Training and Practice Sample Clauses

Training and Practice. AB1 and AB5 organized more trainings due to high motivation of participants and increasing interest after disaster “loveparade” in 07/2010.
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Training and Practice. Training of different vocational groups in TGIP (uniformed services, so- cial workers and mental health professionals).
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Training and Practice. (Annex F1-F4) A comprehension of all conducted trainings in given in the Annex Task F. The training is conducted by blended learning methods including a mixture of different didactical approaches. The training in- volves upfront teaching, group discussions, small group work, practical exercises, specific methods of presentation, a general comments session and questions at the end of the training Technical support: powerpoint slides, video presentation, printed materials, moderation skills to facili- ▇▇▇▇ the presentation process, leaflets 5.6.1 Training material (Action F1-F4): 5.6.1.1 Internet/ downloads Description of the deliverable Purpose of the deliverable Evaluation of the deliverable Value-added – in particular European value-added and transferability – of the deliverable Dissemination of the deliverable
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Training and Practice. No internal difficulties disabled EUTOPA-IP. Expanding interest of care providers made it difficult to handle the working load. No internal difficulties disabled EUTOPA-IP No internal difficulties disabled EUTOPA-IP External difficulties: No external difficulties disabled Actions of this task. No external difficulties disabled Actions of this task. No external difficulties disabled Actions of this task. Disclosing the scientific literature other than the Anglo-Saxon literature No external difficulties disabled Actions of this Task. Some external difficulties occurred due to heterogeneous target groups of the training. The heteroge- neity of the different partners and their respective area of work (academic, clinical, management) and professions (social workers, psychiatrists or psychologists) makes sometimes difficult to integrate the professional perspectives of the interventions and assessment as well as the conceptual meaning of some crucial concepts like for instance dissociation, screening or even what psychosocial care specifi- cally means. Our discussion on the training and practice outcomes initialized an internal screening debate (Action C1). On the technical level, one difficulty regarding the application of the CRI which became visible through the trainings in Madrid and elsewhere is the following: Who should and can do this application if emergency services, police and fire brigades have left the scene after the first 72 hours? This area of the interprofessional competences is an international complex problem that should be addressed in future projects. The reason for these collisions of inter professional competences is that the prioritization of different aspects of care can hinder sometimes that the psychical or psychoso- cial status and wellbeing can be considered and assessed since the first moment of the intervention. Most especially if there are physical wounds or medical problems in the management of the patient or survivor. The same goes if the catastrophe is a terrorist action that requires the presence of important interventions of the Police or the Military. It is often the case that the psychological intervention stays at the end of the whole procedure of care and assessment of risk factors losses important details of the dissociative response of the patient or victim, for instance. The lesson is that the collaboration between the different intervening professional groups must be trained in advance much more in specific exer- cises...
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Training and Practice. Time to Learn New Software and End-User Hardware A. Management will ensure necessary training and practice time that the Agency deems appropriate to bargaining unit employees when new or modified software or end user hardware deployments are deemed to have a substantial impact. Management will consider feedback pursuant to Section 1 of this Article, from the Association before deciding on the appropriate amount of practice time for new or changes to existing software and end-user hardware. B. The Agency will share training materials or other documents related to the software or end user hardware with the Association prior to distributing it to bargaining unit employees. The Association will have no more than two weeks as part of the time listed in Section 1 of this Article to comment on the training materials or documents before the Agency may distribute the documents to bargaining unit employees.
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Training and Practice. Improve knowledge and best practice by train- ing for uniformed services, social workers and mental health profes- sionals in TGIP. The different trainings performed by the partners showed that the TGIP model is a valuable model for those profes- sionals involved in the early intervention with victims of disasters and catastrophes. We conclude that there is a high motivation of the partici- pants of the trainings. In Germany increasing interest in trainings after the disaster “loveparade” in 07/2010 occured, that is geographically near by Krefeld (AB1) and Düsseldorf (AB5). (Action F1-F5). Due to the growing interest and the Love Parade Disaster in Duisburg more trainings were conducted than actually planed. Evaluation: Deliver a report on the assessment of EUTOPA in the disas- ter management after the break down of the Historical Archive. We have delivered a report on a modified conduction of the TGIP after the break down of the Historical Archive in Co- logne (Action G1). Questions formulated in our proposal were answered. Additionally, an advisory board was found- ed. For evaluation process we used a consensus process method. Additional questions were formulated and answered by the members of the advisory board. During the EUTOPA project the Love Parade disaster of Duisburg occurred. For this, additional data on crisis inter- vention programs for psycho-social care were collected by AB1 and AB5. Conference/ Network: Improve and continue networking by internet pres- ence, digital newsLetters and evalua- tion of the results of the Conference EUTOPA III. Two workshops (Amsterdam Action D2/ Krefeld Action F1) and the Conference in Cologne (Action H1-H3) were conducted during the project. At the EUTOPA-IP conference in Cologne (Action H1-H3) the state of the art and different concepts concerning psychosocial crisis management and experiences in European member states were presented. In four table discussions different topics were discussed with experts from most European member states and from Nor- way and Israel. The results, consensus and dissents were summarized and presented. We harmonized Multidiscipli- nary Guidelines and the TGIP in the second Edition of the Manuals I, II, and III (Action H3).
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Related to Training and Practice

  • Policies and Practices The employment relationship between the Parties shall be governed by this Agreement and the policies and practices established by the Company and the Board of Directors (hereinafter referred to as the “Board”). In the event that the terms of this Agreement differ from or are in conflict with the Company’s policies or practices or the Company’s Employee Handbook, this Agreement shall control.

  • Data Practices Supplier and Sourcewell acknowledge Sourcewell is subject to the Minnesota Government Data Practices Act, Minnesota Statutes Chapter 13. As it applies to all data created and maintained in performance of this Agreement, Supplier may be subject to the requirements of this chapter.

  • Personnel Practices Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards. Section 2. Dignity and Professionalism in the Workplace 1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members. 2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact. 3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner. 4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace. Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes. Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home with a loss of pay, some or all of those days can be substituted for a relevant training class or classes. Participation in the program is voluntary for the employee. The Personnel Practices Committee defined in Section 1 will meet to discuss expansion of EBD to all departments in the County.

  • Work Practices Where the Employer provides overtime, a minimum of one hour shall be provided which shall be worked. When on Employee and the Employer mutually agree, less than an hour overtime may be worked, which shall then be paid pro rata for overtime worked. Overtime shall be offered on a fair and equitable basis with an agreed roster being observed at the Refinery.

  • Scope of Practice The scope of practice of the Nurse Practitioner is determined by the context in which: The Nurse Practitioner is authorised to practice. The Nurse Practitioner therefore remains accountable for the practice for which they directed; and the professional efficacy whereby practice is structured in a nursing model and enhanced by autonomy and accountability. The Nurse Practitioner is authorised to directly refer clients/residents to other health professionals, prescribe medications and order diagnostic investigations including pathology and plain screen x-rays. Nurse Practitioners exhibit clinical leadership that influences and progresses clinical care, policy and collaboration through all levels of health service. Employees who are new to the industry and/or have less than three months work experience in the industry may be classified at this level. This level is designed solely as an entry level. An employee at Aged Care Level One will only be eligible for progression to Aged Care Level Two if, the employee: (a) has completed three months continuous employment; and (b) has performed basic duties. The pay points under each classification at Clause 18 – Minimum Weekly Wages have been established to assist employers to understand how existing employees will be paid under this agreement. Each pay point has the letter “A” or “C” adjacent to it, for the following reasons: