Recruitment Strategy Sample Clauses
Recruitment Strategy. Old growth forest management at the landscape level is generally approached in one of two ways, either through permanent reserves (Old Growth Management Areas) or through the development of a system of rotating reserves across the landscape. Given the high rate of natural disturbance within the boreal and sub- boreal regions, it is suggested that the permanent reserves approach does not suit these ecosystems and can only be part of a strategy to maintain old growth within the landscape (▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇ & ▇▇▇▇▇▇. 1999). The LLOWG approach to recruitment strategies, as outlined in the Order is to rotate reserves across the landscape in view of the dynamic nature of the forest ecosystem. The recruitment strategies are aspatial and the strategies are not considered static but will adjust over time. In view of the uncertainties associated with the mountain pine beetle situation, these recruitment strategies are draft documents in the sense that they will constantly evolve as additional information becomes available.
Recruitment Strategy i. The Company must Prepare a strategy, which ensure workers in the local communities the possibility to be employed at the mine and associated facilities actively, to promote information on the mining industry and its career opportunities.
ii. The Company must actively collaborate with local educational institutions.
iii. The Company must actively collaborate with municipalities.
iv. The Company must actively collaborate with the labor market parties.
Recruitment Strategy. The recruitment will be based on competitive international selection with equal opportunities for all applicants. Equality and diversity values will be embedded into all aspects of the recruitment and selection process. Applicants will be treated with respect and dignity and will be subject to a fair, equitable and transparent selection process. Positive steps will be taken to employ people with disabilities: if an applicant, who satisfies the job specification, declares that they have a disability, they are guaranteed an interview. Discriminations based on gender, ethnic origin, disability, religion etc will not be tolerated. European and national legal obligations will be adhered to, in particular the EC recommendation on the European Charter and the Code of Conduct for the recruitment of Researchers.
Recruitment Strategy. Existing connections provided through GMIHRG will be most useful for this population, and snowball recruitment will be essential.
Recruitment Strategy. 3.1 The Contractor plans to keep the staff assigned to the current ASNSW operation to the new contract. The Contractor will be fully staffed to meet the requirements of the contract prior to the Commencement Date.
3.2 The Contractor shall recruit the required additional pilots and maintenance personnel to fulfill the requirements of the contract. This has been planned to take place before the commencement of the new contract to ensure it is established at the time of contract commencement. The recruitment for this will be carried out by the Flight Operations Manager, Engineering Manager and Base Manager.
3.3 Based on the Aircraft availability required the total number of pilots employed to meet the contract requirements will be 25.
3.4 The Contractor shall provide adequate numbers of staff to ensure the maintenance requirements of the contract are met. The Contractor plans to engage the following dedicated minimum staffing numbers to the maintenance and records requirements of the ASNSW operation:
(i) 1 Senior Base Engineer
(ii) 12 Licensed Aircraft Engineers (being a mix of Airframe / Engine and Avionics)
(iii) 2 Hangar Assistants
(iv) 1 Technical Records Clerk
(v) 1 Store Person
3.5 An additional engineer will be recruited from 2016, or sooner if necessary, to cater for increased maintenance requirements as the Aircraft age and flying hours increase.
Recruitment Strategy a. The Licensee must prepare a local recruitment strategy, which ensures workers from Qeqertarsuatsiaat, Paamiut and Nuuk the possibility for employment in the project.
b. The Licensee must actively promote information on the mining industry and its career opportunities.
c. The Licensee must actively collaborate with local educational institutions.
d. The Licensee must actively collaborate with municipalities.
e. The Licensee must actively collaborate with the Labour market parties.
Recruitment Strategy. Charter and code of researchers. The CERN recruitment policy, employment conditions and staff career development prospects are in good compliance with the guidelines of the European Charter for Researchers and the Code of conduct for the Recruitment of Researchers, and most of the recommendations contained therein are effectively implemented and part of internal practice. This concerns in particular the recommendations on non- discrimination, gender balance, research environment, funding and salaries, continuous training, evaluation and appraisal systems, complaints and appeals, working conditions and carrier development.
Recruitment Strategy. African Americans are largely underrepresented in clinical research due to poor recruitment and retention of this population so special effort was made to ensure adequate representation of African Americans in the sample (▇▇▇▇▇▇ & ▇▇▇▇▇, 2000; ▇▇▇▇▇▇▇▇, Harris, Burnett, & ▇▇▇▇▇▇▇▇▇▇, 1998). Barriers to recruitment and retention include distrust of researchers due to historical human experimentation of this population. Specifically, this group is seen as a vulnerable population due to the historical injustices that put African Americans at an increased risk for harm and exploitation (▇▇▇▇, 2001). In light of this information, the following plan was used for the inclusion, recruitment, and retention of African-American women in the proposed study:
Recruitment Strategy a. The Licensee must Prepare a strategy, which ensure workers in Qeqertarsuatsiaat, Nuuk and Paamiut the possibility to be employed at the mine and associated facilities actively, to promote information on the mining industry and its career opportunities.
b. The Licensee must actively collaborate with local educational institutions.
c. The Lincensee must actively collaborate with municipalities.
d. The Lincensee must actively collaborate with the Labour market parties.
Recruitment Strategy. The recruitment of the ERs will follow the European Charter for researchers and the Code of Conduct for their Recruitment. The posts will be widely advertised to the international scientific community via scientific magazines and websites, including compulsory publication on Euraxess. The positions profile are already established within the network by the project very well defined needs and will be centrally advertised. The announcement of the ER posts will take place as soon as the negotiations of the contract start.