Our Beliefs Sample Clauses

Our Beliefs. Community - we make a positive difference in the communities in which we work • Our People - we value our people and their contribution to our organisation • Focus - we think globally and act locally • Sustainability - we work to build a strong and vibrant organisation for future generations • Equality - we value equality of opportunity for all people Our Values • Equity – we strive to treat all people in a fair and impartial manner • Honesty – we are truthful and sincere in all our relationships • Respect – we recognise, admire and value the ability, knowledge and input of others • Integrity – we are always guided by strong moral principles and honesty • Excellence – we strive to achieve greatness and outstanding service • Transparency – we will operate in a way that creates openness, trust and clarity • Success – we will always strive to achieve our goals of helping others lead a better, happier and healthier life Expectations of All Staff: • Uphold Within Australia’s Vision, Core Purpose and Values and seek ways in which to add value to the organisation • Operate within the formal delegations framework of the organisation and in accordance with organisational policies, procedures and guidelines • Ensure that the CEO is well informed about Within Australia business • Maintain a high level of discretion and confidentiality • Develop and maintain effective and professional working relationships with stakeholders and colleagues • Ensure the maintenance of a safe working environment for clients, staff, contractors and visitors • Participate in the organisation’s continuous quality improvement related activities and processes Position Summary: The primary purpose of the support coordinator is to assist within’s NDIS participant’s abilities to connect to and coordinate informal, mainstream, community and funded supports in a complex service delivery environment. Primary Responsibilities & Tasks: This position description is not definitive, it reflects the current requirements of the role. As duties and responsibilities evolve and develop the position description will be amended from time to time in consultation with the incumbent. Service Delivery:
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Our Beliefs. COMMUNITY – We make a positive difference in the communities in which we work • OUR PEOPLE – We value our people and their contribution to our organisation • YOUNG PEOPLE – We value and encourage the impact of young people in our community • FOCUS – We think globally and act locally • SUSTAINABILITY – We work to build a strong and vibrant YMCA for future generations • EQUALITY – We value equality of opportunity for all people Our Values • INCLUSIVENESS – We strive to ensure everyone is welcome at the Y • ACCOUNTABILITY – We accept responsibility for our decisions and actions • INNOVATION – We encourage original and creative thinking • CARING – We strive to display kindness and concern for others in all that we do • CONNECTING – We work to bring people and opportunity together For further information regarding YMCA South Australia, please visit xxx.xx.xxxx.xxx.xx
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Our Beliefs. Community - we make a positive difference in the communities in which we work • Our People - we value our people and their contribution to our organisation • Focus - we think globally and act locally • Sustainability - we work to build a strong and vibrant organisation for future generations • Equality - we value equality of opportunity for all people Our Values • Equity – we strive to treat all people in a fair and impartial manner • Honesty – we are truthful and sincere in all our relationships • Respect – we recognise, admire and value the ability, knowledge and input of others • Integrity – we are always guided by strong moral principles and honesty • Excellence – we strive to achieve greatness and outstanding service • Transparency – we will operate in a way that creates openness, trust and clarity • Success – we will always strive to achieve our goals of helping others lead a better, happier and healthier life Expectations of All Staff: • Uphold Within Australia’s Vision, Core Purpose and Values and seek ways in which to add value to the organisation • Operate within the formal delegations framework of the organisation and in accordance with organisational policies, procedures and guidelines • Ensure that the CEO is well informed about Within Australia business • Maintain a high level of discretion and confidentiality • Develop and maintain effective and professional working relationships with stakeholders and colleagues • Ensure the maintenance of a safe working environment for clients, staff, contractors and visitors • Participate in the organisation’s continuous quality improvement related activities and processes Position Summary: • The role of the Client Liaison Officer is to provide high quality operational support and referral coordination for all sites. Primary Responsibilities & Tasks: This position description is not definitive, it reflects the current requirements of the role. As duties and responsibilities evolve and develop the position description will be amended from time to time in consultation with the incumbent. • Xxxxx out receptionist duties including answering and directing incoming calls to appropriate services and staff • Ensure all voicemail messages are retrieved and transferred to the appropriate staff member • Monitor staff ‘Whereabouts’ • Meet and greet all visitors to within office, Bairnsdale, in a professional and friendly manner • General office presentation (cleanliness of common areas, meeting rooms, kitchens) • Gene...
