Upskilling the Workforce Sample Clauses

Upskilling the Workforce. Skills for Employment
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Upskilling the Workforce. The future world of work, and the rapid pace of economic and societal change, will require upskilling throughout lifetimes and careers. LWETB have strong industry networks, centred around the training centre, and links with Enterprise Ireland, XXX, Xxxxxxxx of Commerce and the Regional Skills Fora. Despite this Skills to Advance outcomes have been relatively low for an ETB of its scale, although there was a significant jump in 2021. LWETB commits to growing this substantially from 2022-2024 This will be facilitated by investment in enterprise engagement infrastructure, widening the focus beyond the training centre, and developing a CRM approach to target a wider enterprise base. LWETB will increase upskilling and reskilling opportunities for small and medium companies in the region using a targeted strategic approach to enterprise engagement. Shorter and more flexible upskilling opportunities will be critical, with ILM as well as QQI accreditation used to support this. It has shared labour market intelligence across staff to support understanding of skills needs. However agile programme development remains a big challenge and XXXXX will work with partner ETBs to develop more efficient approaches to curriculum development. A good example of this is the recent work with other ETBs, SOLAS and QQI on a streamlined approach to developing micro qualifications. A New Level 5/6 Proposition The strong profile, high quality environment and excellent facilities of Athlone Training Centre drives much of LWETB’s current Level 5 and Level 6 provision. Alongside this there is a relatively small base of PLC provision in two dual provision schools in Mullingar and Longford. XXXXX is committed to further development of the Level 5/6 proposition and was a lead contributor to the ETBI paper on FET in a unified tertiary system. The further integration of PLC with wider FET activity under a FET College of the Future model should be explored over the next three years. Moving existing Level 5/6 FET provision in Mullingar and Longford to dedicated FET campuses should also be a priority. FET Leader Case Study The strength of focus on apprenticeship in LWETB is clear. With current capacity of 304 apprentices in 2022 in Athlone, it demonstrated its ability not only to maintain provision through the pandemic, but also to move to a three intake emergency model to help reduce waiting lists and incorporating online learning into the delivery model. XXXXX’s network of authorised officers ...
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Upskilling the Workforce. Skills to Compete was launched as an initiative to cope with the structural labour market change brought about by the pandemic, building on the programme infrastructure that exists to offer the employability, digital and sector-specific skills required by those who lost their jobs to find a pathway back into sustainable work. While the labour market impact has not yet arisen in the way envisaged, SOLAS and MSLETB will work together to ensure that the legacy of a single initiative to support skills for employment is preserved, with Skills to Compete becoming the mainstream offering for those who need upskilling to find sustainable work. This will include targeting of long- term unemployed in line with FET Pathways to Work commitments FET Leader Case Study <.. image(Logo, company name Description automatically generated) removed ..> This new innovative Eco Driving course for the haulage sector in Ireland which commenced in September 2021 is a three-day ‘SMART Driving’ programme, targeted at existing professional HGV drivers, to help participants develop behaviours and techniques that will improve fuel efficiency and road safety, reduce emissions, and will create cost savings for businesses and employers in the haulage sector. This is an initiative of Mayo, Sligo and Leitrim Education and Training Board (MSLETB) with Waterford and Wexford Education and Training Board (WWETB) and in partnership with the Irish Road Haulage Association (IRHA). The programme is funded by SOLAS through the Skills to Advance policy initiative under the Innovation through Collaboration Fund 2019-2021. According to the research conducted during programme development, haulage companies who participate in the course are set to save up to €4,000 in fuel and maintenance costs per fleet vehicle. 11 <.. image(A group of people working on a computer Description automatically generated with low confidence) removed ..><.. image(A person and person sitting at a table Description automatically generated with medium confidence) removed ..>
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Upskilling the Workforce. This funding stream is disbursed by the Scottish Executive’s Health Division and is made available to local authorities for Adult Community Care services staff working in those authorities. In 2006-07 this will amount to £17million, increasing to £27million in 2007-08.
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Upskilling the Workforce. CMETB will continue to develop and roll out the Supply Chain, Logistics and Procurement (SCLP) Centre of Excellence. This will result in the establishment of a range of programmes to address the skills needs and the emerging technological requirements in SCLP. CMETB is also exploring the introduction of two new traineeships, one in the area of furniture upholstery and the other in Building Information Modelling (BIM). CMETB will work to increase enrolments on Skills To Advance (STA) programmes and to broaden the range of programmes on offer. CMETB has continued to grow during the pandemic, with evening provision increasing to three nights per week based on demand and the requirements of employers. One example of STA success was the development of a certificate in Supervisory Management (ILM accredited). A diploma programme is now being delivered across the region to address demand. A Business Innovation and Market Creation micro qualification programme will be introduced by CMETB in response to the demand for bitesize programmes. Skills to Compete was launched as an initiative to cope with the structural labour market change brought about by the pandemic, building on the programme infrastructure that exists to offer the employability, digital and sector-specific skills required by those who lost their jobs to find a pathway back into sustainable work. While the labour market impact has not yet arisen in the way envisaged, SOLAS and CMETB will work together to ensure that the legacy of a single initiative to support skills for employment is preserved, with Skills to Compete becoming the mainstream offering for those who need upskilling to find sustainable work. This will include targeting of long-term unemployed in line with FET Pathways to Work commitments. “ “ The most enjoyable aspect of this course for me personally was being able to learn while socially interacting with my colleagues.” Digital Skills Traineeship Learner In delivering sector-specific skills as part of the Skills to Compete offering, traineeship programmes are particularly relevant (for example, homecare, youth, engineering, and laboratory assistance). Approximately 50% of CMETB PLC provision is employment-oriented and will be monitored to ensure that the linkages with employers and the Regional Skills Forum results in CMETB providing programmes that continue to meet the needs of industry and communities.
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Upskilling the Workforce. Skills to Compete was launched as an initiative to cope with the structural labour market change brought about by the pandemic. It builds on the programme infrastructure already available, to offer the employability, digital and sector-specific skills required by those who lost their jobs to find a pathway back into sustainable work. While the labour market impact has not yet arisen in the way envisaged, SOLAS and KCETB will work together to ensure that the legacy of a single initiative to support skills for employment is preserved, with Skills to Compete becoming the mainstream offering for those who need upskilling to find sustainable work. This will include targeting of long- term unemployed in line with FET Pathways to Work commitments. FET Leader Case Study <.. image(A picture containing text, clipart Description automatically generated) removed ..> As part of the Innovation through Collaboration initiative in the South-East and in collaboration with WWETB and TETB, Kilkenny and Carlow ETB delivered Step up and Grow which is a Company Benchmarking process aimed at promoting business excellence, initiated as part of the Supporting Working Lives and Enterprise Growth in Ireland 2018-2021 further education and training policy framework for skills development of people in employment. The focus in KCETB for this programme was the upskilling or reskilling needs of the Engineering and Manufacturing sector. The benchmarking tool used as part of the programme has identified and supported a number of SMEs in Kilkenny and Carlow to undertake an audit of their training needs. <.. image(A group of people in a kitchen Description automatically generated with medium confidence) removed ..><.. image(A picture containing power saw, tool Description automatically generated) removed ..> Delivering on Apprenticeship Skills Development and Specialisation Green Skills and Sustainability KCETB offer apprenticeship training both in craft apprenticeships and in other areas, including the Commis Chef Apprenticeship. Given that KCETB do not have a specific training centre, it is to their credit that advances in recent years have led to effective provision being offered, which includes in electrical, construction and motor mechanics apprenticeships. The close proximity and strong collaboration with Carlow Institute of Technology, now the South-East Technological University presents potential opportunities for future expansion, including in the area of Electrical Instrumentation....
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Related to Upskilling the Workforce

