Career and development Sample Clauses

Career and development. The personal and professional development of the employee is essential: how can he remain a valuable asset for the organization, how can he keep enjoying his work, and how can he retain and improve his value in the labor market? These are important issues not only for employees personally but for the organization as well. Employees develop as their current position develops and also develop towards their next employment position, doing so during their entire career. The organization facilitates development and movement and together with the employee will look to the future. It’s not without obligation: the employee explicitly bears his own measure of responsibility for development and for taking the opportunities presented. In this section, we will look at the context within which the organization and the employee must continually focus on development and we will look at the facilities that the organization offers the employee to help him with these efforts.
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Career and development. The personal and professional development of the employee is essential: how can he remain a valuable asset for the organisation, how can he keep enjoying his work, and how can he retain and improve his value in the labour market? These are important issues not only for employees personally but for the organisation as well. Employees develop as their current position develops and also develop towards their next employment position, doing so during their entire career. The organisation facilitates development and movement and together with the employee will look to the future. It’s not without obligation: the employee explicitly bears his own measure of responsibility for development and for taking the opportunities presented. In this section, we will look at the context within which the organisation and the employee must continually focus on development and we will look at the facilities that the organisation offers the employee to help him with these efforts. EMPLOYABILITY Definition Employability means that: - employees are performing well in their current employment position and are evaluated as so doing; - employees can adapt to future developments in the organisation; - at all times, employees are sufficiently qualified for the labour market, both within and outside the organisation. Shared responsibility Employability is in the interests of both employer and employee. This makes working on an employee’s employability a shared responsibility. The employee takes the initiative and invests in his own development. The manager discusses an employee’s options for the future - both within and outside the organisation - with him. He then facilitates the resulting plans. Organisational change As far as possible, employees will be informed about future developments in the organisation and about the consequences of this for personnel, via the provision of information to the Works Council about collective developments. Job requirements and employee’s qualities Employability starts by finding a good match between the employee’s experience and capabilities and the tasks given to him. The manager and employee are jointly responsible for this matching-up. They will jointly take the initiative to find a suitable solution (either within or outside the Rabobank organisation) if the job requirements and workload do not match the employee’s capabilities. This will also be done in the event of poor performance. Times when employability is discussed The employee’s current a...
Sample 1
Career and development. (Applicable to all Permanent Full-time and Temporary Long-term employees only)
Sample 1

Related to Career and development

  • Training and Development 14.1 The parties are committed to, and acknowledge the mutual benefit to the employer and employee of planned human resource development and the provision and participation in relevant development opportunities (including accredited training).

  • Research and Development (i) Advice and assistance in relation to research and development of Party B;

  • Learning and Development (i) Managers and supervisors are responsible for promoting and supporting learning activities for employees in their area of responsibility.

  • Gender and Development 13. The Borrower shall ensure, and cause EPSO and HVEN to ensure, that the principles of gender equity aimed at increasing Project benefits and impacts on women in the Project area consistent with ADB’s Policy on Gender and Development (1998) are followed during implementation of the Project, including (a) equal pay to men and women for work of equal value; (b) enabling working conditions for women workers; and (c) taking necessary actions to encourage women living in the Project area to participate in the design and implementation of Project activities.

  • Economic Development 1. The Parties aim to promote balanced economic growth, poverty reduction and the reduction of social-economic disparities.

  • PHASED DEVELOPMENT 15.1 The Seller reserves to itself, and to its successors in title as Developer, all such rights as are provided for in section 25 of the STA, to erect and complete a phased development on the Land from time to time, but no later than 15 (fifteen) years from the date of opening of the Sectional Title Register, for its personal account.

  • Job Development Job development/placement is individualized and shall include weekly person-to-person job search assistance, assistance with identifying job leads, interview coaching and support, and maintaining a log of job search activities for the purposes of obtaining competitive integrated employment. By mutual consent of the consumer and the KARINA ASSOCIATION, INC. , these services may be provided in-person or by Skype, FaceTime, or other online communication tools. Job development/placement may also include arranging job trials/job shadowing for individuals with a DORS Trial Work Experience Plan, assistance with completing applications, assistance with employer follow-up after interviews, use of personal employment networks in job search, and resume update. It would include time spent calling employers, visiting and educating employers and similar activities. Job development/placement shall not be paid for using supported employment funding and shall not include the Discovery process, which is pre-vocational in nature and may be completed prior to job development. Up to 60 hours for job search assistance, authorized in 20-hour increments, may be used for job development. Additional hours of job development may be requested and require written justification by KARINA ASSOCIATION, INC. and approval of the DORS regional/program director. Authorizations for Job Development. DORS only pays for job development services which have been previously authorized by a DORS official. Job Development Reporting. The Employment Service Progress Form is expected to be submitted to DORS on a monthly basis per consumer. This form is available on the DORS website (xxx.xxxx.xxxxxxxx.xxx).

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Skills Development The Company acknowledges the changing pace of technology in the electrical contracting industry and the need for employees to understand those changes and have the necessary skill requirements to keep the Company at the forefront of the industry. The Parties to this Agreement recognise that in order to increase the efficiency, productivity and competitiveness of the Company, a commitment to training and skill development is required. Accordingly, the parties commit themselves to:

  • Professional Development 9.01 Continuous professional development is a hallmark of professional nursing practice. As a self-regulating profession, nursing recognizes the importance of maintaining a dynamic practice environment which includes ongoing learning, the maintenance of competence, career development, career counselling and succession planning. The parties agree that professional development includes a diverse range of activities, including but not limited to formal academic programs; short-term continuing education activities; certification programs; independent learning committee participation. The parties recognize their joint responsibility in and commitment to active participation in the area of professional development.

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