Setting Objectives Sample Clauses

Setting Objectives. Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review. Practitioner checks for eligibility with their manager Note: it is important to have a full understanding, however access should not be denied if training is not available locally. Practitioner attends a CASP training session Note: depending on skill of practitioner, they may not need professional input at this stage. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative.
Sample 1Sample 2
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Setting Objectives. Practitioner checks for eligibility with their manager, including that scope exists for further progression Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline.‌‌‌‌‌ Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay.‌‌ Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work.‌ Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative) and may be amended by mutual agreement Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager Final review may include one-up manager and professional leader/ advisor, or representative. If there is a delay in the process solely due to timeliness of final sign off requirements, the employee shall not be disadvantaged.
Sample 1Sample 2
Setting Objectives. Practitioner checks for eligibility with their manager Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review Practitioner attends a CASP training session Note: it is important to have a full understanding, however access should not b denied if training is not available locally. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: depending on skill of practitioner, the may not need professional input at this stage. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative).
Sample 1
Setting Objectives. The employee should agree with their Line Manager the objectives for merit progression no later than three months after their salary anniversary date. If the objectives are not agreed within three months any merit increase would apply 12 months after the date the objectives are agreed. Application for Merit Increase Either the Employee (in writing) or their Line Manager can initiate the application for a merit step. Applications for merit step increases will only be considered if submitted within three months from the review date. If unsuccessful in achieving a merit step, the next application for a merit increase can not be initiated until the next salary anniversary date. The employee must meet the following criteria: Performance Appraisal • The employee consistently meets the requirements of both the job description and any previously set performance objectives as agreed between the employee and their manager (as part of the performance appraisal process). The employee applies the necessary skills in the appropriate way to achieve job goals and is meeting their obligations as an employee of the DHB. • Performance appraisal must occur for all employees on an annual basis. An employee’s merit process shall not be prejudiced where the process has not occurred for them through no fault of their own. In addition to meeting the requirements of the performance appraisal the employee must meet number 1 and at least two of the other criteria below: Advanced Administrative /Administration Staff Competencies
Sample 1
Setting Objectives. Note: eligibility includes:  on a non-automatic salary step  Current acceptable performance review. Practitioner checks for eligibility with their manager, including that scope exists for further progression Note: it is important to have a full understanding, however access should not be denied if training is not available locally. Practitioner attends a CASP training session Note: depending on skill of practitioner, they may not need professional input at this stage. Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: you may want to consider local moderation at this stage, i.e. discuss with a professional leader/ advisor from another discipline. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: the one-up principle applies here. Your manager’s manager MUST sign the plan off before you start the work. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: as per local DHB performance review processes. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative.
Sample 1
Setting Objectives. The Supervisor(s) will establish educational objectives with the Trainee within six months of beginning TEAP, with review taking place during each Annual Performance Review, or more frequently, as requested by the ACPSEM.
Sample 1
Setting Objectives. Practitioner checks for eligibility with their manager Note: eligibility includes:  on a non-automatic salary st  Current acceptable performa Practitioner attends a CASP training session Note: it is important to have a ful understanding, however access s denied if training is not available Practitioner meets with professional leader/ advisor or other professional representative and their line manager to prepare their plan (draft objectives & required evidence). Note: depending on skill of practi may not need professional input stage. Practitioner completes their salary progression document (objectives, evidence & timeframes) within 3 months of the performance review & commencement of their draft document (you are able to provisionally plan prior to your review to decrease time delay. Note: you may want to consider l moderation at this stage, i.e. disc professional leader/ advisor from discipline. Plan is signed off by one-up manager following agreement by line manager and professional leader (or representative). Note: the one-up principle applies manager’s manager MUST sign th before you start the work. Objectives will be reviewed regularly within the agreed timeframe and may be amended by mutual agreement between the practitioner & line manager, one-up manager and professional leader/ advisor, representative. Note: as per local DHB performan processes. Schedule C - Merit Criteria. Applies to: Dental Assistants Principles The principles of fairness, transparency and consistency in the application of the merit process will be achieved by:
Sample 1
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Related to Setting Objectives

  • Training Objectives It is important that the objectives for the employee(s) enrolling in this course or program is related to the strategic objectives of the organization for which the employee works. Provide text to explain how the training event meets agency objective(s) and purpose type.

  • Scheduling Objectives The following scheduling objectives contained in the Collective Agreement shall apply to all nurses working ten (10) hour tours as follows:

  • Program Objectives In performing its responsibilities with respect to the management and administration of the Program, each party shall be guided by the following Program objectives:

  • Goals & Objectives The purpose of this Agreement is to ensure that the proper elements and commitments are in place to provide consistent IT service support and delivery to the Customer by Centre. The goal of this Agreement is to obtain mutual agreement for IT service provision between Centre and Customer. The objectives of this Agreement are to:  Provide clear reference to service ownership, accountability, roles and/or responsibilities.  Present a clear, concise and measurable description of service provision to the Customer.  Match perceptions of expected service provision with actual service support & delivery.

  • Program Objective The objectives of the Department’s grants are to:

  • Learning Objectives 🛠 Understand sociotechnical systems complexities of a construction work system 🛠 Understand different sectors, delivery systems, and cultures 🛠 Understand project and industry supply chain and work system complexities

  • Specific Objectives In accordance with Articles 34 and 35 of the Cotonou Agreement, the specific objectives of this Agreement are to:

  • Project Objectives The Program consists of the projects described in Annex I (each a “Project” and collectively, the “Projects”). The objective of each of the Projects (each a “Project Objective” and collectively, the “Project Objectives”) is to:

  • Key Objectives This Agreement has been jointly developed by X X Xxxxxxxxxx Electrics Pty Ltd and its employees with the purpose of developing and implementing workplace reform strategies so as to produce a continuous improvement environment aimed directly at improving the competitiveness of the Company within the marketplace, thus delivering projects on time and within budget along with job satisfaction and job security for employees. The primary objective of the Company is to provide safe, efficient and highly productive labour and services to its Client. The performance of every employee is critical to achieving the Company’s objectives and the employee agrees to actively co-operate with management and supervisors in order to achieve high levels of safety, productivity and cost efficient operations.

  • Agreement Objectives The parties agree that the objectives of the Agreement are to facilitate:

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