Awarding of Coordinator Positions Clause Samples

The 'Awarding of Coordinator Positions' clause defines the process and criteria for selecting individuals to serve as coordinators within an organization or project. Typically, this clause outlines the qualifications required, the method of application or nomination, and the decision-making authority responsible for appointments. For example, it may specify that coordinators are chosen based on experience or through a voting process among members. The core function of this clause is to ensure a transparent and fair method for filling key organizational roles, thereby promoting effective management and reducing disputes over appointments.
Awarding of Coordinator Positions. In order to be able to objectively evaluate those candidates applying for a coordinator posting, the Company shall, in consultation with the Union, develop a proficiency test that would benchmark ability levels necessary for those areas. These tests will be set up according to the criteria of each area and Employees posting into those areas need only to pass the benchmark level to qualify for said areas. Once an Employee passes the benchmark level then the Employee with the most classification seniority will be awarded the position. All Employees who have successfully passed the benchmark shall be deemed to be qualified for a period of six (6) months and shall not have to repeat the proficiency test, should additional Coordinator positions be posted within that period. Where a coordinator applies for a coordinator position within the same classification he or she shall not be required to undergo the proficiency test for qualification. Where a coordinator applies for a coordinator position outside of their classification they will be required to demonstrate qualification by successfully passing the benchmark.
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Awarding of Coordinator Positions. In order to be able to objectively evaluate those candidates applying for a coordinator posting, the Company shall, in consultation with the Union, develop a proficiency test that would benchmark ability levels necessary for those areas. These tests will be set up according to the criteria of each area and employees posting into those areas need only to pass the benchmark level to qualify for said areas. Once an employee passes the benchmark level then the employee with the most classification seniority will be awarded the position.
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Awarding of Coordinator Positions. To be eligible to apply for a coordinator position applicants must have a clear disciplinary record and have a minimum of 1 year in a relevant Unifor position or relevant previous work experience. Where a staffing competition is held to fill a Coordinator Position, Unifor Members will be given first priority over non-Unifor candidates where they are rated equal. Where one or more Unifor candidates are rated equal the most senior applicant would be awarded the position. Upon request, the Company shall provide Unifor with copies of the applicable evaluation data and disciplinary record. Where the same Position becomes vacant within fifteen (15) days of it being filled, the Company reserves the right to forego re-posting and may make a hiring selection from the applications obtained in the original staffing competition. The Company shall have sixty (60) days from the closing date of the posting of the Position in which to exercise the provision of this clause.
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Related to Awarding of Coordinator Positions

  • Service Coordinators Each Party has designated an employee or title as the key contact for the day-to-day implementation or monitoring of each Service as specified in the applicable Transition Service Schedule (each, a “Service Coordinator”). The Parties shall direct communications relating to specific Services to the applicable Service Coordinators. The Service Coordinators shall report to the Transition Committee from time to time, as directed by the members of the Transition Committee designated by the applicable Party.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Project Steering Committee 1. For a sound implementation and management of the project, a steering committee shall be set up in line with provisions of the programme manual. 2. The steering committee is the decision-making body of the project and it shall be composed by representatives of the LP and all PPs duly authorised to represent the respective LP and PP institutions. It shall be chaired by the LP and it shall meet on a regular basis. Associated partners shall be invited to take part in the steering committee in an advisory capacity. External key stakeholders may also be invited to take part to one or more meetings in an observer/advisory capacity. 3. The steering committee shall at least: a. be responsible for monitoring and validating the implementation of the project and the achievement of the planned results as in the approved application form; b. perform the financial monitoring of the project implementation and to decide on any budget modifications as in § 11 of this agreement; c. monitor and manage deviations of the project implementation; d. decide on project modifications (e.g. partnership, budget, activities, and duration) if needed; e. be responsible for the settlement of any disputes within the partnership (as stipulated in § 22 of this agreement). 4. Further aspects, including the creation of sub-groups or task forces, may be set out in the rules of procedure of the steering committee.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.