FLEXIBILITY AND ADAPTABILITY Sample Clauses

FLEXIBILITY AND ADAPTABILITY. Maintains high quality performance; demonstrates ability to adjust to changing job situations and challenges in a cooperative and flexible manner.
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FLEXIBILITY AND ADAPTABILITY. [ ] EXCEEDS STANDARDS [ ] MEETS STANDARDS [ ] NEEDS IMPROVEMENT [ ] UNSATISFACTORY Adapts to new or changing situations with a positive approach. Looks for ways to improve situations and procedures. Works well under pressure. Generally adapts to new or changing situations with a generally positive approach. Generally works well under pressure. Is reluctant to adjust to new or changing situations. Sometimes does not work well under pressure. Resists new or changing situations and is generally negative towards change. Frequently does not work well under pressure. COMMENTS: SPECIFIC RECOMMENDATIONS:
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FLEXIBILITY AND ADAPTABILITY. To survive in a comparatively unpredictable, rapidly changing industry with a diverse range of stakeholders, we need to be willing to change, and responsive to change.
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FLEXIBILITY AND ADAPTABILITY. While adhering to the overall project timeline, the PM will remain flexible to accommodate changes necessitated by evolving requirements or external factors, ensuring that project milestones are met without compromising quality. By integrating these strategies into the project implementation plan, the MVS360 Project Manager will effectively manage both budgetary and schedule aspects, ensuring the successful delivery of the application within the predefined constraints. Guidance is a key aspect of the MVS360 Project Manager's role during implementation. Our client’s will be guided through every step of the process, in close collaboration with both the business and IT departments. This collaborative approach ensures that the implementation not only meets the business needs but also complies with security and other relevant standards. We shall • Backlog Management and Prioritization: o Participate in project Scrum Team backlog grooming sessions. o Provide program-level guidance for prioritization of requirements. o Audit project backlogs against program and project requirements. o In the Delivery schedule, provide a breakdown of features and time required for development and delivery for each Sprint. • Reporting and Monitoring: o Report regularly on progress toward completion of the requirements backlog. o Report regularly on the results of retrospectives. o Monitor implementation and testing schedules and report on status. o Review project quality assurance and quality control artifacts. o Review project costs and report status. o Monitor testing activities. o Provide weekly progress reports to the Agency Contract Manager. o Conduct weekly status meetings with the Agency, presenting work performed and to be performed, and identifying any problems encountered. • Change Management and Risk Mitigation: o Participating in Change Control Boards (CCBs). o Contributes to the identification of project risks. o Escalate unmitigated risks as issues to program and portfolio levels. o Maintain the program and portfolio risk and issue logs. • Compliance and Security: o Ensure proper use of enterprise services and design patterns. o Monitor and provide input into the systems security authentication and accreditation (A&A) processes. As proactive members of project Scrum Teams, our responsibilities span across various domains crucial for project success. We facilitate effective backlog management, provide guidance for prioritization, and ensure alignment with program and p...
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FLEXIBILITY AND ADAPTABILITY. Future commercial lease agreements may trend towards greater flexibility to accommodate changing business needs. This could involve shorter lease terms, options for subleasing, or provisions for temporary space adjustments. Disputes may arise over the interpretation of flexible clauses, such as rights to modify the leased premises or the process for subleasing.
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FLEXIBILITY AND ADAPTABILITY a) How easily can the model be adapted to the present organisational system in the vocational area and to the current standards for learner assessment? b) Can the model be well adapted to a variety of vocational areas? c) How easily can the model be combined with other models? d) To what extent is the model adaptable to cultural expectations for learner and teacher behaviour?
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FLEXIBILITY AND ADAPTABILITY. Learns new tasks and assignments willingly. Handles situations appropriately as they arise, even under stress. ☐ ☐ ☐ ☐
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Related to FLEXIBILITY AND ADAPTABILITY

  • Experience, Financial Capability and Suitability Subscriber is: (i) sophisticated in financial matters and is able to evaluate the risks and benefits of the investment in the Shares and (ii) able to bear the economic risk of its investment in the Shares for an indefinite period of time because the Shares have not been registered under the Securities Act (as defined below) and therefore cannot be sold unless subsequently registered under the Securities Act or an exemption from such registration is available. Subscriber is capable of evaluating the merits and risks of its investment in the Company and has the capacity to protect its own interests. Subscriber must bear the economic risk of this investment until the Shares are sold pursuant to: (i) an effective registration statement under the Securities Act or (ii) an exemption from registration available with respect to such sale. Subscriber is able to bear the economic risks of an investment in the Shares and to afford a complete loss of Subscriber’s investment in the Shares.