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Our Beliefs. In the intrinsic value of every human being • That all human beings are responsible for their choices • That all people have the capacity and responsibility to learn • That education should create life-long learners • That education adds value to life • That all people must be able to collaboratively function in a global 'society • That learning is an active process of doing, collaborating, reflecting and connecting • That school must be a caring, safe al)d respeclful enviro- ment • That the educational community's responsibility is to facilitate the process of inquiry ... - The instructor is the facilitator of learning - The building-level administrator is a leader of instructors i - District level administrators and the Board of Education are I coalition builders with district stakeholders and are stewards of the public trust and resources - al/ with a common focus on children. and their achievement. CAMDEN-FRONTIER SUPPORT STAFF SENIORITY LIST DECEMBER 2,1997‌‌ NAME Xxxxx Xxxxxxx Xxxxx Xxxxx Xxxxxx Xxx Xxxxx Xxxxxxxxx Xxxxx Xxxxx Xxx Xxxxxx Xxxxxxxx Xxxxxx Xxxxxx XxxXxxx Xxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxx Xxxxxxxxxxx Xxxxxxx Xxxxxx Xxxxx Xxxxx Xxxxx Xxxxxx Xxx Xxxxxxxxx Xxxxx Xxxxxxxx Xxxx Word Xxxxxx Xxxxxx Xxxxxx Xxxxxxx Xxxxxx Xxxxxxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxxx Xxxxxxxxx Xxxxxxxxxx Xxxx Xxxxx Xxxx Xxxxx Xxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxx Xxxxxxx Xxxxx Xxxxxxxx Tere Xxxxx Xxxxx May Xxxxxx Xxxxxx Xxxxx Xxxxx Xxxxxxx Xxxxxx DATE 08/01/68 08/01/76 08/01/77 10/03/77 12/01/79 09/18/84 06/09/85 11/08/87 10/04/88 01/17/89 08/14/89 01/22/90 08/20/90 03/01/91 09/30/91 10/17/91 04/23/92 08/25/92 08/25/92 08/25/92 09/27/92 03/17/93 07/06/94 08/16/94 08/16/94 08/30/94 08/14/95 08/25/95 12/27/95 01/24/96 10/07/96 10/14/96 08/19/97 08/26/97 09/16/97 09/16/97 CLASSIFICATION Elementary Secretary High School Secretary Bus Driver/Xxxx Xxxx Bus Driver Bus Driver Custodian Bus Driver Aide Bus Driver Bus Driver Aide Custodian Bus Driver/Aide
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Our Beliefs. Our staff are expected to demonstrate and xxxxxx Xxxxxx Health beliefs, which are - • Patients are the reason we are here – they are the focus of what we do. • How we do things is as important as what we do. Respect, support and compassion go hand in hand with knowledge, skills and wisdom. Safety and care of patients and staff are fundamental. • Excellence is the measure we work to everyday. Through research and education we set new standards for tomorrow. • We work together. We all play vital roles in a team that achieves extraordinary results. • We share ideas and demonstrate behaviours that inspire others to follow. POSITION SUMMARY: Xxxxxx Health and Monash University are looking for a leader in the area of AML/MDS and myeloid diseases. This person could be a clinician with an extensive clinical trial profile or a clinician-scientist with recognition as a clinician and with fundamental research component. The following are expected from this role: • To expand a specialised AML/MDS and myeloid diseases service within Xxxxxx Health and to network partners. • To lead an internationally competitive clinical and translational research program in AML/MDS and myeloid diseases. • To establish investigator-initiated trials and to bring novel early-phase therapeutics at Xxxxxx Health in advancing care of AML/MDS and myeloid diseases. • To apply for grants from peer-reviewed sources and industry to build a viable research program. • To coordinate application of genomics in AML/MDS with wider molecular services existing at Xxxxxx and collaborators. • To provide excellent clinical expertise and service in Clinical Haematology. • To participate in the provision of in-patient and out-patient care in malignant haematology. • To participate in molecular pathology services in myeloid disorders • To empower fellows and junior staff to excel in this area. • To provide supervision to junior medical and other relevant staff within the Department. • To identify opportunities for endowments and bequests and to build a donor base. • To support Xxxxxx Health’s teaching, research and clinical governance programs. • To support the strategic priorities and values of Xxxxxx Health. • To support research and academic activities of Monash University Qualifications and Experience: • Appointees must be legally qualified practitioners, registered or registrable with AHPRA without conditions, undertakings or reprimands. • Fellowships of the Royal Australasian College of Physicians and Ro...
