Review of Position Descriptions. At the time the performance evaluation is administered, upon request by the employee, the employee’s position description will be reviewed, and if deemed appropriate by the supervisor, will be revised to assure that expectations, goals, and job duties align with the position description. If the employee’s job duties significantly change prior to the employee’s next performance evaluation, a review of the position description may be requested by the employee or the employee’s supervisor through the Human Resources Office.
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework. Key Responsibilites and Accountabilities Role Specific • Ensure that the Program operates according to existing legislative, Funding and Service Agreements and contemporary evidence-informed practice. • Provide strategic management to the Program teams, ensuring they have a consistent understanding of their core tasks and accountabilities. • Support Team Leaders and Coordinators and assist staff to develop and maintain agreed work plans that assist with prioritising work flow and that these are reviewed regularly • Advise General Manager of any staff management or critical issues • Provide advice and strategic direction to the General Manager in relation to the program’s operational functioning. • Ensure that there is a documented Model of Care for the Program that integrates with the overarching Gateway Health Model of Care and that services delivered are consistent with the Model • Complete mandatory training as required by organisation and ensure that Program team mandatory training is completed • In consultation with the Program team, develop program operational plans that contribute to the achievement of Gateway Health strategic and service plans • Role model high standards of professional practice and conduct in client service delivery, working in partnership with colleagues and agencies. • Ensure that the program delivers evidence-based practice in line with professional and funding requirements • Ensure that the team complete high-quality clinical notes within agreed time frames and in accordance with GH and relevant professional body policies and procedures. • Complete all program specific administrative tasks within the required time frames. • All required data is entered onto designated service databases, including excel spreadsheets. • Timely and accurate commencement and maintenance of client records, financial and statistical data and any other information per organisational policy. • Part...
Review of Position Descriptions. 28 The Union President and Superintendent will meet at least annually to identify any job 29 description needing review and will determine a process for such review. 33 A R T I C L E X I V 34 35 PROFESSIONAL DEVELOPMENT 36 Section 14.1. 37 Employees required by the District to take professional development courses shall receive salary and 38 reimbursement for expenses upon satisfactory completion of those courses in accordance with District 39 Travel Policy.
Review of Position Descriptions. The Agency may review the accuracy of a position description at any time. Upon request by the employee, the employee and the supervisor shall review the employee's position description. Employees who believe that they are performing duties outside the scope of their position description, or that their position description is otherwise inaccurate, may submit to their supervisors a written request that their position descriptions be reviewed. The written request should explain why the employee believes the position description is inaccurate or specify the duties the employee is performing that are not reflected in the position description. After reviewing the employee's job duties and position description, the Agency shall issue a written decision within 30 days of the employee's request, stating whether the Agency believes that the position description is accurate. If the Agency determines that the employee's position description is not accurate, it shall revise the position description in accordance with Sections 4 and 5(b) of this Article. An employee may designate the Union as the employee’s representative in a position description review and appeal. If the Agency elects to permanently reassign the employee’s work as a result of a position description review, the Agency shall notify the Union President and bargain to the extent required.
Review of Position Descriptions. JCC has reviewed all position descriptions to ensure that they accurately reflect the duties performed. JCC shall review all selection criteria on an ongoing basis to ensure that they are job-related and non-discriminatory.
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework. Key Responsibilites and Accountabilities Role Specific • Direct and control all elements of construction of 00 Xxxxxx Xxxxxx, Xxxxxxxxxx. • Work with external contractors to ensure the construction project is completed within timeframe and on budget. • Report to facilities master planning project control group monthly on project progress. • Participation and facilitation of regular performance reviews and appraisals • Competently use all relevant organisational databases – including but not limited to VHIMS, RelainSys, clinical software, financial software • Active participation in Professional Development • Completion of Mandatory training Financial Management • Management of project budget in conjunction with CFO. • Invoices processed within project timeframes. • Ensure effective control of inherent and residual risk in the areas of your responsibility • Provide leadership by demonstrating commitment to the importance of effective Risk Management • Modelling behaviours and attitudes which support a positive risk culture in your team / program and the organisation People • Develop and maintain professional relationships with internal and external stakeholders. • Contribute to productive and positive team meetings. • Positively contribute to the culture and spirit of the FIT team, work environment and to GH. • Your behaviour is congruent with organisational values, behaviours and goals • Contribute to the development of procedures and systems within this program • Positively embrace and adopt change as it occurs. • Willingness to engage in a flexible work model that may require significant out of hours work and travel. Technical Skills / Industry Knowledge • Understanding of the building code of Australia (BCA) • Understanding of the occupational health and safety act 2004. • Contract management knowledge. • Understanding of local Government obligations and requirements. Organisational Responsibilities ...
Review of Position Descriptions. The Agency shall ensure that every employee has a position description that accurately reflects the employee's title, series, grade, and the major duties performed by the employee. Upon request by the employee, the employee and the supervisor shall review the employee's position description. The Agency may review the accuracy of a position description at any time. Employees who believe that they are performing duties outside the scope of their position description, or that their position description is otherwise inaccurate, may submit to their supervisors a written request that their position descriptions be reviewed. The written request should explain why the employee believes the position description is inaccurate, or specify the duties the employee is performing that are not reflected in the position description. After reviewing the employee's job duties and position description, the Agency shall issue a written decision within 30 days of the employee's request, stating whether the Agency believes that the position description is accurate. If the Agency determines that the employee's position description is not accurate, it shall revise the position description in accordance with Section 4.
Review of Position Descriptions. A. The Employer and The Association will encourage technicians to periodically review their position description for the position they occupy and to report significant changes in responsibilities and duties to their supervisor. As a minimum, a technician’s official position description will be reviewed every other year, and be annotated on the technician’s Supervisor/Employee Brief. Changes to an official position description may be initiated by the technician in coordination with the supervisor or by the supervisor. The proposed changes must be forwarded to the HRO for review and approval. The HRO will respond in writing to all requests for local changes to position descriptions. Situations, which cannot be resolved at the local level, will be forwarded to the HRO for assistance. The Association will be involved in the process, consistent with Federal statutes.
Review of Position Descriptions. The Agency shall ensure that every employee has a position description that accurately reflects the employee’s title, series, grade, and the major duties performed by the employee. Upon request by the employee, the employee and the supervisor shall review the employee’s position description. The Agency may review the accuracy of a position description at any time. Employees who believe that they are performing duties outside the scope of their position description, or that their position description is otherwise inaccurate, may submit to their supervisors a written request that their position descriptions be reviewed. The written request should explain why the employee believes the position description is inaccurate, or specify the duties the employee is performing that are not reflected in the position description. After reviewing the employee’s job duties and position description, the Agency shall issue a written decision within 30 days of the employee’s request, stating whether the Agency believes that the position description is accurate. If the Agency determines that the employee’s position description is not accurate, it shall revise the position description in accordance with Section 4. If the employee is dissatisfied with the Agency’s decision, the employee may file a grievance under the Grievances and Arbitration Article of this Agreement. If the Agency decides to permanently reassign the employee’s work during a position description review, the Agency shall notify the Union President and bargain if appropriate.
Review of Position Descriptions. 11.3.1. Position Descriptions will be reviewed annually in line with performance appraisals and review process.
