zilongwang/ReadingBank huggingface dataset:
If you have questions regarding where a form should be sent or whom to contact regarding an issue, see below. Resources Small Agency Assistance (HR) Email: Assigned HR Consultant (if applicable) PPDS forms & actions (send electronically only) New Hires/Appt. Changes Separations Pay changes Address changes & employee name changes Family Medical Leave (FMLA) Classification: Position Allocation Desk Audits Development of Position Descriptions WMS/EMS banding Position Action Forms (send electronically only) Establishments (after consultation w/ assigned HR Consultant) Cost Coding changes Organizational changes Employee Relations: Rules guidance and interpretation Date adjustments: Anniversary dates Seniority dates LWOP adjustments Performance Management: Performance communication strategies Corrective/disciplinary actions Employee Questionnaires Developing policies and procedures Report requests & workforce data analysis Layoff assistance or guidance Requests for letter templates Guidance on reasonable accommodations, shared leave or FMLA. Guidance on filling out a PPDS or PAF
No one should give my address to anyone without my consent. I should have privacy when I sleep. I should also have privacy when I am taking care of my hygiene, getting dressed, and using bathroom. If I need assistance with hygiene, getting dressed or using the bathroom, then I should feel comfortable with the staff person who is assisting me. If I am uncomfortable with a particular assisting me, then someone else should step in to help. Visits I should be able to have visitors in my home. I should have privacy when visitors come to see me.
APPENDIX A: Statement of Work This Statement of Work is subject to the Agreement between Contractor and the Judicial Council. By executing this Statement of Work, the Parties agree to be bound by the terms and conditions set out in the Agreement with respect to the Work to be provided under this Statement of Work. 1. Term of this Statement of Work. The term of this Statement of Work will commence on [INSERT DATE] (the “SOW Effective Date”) and will continue until [INSERT DATE; ADD OPTIONS TO RENEW FOR ADDITIONAL TERMS, AS APPLICABLE] OR all Work has been provided by Contractor and accepted by the Judicial Council unless terminated earlier pursuant to the Agreement. Expiration or termination of the Agreement will not serve to terminate this Statement of Work. All applicable terms and conditions of the Agreement will continue to apply to this Statement of Work until the expiration or termination of this Statement of Work. 2. Judicial Council’s Requirements and Description of the Work. Incorporated from the Request for Proposal 3. Schedule and Date(s) of Delivery. [SECTION INSTRUCTIONS: insert chart with dates for completion of tasks relating to goods, services and delivery dates/milestones for Deliverables] BY SIGNING BELOW, the Parties agree to be bound by the terms of this Statement of Work as of the SOW Effective Date. [NAME OF Judicial Council] [NAME OF CONTRACTOR] Signature: Signature: Name Printed: Name Printed: Title:
Contract start date (estimate only) May 22, 2017 Contract end date (estimate only) May 21, 2018 4.0 RFP ATTACHMENTS The following attachments are included as part of this RFP: ATTACHMENT DESCRIPTION Attachment 1: Administrative Rules Governing RFPs (IT Goods and Services): These rules govern this solicitation. Attachment 2: Judicial Council Standard and Conditions If selected, the person or entity submitting a proposal (the “Proposer”) must sign Judicial Council Standard Form agreement containing these terms and conditions (the “Terms and Conditions”). Attachment 3: Proposer’s Acceptance of Terms and Conditions On this form, the Proposer must indicate acceptance of the Terms and Conditions or identify exceptions to the Terms and Conditions. Attachment 4: General Certifications Form The Proposer must complete the General Certifications Form and submit the completed form with its proposal. Attachment 5: Business Declaration The Proposer must complete this form only if it wishes to claim the small business preference associated with this solicitation. Attachment 6: Payee Data Record Form This form contains information the Judicial Council requires in to process payments and must be submitted with the proposal. Attachment 7: Unruh and FEHA Certification The Proposer must complete the Unruh Civil Rights Act and California Fair Employment and Housing Act Certification. Attachment 8: Additional Technical Information [Revision No.1] Contains detailed technical information on the Judicial Council’s Oracle/PeopleSoft system to be considered in the Proposer’s response. Attachment 8: Addendum Contains detailed Minimum Functional Requirements. Attachment 9: HREMS Resources Contains the workforce resources assigned to this project and ongoing support of the system.