  • Flexibility 6.1 An Employer and an Employee covered by this Agreement may agree to make an individual flexibility arrangement to vary the effect of terms of the Agreement if: (a) the Agreement deals with one or more of the following matters: (i) overtime rates; (ii) penalty rates; (iii) arrangements about when work is performed; (iv) allowances; and (v) leave loading. (b) the arrangement meets the genuine needs of the Employer and Employee in relation to one or more of the matters mentioned in paragraph (a); and (c) the arrangement is genuinely agreed to by the Employer and Employee. 6.2 The Employer must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Act; and (b) are not unlawful terms under section 194 of the Act; and (c) result in the Employee being better off overall than the Employee would be if no arrangement was made. 6.3 The Employer must ensure that the individual flexibility arrangement: (a) is in writing; and (b) includes the name of the Employer and Employee; and (c) is signed by the Employer and Employee and if the Employee is under 18 years of age, signed by a parent or guardian of the Employee; and (d) includes details of: (i) the terms of the Agreement that will be varied by the arrangement; and (ii) how the arrangement will vary the effect of the terms; and (iii) how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement; and (e) states the day on which the arrangement commences. 6.4 The Employer must give the Employee a copy of the individual flexibility arrangement within 14 days after it is agreed to. 6.5 The Employer or the Employee may terminate the individual flexibility arrangement: (a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if the Employer and Employee agree in writing — at any time.

  • WORKPLACE FLEXIBILITY The employer must ensure that any Individual Flexibility Agreement (IFA) is genuinely agreed to by the employer and the employee and result in the employee being better off overall at the time the IFA is made than the employee would have been if no IFA had been agreed to. 8.1 Notwithstanding any other provision of the Agreement, the employer and an individual employee may agree to vary the application of certain terms of the Agreement to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary are the application of those permitted under Section 172 of the FW Act, and relates only to:- 8.1.1 arrangements for when work is performed; 8.1.2 salary sacrifice arrangements; 8.1.3 reduction in ordinary hours; and 8.1.4 are not unlawful terms under Section 194 of the FW Act. 8.2 The employer and the individual employee must have genuinely made the IFA without coercion or duress. An IFA can only be entered into after the individual employee has commenced employment with the employer. 8.3 The IFA between the employer and the individual employee must: 8.3.1 be confined to a variation in the application of one or more of the terms listed in Clause 8.1; and 8.4 The IFA between the employer and the individual employee must also: 8.4.1 be in writing, name the parties to the IFA and be signed by the employer and the individual employee and, if the employee is under eighteen (18) years of age, the employee’s parent or guardian; 8.4.2 state each term of the Agreement that the employer and the individual employee have agreed to vary; 8.4.3 detail how the application of each term has been varied by agreement between the employer and the individual employee;

  • Agreement Flexibility 8.1 An employer and employee covered by this enterprise agreement may agree to make an individual flexibility arrangement to vary the effect of terms of the agreement if: (a) the agreement deals with 1 or more of the following matters: (i) arrangements about when work is performed; (ii) overtime rates; (iii) penalty rates; (iv) allowances; (v) leave loading; and (b) the arrangement meets the genuine needs of the employer and employee in relation to 1 or more of the matters mentioned in paragraph (a); and (c) the arrangement is genuinely agreed to by the employer and employee. 8.2 The employer must ensure that the terms of the individual flexibility arrangement: (a) are about permitted matters under section 172 of the Fair Work Act 2009; and (b) are not unlawful terms under section 194 of the Fair Work Act 2009; and (c) result in the employee being better off overall than the employee would be if no arrangement was made. 8.3 The employer must ensure that the individual flexibility arrangement: (a) is in writing; and (b) includes the name of the employer and employee; and (c) is signed by the employer and employee and if the employee is under 18 years of age, signed by a parent or guardian of the employee; and (d) includes details of: (i) the terms of the enterprise agreement that will be varied by the arrangement; and (ii) how the arrangement will vary the effect of the terms; and (iii) how the employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement; and (e) states the day on which the arrangement commences. 8.4 The employer must give the employee a copy of the individual flexibility arrangement within 14 days after it is agreed to. 8.5 The employer or employee may terminate the individual flexibility arrangement: (a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if the employer and employee agree in writing—at any time.

  • INDIVIDUAL FLEXIBILITY AGREEMENTS 29.1 Where the Employer wants to enter into a variation agreement it must provide a written proposal to the Employee and the Union. Where the Employee’s understanding of written English is limited, the Employer must take measures, including translation into an appropriate language, to ensure the Employee understands the proposal. 29.2 The Employer must ensure that any variation agreement is genuinely agreed to by the Employer, the Union and the Employee and that the terms of the variation agreement: (a) are about permitted matters under section 172 of the FW Act; and (b) Relates only to: (i) Salary sacrifice agreements (ii) Increase in annual leave accrual each year (iii) Increase in rate of accrual of Rostered days off (iv) Increase in wages (v) Increase in training leave (Union or otherwise) (c) are not unlawful terms under section 194 of the FW Act; and (d) result in the Employee being better off overall than the Employee would be if no arrangement (variation agreement) was made. 29.3 The Employer must also ensure that any such variation agreement is: (a) Agreed to by the Union (b) in writing (including details of the terms that will be varied, how the variation agreement will vary the effect of the Enterprise Agreement terms, how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement, and the day on which the arrangement commences) (c) includes the name of the Employer and Employee (d) signed by the Employer and the Employee, and if the Employee is under 18, by a parent or guardian of the Employee (e) provided to the Employee within 14 days after it is agreed to: and