Student employability. Most of our students will have an opportunity to gain work-related experience. The number and profile of our region’s employers, many of which are small or micro business, affects the availability and take-up of these opportunities. The geography of our region and work and family commitments can also make engaging with these opportunities difficult for our students. We also want our students to be global citizens. We believe that this enhances their employability and enriches their lives. There are already many international dimensions to the university in research, learning and teaching and knowledge exchange, including opportunities in some programme for international work placement. We want to build on these, to embed internationalisation more generally across the university partnership. A regional strategy group has been established to establish a baseline of work experiences embedded in current FE provision and to develop a regional approach to developing meaningful work experience for all students. The group will be seeking to build into a regional strategy, a partnership approach to on-course work experience and post-course success by linking with initiatives such as Community Jobs Scotland, the Employability Fund and Scotland’s Employers’ Recruitment Incentive. The university careers and employability centre and cross-partnership practitioner group continue to provide a wealth of resources to assist students and graduates enhance their employability skills. Following extensive consultation with staff, students and employers, the university has adopted a revised set of graduate attributes. The five attributes are: · Academic skills · self-management · Social awareness · Communication · Interpersonal skills. These attributes are intentionally broad in order that they are flexible and applicable to all subject areas, employers and levels of the curriculum. Rather than presenting an absolute and definitive list of skills and attributes, students and staff are encouraged to reflect on these five attributes and to contextualise them to their own circumstances. A three-year implementation plan has been approved and will be taken forward in 2018-19. A measure of employability for HE students is the Destination of Leavers from Higher Education survey (DLHE) and the HESA PI derived from it – Employment Indicator. This PI is also the source for the ROA employability national measures. It should be noted that 2016-17 graduates will be the last cohort to comple...

Student employability. Working in partnership with University staff, industry and community, we will design and deliver activities and experiences that support the development of knowledge, professional skills and personal capabilities that will enhance a student’s lifelong professional success.

Student employability. The proportion of students in graduate level employment or further study has increased from 58% to 60% over recent years, but this remains a priority area for improvement, which is reflected in the milestones accompanying the Access Agreement.

Student employability for improved chances of integration into an internationalised, changing and knowledge-based labour market (Xxxxxx Xxxxxxx, University of Eastern Finland, FI)

Student employability. To support student employability and success on completion of their programme the University has invested heavily in providing a wide range of work based learning and other opportunities to enable students to gain the experience and develop the key skills they will need for the future. Additional targeted activities are being and will continue to be funded through the Access Agreement

Student employability. Given the strategic and reputational importance of graduate employability to the university, the university uses the HESA performance indicator of the percentage of all full-time, first degree UK domiciled students in full-time employment or further study six months after graduation as its KPI. The target that has been set is that by 2018/19 the university will maintain its current high performance in both the Scottish and UK rankings of universities as reported on xxxxx. The university stands at top of the Scottish and UK institutions (excluding private and some specialist institutions within the UK). It is estimated that this equates to a figure of at least 97% over the period of the Outcome Agreement. The published results of the 2013/14 DLHE return confirmed that 97.2% of RGU graduates in 2013/14 are in employment and/or further study. This figure represents a small downward fluctuation of 0.5% from the 2012/13 figure of 97.7%, which equates to 6 more individuals being out of further study or work. The university has retained its position of being top in Scotland for this measure and it also continues to be the top performing non-specialist publicly funded institution in the UK. It is recognised that the change in the regional economy and the long term challenges that face the oil and gas sector in the UK Continental Shelf may result in significant challenges for graduates from many courses to achieve employment, since the local oil and gas sector has been a major source of employment for our graduates (see Aim 3, NPM 9 above). Early warning mechanisms used during 2014/15 such as cancelled placements and reported job losses within the oil and gas sector indicated that the availability of local employment in that sector is already reducing. This is reflected in the inclusion of Employability in the High Level Risk Register for 2015/16 and may mean that future targets are ambitious, though no changes will be made until the outcome of DLHE for academic year 2014/15 is known (August 2016). Performance 2011/12 – 2013/14 and targets2014/15 – 2017/18 Academic session Performance Targets 2011/12 2012/13 2013/14 2014/15 2015/16 2016/17 2017/18 HESA Employability PI 97.1% 97.7% 97.2% 97% 97% 97% 97%