Sample 1
Our Beliefs. Patients are the reason we are here – they are the focus of what we do. How we do things is as important as what we do. Respect, support and compassion go hand in hand with knowledge, skills and wisdom. Safety and care of patients and staff are fundamental. Excellence is the measure we work to everyday. Through research and education we set new standards for tomorrow. We work together. We all play vital roles in a team that achieves extraordinary results. We share ideas and demonstrate behaviours that inspire others to follow. Our staff are expected to demonstrate and uphold our beliefs DEPARTMENT Details of each Clinical Department are as outlined in the relevant HMO handbook. SUPERVISION All junior medical staff at Xxxxxx Health work under supervision. Supervision can be either direct or indirect and MUST be provided by a more senior doctor e.g. consultant, fellow, registrar and in some circumstances, a more senior HMO. The nature of the supervision provided will depend on the complexity of the care being delivered and the experience of the junior doctor. Direct supervision is defined as supervision where the designated supervisor is either present where the care is delivered or is on-campus and available within a few minutes. Indirect supervision occurs where the designated supervisor is not present but available by telephone for advice and to attend in accordance with Unit and Xxxxxx Health requirements.
Sample 1
Our Beliefs. Teachers utilize innovative ways to engage students in achieving their goals. • School personnel are accountable for implementing a curriculum that results in exceptional student performance. • Students are motivated, inquisitive, challenged, and actively involved in learning. • Students learn and gain respect in a positive school environment. • Our various school communities respect educators and students and celebrate their achievements. It is the policy of the Xxxxxxxxx Xxxxxx Public School System not to discriminate in its educational programs, activities, or employment policies on the basis of race, color, religion, or natural origin as required by Title VI of the 1972 Education Amendments, or on the basis of disabilities as required by Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans with Disabilities Act of 1990. The school system also complies with the requirements of Title IV of the General Education Provisions Act, as amended, protecting the privacy of educational records. Inquiries may be made by contacting the Office of Compliance, 000 Xxxxxxxxx Xxxx., Xxxxxx, XX 00000 or by calling (000) 000-0000 from 8 A.M. to 4 P.M., Monday through Friday. INTRODUCTION VISION We envision Xxxxx Xxxxxxxx to be a high performing school, by nurturing students in a vibrant learning environment that will xxxxxx academic achievement. MISSION STATEMENT Xxxxx Xxxxxxxx School community is strategically committed to providing students with opportunities to develop problem solving, communication, and technological skills to function effectively and intelligently in a competitive, global society. All students will demonstrate proficiency or above according to State and District standards.
