Workforce Management. Multiple hire 13.1 Bus and playground duty 13.2 Professional development 13.3 Multi skilling 13.4 Behaviour management 13.5 First Aid training and duties 13.6 Use of traineeships 13.7 Work-life balance commitment 13.8 Progression to OO3 13.9 Progression to OO4 13.10 OO4 positions 13.11 Preserved OO4 arrangements 13.12 Blue Card 13.13
Workforce Management. (a) Subject to subclause 5.2(a), the business needs of the employer will determine the number and type of trade-based staff required.
Workforce Management. School Facilities Operations Team 6.1 Working with Children check (Blue Card) 6.2 Professional development and training 6.3 Certificate III – Cleaning Operations 6.4 First Aid Training 6.5 Relevant ICT Training 6.6 Workplace Health, Safety and Wellbeing 6.7 Hepatitis A and B vaccinations 6.8 Facilities 6.9 Work-Life Balance 6.10
Workforce Management. The LHN Chief Executive Officer is a Work Health and Safety defined officer and is required to meet the elements of Work Health and Safety due diligence. This includes compliance with legislation and the implementation of the SA Health Work Health and Safety and Injury Management System which supports workplace health, safety and wellbeing considerations and the development of a safety culture. The LHN will ensure a safe, respectful and positive working environment that fosters workforce wellbeing and a culture of respect. The LHN will actively promote positive workplace behaviours and encourage reporting and will take prompt action to deal constructively with behaviours that are not respectful in the workplace. The LHN is responsible for implementing workplace wellbeing initiatives and encouraging, enabling and supporting leadership development as a collective endeavour, in addition to individual leadership development. This includes but is not limited to, management training and skills development, support for continued professional development (e.g. postgraduate study) and NSQHS Standards, work health and safety competencies, and the leadership, learning and training obligations under these. The LHN Chief Executive Officer will exercise their decision making power in relation to all Human Resources (HR) management functions which may be delegated to the LHN Chief Executive Officer by the Chief Executive in respect of health service employees. All decisions must be made, in a lawful and reasonable manner and with due diligence, in accordance with relevant legislation and policy, including but not limited to: • Code of Ethics for the South Australian Public Sector. • Employing authority policies and directives. • South Australian public sector directions, determinations and guidelines. • Any other policy document that applies to the health service employee. • Any industrial instrument that applies to the health service employee. • The HR delegations manual. This also includes ensuring health service employees are suitably qualified to perform their required functions and accuracy of credentialing information. The LHN will be expected to monitor workforce metrics and at least maintain, if not improve on performance. This includes, but is not limited to, the collection of injury data (e.g. manual tasks and psychological health), disputes, collaboration, and policy and enterprise agreement implementation. The LHN shall provide to the Chief Executive, HR, wor...
Workforce Management. The Contractor shall implement and manage a practice for Workforce Management, as approved by the Government that augments and supports the Government practices. Contractor shall establish processes for Workforce Management for managing and tracking certain personnel from Integrated Service Providers and other vendors. The Contractor shall provide an integrated set of processes that will track and optimize the use of specific categories of staff labor and work to improve their productivity. The Contractor shall effectively plan staff schedules and forecast labor requirements. Contractor shall strive to meet the standards for service quality while controlling any associated costs to be within projected boundaries.
Workforce Management. Describe the lines of management authority, supervision, span of control and accountability, including the relationship between overall management (corporate and on-site), administration, joint venture agreements and subcontractors. Include an organizational chart identifying the on-site organization, on-site staff, and corporate staff that will be used to perform this contract. If subcontractors are used, identify their percentage of involvement as they relate to the specific sections of the Performance Work Statement (PWS).
Workforce Management. A. Workforce Management Description of Item/Unit of Measure Frequency Fee A.Workforce Management (Notes 1-9) §Fee if Customer has greater than ********* Connected Subscribers ******* ** ****** §Fee if Customer has ********* to ********* Connected Subscribers ******* (Note 8) §Fee if Customer has ********* to ********* Connected Subscribers ******* $********* §Fee if Customer has ********* to ********* Connected Subscribers ******* $********* §Fee if Customer has ********* to ********* Connected Subscribers ******* $********** §Fee if Customer has ********* to ********* Connected Subscribers ******* $********** §Fee if Customer has ********* to ********* Connected Subscribers ******* $********** §Fee if Customer has ********* to ********* Connected Subscribers ******* $********** §Fee if Customer has ********* or less Connected Subscribers ******* $**********
Workforce Management. 19.01 For the purpose of this Article, a regular employee is an employee who is not employed on a temporary or term basis.
Workforce Management. Professional Development and Training 6.1 First Aid Certificate 6.2 Workplace Health and Safety 6.3 Hepatitis A and B Vaccinations 6.4 Reduction of Waste 6.5 School Cleaning Coordinator Position 6.6 Cleaners’ Facilities 6.7 PART 7 - CONDITIONS OF EMPLOYMENT Cleaners’ Leave Entitlements 7.1 Compassionate/Emergent Leave 7.2 Industrial Relations Education Leave 7.3 Working with Children – Blue Cards 7.4 Salary Packaging 7.5 Superannuation 7.6 Function of Union Workplace Delegates 7.7 Collective Industrial Relations 7.8 ILO Conventions 7.9 Union Encouragement 7.10 SCHEDULE 1 CALCULATION OF CLEANING TIME SCHEDULE 2 DEPARTMENT OF EDUCATION AND TRAINING (EDUCATION) CLEANERS’ LEAVE ENTITLEMENTS SUMMARISED SCHEDULE 3 DEPARTMENT OF EDUCATION AND TRAINING (EDUCATION) AND LIQUOR, HOSPITALITY AND MISCELLANEOUS UNION JOINT CLEANING CONSULTATIVE COMMITTEE [DET(E) LHMU JCCC] TERMS OF REFERENCE SCHEDULE 4 LOCAL CONSULTATIVE COMMITTEES
Workforce Management. Professional development and training 6.1 First Aid certificate 6.2 Workplace Health and Safety (WH&S) 6.3 Joint working parties 6.4 Hepatitis A and B vaccinations 6.5 Reduction of waste 6.6 School cleaning coordinator position 6.7 Cleaners’ facilities 6.8 Work-life balance 6.9
