Retention and Recruitment. A major priority is to reduce turnover by implementing appropriate solutions throughout the organization. The implementation of the following programs is expected to produce significant savings for the organization over the life of the Agreement through reduction in employee turnover. Exit Interview. The national team, working with regional teams, will develop an exit interview template that will be utilized to determine the reasons employees leave Xxxxxx Permanente or transfer from a particular work unit. The exit interview process will be analyzed by the designated xxxxxxx(s) and supervisor(s) and reported to the national and regional teams on a quarterly basis.
Retention and Recruitment. A major priority is to reduce turnover by implementing appropriate solutions throughout the organization. The implementation of the following programs is expected to produce significant savings for the organization over the life of the Agreement through reduction in employee turnover.
Retention and Recruitment. A standing labor/management committee will explore options and develop proposals for the retention and recruitment of laboratory professionals. The proposals will be reviewed by the appropriate partnership teams. The retention and recruitment committee will work to implement approved proposals.
Retention and Recruitment. 27 B. New Technology ......................................................................................................... 27
Retention and Recruitment. A major priority is to reduce turnover by implementing appropriate solutions through- out the organization. The implementation of the following programs is expected to produce significant savings for the organization over the life of the Agreement through reduction in employee turnover. In order to achieve the KP Promise, the vision of the Pathways to Partnership and enhanced organizational performance, a significant commitment must be made to the training and education of the workforce. Furthermore, most of the policies, commitments and plans described in this Agreement cannot be successfully accomplished without the com- mitted efforts of Xxxxxx Permanente employees. Meaningful participation requires a high level of knowledge and understanding of the business of health care, the operations of Xxxxxx Permanente and the principles of the Labor Management Partnership. Therefore, the goal is a comprehensive, jointly adminis- tered, integrated approach to education and training. There will be a joint design and oversight team that provides new and ongoing training programs to all appropriate staff, including evaluation of training effectiveness.
Retention and Recruitment. The SSA will also increase the status of children’s services sector as both a critical set of services and a key economic player whose employers provide work for large numbers of people. Such an increase in status is vital if the sector is to move forward in terms of developing its image as an attractive and rewarding place to work. The need to attract and retain skilled enthusiastic people and widen diversity in the workforce will remain a central priority for the sector. Moves to enhance recruitment and retention skills and practices will be key to this, while recognising that there are different retention and recruitment issues for different parts of sector. Within this strand of development will be action to greatly improve the perception of the sector by young people and to project it as a workplace that welcomes young people in and cares for their continuing development. The use of apprenticeship programmes, the new 14-19 diploma and innovative ideas such as the Care Ambassadorship scheme will be important components of this. The continued drive to improve and embed induction will be another priority action area. The sector will benefit from the new Common Induction Standards and a strategy to improve induction for new workers. This needs to continue and to bring in other issues around literacy and numeracy skills and English as an additional language.
Retention and Recruitment. E. Education and Training
Retention and Recruitment. A major priority is to reduce turnover by implementing appropriate solutions throughout the organization. The implementation of the following programs is expected to produce significant savings for the organization over the life of the Agreement through reduction in employee turnover. exit interview. The National Team, working with Regional Teams, will develop an exit interview template that will be utilized to determine the reasons employees leave Xxxxxx Permanente or transfer from a particular work unit. The exit interview process will be analyzed by the designated xxxxxxx(s) and supervisor(s) and reported to the National and Regional Teams on a quarterly basis. ambassador program. The 2005 Agreement provided : Each Regional Team will develop an Ambassador Program where current employees volunteer to serve as ambassadors for recruitment activities and outreach events. The work plan should be completed by September 30, 2006, and implemented by March 31, 2007.
Retention and Recruitment. The parties agree to meet during the term of this collective agreement, at the request of either party, to discuss initiatives that may assist in retention and recruitment of registered nurses. Dated this day of , 201 . FOR THE UNION FOR THE EMPLOYER
