Our People. Xxxxxx Communities Principles • We are empathic leaders; strong kindness and generosity of spirit define how we lead our people • We work with our people from a strength based, solution focussed framework • We encourage a culture of being loyal to those who are absent • We provide clarity around roles and responsibilities • We err on the side of ‘catching our staff doing something good – and telling them’ • We extend the most generous interpretation to the intentions, words and actions of others* • We believe people are doing the best that they can*, until they prove otherwise *Brene’ Brown • We work within Xxxxxx Mission’s Human Resources processes to address performance issues as soon as they arise Responsibilities • Work within SCHADS 5 characteristics • Attend regular Line Support Meetings with Team Leader • Attend regular External Support Meetings as directed by the Team Leader • Build positive and collaborative relationship with the area Chaplain • Complete all mandatory training, including all online portal modules • Complete all training outlined in the Caseworker Training Matrix • Access Xxxxxx Communities Flexible Working Arrangements procedure if criteria is met and ensure adherence to the procedure including regular review. Flexible Working Arrangements are a supportive measure not a right of the employee • Work with your supervisor to book in four weeks annual leave each year, ensure annual leave balance is maintained and does not exceed 8 weeks. • Participate positively in regular team meetings, ensuring actions are completed in timely manner • Participate positively in Xxxxxx Mission’s annual Employee Contribution and Development program • Attend Xxxxxx Mission events in discussion with your supervisor • Work with your supervisor to address issues early and in a professional manner Performance Measures • Current Working with Children Check and Criminal History Check • Current professional development plan - ECD/PD alignment
Our People. We aim to provide you with a consistent service where you are supported by the same people on a long-term basis, because we know relationships are important. On occasion, we may need to change a team member, due to workload or other reasons including business and personal demands. We will aim to keep any changes to an absolute minimum. When a change is necessary, we will ensure a professional handover is managed and you will not be charged for the handover. Equally, you may request a change of team member and we will do our best to arrange this. Everyone at Designated will treat you with respect and we ask that you also treat us with respect. We have a Zero tolerance for abuse, and we believe that everyone has the right to work without fear of being abused. We encourage a mutual respect between our clients and our employees and all of our employees aim to be polite, helpful, and supportive. We will not tolerate abusive behaviour towards our employees, and we will withdraw our services if needed. We are a people business, and our people are our greatest asset. We know that on occasion clients may wish to employ a member of our team directly and we understand why they would like to do this. Our team members are exceptional. If you would like to employ a member of our team directly, please contact us to discuss. We may be able to reach an agreeable way forward based on the following terms: You, the client, will pay £1000 plus 20% of the current annual remuneration of the team member (+VAT), or if higher, you the client, will pay £1000 plus 20% of the annual remuneration to be paid by you to the team member (+VAT). Except when an agreement of this type is reached, you will not employ any person who has been employed or engaged as an employee, consultant or sub-contractor by us in the provisions of our services for the duration of this agreement and for 12 months after termination.
Our People. As Woodfield Engineering future as a company rests squarely on the knowledge, imagination, skills, integrity and team work of its people, Woodfield Engineering is fully committed to all Employees well being and development. Woodfield Engineering will strive to hire and retain the best people, by providing an exciting and rewarding place to work. To meet its customers’ needs, Woodfield Engineering must ensure that its peoples’ skills and competencies receive appropriate updating and improvement. When appropriate, Woodfield Engineering will provide, and its people will undertake training and skill acquirement.
Our People. The ParentsNext Consultant will Complete Xxxxxx Mission induction, orientation program and mandatory training, including Identifying and responding to children at risk of significant harm Attend and participate in regular support meetings and team meetings Attend and participate in annual Employee Contribution & Development (ECD) process Commit to a continuing process of personal self-development, training and skills acquisition Work with leadership team to develop, implement, maintain and consistently review an evidence informed practice model Ensure all policies and procedures are understood and adhered to, seeking clarity with supervisor as required Attend Life of the Mission events Be part of creating a team culture of support and respect Promote and ensure adherence to Xxxxxx Mission brand
Our People. The organisation commits to developing and valuing people’s capability and fostering their skills, resourcefulness and creativity to change and improve the organisation.
Our People. 4.1.1 ‘People’ will form one of the main strands of the University’s new Strategic Plan and is key to delivery of our institutional objectives. People are at the heart of everything we do. We view our staff, students, alumni and partners as members of the ‘Aberdeen family’ and aspire to develop the potential of each person to their maximum ability and to value the contribution of all of our partners. With more than 120 nationalities, our community is truly international and culturally diverse.
Our People. 2.1 Selecting the Right People We are committed to the continual improvement of our processes and work methods. From our employee feedback survey, we recognise the critical element of employing the right people. We have implemented a recruitment policy “Internal First” for all vacancies. We aim to improve our employees’ skills and knowledge through the development and implementation of in-house training programs. These programs will be based around the DRML job descriptions associated with each position in the division and will emphasise each individual’s responsibility for pursuing continuous improvement and the importance of communication skills, management/leadership skills, teamwork and a customer orientation.
Our People. As DMC’s future as a company rests squarely on the knowledge, imagination, skills, integrity and team work of its people, DMC is fully committed to all Employees well being and development. DMC will strive to hire and retain the best people, by providing an exciting and rewarding place to work. To meet its customers’ needs, DMC must ensure that its peoples’ skills and competencies receive appropriate updating and improvement. When appropriate, DMC will provide, and its people will undertake training and skill acquirement.
Our People. The underpinning philosophy of this agreement is that “good Managers look after people: people look after the business of the organisation”. By focusing on broader people issues we aim to continuously improve the working environment.
Our People. Recognising the contribution and developing the potential of each individual.