Office administration experience – including use of ICT to keep records &produce letters, photocopying, scanning, filing, email correspondence E Recording and producing basic workforce information (e.g. Equality & Diversity, turnover etc) using HR information systems and Excel E Strong working knowledge of MS Office packages, in particular Word and Excel E Skills & abilities Interest and knowledge of employment and H&S legislation E Highly organized, able to prioritise workload E Discrete and confidential E Enjoys a busy transactional role E Flexible approach to work with changing priorities E Confident and approachable communicator – in writing, on phone, face-to-face E Excellent attention to detail E Willingness to learn E Strong customer care ethic E Self-motivated with ability to work on own initiative, e.g. organising staff events. E Good team working skills E Confident user of IT and MS Office packages E
The “Contractor” means the individual, association, partnership, firm, company, consultant, corporation, subsidiaries, affiliates, or combination thereof, including joint ventures, contracting with the Judicial Council to do the Contract Work. The Contractor is one of the parties to this Agreement. “Data” means all types of raw data, articles, papers, charts, records, reports, studies, research, memoranda, computation sheets, questionnaires, surveys, and other documentation. “Day” means calendar day, unless otherwise specified. “Deliverable(s)” or “Submittal(s)” one or more items, if specified in the Contract Documents, that the Contractor shall complete and deliver or submit to the Judicial Council for acceptance. “Disabled Veteran’s Business Enterprise” or “DVBE” means a business entity that has compiled with the requirements under California law to become certified by the California Office of Small Business Certification and Resources as a business owned and operated by a disabled veteran of the United States military, navel, or air service. Majeure” means a delay which impacts the timely performance of Work which neither the Contractor nor the Judicial Council are liable for because such delay or failure to perform was unforeseeable and beyond the control of the party. Acts of Force Majeure include, but are not limited to: Acts of God or the public Acts or omissions of any government entity; Fire or other casualty for which a party is not responsible; Quarantine or epidemic; Strike or defensive lockout; and, Unusually severe weather conditions. “Judicial Council Standard Agreement” means the form used by the Judicial Council to enter into agreements with other parties. Several originally signed, fully executed versions of the Judicial Council Standard Agreement, together with the integrated Contract Documents, shall each represent the Agreement as an individual “Contract Counterpart.” “Material” means all types of tangible personal property, including but not limited to goods, supplies, equipment, commodities, and information and telecommunication technology. “Member” TBD on Region] “Notice” means a written document initiated by the authorized representative of either party to this Agreement and given by: “Trial
ATTACHMENT 7 PRICING FORM NORTHERN CALIFORNIA REGION # of Initial Assessment Evaluations Per Site Cost of up Visit X Number of Evaluations Performed Per Site Visit Total Cost Initial Evaluation Cost $ X 1 = $ Initial Evaluation Cost $ X 2 = $ Initial Evaluation Cost $ X 3 = $ Initial Evaluation Cost $ X 4 = $ Initial Evaluation Cost $ X 5 = $ Follow-up Visit Cost $ X 1 = $ PROVIDE: 1.) CONTRACTOR’S HOME BASE LOCATION(S) AND 2.) TRAVEL COST FOR SPECIFIC LOCATION(S):
CENTRAL CALIFORNIA REGION # of Initial Assessment Evaluations Per Site visit→ Cost of up Visit X Number of Evaluations Performed Per Site Total Cost Initial Evaluation Cost $ X 1 = $ Initial Evaluation Cost $ X 2 = $ Initial Evaluation Cost $ X 3 = $ Initial Evaluation Cost $ X 4 = $ Initial Evaluation Cost $ X 5 = $ Follow-up Visit Cost $ X 1 = $ PROVIDE: 1.) CONTRACTOR’S HOME BASE LOCATION(S) AND 2.) TRAVEL COST FOR SPECIFIC LOCATION(S):
SOUTHERN CALIFORNIA REGION # of Initial Assessment Evaluations Per Site visit→ Cost of up Visit X Number of Evaluations Performed Per Site Visit Cost Initial Evaluation Cost $ X 1 = $ Initial Evaluation Cost $ X 2 = $ Initial Evaluation Cost $ X 3 = $ Initial Evaluation Cost $ X 4 = $ Initial Evaluation Cost $ X 5 = $ Follow-up Visit Cost $ X 1 = $ PROVIDE: 1.) CONTRACTOR’S HOME BASE LOCATION(S) AND 2.) TRAVEL COST FOR SPECIFIC LOCATION(S):
SAN DIEGO REGION # of Initial Assessment Evaluations Per Site visit→ Cost of up Visit X Number of Evaluations Performed Per Site Visit Total Cost Initial Evaluation Cost $ X 1 = $ Initial Evaluation Cost $ X 2 = $ Initial Evaluation Cost $ X 3 = $ Initial Evaluation Cost $ X 4 = $ Initial Evaluation Cost $ X 5 = $ Follow-up Visit Cost $ X 1 = $ PROVIDE: 1.) CONTRACTOR’S HOME BASE LOCATION(S) AND 2.) TRAVEL COST FOR SPECIFIC LOCATION(S):
Human Resources Manager 12 Month Maternity Leave Contract Part-Time – 3 days per week Supportive and fun work environment Netball NSW Netball New South Wales, a leading State Sporting Organisation is seeking an enthusiastic, professional and motivated individual to join the organisation in the role of Human Resources Manager. From humble beginnings in 1929 when it had only a handful of players, Netball NSW has grown to become one of the largest independent sporting organisations in NSW and has emerged as a leader amongst the netball Member Organisations within Australia. We are currently in a huge growth phase and have doubled our financial turnover in recent years. Netball NSW provides the framework for over 114,000 registered members and over 200,000 school children to participate in and enjoy netball at all levels of performance throughout New South Wales. Our sport continues to grow both on and off the court and much of this success can be attributed to the wide range of programs, facilities and services Netball NSW offers to its members, participants and fans - from the grass-roots level through to the elite. Netball NSW operates two professional teams in the world premier Netball competition the Suncorp Super Netball competition, being the NSW Swifts and GIANTS Netball. About the role In this standalone HR Manager position, you will be responsible for providing generalist Human Resource guidance and support to the Managers and Employees of Netball NSW. Working closely with the Netball NSW Executive team, this role will see you manage the whole gamut of HR activities including: the primary point of contact for Managers and Employees for HR related activities. End to end Recruitment and Selection with external support where required. Provide expert advice and guidance to Managers in all Employee Relations matters (such as grievance, disciplinary) utilising the support of the Netball NSW Workplace Lawyer required. Manage the employee lifecycle from On boarding to Separation. Coordinate the annual Performance Review process including the remuneration review.
