Workforce Management. Multiple hire 13.1 Bus and playground duty 13.2 Professional development 13.3 Multi skilling 13.4 Behaviour management 13.5 First Aid training and duties 13.6 Use of traineeships 13.7 Work-life balance commitment 13.8 Progression to OO3 13.9 Progression to OO4 13.10 OO4 positions 13.11 Preserved OO4 arrangements 13.12 Blue Card 13.13
Workforce Management. The LHN Chief Executive Officer is a Work Health and Safety defined officer and is required to meet the elements of Work Health and Safety due diligence. This includes compliance with legislation and the implementation of the SA Health Work Health and Safety and Injury Management System which supports workplace health, safety and wellbeing considerations and the development of a safety culture. The LHN will ensure a safe, respectful and positive working environment that fosters workforce wellbeing and a culture of respect. The LHN will actively promote positive workplace behaviours and encourage reporting and will take prompt action to deal constructively with behaviours that are not respectful in the workplace. The LHN is responsible for implementing workplace wellbeing initiatives and encouraging, enabling and supporting leadership development as a collective endeavour, in addition to individual leadership development. This includes but is not limited to, management training and skills development, support for continued professional development (e.g. postgraduate study) and NSQHS Standards, work health and safety competencies, and the leadership, learning and training obligations under these. The LHN Chief Executive Officer will exercise their decision making power in relation to all Human Resources (HR) management functions which may be delegated to the LHN Chief Executive Officer by the Chief Executive in respect of health service employees. All decisions must be made, in a lawful and reasonable manner and with due diligence, in accordance with relevant legislation and policy, including but not limited to: • Code of Ethics for the South Australian Public Sector. • Employing authority policies and directives. • South Australian public sector directions, determinations and guidelines. • Any other policy document that applies to the health service employee. • Any industrial instrument that applies to the health service employee. • The HR delegations manual. This also includes ensuring health service employees are suitably qualified to perform their required functions and accuracy of credentialing information. The LHN will be expected to monitor workforce metrics and at least maintain, if not improve on performance. This includes, but is not limited to, the collection of injury data (e.g. manual tasks and psychological health), disputes, collaboration, and policy and enterprise agreement implementation. The LHN shall provide to the Chief Executive, HR, wor...
Workforce Management. Policies relating to the administration of entitlements under this section are in the Workforce Management Policy.
Workforce Management. The Contractor shall implement and manage a practice for Workforce Management, as approved by the Government that augments and supports the Government practices. Contractor shall establish processes for Workforce Management for managing and tracking certain personnel from Integrated Service Providers and other vendors. The Contractor shall provide an integrated set of processes that will track and optimize the use of specific categories of staff labor and work to improve their productivity. The Contractor shall effectively plan staff schedules and forecast labor requirements. Contractor shall strive to meet the standards for service quality while controlling any associated costs to be within projected boundaries.
Workforce Management. School Facilities Operations Team 6.1 Working with Children check (Blue Card) 6.2 Professional development and training 6.3 Certificate III – Cleaning Operations 6.4 First Aid Training 6.5 Relevant ICT Training 6.6 Workplace Health, Safety and Wellbeing 6.7 Hepatitis A and B vaccinations 6.8 Facilities 6.9 Work-Life Balance 6.10
Workforce Management. Subject to subclause 5.2(a), the business needs of the employer will determine the number and type of trade-based staff required.
Workforce Management. Describe the lines of management authority, supervision, span of control and accountability, including the relationship between overall management (corporate and on-site), administration, joint venture agreements and subcontractors. Include an organizational chart identifying the on-site organization, on-site staff, and corporate staff that will be used to perform this contract. If subcontractors are used, identify their percentage of involvement as they relate to the specific sections of the Performance Work Statement (PWS).
Workforce Management. 19.01 For the purpose of this Article, a regular employee is an employee who is not employed on a temporary or term basis.
19.02 The parties agree that the Company's ability to manage its workforce to fluctuating business or customer needs is an essential element to the success of the Company and that this is part of its management rights. In the event it becomes necessary to reduce the number of regular employees, it is understood and agreed that the Company has complete discretion to determine when business or customer needs require a reduction of the number of regular employees.
19.03 Before the Company proceeds with any reductions of regular employees, the Company and the Union shall meet within ten (10) days of the notification to surplus regular employees. The purpose of said meeting will be to discuss the possible benefit of an alternate adjustment plan regarding regular employee reductions. In the event an alternate plan cannot be reached to the satisfaction of both parties, the Company will proceed with any necessary reductions of regular employees in its complete discretion.
19.04 In the context of Article 19.02, it is agreed by the parties that temporary and/or term employee(s) will be terminated from their employment prior to the termination or lay-off of any regular employee(s), if said temporary and/or term employee(s) is performing the same work, and in the same occupational title and report centre, as the regular employee(s).
19.05 The Company will identify the number of regular employee reductions and administer said reductions on the basis of:
a) Occupational title as outlined in Appendix A of this Agreement; and
b) Report centre; and
c) Least net credited service as shown on Company records
19.06 In the event a regular employee in the Team Prime occupational title is declared surplus, said regular employee would have the option of demotion into their natural work group and report centre.
a) Natural work group is defined as the team for which the Team Prime provides technical knowledge and support to team members for day-to-day issue resolution;
b) In the event of a Team Prime demotion, working conditions will change to reflect the new occupational title, as may the salary;
c) In the event a regular employee in the Team Prime role demotes into their natural work group, the Company may then proceed with a surplus of one or more regular employees in the natural work group without the obligation of exploring alternative plans as provided in ...
Workforce Management. Probation Graduate employment Traineeships Termination of employment and Notice of Separation Redeployment, reduction and retrenchment
Workforce Management. (a) Subject to subclause 5.2(a), the business needs of the employer shall determine the number and type of trade-based staff required.
(b) At all times, the current and emerging business needs of the employer shall determine the skills required beyond the scope of the existing trade qualifications and in the establishment of career paths.
(c) If an employee is required to use skills or competencies that are not already recognised under this structure, the employee shall, as soon as practicable, be assessed against those skills or competencies. If the employee is assessed as competent, the new classification will be recognised from the date of the employee’s application.
