Staff Positions Sample Clauses

Staff Positions. In addition to the required key staff described in Section 2.4.1, the Contractor shall employ those additional staff necessary to ensure the Contractor’s compliance with the State’s performance requirements. Suggested staff includes but are not limited to: Grievance and appeals staff necessary to investigate and coordinate responses to address member and provider grievances and appeals against the Contractor and interface with the OMPP and the FSSA Office of Hearings and Appeals. Technical support services staff to ensure the timely and efficient maintenance of information technology support services, production of reports, processing of data requests and submission of encounter data. Quality management staff dedicated to perform quality management and improvement activities, and participate in the Contractor’s internal Quality Management and Improvement Committee. Utilization and medical management staff dedicated to perform utilization management and review activities. Case managers who provide case management, care management, care coordination and utilization management for high-risk or high-cost members receiving physical health and/or behavioral health services. The case managers must identify the needs and risks of the Contractor’s membership, including social barriers; serve as a coordinator to link members to services; and ensure that members receive the appropriate care in the appropriate setting by the appropriate providers. Member services representatives to coordinate communications between the Contractor and its members; respond to member inquiries; and assist all members regarding issues such as the Contractor’s policies, procedures, general operations, benefit coverage and eligibility. Member services staff should have access to real time data for members, including eligibility status, benefit package, balance and transactions, PMP assignments and all service and utilization data. Member services staff shall have the appropriate training and demonstrate full competency before interacting with members. Member marketing and outreach staff to manage marketing and outreach efforts for the Hoosier Healthwise program. Special Investigation Unit staff to support the Special Investigation Unit Manager and help review and investigate Contractor’s providers and members that are engaging in wasteful, abusive, or fraudulent billing or service utilization. The SIU shall have, at a minimum, one full-time, dedicated staff member for every 100,000 members,...
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Staff Positions. In coordination with the current Program, the School Board may add or reduce the number of School District teachers, as needed to ensure sufficient services.
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Staff Positions. In addition to the required key staff described in Section 2.4.1, the Contractor shall employ those additional staff necessary to ensure the Contractor’s compliance with the State’s performance requirements. Suggested staff may include but are not limited to: GTW program administration coordination staff necessary to coordinate and administer all aspects of the program for which the Contractor is responsible according to the requirements set forth in this Contract and MCE Policy and Procedure Manual. GTW member service staff to address member questions and concerns related to the Gateway to Work program and to conduct required GTW member communications. Member services staff should have access to real time data on members, including their Gateway to Work Referral Status and reporting on qualified activities. Gateway to Work member services staff shall have the appropriate training and demonstrate full competency before interacting with members. GTW assistance planning staff to administer assistance planning assessments, develop member assistance plans, and conduct assistance planning outreach. GTW compliance staff to conduct MCE GTW verifications and monitor the MCE verification process and compliance. Grievance and appeals staff necessary to investigate and coordinate responses to address member and provider grievances and appeals against the Contractor and interface with the OMPP and the FSSA Office of Hearings and Appeals. Technical support services staff to ensure the timely and efficient maintenance of information technology support services, production of reports, processing of data requests and submission of encounter data. Quality management staff dedicated to perform quality management and improvement activities, and participate in the Contractor’s internal Quality Management and Improvement Committee. Utilization and medical management staff dedicated to perform utilization management and review activities. Case managers who provide case management, care management, care coordination and utilization management for high-risk or high-cost members receiving physical health and/or behavioral health services. The case managers identify the needs and risks of the Contractor’s membership, including social barriers; serve as a coordinator to link members to services; and ensure that members receive the appropriate care in the appropriate setting by the appropriate providers. Member services representatives to coordinate communications between the Contrac...
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Staff Positions. In addition to the required key staff described in Section 2.4.1, the Contractor shall employ those additional staff necessary to ensure the Contractor’s compliance with the State’s performance requirements. Suggested staff may include but are not limited to:  Grievance and appeals staff necessary to investigate and coordinate responses to address member and provider grievances and appeals against the Contractor and interface with the OMPP and the FSSA Office of Hearings and Appeals.  Technical support services staff to ensure the timely and efficient maintenance of information technology support services, production of reports, processing of data requests and submission of encounter data.  Quality management staff dedicated to perform quality management and improvement activities, and participate in the Contractor’s internal Quality Management and Improvement Committee.  Utilization and medical management staff dedicated to perform utilization management and review activities.  Case managers who provide case management, care management, care coordination and utilization management for high-risk or high-cost members receiving physical health and/or behavioral health services. The case managers identify the needs and risks of the Contractor’s membership, including social barriers; serve as a coordinator to link members to services; and ensure that members receive the appropriate care in the appropriate setting by the appropriate providers.  Member services representatives to coordinate communications between the Contractor and its members; respond to member inquiries; and assist all members regarding issues such as the Contractor’s policies, procedures, general operations, benefit coverage and eligibility. Member services staff should have access to real time data on members, including eligibility status, benefit package, POWER Account contributions, balance and transactions, PMP assignments and all service and utilization data. Member services staff shall have the appropriate training and demonstrate full competency before interacting with members.  Member marketing and outreach staff to manage joint marketing and outreach efforts for the HIP program.  Compliance staff to support the Compliance Officer and help ensure all Contractor functions are in compliance with state and federal laws and regulations, the State’s policies and procedures and the terms of the Contract.  Provider representatives to develop the Contractor’s network and coordinate c...
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Staff Positions. The Driver/Maintainer and MTO positions, should be viewed as “Staff Positions” and should not be counted towards staffing levels.
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Staff Positions. Vacancies/Change In Positions
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Staff Positions. Employees assigned to authorized staff positions by the Chief shall be paid ten percent (10%) above their normal base pay rate. (Staff assigned employees shall not lose their FLSA compensation normally provided them when assigned to shift.)
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Staff Positions. Provide the number of positions this component will require/create. # of Contractors # of Full-time # of Part-time # of Volunteer(s) Describe paid or volunteer position qualifications, (certifications, degrees, work experience) and position(s) responsibilities relative to this component.
Sample 1
Staff Positions a. A number of staff positions (typically answer to an associate xxxx and other departments) that are vital to the mission of the college, yet at certain times of the year could be used to offset faculty and other staff needs (cross‐training and cross‐staffing). Faculty time could be much better spent on teaching and research if they were freed up of entering grades and spending time entering pre‐existing questions into Blackboard and ExamSoft, etc.
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Related to Staff Positions

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • New Position An approved position not reflected in the current year budget complement.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

  • Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.

  • Staff Development ‌ The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this subsection shall preclude the right of an employee to request specific training.

  • Filling of Positions All eligible employees under Section 3 who have made a timely interest bid, and meet the minimum qualifications, shall be given consideration and may be appointed to the opening prior to the consideration of other non-interest bidding applicants and prior to filling the vacancy through other means. The Appointing Authority shall not be arbitrary, capricious, or discriminatory and must have a legitimate business reason to reject all of the interest bidders. Seniority of the interest bidders shall not be a factor in appointing employees from among the interest bidders. All interest bidders shall be notified orally or in writing, which may include electronic mailing, as to the status (either under consideration, acceptance, or rejection) of their interest bid in a timely manner. If the vacancy is not filled by an employee under this Section, then it shall be filled in the following order:

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