Transfer to a safe job If it's not safe (due to illness, or hazards) for a pregnant employee who is entitled to parental leave to continue in her usual position, she can be transferred to a 'safe job' with no change to terms and conditions. The employee to provide {Business Name} with reasonable evidence that she is fit for work, but it would be inadvisable to continue in her present position. {Business Name} may insist on a medical certificate. If {Business Name} can’t transfer the employee to a safe job, she may take (or be required by {Business Name} to take) paid ‘no safe job’ leave for the time stated in the medical certificate or until the pregnancy ends (either by giving birth or otherwise). 'No safe job' leave is not sick leave – it is a separate paid leave type (pregnancy- no safe job). This leave will be paid at the rate specified in the award or agreement which, at a minimum, can be no lower than the employee’s base rate of pay for her ordinary hours of work. In the six weeks prior to the expected date of the birth of the child, an employer may ask an employee on safe job leave for medical certificates stating that she would be fit to perform a safe job, if one were available to her. An employee may be required to take unpaid parental leave (instead of paid no safe job leave) if she does not provide a medical certificate within seven days or if she provides a medical certificate stating she is not fit for any work. Working until the birth A pregnant employee may work until the expected date of birth of her child. If she wishes to continue working in the last six weeks of her pregnancy she may be requested to provide a medical certificate within seven days confirming she is fit to work. If the medical certificate indicates the employee is not fit for work, she may be required to start parental leave or take a period of unpaid leave as soon as practicable. (See the Parental leave policy on page 46.) Return to work If the employee has agreed to contact during leave, then towards the end of the leave period, the manager should confirm the employee’s intention to return on the agreed date. The employee also may want to discuss any requests for flexible work arrangements at this time (see Flexible Working Arrangements policy on page 41).
Which aim(s) did your project fulfil: Encourage and support people to make healthier lifestyle choices Help people look after their own health better  Improve access to local healthcare and/or other support services that will benefit health Address the wider social determinants of health Section 2: WHO BENEFITED How many people directly benefited from your project? __________ How did you record this information? 8. Which groups of people benefited from your project?  Children and young people  Adults  Older people  People with mental health issues  People with learning disabilities  People with physical disabilities  People with a long term condition  People with a terminal illness  People on low incomes  Homeless people  Black, minority or ethnic groups  Lesbian or Gay people  Bi-sexual or transgender people  Other 9. Which group of people from the above list benefited the most from your project? 10. Which age groups benefited from your project?  0 - 4 Early years  5 - 12 Children  13 - 18 Young people  19 - 25 Young adults  25 - 64 Adults  65+ Older people 11. Which age group from the above list benefitted the most from your project?
17. Tell us how you ensured that you targeted beneficiaries for the ward/wards which you focused on. (100 words) Please note that you can include further information separately and number it Q17. 18. Please give an example of the positive change the project made to the group of people. (200 words) Please note that you can include further information separately and number it Q18. 19. Please tell us about your plans to continue the project.
