Training Process Clause Samples
Training Process. The normal self- training practices are expected on an ongoing basis to enable a fully experienced assistant operator to replace the regular operator during his absence. - When new equipment is installed on a machine or modifications are made, both the operator and assistant operators will receive equal training. - The length of training required will vary depending on the successful applicant's previous experience and through mutual agreement between the trainee and the Shift Manager. A reasonable training period will be given based on the individual’s past experience ranging from no training required to four (4) weeks plus any additional training mutually agreed upon.
Training Process. An effective optimization method is required to train the policy. Reference [1] has demonstrated that vanilla policy gradient (VPG), so called REINFORCE [13], outperform actor critic when the recurrent policy is used in DNN compression. Therefore, we adopt VPG to train the policy πθ as follows.
Training Process a. All significant training and retraining exercises would be coordinated with Manager and shall take place at the Hotel except if otherwise agreed with Hotel Services Provider;
Training Process. Program Coordinator Creating a Training Schedule Core Competencies
Training Process. A. The following criteria will be used by Management and explained to employees when developing individual training plans and when approving or disapproving a training request:
1. The availability of funds;
2. Existing and projected staffing needs;
3. The work requirements of the job;
4. The potential use of the training by the employee in his/her current position;
5. Expected development of the employee; and
6. Performance enhancement goals.
B. For employees selected for career development programs, the supervisor (in consultation with the employee) must develop an Individual Developmental Plan (IDP). This plan must indicate the learning experiences needed to acquire the competencies necessary to successfully perform in the target position, and intervening grade levels. Individual training needs are assessed within the context of the organization’s strategic goals in order to ensure the employees’ competency growth and development. Although it is agreed that the plan should be developed around the requirements of the job, individual aptitude, interest, and background of the employee must be taken into consideration.
C. Managers will be encouraged to discuss with employees IDPs during performance planning and employees will be encouraged to request IDPs or an update to their current IDP at the time of their performance planning. If requested, an IDP may include the following: - Short- and long-range career goals; - Training and development assignments designed to achieve career goals; - Training experience that will improve the employee's knowledge, skills, and abilities; - The identification of the opportunity for noncompetitive promotion in his/her current position; - Training, if any, which is necessary to assist employees’ performance in their current position, or for promotion.
D. Management will post electronic notices of training courses and information on career development and, where employees do not have access to electronic posting, Management will post notices through traditional posting methods.
E. If Management approves training for an employee, Management will make reasonable adjustments in the employee's work schedule to allow the employee to complete the approved training.
F. Management will consider employee requests for adjustments to their work schedules when the employee is participating in an educational program. If a change is approved, the employee will be allowed to complete the equivalent of one academic quarter or semester before...
Training Process a) The employee whose application has been accepted following the selection process described in sub-paragraph 2) will not be available for dispatch in order to participate in the training process.
b) As pertains to this collective agreement, the hours spent in training are considered as hours worked.
c) The employee who has successfully completed all phases of the training process will be given, during the adaptation period, the primary classification for which he applied.
d) Should the employee fail the training course, either at the end of said course or during the period of adaptation, the employee will be reintegrated into the dispatch system according to his primary classification;
Training Process. As previously commented the training process is a very important task in the SOCIABLE project, given that SOCIABLE platform cannot operate without the active involvement of human operators from the pilot sites. The people (experts/careers) that will perform the SOCIABLE Training Sessions with the elderly must be trained before the commencement of the pilot operations. It was envisaged that one fully day training on all the SOCIABLE modules and the SOCIABLE cognitive training paradigm would be enough. Hence the SOCIABLE training (for health professional engaging in SOCIABLE sessions) should as a minimum cover: • The Workflow of the SOCIABLE approach to cognitive training. • Training on the Back-office module of the SOCIABLE platform. • Training on the BOL application. • Training on the SOCIABLE cognitive games. The following table shows the training process designed proposed to the pilot sites, with emphasis on the different subjects/topics comprising SOCIABLE training session. These topics cover all the (software) modules of the SOCIABLE platform (Back-office, Book of Life, and Cognitive Games), the cognitive assessment of the elderly (based on the platform), as well as issues associated with setting-up and configuring the platform. Training Subjects / Topics Training purpose Indicativ e Duration Training Material Used T1. SOCIABLE Services in a nutshell a. The SOCIABLE Services Lifecycle - Walkthough a SOCIABLE Programme, b. Roles and Responsibilities, c. Overview of the Use of the SOCIABLE platform An introduction to SOCIABLE concept and service presenting some details in each main point of SOCIABLE Lifecycle 30 min PPT Presentantions
Training Process. A. The following criteria will be used by the Employer and will be explained to employees when developing individual training plans and when approving or disapproving a training request:
1. the availability of funds;
2. existing and projected staffing needs;
3. the work requirements of the job;
4. the potential use of the training by the employee in his/her current position; 5. expected development of employee.
B. Employees selected for existing career development programs will have individual development plans as required by that program. C. Other employees may request individual development plans at their annual performance appraisal. The Employer and the employee will work together to prepare an individual career development plan for the employee. The plan may include: 1. short and long range career goals; 2. training and development assignments designed to achieve career goals; 3. training experience that will improve the employee's knowledge, skills and abilities; and 4. training, if any, which is necessary to enable employees to meet requirements for career ladder progression.