Leadership Training. This MOPS group exists as part of your local church ministry. The leadership of this local MOPS group is charged with and accepts the responsibility to encourage, equip and develop mothers of preschoolers and to bring them one step closer to Xxxxx. MOPS International makes available certain materials, live events, curriculum and support to assist the local leadership in their task. This Church understands that MOPS International leadership training is not all-inclusive. It does not include comprehensive training in personnel practices and proce- dures and hiring or selecting childcare workers and/or other personnel. This church further understands that providing funds for leadership to attend training events is a responsibility of the Church and will consider providing for such training through its budget, if possible.
Leadership Training. Xxxxxxx agrees that each of its executive director, chief executive officers, deputy directors, chief financial officers, artistic directors, board officers and board executive committee members, as applicable, will receive training by April 10, 2021, covering the key legal, fiscal and ethical responsibilities of its leadership as outlined or provided by the Department.
Leadership Training. Leadership Orientation Education by means of classroom training and/or web based training modules. These programs meet Drug-free Workplace supervisor training requirements for employers doing employee drug/alcohol testing. Contracting Parties are asked to ensure that management staff, supervisors and lead staff complete this training as per program design. On-going access to orientation training is arranged by mutual agreement for newly hired/promoted supervisors. - Annual Leadership Development continuing education plan again by means of semi-annual ninety (90) minute classroom training and/or assigned e-learning modules. Access to informal discussion and consultation can be arranged in conjunction with Leadership Development programming. - Quarterly statistical and graphic report of training programs made to Contracting Party Contact Person.
Leadership Training. Not more than three, (3), bargaining unit members as selected by the Union shall receive not more than forty (40), hours of unpaid release time without pay per year to be allocated as the Union so determines to attend special leadership training sponsored by the Union. Sick leave and/or vacation leave shall not accrue while on release time. Approval of such leave by the City Administrator is required and will not be withheld unreasonably. Unforeseen events or emergencies within the City will form sufficient basis for the denial of some or all of the leave requests for one or more of those requesting such leave. The City will, however, use its best efforts to accommodate such requests.
Leadership Training. UCP shall provide a program of continuing education for staff and volunteers of AFFILIATE related to organizational, professional, advocacy, and community development.
Leadership Training. Within 90 days after the Effective Date, each member of Leadership shall receive at least two hours of training. This training shall address the responsibilities of Leadership with respect to review and oversight of the Compliance Program. Specifically, the training shall address the risks, oversight areas, and strategic approaches to conducting oversight of a state Medicaid agency. This training may be conducted by an outside compliance expert hired by Leadership. New members of Leadership shall receive the Leadership Training described above within 30 days after becoming a member of Leadership or within 90 days after the Effective Date, whichever is later.
Leadership Training. 9.1. Actively involved in teaching all junior staff about leadership skills, what it is to be a leader and the hidden curriculum in medicine.
Leadership Training. In addition to the leadership training that is provided to the GN, Health is working on the development of leadership capabilities through health specific training and development. The goals are to: improve the working environment, engage and retain employees, and prepare employees for advancement. This will assist in transitioning Inuit employee into more senior leadership roles in the Department. Attracting Inuit youth into the healthcare field: Each year, NAC graduates approximately four Inuit nurses; in the territory, there are approximately 300 nursing positions. With Health’s desire to employ more Inuit nurses, a long term strategy must include engaging with students early in their education to promote Health as an employer of choice, as well as encouraging students to pursue math and science to prepare them for careers in health care. This strategy will include additional school visits and job fairs in the communities. Each year, Health employs a number of summer students across the territory. In 2016-17 Health hired 27 students in 10 communities. In 2017-2018, Health hired approximately 20 students in six communities. In upcoming years, Health will encourage additional communities to hire students in health centres as an opportunity to provide direct experience in the healthcare field and as a means to promote future employment in Health.
Leadership Training. Grantee agrees that each of its executive director, chief executive officers, deputy directors, chief financial officers, artistic directors, board officers and board executive committee members, as applicable, will receive training by April 10, 2021, covering the key legal, fiscal and ethical responsibilities of its leadership as outlined or provided by the Department. It is the policy of the City of San Antonio to provide a work environment to all employees and applicants free of employment discrimination, harassment and sexual harassment. In addition, any behavior, regardless of intent or severity, that could be deemed inappropriate workplace behavior, but may not legally constitute employment discrimination, harassment, or sexual harassment, is prohibited. Harassment and sexual harassment are forms of discrimination that violate Title VII of the Civil Rights Act of 1964, (as amended), the Civil Rights Act of 1991, the American with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and related State of Texas statutes. Retaliation against employees for opposing alleged employment discrimination, harassment, or sexual harassment or for filing a charge, testifying, assisting, or participating in any manner in an Equal Employment Opportunity (EEO) investigation, proceeding, or hearing is prohibited. Grantee shall comply with this policy in all interactions with Grantee’s employees, subcontractors, artists, and volunteers, if any, under this Contract. Grantee shall submit its policy on Workplace Behavior to the Department by January 10th . Grantee is required to pay its professional artists either as staff or as subcontractors. Agency shall provide its Board-approved policy on Paying Artists by January 10th.
Leadership Training. Leadership training programs for CBR group members were held in all intervention districts. While thy were tremendously well received, it would have been more useful to conduct these programs at the beginning of the project rather than at the end.