Person Specification ESSENTIAL DESIRABLE Qualifications Educated to GCE A-level standard, with passes at least at GCSE level in English Language and Mathematics Associate Member of CIPD A degree-level qualification or recognised equivalent Experience Operational HR experience, providing generalist HR advice Experience of developing HR management systems, practices and procedures Broad range of IT skills such as MS Word, Excel and Outlook, and familiarity with HR Management Information applications Working for a charity or in health or social care or NHS Working across organisational boundaries Working in a environment Experience of implementing and developing an HR Management Information System Knowledge and skills Good knowledge of employment legislation Good analytical and problem-solving skills Ability to meet deadlines and work under pressure Team player Works effectively in partnership and gains confidence of senior managers and colleagues A creative and innovative thinker, delivers practicable solutions Prioritises tasks and organises own time effectively Presentation skills Knowledge and understanding of the hospice environment or an NHS background Communication Skills Good written and verbal communication skills Can communicate complex and sensitive information effectively and tactfully Able to pass on knowledge effectively Teaching skills Personal Attributes Empathetic to the Hospice philosophy and culture Enjoys implementing change A creative thinker Flexible approach Resilient Engaging Able to deal with ambiguity
Desirable Lived experience of disability; Knowledge and understanding of the arts and disability sector, accessibility practices and the National Disability Insurance Scheme (NDIS); and Experience in a managerial role within an arts, or other not for profit organisation. Other requirements Occasional evening and weekend work may be required to represent Accessible Arts at external events, as well as attend Accessible Arts events as required. To apply: The Position Description, including selection criteria along with details of how to apply can be downloaded at Applicants must provide a covering letter specifically responding to the selection criteria and a copy of their CV, including contact details of two referees. For enquiries about this position, please contact Morwenna Collett (Interim CEO) on or +61 2 9251 6499. Applications close at 9am on Monday 13 March 2017 and must be emailed to . ** Position description current as at February 2017. This document will be reviewed on a regular basis and changes made to reflect changes in the requirements of the role.
HR-P-019 Social Media Procedure 1. PURPOSE To set out requirements for appropriate use of social networking platforms by MacKillop Family Service (MacKillop) employees. 2. All MacKillop employees and contractors who use social networking platforms (such as Facebook, Twitter and LinkedIn) during work or to publish content regarding MacKillop and any people or organisations associated with it whether within or outside of the workplace or hours of work. This procedure equally applies to discussion boards/online forums and any personal blogs you may operate. 3. DEFINITIONS Definition Social networking Facebook, Twitter, LinkedIn, Pinterest, MySpace, Google Plus+, YouTube, instagram etc. PROCEDURE 4.1 General requirements MacKillop understands that many employees use social networking sites as a medium for your personal communication and self-expression. However, in using social networking sites MacKillop requires all employees and contractors to ensure that if you are accessing these sites during work time that the time spent is reasonable and in accordance with procedure BF-P-006 ICT User Management. Additionally employees and contractors are required to ensure that whenever and wherever these sites are accessed that the interests of co-workers and the reputation and business of MacKillop are protected. 4.2 Important points about information you post online Information and material posted online, including on social media platforms such as Facebook, is not like having a verbal conversation with a person or group of people. This equally applies to LinkedIn and any posts you make regarding your work. ‘Conversations’ or online are in electronic form and have potentially wider circulation than a personal discussion. The nature of social media platforms means that comments and material might easily be forwarded on to others, widening the audience for their publication. Even if the privacy settings on your social media platform are limited to ‘friends’ or ‘contacts’, these may include people associated with MacKillop. Staff are expected to maintain up to date knowledge in relation to online safety and privacy. Further, social media platforms leave an often-permanent written record of statements and comments made by people. These can be read at any time in the future until they are taken down and, because of the nature of the Internet, it can be difficult (if not impossible) to remove information. You should therefore exercise considerable care in social networking sites and understand that making comments or conducting conversations or posting material which relate to employees, clients
Training & Development Policy {Business Name} will give employees adequate training to do their job safely and competently. Our business believes training is a two-way process. We encourage employees to participate and to highlight any gaps in their own skills or knowledge they believe they have. Training includes internal on-the-job training, written instructions such as standard operating procedures, coaching, external training and courses. Safety training takes precedence. {Business Name} commits to providing every employee with }X{ Training days annually.
Grievance complaints Policy {Business Name} supports the right of every employee to lodge a grievance with their manager if they believe a decision, behaviour or action affecting their employment is unfair. An employee may raise a grievance about any performance improvement action taken against them. We aim to resolve problems and grievances promptly and as close to the source as possible. When necessary, {Business Name} will escalate a grievance to the next higher level of authority for more discussion and resolution, and continue escalating it to the level above until it is resolved. Managers will do their utmost to action grievances objectively, discreetly and promptly. Be aware that grievances that are misconceived, vexatious, and lacking substance may result in disciplinary action being taken against the employee lodging the grievance. Procedure The employee should try to resolve the grievance as close to the source as possible. This can be informal and verbal. At this stage, every possible effort should be made to settle a grievance before the formal grievance process starts. If the matter still can’t be resolved, the process continues and becomes formal. To the formal grievance the complainants must fully describe their grievance in writing, with dates and locations wherever possible and how they have already tried to settle the grievance. The person(s) against whom the grievance/complaint is made should be given the full details of the allegation(s) against them. They should have the opportunity and a reasonable time to respond before the process continues. If the grievance still can’t be resolved, refer the matter to the most senior manager for consideration and a final decision. A grievance taken to this level must be in writing from the employee.
