Centre Workforce Sample Clauses

Centre Workforce. 4a. retain a Workforce of appropriate size and competence to undertake the delivery of the qualification. This includes taking reasonable steps to ensure occupational competence where this is required by MERCURIUS POLITICUS Awarding Body for the assessment of specific qualifications. 4b. ensure that it has available sufficient managerial and other resources to enable it effectively and efficiently to undertake the delivery of the qualification as required by MERCURIUS POLITICUS Awards. 4c. provide staff with appropriate inductions and professional development (including a development plan) to ensure staff can maintain the relevant expertise and competence required by MERCURIUS POLITICUS Awards. 4d. supply staff CVs and other evidence (for example original certificates) to MERCURIUS POLITICUS Awarding Body in a timely manner upon request. 4e. have in place appropriate staff and relevant systems before the qualifications are made available in accordance with the requirements of the qualification(s). 4f. ensure that staff involved with a qualification understand the relevant specification provided by MERCURIUS POLITICUS Awards. 4g. ensure effective communications systems are in place internally to keep all relevant staff informed of current Awarding Organisation policies and procedures. 4h. ensure that quality assurance and management processes are in place and that these apply across all satellite locations.
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Centre Workforce. 4a. Retain a workforce of appropriate size and competence to undertake the delivery of the qualification. This includes taking reasonable steps to ensure occupational competence where this is required by ABC Awards for the assessment of specific qualifications. 4b. Ensure that it has available sufficient managerial and other resources to enable it to undertake the delivery of the qualification as required by ABC Awards effectively and efficiently.
Sample 1
Centre Workforce. 4.5.1 retain a Workforce of appropriate size and competence to undertake the delivery of the qualification. This includes taking reasonable steps to ensure occupational competence where this is required by the awarding organisation for the assessment of specific qualifications.
Sample 1
Centre Workforce. 4.1 Retain a workforce of appropriate size and competence to undertake the delivery and assessment of Qualsafe Awards’ qualifications. This includes taking reasonable steps to ensure occupational competence where this is required by Qualsafe Awards for the delivery, assessment and quality assurance of specific qualifications.
Sample 1
Centre Workforce. 4a. Retain a workforce of appropriate size and competence to undertake the delivery of the qualification. This includes ensuring a workforce which has occupational competence and is appropriately qualified where this is required by NOCN for the delivery, assessment and internal quality assurance of specific qualifications, components, units or programmes. 4b. Ensure that it has available sufficient managerial and other resources to enable it effectively and efficiently to undertake the delivery of the qualifications, units and programmes as required by NOCN. 4c. Provide staff with appropriate inductions and professional development (including a development plan) to ensure they can maintain the relevant expertise and competence required by NOCN. 4d. Supply staff CVs and other evidence (for example original certificates) to NOCN in a timely manner upon request.
Sample 1
Centre Workforce. 1.4.1 maintain a workforce of appropriate size and competence as required by Laser Learning Awards, to undertake the Qualifications’ delivery and assessment including invigilation where relevant.
Sample 1
Centre Workforce. The Delivery Centre will: Retain a workforce of appropriate size and competence to undertake the delivery of the qualification. This includes taking reasonable steps to ensure occupational competence. Provide staff with appropriate professional development (including a development plan) to ensure staff can maintain the relevant expertise and competence. Supply staff CVs and other evidence (for example original certificates) to IOL Awards Centre in a timely manner upon request. The IOL Awards Centre will: Ensure effective communications systems are in place internally to keep all relevant staff informed of current policies and procedures. Ensure that quality assurance and management processes are in place.
Sample 1
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Related to Centre Workforce

  • Workforce A. The Contractor shall employ only orderly and competent workers, skilled in the performance of the services which they will perform under the Contract.

  • Workforce Development MPC’s technical training program is having a major impact in the region. Online modules, short courses, webinars, and on site/videoconferencing events are reaching state and local transportation department employees and tribal transportation planners. By harnessing the capabilities of the four LTAP centers located at the MPC universities and the multimedia capabilities of the Transportation Learning Network (which was founded and is partly funded by MPC) more than 76 technical training events were offered in the second half of 2015. These training modules and short courses are critical to transportation agencies that need to improve or renew the skills of engineering technicians and other frontline workers. Many MPC courses or training events result in the certification of workers. Even when certification is not required, TLN’s online learning management systems allow employees and employers to set learning goals and monitor progress towards these goals. MPC is making another major impact in workforce development. Altogether, 57 graduate students are working on MPC research projects under the tutelage of faculty researchers. These graduate students represent the researchers and technical analysts of tomorrow. Without the MPC program and the stipend funds that it provides, these students may not be specializing in transportation; but, instead would be seeking career opportunities in other fields. The MPC research program allows faculty to mentor graduate students while allowing the students to work on projects for federal and state transportation agencies—thereby, gaining valuable practical experience.

  • Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.

  • SUPERVISORY PERSONNEL All supervisors and foremen shall be excluded from the bargaining unit and will not perform any work which falls within the scope of this Agreement. When supervisors and foremen are appointed, a notice to that effect will be posted and maintained on a bulletin board.

  • Homework In addition to regular attendance at scheduled classes, each student will be required to devote additional time each week outside the classroom to study and work on assignments.

  • Workshops During the month of September or October of each year during the term of this Agreement, there shall be held at each University a workshop for Department Chairs at which will be discussed their roles and responsibilities as such. Representatives of the University, at its election, and representatives of the Association, at its election, shall be permitted to participate jointly in such workshop.

  • Shiftwork 38.1 Shift Penalties (Excluding Home Care Classifications)

  • Innovation In order to make it easier for the municipality to implement innovations that can accelerate the pace of climate transition, Viable Cities will provide a competence network and process support, including by engaging other strategic innovation programmes in the ongoing development of Climate City Contract 2030, particu- larly in the areas of mobility, energy, built environment, the circular economy, health and digitalization. Based on the collaboration agreement on climate-smart mobility signed with the strategic innovation programme Drive Sweden, this area of collabo- ration will be further developed with both cities and government agencies, not least the Swedish Transport Administration.

  • Supplier Diversity Seller shall comply with Xxxxx’s Supplier Diversity Program in accordance with Appendix V.

  • Contractor Key Personnel ‌ The Contractor shall assign a Corporate OASIS Program Manager (COPM) and Corporate OASIS Contract Manager (COCM) as Contractor Key Personnel to represent the Contractor as primary points-of-contact to resolve issues, perform administrative duties, and other functions that may arise relating to OASIS and task orders solicited and awarded under XXXXX. Additional Key Personnel requirements may be designated by the OCO at the task order level. There is no minimum qualification requirements established for Contractor Key Personnel. Additionally, Contractor Key Personnel do not have to be full-time positions; however, the Contractor Key Personnel are expected to be fully proficient in the performance of their duties. The Contractor shall ensure that the OASIS CO has current point-of-contact information for both the COPM and COCM. In the event of a change to Contractor Key Personnel, the Contractor shall notify the OASIS CO and provide all Point of Contact information for the new Key Personnel within 5 calendar days of the change. All costs associated with Contractor Key Personnel duties shall be handled in accordance with the Contractor’s standard accounting practices; however, no costs for Contractor Key Personnel may be billed to the OASIS Program Office. Failure of Contractor Key Personnel to effectively and efficiently perform their duties will be construed as conduct detrimental to contract performance and may result in activation of Dormant Status and/or Off-Ramping (See Sections H.16. and H.17.).

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