Staffing and Recruitment. The Offeror shall describe its staffing and recruitment approach and rationale for the following:
Staffing and Recruitment. 30.1 The Contractor shall employ in and about the Services only such persons who have satisfied the Contractor that they are careful, skilled, honest, experienced and are trained and/or qualified as required by the guidance issued by the Secretary of State under the Health and Social Care Act 2008 (Regulated Activities) Regulations 2010 and the Care Quality Commission (Registration) Regulations 2009 and will comply with the Code of Conduct of the General Social Care Council (and subsequent guidance as issued from time to time).
Staffing and Recruitment. Ensure a robust pipeline of talent into the organization by creatively sourcing candidates and overseeing/coordinating the recruiting, interviewing, testing, placement, and on-boarding processes; and manage a variety to specialized sourcing programs ranging from college recruiting, internship programs, high programs, diversity programs, and other practices.
Staffing and Recruitment. The Offeror’s approach to and rationale for the following will be evaluated to determine appropriateness, reasonableness, effectiveness, and efficiency:
Staffing and Recruitment. Prior to the discussion about staffing and recruitment under SAP IMP, the BCLME Activity Centre Directors and Administrative staff were requested to leave the room. LM inquired whether there was any intention to retain BCLME staff for relevant positions that SAP IMP will support. He indicated that the BCLME Programme built the capacities and knowledge of people currently employed and retaining such people demonstrates continuity and strengthens requests from donors for further support. He also added the importance of UNDPs role in guiding and advising on such matters as they are ultimately accountable for the GEF investment. Xxxxxxxxx Xxxxxxx (FD), the chairperson of the BCC Management Board, indicated that the MB made a decision to undergo a new staffing and recruitment process for the National Coordinators under the SAP IMP Project. NS supported LM’s view and added that for GEF it is most desirable not to loose skill of people in the Programme. LM indicated UNDP’s concern about the possible loss of experienced staff. He stressed that it is the project’s responsibility to secure people who understand the operational systems. In response to FD’s point about the MB decision, LM responded by indicating that unless an evaluation of staff performance prove otherwise, there seems to be no valid reason for embarking on a new recruitment process. He stressed the importance of annual performance evaluations as a tool to determine the suitability of staff. FD indicated that if the countries decided to do a new recruitment process it should be respected by the UNDP. LM indicated there is a need for discussion between UNDP and the MB as this has to do with funding parameters under the UNDP. Xxxx Xxxxxxxxx (GS) indicated that it does not make sense to let the existing staff go given their experience in the programme. She stressed that this matter should be dealt with timely as the current staff will look for other employment opportunities if their future with the BCLME looks uncertain. She also remarked that using experienced staff saves time and money during the recruitment process. Xxxxx Xxxxxxx (DV) emphasized that GEF initially was not going to fund staff costs. This decision was reversed on the basis of ongoing capacity building in the region as an exception. If there is going to be a new recruitment process, it might be an issue with the GEF. JA suggested it appropriate for the UNDP to write a letter to the MB for consideration on this matter.
