Types of Actions. In developing their Inuit Employment Action Plans to 2023, departments and corporations have identified six types of actions to increase and enhance Inuit employment: Ensuring an Effective Public Service includes actions to: • Understand the departmental workforce • Design organizations and jobs to support Inuit employment • Identify career ladders and career paths • Improve the workplace environment Staffing and Recruiting includes actions to: • Improve staffing processes and practices • Make use of available staffing tools • Attract and retain qualified Inuit • Develop job competition skills Planning and Monitoring Training and Development includes actions to: • Communicate education, training and development opportunities to employees • Plan and monitor education, training and career development • Plan for succession Providing Education, Training and Development includes actions to: • Provide performance management training • Offer an on-boarding program • Sponsor advanced education • Sponsor in-service training within the department • Make use of GN-wide programs for Inuit employees • Provide other leadership and management training Supporting Pre-employment Training includes actions to: • Provide new and improved pre-employment training programs • Make pre-employment scholarships available Undertaking Public Outreach and Communications includes actions to: • Establish partnerships to attract Inuit candidates • Promote the GN or department as an employer of choice Inuit Employment Action Plan to 2023 Legend:
Types of Actions. The types of disciplinary actions are: verbal reprimand, written reprimand, suspension without pay, involuntary demotion, reduction in pay and termination. For each type of disciplinary action, certain steps and procedures must be followed. A supervisor who is considering a disciplinary action beyond a verbal reprimand should discuss the circumstances of the situation with the Human Resources/Risk and Safety Manager before taking any action unless the particular situation requires immediate action. A supervisor is not required to take disciplinary action in sequential order. Depending upon the specific circumstances of the violation, the supervisor should determine which action (or actions) is appropriate, in consultation with the Human Resources/Risk and Safety Manager.
Types of Actions. The types of disciplinary actions are: verbal reprimand, written reprimand, suspension without pay, involuntary demotion, reduction in pay and termination. For each type of disciplinary action, certain steps and procedures must be followed. A supervisor who is considering a disciplinary action beyond a verbal reprimand should discuss the circumstances of the situation with the Human Resources and Risk Manager before taking any action unless the particular situation requires immediate action. A supervisor is not required to take disciplinary action in sequential order. Depending upon the specific circumstances of the violation, the supervisor should determine which action (or actions) is appropriate, in consultation with the Human Resources and Risk Manager.
Types of Actions. Sectorial or cross-sectorial workshops bringing together users and solution providers; Innovative procurement challenges to solve end users difficulties through the use of Copernicus data; Communication activities, mostly digital, including social networks targeting new users; New formats (appathons, hackathons or bar camps) Match-making events Support to start-ups and SMEs on a long-term Examples: • Elaborate a common system and platform for Agricultural Agencies in Poland speeding up the implementation of data and services provided by Copernicus Programme (IGiK, PL) • Satellite tools for jellyfish blooms detection (ISPRA, IT) • Development of a regional data cube system that enhances the use of Copernicus data for regional applications (e.g. disaster and environmental management) (FFG, AT) Two types of implementation Direct implementation Consortium member(s) initiate(s) actions in the frame of the annual Work Programmes Third party implementation Consortium partner(s) implement(s) action together with third parties (e.g. tender, subcontract) • in a transparent fashion following national law • approach to be approved by the Commission How to engage with FPCUP? • Engage FPCUP-partner to co-define actions for Work Programme • Respond to tenders by partners issued in the frame of FPCUP • Participate in events etc. organized in the frame of FPCUP actions Status and outlook • Governmental structures established and working • Work Programme 2018 running • Work Programme 2019 approved (first Specific Grant Agreement submitted) • Work Programme 2020 under preparation • Change of consortium membership under preparation (FPA amendment) • Project homepage will run until end of 2019 Summary • FPA is an interesting new instrument to xxxxxx European User Uptake measures • Responsive to diversity across countries • Takes into account national and European user requirements • Allow flexibility • Complex instrument • Restricted third party implementation • Not suitable for short term implemenation Thank you for your attention! Contact: xxxxx.xxxxxxx@xxx.xx
Types of Actions. A city agreement based on actions that xxxxxx innovation, training and skills acquisition, as well as support with regard to processes for joining the job market. Actions Types Specific measures, with a time frame, a budget, a responsible body and a series of key targets to be achieved. 6 types: Advice and support Improved processes Training and upskilling Collaboration with social and economic stakeholders Financial aid, public subsidies and funding € Communication, promotion and transparency Actions aligned with job market and strategic- sector trends, which, among other things, take action on skill and gender gaps in employment. € Advice and support Training and skills acquisition Financial aid, public subsidies and funding Actions that involve personalised attention in the short, medium and long term, by an expert, either individually or in small groups, on-site or online, the aim of which is the professional improvement of the person concerned. Actions that involve the on-site and online imparting of short, medium and long-term training content, by expert professionals, for groups. The content will be upskilling for the trainee in basic, technical and cross-cutting areas. The training and skills acquisition may consist exclusively of theory classes or theory and practical classes, as well as using various methodologies such as learning-service or work experience with recruitment. The training and skills acquisition actions will include those geared towards facilitating the recognition of professional qualification accreditations will be of special relevance. For the competent public administration, these actions involve a specific budget allocation, with the aim of promoting the placement of people in the job market. These actions may be carried out directly with the beneficiary (subsidies, grants, etc.) or indirectly (subsidies for recruitment, funding of social projects, etc.). Improved processes Collaboration with social and economic stakeholders Communication, promotion and transparency Actions of internal and external improvement concerning how the programmes and services to improve the employability of city residents are carried out, These actions will focus on identifying needs, defining proposals and evaluating the actions carried out. The aim of these actions will always focus on improving assistance for people and promoting employment in the city of Barcelona. Actions that involve collaboration with the most representative trade unions and b...
Types of Actions a. Career status is achieved upon successful completion of a suitable trial period in potential career status (Article 4.D.5.), except in the exceptional circumstance outlined in Article 4.D.1.
Types of Actions
