Introduction and Context. 1.1 Aylesbury Vale District Council, Chiltern District Council, South Bucks District Council, Wycombe District Council, and the Bucks Thames Valley Local Enterprise Partnership (BTVLEP) are committed to working together under the Duty to Co-operate (DtC) to ensure that the growth needs of Buckinghamshire are appropriately considered within the wider sub-regional context, against the relevant provisions of the National Planning Policy Framework (NPPF), whilst taking account of any other material considerations so that the County’s development needs are planned for in the most sustainable ways. To ensure that the requirements of the Planning and Compulsory Purchase Act (2004) (as amended) and the NPPF relating to the DtC are met the Councils and BTVLEP have entered into this Memorandum of Understanding (MoU) to ensure that there will be the “continuous process of engagement from initial thinking through to implementation” referred to at paragraph 181 of the NPPF. The Buckinghamshire district councils will also be engaging with their other respective DtC organisations as each council considers necessary having where relevant regard to joint engagement and information sharing.
Introduction and Context. 1.1 This relationship agreement aims to provide a clear reference for both the University and the Students’ Union, and outlines the basis for the relationship between the two and the principles under which they both will operate.
Introduction and Context. 1.1 The merger of Laban and Trinity College of Music on 1st August 2005 established Trinity Laban as the United Kingdom’s first dedicated conservatoire for music and dance. Trinity Laban provides specialist HE performance training to students aspiring to careers as performers, choreographers and composers across the broad range of professional opportunities open to musicians and dancers. Its combined student number is around 900 students of whom approximately two-thirds are undergraduates.
Introduction and Context. 1.1 The Vision is to play a role in building communities that are reassured by low levels of crime and environmental nuisance, by a strong sense of belonging and by a positive identity where diversity is valued and there is a strong sense of respect within and between communities.
Introduction and Context. 1. Please provide a brief summary description your organizations’ role in participating in the ENJF initiative. Include overview of organizational work, programs, and initiatives. (1-2 paragraphs)
Introduction and Context. Access Agreement
Introduction and Context. 1.1 The aim of this policy is to clearly establish the criteria for complaints to be considered by the SAB, and describe how the SAB will deal with such complaints.
Introduction and Context. Achieving an inclusive labour market is a multi-faceted challenge and a key concern for European social partners. Employers’ and workers’ representatives at all levels, as well as social dialogue, have an important role to play to address this challenge. In the context of their European Social Dialogue Work Programmes for 2006-2008 and for 2009-2010, and on the basis of their Joint Labour Market Analysis, European social partners agreed to negotiate an autonomous framework agreement on “inclusive labour markets”. The challenging economic and social climate in which this framework agreement has been negotiated in 2008-2009 further strengthens the impetus for social partners to work together to promote inclusive labour markets, to maximise the full potential of Europe’s labour force and to increase employment rates and to improve job quality, including through training and skills development. Inclusion is also an important element of Europe’s response to long-term challenges, in particular demographic change, the shrinking working-age population and the sustainability of social protection systems. Inclusive labour markets are a way of taking advantage of new job opportunities such as those resulting from the ‘greening’ of the economy. The European social partners consider that an inclusive labour market is fundamental in terms of fostering economic development and social cohesion. Shared responsibilities and role of other actors The Framework Agreement is based on the principle that ensuring inclusive labour markets implies shared responsibilities of employers, individuals, workers, workers’ and employers’ representatives. The social partners are aware of the fact that achieving an inclusive labour market does not depend exclusively on their action. Public authorities and other actors have responsibilities in terms of ensuring that there is a framework which encourages and promotes inclusive labour markets. Inthis context, measures are also necessary, for example in terms of education and training, health, housing, transport, regional and local development. Annex 1 contains a non-exhaustive list of recommendations to public authorities and other actors. Synergies and partnerships need to be developed between different actors in order to increase the effectiveness of such measures. The European social partners furthermore highlight that, alongside this framework agreement, there exist several European legislative and non-legislative instruments of which the i...
Introduction and Context. The introduction of Agenda for Change (AfC) in 2004 was a significant achievement; bringing together several different pay arrangements into one overall structure underpinned by job evaluation. Whilst this structure has stood the test of time, NHS trade unions and employers have agreed on the need for changes to be made to modernise AfC in a number of areas. The agreement reached in England in 2013 was recognised by all parties as the start of a wider conversation on a refresh of AfC. At the November budget the Chancellor of the Exchequer reconfirmed the intention to end the 1 per cent basic pay policy, and announced that additional funding could be made available for a multi-year pay deal for AfC staff that would support productivity and recruitment and retention. This draft framework document sets out a proposed three-year agreement covering the years from 2018 to 2021. It sets out both the pay investment that will be made and the reforms that employers, NHS trade unions and the Department of Health and Social Care are agreeing to implement over the period of the agreement and going forward. The key objectives in the discussions leading to the details set out in this framework agreement document have been to: • support the attraction and recruitment of staff by increasing starting pay in every pay band • support the retention of staff by increasing basic pay for the 50 per cent of staff who are at the top of pay bands and speeding up progression to the top of the pay band • increase staff engagement by putting appraisal and personal development at the heart of pay progression, so that staff are supported to develop their skills and competences in each pay band and are rewarded for this. This will help ensure that all staff have the appropriate knowledge and skills they need to carry out their roles, so make the greatest possible contribution to patient care. It will be underpinned by a commitment from employers to enhance the relationship line managers have with their staff and to fully utilise an effective appraisal process • ensure that the pay system can support the growing use of apprenticeships in the NHS • ensure that the pay system is supportive of new training pathways and that the health service can deliver on the aspiration to focus on ‘careers, not jobs’ as set out in the draft workforce strategy • map out future work that the NHS Staff Council will undertake to encourage consistency of approach to bank working (including how the service can b...
Introduction and Context. 1.1 The aim of this policy is to clearly establish the criteria for complaints to be considered by the SCB, and describe how the SCB will deal with such complaints.