The Lakeview Public School District is seeking a highly qualified educational leader for the position of Greenwood Elementary School Principal. The District is accepting online application materials from interested and qualified candidates. Work Year: 208 Days Salary*: Dependent on experience and education *Principal Contract can be viewed on the District website. Apply Online: Interested applicants must submit a detailed letter of interest, resume, references, transcripts, plus any other supportive materials for consideration by July 15, 2015. Applications can be submitted at Tracy L. Van Peeren, Assistant Superintendent Lakeview Public Schools 27575 Harper Avenue St. Clair Shores, MI 48081 For more information contact: APPLICATION DEADLINE IS JULY 15, 2015 Screening interviews are scheduled on: July 21, 2015 Committee interviews are scheduled on: July 29, 2015 Semi-finalist interviews are scheduled on: July 30, 2015 Administration will perform site visits for finalist(s) August 3, 2015 The Lakeview Community Lakeview Public Schools is one of three school districts serving the city of St. Clair Shores, Michigan. The city is located on the shores of Lake St. Clair just north of Detroit, and is an outstanding residential community, with excellent recreational facilities and a “small town” feel. District Strategic Plan Priority Areas: STUDENT ACHIEVEMENT “Increase student achievement through shared efforts.” LEADERSHIP, CHARACTER & SERVICE “Develop leadership and character through active engagement.” COMMUNICATIONS & ENGAGEMENT “Inform and involve the Lakeview community through purposeful actions.” FACILITIES, EQUIPMENT & MATERIALS “Maximize resources through the implementation of innovative, current and productive practices.” FINANCIAL STABILITY “Optimize resources through execution of fiscally responsible plans” Nondiscrimination and Access to Equal Education Opportunity It is the policy of the Board that no student in this District shall, on the basis of race, color, religion, national origin or ancestry, age, gender, marital status, sexual orientation, disability, height, weight, and/or any other legally protected characteristic, be discriminated against, excluded from participation in, denied the benefits of, or otherwise be subjected to discrimination in its programs and/or activities. Any person believing they have been discriminated against may bring a complaint to the local civil rights coordinator: Assistant Superintendent, 27575 Harper Ave., St Clair Shores MI 48081, 586-445-4000 x 2503
Lucy Tacker 144 Ferrini Road No.14 San Luis Obispo, CA, 93401 503.274.6927 OBJECTIVE Summer Internship position in Human Resources EDUCATION California Polytechnic State University, San Luis Obispo Bachelor of Science: Business Administration, June 2012 Concentration: Managing People and Technology Emphasis: Human Resources Overall GPA: 3.67 Dean’s List- 4 quarters Course Projects Senior Project: Conducting four training session on Labor Relations in a team of 4 members. Compensation Plan: Created a 3-phase compensation plan in a team of 5 members. Mass Transportation Committee Project: Developed a new recruitment strategies in to fill several open vacancies. Computer Skills Microsoft: PowerPoint, Excel, Word, Publisher EXPERIENCE Human Resources Internship February 2011-June 2011 French Hospital, San Luis Obispo, CA Assisted with Staffing Effectiveness Project; researched current information and data, met with hospital directors, and delivered a presentation with correlating information and graphs Gained broad exposure to Human resources function in a healthcare setting Receptionist/ Webmaster May 2009-May 2010 San Luis Obispo Golf and Country Club, San Luis Obispo, CA Designed and created club’s monthly newsletter under specific time constraints Promoted and facilitated monthly club events, up to as many as 6 a month Maintained and updated club’s website Administered daily cash deposits Processed membership dues and prepared for deposit Directly assisted general manager on a variety of administrative tasks Sales Associate April 2007-September 2009 And Accessories, Grass Valley, CA Directly assisted owner in all areas of business Performed authorized managerial duties when owner was off-site Prepared and executed two major sales promotions campaigns Analyzed current customer base and conceptualized channels to increase revenues AFFILIATIONS & AWARDS Human Resource Games participant Human Resource Management Club, Member Society for Human Resources Management, Student Member 2010Outstanding Management Student Award
The Extra Person Information form is displayed. All the available types are displayed. Select the appropriate type to be entered from the displayed list. Click in the Details field. The Edit Person Information form is displayed. Enter all the appropriate information in the fields displayed. Click in the Last Name field. the emergency contact's last name into the Last Name field. Click in the Relationship Type field. Click the Relationship Type LOV button to view more options. The Relationship Type form is displayed. All the available relationship options are displayed. Select the appropriate relationship type from the list. Click the OK button. Enter the relevant relationship start date into the Start Date field. the appropriate address information into the Address field. Click in the Phone Type field. Click the Phone Type LOV button to view more options. The Phone Type form is displayed. Select the appropriate type of phone from the list of available phone types. Click the OK button. Click in the Phone Number field. Enter the appropriate phone number into the Phone Number field. In this example, enter "456-076-2345". Click the OK button. Click the Save button. Click the Close button. This topic covered: - Entering a Person's Extra Information. End of Procedure.