  • Continuing the Work The Contractor shall carry on the Work and adhere to the progress schedule during all disputes, disagreements or alternative resolution processes with the Owner. The Contractor shall not delay or postpone any Work because of the pending resolution of any disputes, disagreements or processes, except as the Owner and the Contractor may agree in writing.

  • Education and Specialized Knowledge Preferably secondary school graduation; a good working knowledge of the Motor Vehicle Act and Regulations; a good knowledge of safety rules and regulations as they pertain to the driving and/or operation of the vehicles, equipment and machinery involved; preferably graduation from a defensive driving course and/or a recognized training program in the driving and operation of commercial type vehicle or heavy equipment.

  • Adjunct Faculty Adjunct faculty shall be eligible for benefits as follows:

  • Seat Belt Use The Recipient agrees to implement Executive Order No. 13043, “Increasing Seat Belt Use in the United States,” April 16, 1997, 23 U.S.C. § 402 note, (62 Fed. Reg. 19217), by:

  • Leaving the Building Employees may leave their assignments during the time encompassed by the employee’s workday upon receipt of permission from their principal, their supervisor, or the Employer’s appointed designee.

  • Completion of the Work The Contractor must obtain Material Completion as defined in Section 6.1.2 below prior to any occupancy of the Project.

  • Conditions Affecting the Work The Contractor shall be responsible for having taken steps reasonably necessary to ascertain the nature and location of the Work, and the general and local conditions, which can affect the Work or the cost thereof for any Job Order. Any failure by the Contractor to do so will not relieve him from responsibility for successfully performing the Work without additional expense to the County. The County assumes no responsibility for any understanding or representations concerning conditions made by any of its officers or agents prior to the execution of this Contract, unless such understanding or representations by the County are expressly stated in the Contract.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • SUPERVISION OF THE WORK 6.1 Contractor shall supervise and direct the Work, using Contractor’s best skill and attention. Contractor shall be solely responsible for all methods, techniques, sequences and procedures, and shall coordinate all portions of the Work. County will deal only through Contractor, who shall be responsible for the proper execution of the entire Work.

  • CONSTRUCTION OF THE BUS TERMINAL 12.1 Obligations prior to commencement of construction Prior to commencement of Construction Works, the Concessionaire shall:

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