Related to Student employability

Student Employees A student employee is an employee who is hired for short-term work which is not ongoing. He/she is normally in the process of completing his/her post-graduate studies and is expected to return to his/her studies after an agreed employment period. The employee's benefits and working conditions are as per Article 34 (Temporary Employees).
Post-Employment Activities 7.1 For a period of one (1) year after the termination or expiration, for any reason, of your employment with the Company hereunder, absent the Board of Directors' prior written approval, you will not directly or indirectly engage in activities similar to those described in Section 4.2, nor render services similar or reasonably related to those which you shall have rendered hereunder to, any person or entity whether now existing or hereafter established which directly competes with (or proposes or plans to directly compete with) the Company ("Direct Competitor") in the same or similar business. Nor shall you entice, induce or encourage any of the Company's other employees to engage in any activity which, were it done by you, would violate any provision of the Confidential Information Agreement or this Section 7. As used in this Agreement, the term "any line of business engaged in or under demonstrable development by the Company" shall be applied as at the date of termination of your employment, or, if later, as at the date of termination of any post-employment consultation. 7.2 For a period of one (1) year after the termination of your employment with the Company, the provisions of Section 4.2 shall be applicable to you and you shall comply therewith. 7.3 No provision of this Agreement shall be construed to preclude you from performing the same services which the Company hereby retains you to perform for any person or entity which is not a Direct Competitor of the Company upon the expiration or termination of your employment (or any post-employment consultation) so long as you do not thereby violate any term of this Agreement or the Confidential Information Agreement.
Permanent Employees The allocations outlined in paragraphs b) and c) above will be provided on the first day of each fiscal year, or the first day of employment, subject to the exceptions below: Where a permanent Employee is accessing sick leave and/or the short-term disability plan in a fiscal year and the absence continues into the following fiscal year for the same medical condition, the permanent Employee will continue to access any unused sick leave days or short-term disability days from the previous fiscal year’s allocation. A new allocation will not be provided to the permanent Employee until s/he has returned to work and completed eleven (11) consecutive working days at their regular working hours. The permanent Employee’s new sick leave allocation will be eleven (11) days at 100% wages. The permanent Employee will also be allocated one hundred and twenty (120) short term disability days payable at ninety percent (90%) of regular salary reduced by any paid sick days already taken in the current fiscal year. If a permanent Employee is absent on his/her last regularly scheduled work day and the first regularly scheduled work day of the following year for unrelated reasons, the allocation outlined above will be provided on the first day of the fiscal year, provided the employee submits medical documentation to support the absence, in accordance with paragraph (h).
Permanent Employee Definition: An employee who has completed a probationary period or a permanent employee who is serving a probationary period in the same or a different class. Permanent employees shall be laid off according to the layoff ratings, lowest ratings first. The order of layoff within categories 1, 2, and 3, and for permanent employees with equal layoff ratings, shall be at the appointing authority's discretion. Employees on leave shall be laid off or demoted in lieu of layoff as if they were active employees.
Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.
New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.
Permanent Employment (FULL - TIME & PART-TIME)
Replacement Employee Should a replacement Employee be engaged, the replacement Employee is to be informed prior to engagement of the fixed term nature of the employment and of the rights of the Employee, who is being replaced, including that the engagement may be subject to variation according to 6.10.3 (d) and ability to extend unpaid Maternity Leave as provided for under sub-clause 6.10.10.
Post-Employment Cooperation Executive agrees to fully cooperate with the Employer in the defense or prosecution of any claims or actions now in existence or which may be brought in the future against or on behalf of the Employer which relate to events or occurrences that transpired or which failed to transpire while Executive was employed by the Employer. Executive also agrees to cooperate fully with the Employer in connection with any internal investigation or review, or any investigation or review by any federal, state or local regulatory authority, relating to events or occurrences that transpired or failed to transpire while Executive was employed by the Employer. Executive’s full cooperation in connection with such matters shall include, but not be limited to, providing information to counsel, being available to meet with counsel to prepare for discovery or trial and acting as a witness on behalf of the Employer at a mutually convenient times.
Replacement Employees (a) A replacement employee is an employee specifically engaged or temporarily promoted or transferred, as a result of an employee proceeding on parental leave. (b) Before an employer engages a replacement employee the employer must inform that person of the temporary nature of the employment and of the rights of the employee who is being replaced.

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