Professional staff reference check form Use this form for conducting reference checks for professional staff via telephone or email exchange. CANDIDATE DETAILS Candidate name Position title REFEREE DETAILS Name Position Organisation Contact no. CONFIRMATION OF EMPLOYMENT Information you provide will be kept on file and may be accessed by the candidate under the Privacy Act. Are you comfortable with this? Yes How long did you work with the candidate? Can you please confirm the candidate’s position during their What was the nature of the working relationship between you and the candidate? Am I able to contact you again should I require any further information regarding the candidate? Yes No REFERENCE QUESTIONS What were the candidate’s key responsibilities in this position? What do you consider to be the candidate’s key strengths? What do you believe motivates the candidate to perform to the best of their ability?
A qualification of N/SVQ3 in Care, or equivalent or the willingness and ability to attain this within five years. Essential Literacy and numeracy at a level to maintain all the appropriate paperwork, write support plans and give budgeting advice. Essential Able to use computer applications such as Word, databases. Essential An understanding of social justice issues such as homelessness, substance misuse. Desirable An understanding of legislation/practice pertaining to the work. Desirable Minimum 6 months experience in a social care environment in a voluntary or paid capacity. Desirable Experience of working with didvantaged people. Desirable Interpersonal understanding – listens and understands expressed feelings; demonstrates concern for others; encourages others to express themselves. Essential Emotional awareness – manages strong emotions and responds constructively; kee own feelings in check; deals with stress. Essential Service user orientation – strives to meet and surpass service users’ expectations; maintains appropriate contact until problem is resolved; makes self available to service users at critical periods; able to advocate on behalf of service users. Essential Flexibility – adapts easily to changes at work; modifies behaviour in response to a situation; sees the merits of differing viewpoints. Essential Initiative – takes responsibility; looks ahead and anticipates what needs to be done. Essential Team working – contributes fully to team work; establishes positive relationshi with the team. Essential Working within Professional Boundaries – Demonstrates Essential
• and certify applicants electronically • Scan paper application materials F. Software Solution Upgrades: Software solution upgrades to purchased features and functionality are required. Upgrades must be automatic and available upon the next login following an upgrade rollout. G. Implementation: Prior to a Purchasing Group member’s implementation of the internet-based employment recruitment software solution, vendor will provide an implementation plan that includes but is not limited to kick off/program meetings, identification of court responsibilities, activities, and follow-on training and support. Completion of each court’s implementation will occur within 90 days of receipt of the court’s order unless otherwise noted in the court’s order. H. Technical Requirements: • Vendor must provide secured access and a controlled environment • Solution must use the most up to date secure authentication solution • Solution must require minimal local information technology (IT) support • Vendor must host the application • Solution must be able compatible with SAP (file exportable into SAP). • Solution must be fully web-based • Vendor must be able to provide all technical support • Data back-up using a, multifaceted disaster recovery model • Web pages must be customizable • Solution must be compatible with multiple browsers • Vendor must provide a separate environment for testing so that live data is not manipulated • Solution must operate on a multi-tiered load balanced architecture and modular design to add a new users and products without interruption I. Customer Support: • Provide call in help desk support Monday through Friday, 7:00 a.m. through 6:00 p.m. Pacific Time • Provide on-line help desk capabilities for logging issues 24/7 • Issue tracking system capabilities
Experience of working with volunteers within the third sector. Desirable Excellent communication skills – both oral and written. Essential Ability to use Microsoft packages including Word and Excel. Essential An interest in working with disadvantaged people and associated issues. Essential A minimum 6 months experience in sector organisation in a voluntary or paid capacity. Desirable Experience of working with didvantaged people Desirable Experience of supporting and motivating others in a work/ voluntary environment. Essential Interpersonal skills – be able to communicate and develop relationships with all other parties, both internal and external to the organisation. Be able to lead and participate in group settings. Flexibility – adapts easily to changes at work; modifies behaviour in response to a situation; able to make the most of available resources which may change at short notice. Initiative – takes responsibility; looks ahead and anticipates what needs to be done; is able to organise and prioritise own work. Essential Team working – contributes fully to team work; establishes positive relationshi with the team. Essential Working within Professional Boundaries – Accountable; seeks and uses professional support; understands the principle of confidentiality. Essential & & & Able to respect the aims and values of our work including a commitment to work with with the most challenging needs to ensure that they have every opportunity to avoid Essential
