, Northern Allowance, Retention Payments, etc.) based on the amount of time spent in each location. Such work shall be considered continuous service as if the Employee worked at a single northern location.
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Retention Strategies. The following classifications shall be eligible for the annual northern retention payment: Trail Health Region (Cumberland House) Dental Assistants Mamawetan Xxxxxxxxx River Regional Health Authority (La Licensed Practical Nurse Licensed Practical Nurse Supervisor Medical Laboratory Technologist Technician Diagnostic Medical Sonographer Working Supervisor Medical Laboratory Technologist I Medical Laboratory Technologist Combined Laboratory Technician Health Information Management Practitioner Health Information Management Coordinator Dental Assistant Head Cook Cook Occupational and Physical Therapy Assistant Regional Health Authority Combined Laboratory Technician Licensed Practical Nurse Dental Assistant Licensed Practical Nurse Working Supervisor Medical Laboratory Technologist Supervisor All qualified Employees shall receive annual northern retention payments after each year of service in the North. Employees shall receive the northern retention payment annually on their hiring anniversary date. The annual northern retention payment shall be prorated for Employees. The prorated calculation will be in direct relations to the Employee’s paid hours as compared with full-time annual hours of work. The annual northern retention payments for the eligible classifications shall be as follows: April April
Sample 1
Retention Strategies. Manitoba’s retention strategies are focused on: • Maintaining qualified staff, both new and experienced through appropriate remuneration. • Recognizing the invaluable service provided by sector staff, and providing adequate compensation for their year-of-service. • Providing short-term benefits that enhance economic stability for sector employees.
Sample 1
Retention Strategies. The following classifications shall be eligible for the annual northern retention payment: Kelsey Trail Health Region (Cumberland House) Dental Assistants Mamawetan Xxxxxxxxx River Regional Health Authority (La Ronge, Creighton) Licensed Practical Nurse Licensed Practical Nurse Working Supervisor Medical Laboratory Technologist & X-Ray Technician Diagnostic Medical Sonographer Working Supervisor Medical Laboratory Technologist I Medical Laboratory Technologist II Combined Laboratory & X-Ray Technician Health Information Management Practitioner Health Information Management Coordinator Dental Assistant Head Cook Cook Occupational and Physical Therapy Assistant Keewatin Yatthé Regional Health Authority Combined Laboratory & X-Ray Technician Licensed Practical Nurse Dental Assistant
Sample 1
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Retention Strategies. All Employees shall receive annual retention payments after each year of service in the North. Employees shall receive the retention payment annually on their hiring anniversary date. April 1, 2003 April 1, 2004 La Xxxxx $3307.50 $3472.88 Ile a la Crosse, Pinehouse, Xxxxx Bay $3126.69 $3283.02 Buffalo Narrows $2826.81 $2968.15 Cumberland House $2541.26 $2668.33 Beauval $1744.16 $1831.36 Xxxxxxxxx, Green Lake $1413.41 $1484.08 La Ronge $1378.13 $1447.03
Sample 1
Retention Strategies. (a) All employees shall receive annual retention payments in the amount of $1447.03 upon ratification of this contract. Thereafter employees shall receive the retention payment annually on their hiring anniversary date. Employees shall receive increases to annual retention payments when negotiated into the Provincial HSAS agreement.
Sample 1

Related to Retention Strategies

  • Strategies The ESC will seek to achieve employment stability strategies as follows: - current and multi-year strategies should be developed within the resources available. Such strategies could include, but not necessarily be limited to, planning, retraining, identifying ways of determining employees’ skills, training and experience previously achieved, early retirement, voluntary exit programs, alternative assignment, secondment, employee career counselling, job sharing, job trading, job shadowing, and professional development; - discussions between the parties which explore these possible strategies would assist in the development of appropriate enhancements to Employment Stability; - data which is relevant to employment stability shall be made available to both parties.

  • University strategies La Trobe commissioned a review of Knowledge Transfer and Commercialisation in 2011 and the outcomes of this review have largely been implemented. A draft Knowledge Transfer and Commercialisation Strategy has been developed and externally reviewed by international consultancy company Battelle. The strategy, yet to be formally ratified, commits the University to better resourcing for commercialisation including patent filings, review of existing and emerging intellectual property, greater support for 'proof of concept' and commercialisation applications, and increasing leverage from the University’s Research and Development Park over a 10 year planning horizon. Reviews have commenced of existing products and technologies to ascertain market potential and stage of development that will inform future investments by the University. Resourcing to support researchers and commercialisation was doubled during 2012 and further increases in resources are planned for both 2013 and 2014. A pilot six month commercialisation training program has been completed in the Faculty of Health Sciences and a suite of commercialisation workshops for staff has been developed. As a multi-campus university with a strong regional base in Victoria and in northern Melbourne where urban growth is one of the fastest in Australia, La Trobe has a unique role to play in productivity and innovation, including knowledge transfer and commercialisation. We act as a major leader in Melbourne’s north and in regional communities and play an increasingly central role in the economic well-being and social vibrancy of those regions. Substantial investment has been made in building the University’s capacity to respond to the needs and demands of the regions in which we work. The University has a strong user-driven focus to research and extremely strong links into the communities with which we work. The University has collaborated with State and Commonwealth Governments in the designation of the Northern Biosciences Precinct. The Precinct draws on the Centre for AgriBioscience, a joint venture between La Trobe and the Victorian Department of Primary Industries, the La Trobe Institute for Molecular Science, and the University’s Research and Development Park. The emerging Northern Biosciences Precinct is a major initiative, based around La Trobe fields of research that are rated at ERA 5 which will drive significant investment and business activity in the north of Melbourne. Future Ready sets out key goals to incubate new businesses in Melbourne’s north, to increase the number of partnerships regionally, and with TAFE Institutes, and to redevelop the La Trobe hospital site (Bundoora) as a commercially sustainable hub. In the regions the Xxxxxx-Xxxxxxx Freshwater Research Centre and the La Trobe Rural Health School, together with our campus and research presence, bring innovation and productivity to regional areas and businesses. Mechanisms are in place to promote regional engagement including Regional Advisory boards which provide linkages between regional communities, business and the University, and active involvement in NORTHLink, a business network and regional development partnership representing Melbourne's northern region. The designation of five university-wide Research Focus Areas (RFAs) will facilitate resourcing and concentration of research into cross-disciplinary areas that are aimed at addressing the most pressing national or international issues facing communities in the coming decades. These RFAs will facilitate the development of stronger, 'game-changing' partnerships with business in particular. The University continues to be engaged with research partnering activities including government and Innovative Research Universities group trade missions and through the La Trobe China Small Grants Program. The Research Plan (2013-2017), together with Faculty Research Operational Plans, identify the priority actions that will be implemented to increase research quality and quantity Particular strategies are:

  • Staff Development ‌ The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this subsection shall preclude the right of an employee to request specific training.

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