Sample 1
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Our Beliefs. Calvary Chapel has been formed as a fellowship of believers in the Lordship of Xxxxx Xxxxxx. Our supreme desire is to know Xxxxxx and be conformed to His image by the power of the Holy Spirit. We are not a denominational church, nor are we opposed to denominations as such, only to their over-emphasis of the doctrinal differences that have led to the division of the Body of Xxxxxx. ● We believe worship of God should be spiritual. Therefore we yield ourselves to the leading of the Holy Spirit to direct us. (Xxxx 4:24) ● We believe worship of God should be inspirational. Therefore, we give a great emphasis to music and praise in our worship. (Psalm 149) ● We believe worship of God should be intelligent. Therefore, we emphasize Bible teaching so that God may instruct us. (2 Xxxxxxx 3:16-17) ● We believe worship of God should be fruitful. Therefore, we look for His love in our lives as the evidence that we have truly been worshipping Him. (I Xxxx 4:7-8, 1 Corinthians 13, Galatians 5:22-23) Xxxxx Xxxxxx is the foundation and cornerstone of the church. He is the Son of the Living God, the second member of the Triune God; the Father, the Son, and the Holy Spirit. Through His sacrifice on the cross and resurrection at the hands of the Father, He has provided through His grace the only means to obtain eternal life. (1 Corinthians 3:11, Ephesians 2:20, Romans 5:6-10) The Bible is the inspired, inerrant word of God. It is relevant and applicable to every person and circumstance today. For this reason we put a great deal of emphasis on teaching it in public, and studying it in private. (1 Xxxxxxx 4:13, 2 Xxxxxxx 3:16-17, 1 Thessalonians 2:13) Worship is our response to God the Father who alone is worthy of our praise. It is our desire to worship God in all circumstances and bring praise to His name. (Xxxx 4:23, Colossians 3:16, 1 Thessalonians 5:16-18) Our Devotion to Him inspires us to celebrate His sacrifice by sharing communion regularly. We believe water baptism to be an outward sign of inward work that He alone has accomplished in the believer’s life. (Xxxxxxx 28:19-20, 1 Corinthians 11:23-26, Mark 14:22-25) Christian Growth is our personal commitment both before God and toward one another. This is encouraged through abiding in Xxxxxx, obedience to God’s word, effective prayer, and our fellowship together. (Xxxx 15:4, Romans 8:29, Ephesians 5:18, Acts 2:42) EXPECTED SCHOOL WIDE OUTCOMES The three pillars of education at Calvary Christian Academy are Simply Xxxxx, ...
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Our Beliefs. Community - we make a positive difference in the communities in which we work • Our People - we value our people and their contribution to our organisation • Focus - we think globally and act locally • Sustainability - we work to build a strong and vibrant organisation for future generations • Equality - we value equality of opportunity for all people Our Values • Equity – we strive to treat all people in a fair and impartial manner • Honesty – we are truthful and sincere in all our relationships • Respect – we recognise, admire and value the ability, knowledge and input of others • Integrity – we are always guided by strong moral principles and honesty • Excellence – we strive to achieve greatness and outstanding service • Transparency – we will operate in a way that creates openness, trust and clarity • Success – we will always strive to achieve our goals of helping others lead a better, happier and healthier life Expectations of All Staff:
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Related to Our Beliefs

  • FINANCIAL EVALUATION (a) The financial bid shall be opened of only those bidders who have been found to be technically eligible. The financial bids shall be opened in presence of representatives of technically eligible bidders, who may like to be present. The institute shall inform the date, place and time for opening of financial bid.

  • JOB EVALUATION The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. No response TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Yes - No Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Formal Evaluation All formal evaluations of personnel shall be conducted openly and with full knowledge of the employee concerned by an administrator or supervisor of the District.

  • - FINANCIAL PENALTIES By virtue of the Financial Regulation applicable to the general budget of the European Communities, any beneficiary declared to be in grave breach of his obligations shall be liable to financial penalties of between 2% and 10% of the value of the grant in question, with due regard for the principle of proportionality. This rate may be increased to between 4% and 20% in the event of a repeated breach in the five years following the first. The beneficiary shall be notified in writing of any decision by the Commission to apply such financial penalties.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

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