Request for changes Complete the table below and send to Turah Loudon and Nicole Stewart Item No. Current Page New page Details of changes Documents attached to email Metadata included in document Timeframe Approval Stage 1 Add home based work supporting documents to the website as links in the current published documents (Summary Home Based work the basics and Home Based Work Detailed guide) do not work. Stage 2 (future) Once the supporting documents are published we can update the links in the home based work summary and detailed guide and republish. Application for Home Based Work To Do List Proposal sample Approval Checklist Approval Flowchart Assessment Checklist Equipment and Asset Checklist OSH Risk HBW Worksheet Review Flowchart This has been updated for all the supporting documents
KNOWLEDGE, EXPERIENCE AND SKILLS Essential/ Desirable Assessed of working in the field of community development, sport development or the voluntary sector. E Application/Interview and experience of behaviour change techniques E Application/Interview of community engagement with people of all ages and backgrounds in formal and informal settings. E Application/Interview of working collaboratively to build communities based on defined needs E Application/Interview of asset based community development approaches D Application/Interview of the regional and national plans and strategies relating to physical activity and health. D Application/Interview and experience of monitoring and evaluation procedures. D Application/Interview and experience of analysing local and national data D Application/Interview RELATIONS WITH PEOPLE Experience of developing productive partnerships on shared purpose E Application/Interview Ability to build positive working relationships with individuals and partner organisations across the system including policy makers, community groups and leaders. E Application/Interview Ability to enable others to lead in their setting - connecting and mobilising people and organisations in their network. D Application/Interview
Any other tasks that would be deemed suitable within this role as directed by line manager About you PERSON SPECIFICATION CRITERIA Day QUALIFICATIONS Good general education Essential √ NVQ (or equivalent) in Retail Management Desirable √ EXPERIENCE Demonstrable management experience in an Commercial/retail organisation with significant income and staffing Essential √ √ Experience in managing multi-site retail (or other commercial) operations Desirable √ Experience of managing budgets and achieving targets Essential √ √ Experience of buying/merchandising and effective liaison and negotiation with external suppliers Desirable √ Proven experience of instigating change, preferably of a strategic nature Essential √ √ Demonstrable experience of working effectively on own initiative Essential √ ATTRIBUTES/SKILLS Able to understand working with a complex external organisation Essential √ √ Self-motivated and self-reliant Essential √ Skilled in utilising research and interpreting data Essential √
Referees Please give names and addresses of two referees. One should be your present or most recent employer. Reference 1 – should be current/last employer Name……………………………………………. Position Held………………………………….. Organisation……………………………………. Address…………………………………………. …………………………………………………… Postcode……………………………………… Tel. No. …………………………………………. Capacity in you know referee …………………………………………………… Please tick the box if you do not wish referees to be contacted unless you are offered the post. Reference 2 Name……………………………………………. Position Held………………………………….. Organisation……………………………………. Address…………………………………………. …………………………………………………… Postcode………………………………………. Tel. No. …………………………………………. Capacity in which you know referee …………………………………………………… Please tick the box if you do not wish referees to be contacted unless you are offered the post. Secondary & Further Education Name and address of schools/colleges Dates from and to Subjects Grade (GCSE, A-Level or equivalent Level Attained
16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65 & over Other please specify Do not wish to disclose age SEXUAL ORIENTATION Bisexual Man Bisexual Woman Gay Man Gay Woman/ Lesbian Heterosexual/ Straight Man Heterosexual/ Straight Woman Other please specify Do not wish to disclose my sexuality RELIGION OR BELIEF Agnostic Atheist Bahai Buddhist Christian Jewish Muslim Not Religious Other Please specify Pagan Sikh Do not wish to disclose my religious beliefs DISABILITY The Equality Act 2010 defines a disability as a "physical or mental impairment has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities". An effect is long-term if it has lasted, or is likely to last, more than 12 months. Do you consider that you have a disability under the Equality Act (please tick)? Yes No Used to have a disability but now recovered Don’t know Prefer not to say How did you find out about this post? Please state the source of any advertisement.
