Retention Targets Sample Clauses
The Retention Targets clause sets specific goals or benchmarks for retaining certain assets, customers, employees, or other key resources over a defined period. In practice, this clause may outline minimum retention rates, specify measurement periods, and detail the consequences if targets are not met, such as triggering reviews or corrective actions. Its core function is to ensure accountability and sustained performance by clearly defining retention expectations and providing a basis for monitoring and managing outcomes.
Retention Targets. The baseline data (2008/09) indicates that the University’s position is improving. The University is committed to achieving further improvement in this area through a targeted focus on student experience, progression, achievement and employability. Targeted retention activities will be specifically focussed on supporting transition through the student life cycle, building personal and academic confidence and competence, the development of supportive social networks and team working skills, and the acquisition of employability, enterprise and interpersonal skills. In relation to T3a, the University aims to improve the retention of new entrant first degree students at the end of the first year to 91% by 2016/17 (which will relate to the 2014/15 cohort); and to reduce the percentage ‘not found’ at any HEI to 8% within the same period. Furthermore, the University will seek to adjust the balance between elements of the projected outcomes for first degree entrants (T5) by
1. Attitudes to Debt, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ (2003) (UUK) increasing the percentage of students achieving an intended first degree from the 2008/09 level of 74.2% to 80% by 2017; reducing the percentage achieving an ‘other award’ from 11% to 7%; and reducing the percentage leaving ‘without an award’ or ‘transferring’ from 11% to 9% within the same time frame. Continuing or qualifying n/a 89.2 91.0 Not found at any HE institution 10.7 9.2 8.0 Transfer to other HE institution n/a 1.6 1.0 Degree 73.3 74.2 80.0 Other Award 4.1 11.0 7.0 Transfer to another HEI 6.2 3.8 4.0 Neither Award nor Transfer 16.4 11.0 9.0
Retention Targets. PERCENTAGE 2" Percentage 2 shall equal the product of (i) 25% and (ii) the lower of Percentages 2(a) and 2(b) below, but in no event shall Percentage 2 exceed 25%:
(a) Percentage 2(a) shall be equal to (i) the rate of retention of the Company's managing general agents for the Bonus Determination Year divided by (ii) the average rate of retention of the Company's managing general agents over the three fiscal years beginning with 2002 and ending with 2004.
(b) Percentage 2(b) shall be equal to (i) the rate of retention of the Company's vice-presidents and assistant vice-presidents for the Bonus Determination Year divided by (ii) the average rate of the retention of the Company's vice-presidents and assistant vice-presidents over the three fiscal years beginning with 2002 and ending with 2004. For purposes of this Section 2, retention rates shall not take into account any terminations of managing general agents, vice-presidents and assistant vice-presidents initiated by the Company, or new hires or new managing general agent relationships until one year has passed since the date of such hire or the date of such formal commencement of such relationship. For purposes solely of calculating Percentage 2, the 2004 fiscal year period shall take into account only that portion of 2004 that preceded the Effective Date and the 2005 fiscal year period shall take into account all of 2005 and that portion of 2004 that fell on or after the Effective Date. The Board shall retain the sole discretion to increase Percentage 2 as it deems appropriate. EXHIBIT D STOCK OWNERSHIP GUIDELINES D-1. Beginning on March 31, 2007, Executives who hold the position of Vice President with the Company shall own Class A Common shares of UNGL ("UNGL Shares") equal in value to one-half times Executive's then current annual base salary.
Retention Targets. “Percentage 2”
Retention Targets. 1st to 2nd Year 73% 2nd to 3rd Year 3rd to 4th Year In addition to the indicators and results you have outlined above, the Ministry is also seeking information on annual net new hires. Please outline your planned net new hires for 2008-09 in the table below: Net New Hires 2008-09 Faculty / Academic Student Services Staff* Admin Staff** Full Time Tenured Full Time Limited Term Part Time (FTE) Full Time Part Time (FTE) Full Time Hires 4 Retires/ Departures 2 1 Net New Hires 2 -1 0 0 0 0 * For student services staff definition, please refer to the student services functional area definition developed by the Council of Finance Officers - Universities of Ontario (COFO-UO) of the Council of Ontario Universities to report on expenses in their annual financial report. Student Services Staff do not include ancillary staff. **For admin staff definition, please refer to the administration & general functional area definition developed by the Council of Finance Officers - Universities of Ontario (COFO-UO) of the Council of Ontario Universities to report on expenses in their annual financial report. The Ministry will be asking institutions to update this table as part of the annual review of the Action Plan.