Position Profile Sample Clauses

Position Profile. When the vacancy or a new position is confirmed, the Chief Academic Officer will consult with the relevant Department Chairperson(s) within fourteen (14) calendar days to establish such factors as they deem appropriate, including but not limited to, the following:
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Position Profile. Alyeska managers/supervisors determine whether a position is viable for the Telecommuting Program. This decision will be based on criteria such as, employee performance, tasks that do not require specialized equipment, work that can be done alone and work duties that can be handled at any location. Positions best suited for Alyeska’s Telecommuting Program have the following characteristics:  Lower face-to-face communication requirements (communication can be handled over the telephone, voicemail, or email)  Individual contributor position within a workgroup or department  Objectives with identifiable time frames and check points  Clearly defined tasks that result in specific, measurable work product(s)  Minimal requirements for equipment and/or resources
Sample 1
Position Profile. We formulate an in-depth template that provides a clear understanding of the type of Individual Department is seeking. Locating the right person is an uncertain proposition at best without an appropriate guide, thus we take great care to ensure that we have all necessary information regarding the position itself, and the type of candidate who will excel in the role.
Sample 1
Position Profile. PART A POSITION DESCRIPTION Position Title Support Worker: Grade 1 Unit Employment and Community Participation Services
Sample 1
Position Profile. The Head of the Laboratory establishes the profiles for each position. These profiles, together with the merit relation of all the members of the organization, are filed under the Human Resources folder. They are yearly reviewed by the Head of the Laboratory, on the basis of which the training programmes are established.
Sample 1

Related to Position Profile

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • Evaluation Cycle Goal Setting and Development of the Educator Plan

  • Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.

  • Performance Metrics In the event Grantee fails to timely achieve the following performance metrics (the “Performance Metrics”), then in accordance with Section 8.4 below Grantee shall upon written demand by Triumph repay to Triumph all portions of Grant theretofore funded to and received by Grantee:

  • Evaluation Criteria 5.2.1. The responses will be evaluated based on the following: (edit evaluation criteria below as appropriate for your project)

  • Target Population The Grantee shall ensure that diversion programs and services provided under this grant are designed to serve juvenile offenders who are at risk of commitment to Department.

  • Position Classification 1. The requirements of each position will be documented by a Position Description developed by reference to the Position Description Questionnaire (PDQ), and classified into a salary grade consistent with the Position Description and classifications for corresponding job duties found throughout the USNH System and according to USNH policy and processed by the KSC Office of Human Resources.

  • Positive Test Result Where there has been a positive test result in a confirmatory test and in any confirmatory retest (if the employee requested one), the Employer will do the following unless the employee has furnished a legitimate medical reason for the positive test result:

  • Evaluation Process A. The immediate supervisor will meet with an employee at the start of the employee’s probationary, trial services, transition, and annual review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory.

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