3.0 TIMELINE FOR THIS RFP The AOC has developed the following list of key events related to this RFP. All dates are subject to change at the discretion of the AOC. DATE RFP issued: January 23, 2013 Deadline for questions to February, 21, 2013 1:00 PM Pacific Time Questions and answers posted February 25, 2013 Latest date and time proposal may be submitted March 12, 2013 1:00 PM, Pacific Time Evaluation of proposals (estimate only) March 12 – March 28, 2013 Oral Presentations 2 - April 5, 2013 Notice of Intent to (estimate only) 12, 2013 Negotiations and execution of contract (estimate only) April 19, 2013 Notice of (estimate only) 26, 2013 Contract start date (estimate only) No later than May 1, 2013 Contract end date (estimate only) April 30, 2015 4.0 RFP ATTACHMENTS The following attachments are included as part of this RFP: ATTACHMENT DESCRIPTION Trial
Provide sample reports, preferably including the factors identified in Section 2.1 (i) through (xi), that include workers’ compensation metrics and analyses of claims data that demonstrate the Proposer’s ability to evaluate the risk and successes of a state-wide workers’ compensation self-insured public program. f. Third Party Claims Administration (TPA) Oversight Provide sample audit reports that demonstrate the Proposer’s ability and process for auditing a TPA for technical and managed care administration of a program, as indicated in Section 2.2 (d), (e), (f), (g), (h). Provide a sample project plan for the closure of identified claims, including relevant risk analyses and strategies for closure or positioning for resolution, as indicated in Section 2.2 (j). g. Training Provide samples of workers’ compensation trainings (including relevant documentation and materials) that demonstrate the Proposer’s ability to provide training via a cost-effective delivery method for a state-wide program. h. Actuarial and Cost Allocation Services Provide sample actuarial reports that demonstrate the Proposer’s ability to provide analyses and projections for the purpose of evaluating losses and ALAE of a state-wide workers’ multi-member workers’ compensation public program. Samples will not be returned and shall become part of the procurement record. Proposers; should redact any proprietary or confidential information, if necessary i. Acceptance of the Terms and Conditions i. On Attachment 3, the Proposer must either indicate acceptance of the Terms and Conditions or clearly identify exceptions to the Terms and Conditions. An “exception” includes any addition, deletion, qualification, limitation, or other change. ii. If exceptions are identified, the Proposer must also submit a red-lined version of the Terms and Conditions that clearly tracks proposed changes, and a written explanation or rationale for each exception and/or proposed change. j. Certifications, Attachments, and other requirements. i. Proposer must include the following certification in its proposal: Proposer certifies it has no interest that constitute a conflict of interest under California Public Contract Code sections 10365.5, 10410 or 10411; Government Code sections 1090 et seq. or 87100 et
Has the Colleague met the corporate trigger points in the last rolling 12 month period? (Please indicate Stage and Long or Short Term Sickness) Stage 1 – STS - 3 occasions or 10 cumulative days absence LTS - 4 weeks absence Stage 2 – STS - 2 occasions or 7 cumulative days LTS - 3 months absence Stage 3 – STS - 2 occasions or 7 cumulative days LTS - 5 months absence Stage 4 – STS - 2 occasions or 7 cumulative LTS - 7 months absence Has there been a pattern of absence causing concern eg every Friday/Monday or certain times of the year? Yes If yes, consider a referral to Health No Has the Colleague been made aware of future actions in accordance with the Mersey Care NHS Foundation Trust’s Supporting Attendance policy if they are absent again in the near future? Yes No Is a referral to Occupational Health required? If yes, please complete the relevant referral Form and send it to Occupational Health Yes No Has a Wellbeing Assessment been offered? Yes No Details of support offered to Colleague (actions agreed, including timescales). No additional support required at present I understand that this information will be used for the purposes of recording and monitoring sickness absence and may be shared with Occupational Health; Human Resources and my Line Managers Signed Colleague Date Signed Manager Date
Appointment details (continued) Last Name (Surname) First Name/s If permanent academic, is person academic teacher only? Employment Yes No Full-time Part-time If part-time, hours per week If part-time, days per week Mon Tues Wed Thurs Fri If ad hoc or paid-on-claim, rate per hour If ad hoc, hours worked R Notes If UCT is no longer the person’s sole employer they MUST complete the relevant section on the Personal details form (). The department is responsible for issuing and attaching appointment letters for ad hoc or appointments (see templates under HR100 on the ). The Appointments Office will issue appointment letters for T1, T2 and permanent appointments. Payment details For appointments of one year or more Annual Cost of Employment (COE) R Amount to be transferred to fee account (if applicable) Student number R For appointments of less than one year (If ad hoc) Total ad hoc amount (If T1) Monthly amount R R Amount to be transferred to fee account (if applicable) Student number R Additional information Please request appropriate checks (qualification and criminal checks for permanent and T2 routinely done) Qualification verification Criminal checks Yes No Yes No Will person handle UCT finances? (credit checks will be completed) Does this position require a pre-employment medical? Yes No Yes No If not South African, select person’s valid permit type Work permit Permanent residence permit Study permit Refugee permit Source of funding GOB Outside funding (e.g. URC, WRC) Special funding (e.g. UCT EE, Carnegie, Mellon) Any special requirements in offer? Induction Facilitator (unless ad hoc or paid-on-claim) Race / ethnic origin Other race (only applicable if NOT a South African citizen) African Coloured Indian Gender Form completed by Female Male Approval of appointment detail and funding by delegated authorities Print name Signature Contact number Date Administrator / Fund holder Head of Department Area Finance Manager Dean / Executive Director VC / DVC (for academic appointments or academic appointments without advertisement) Exec Director HR (for PASS appointments or PASS appointments without advertisement)