Management Strategies and Process Clause Samples

Management Strategies and Process. The ATS re-platform project will follow the Vendor’s iterative process. This approach allows various the Vendor and County subject matter experts to work together in a highly collaborative manner. The project begins with the Assessment phase. The Vendor will follow its Advise–Transform–Manage Framework. A key part of Vendor’s Advise component is the three-step Assessment Process shown in Figure 9. This up-front activity will deliver important insights and decisions about the go-forward plan. From a Governance perspective, Vendor strongly recommends that Vendor progress through this Assessment work and solidify our joint approach to CA-IDEAL to Java programming, database migration, and all the other ATS re-platform modernization requirements.  Modernized, agile-like environment where IT and the functional areas work together  Total cost of ownership (TCO) is lowered to enable the County to accomplish the mission with ATS more efficiently based on discovered insights. The Vendor’s Assessment phase will deliver the following benefits to the County:  Realize the scope, scale, and all Critical Success Factors  Align mission objectives with IT services  Identify quick wins  Identify potential roadblocks  Gain joint perspective on strategic and tactical priorities  Attain stakeholder buy-in  Leverage best practices  Build preliminary ATS re-platform road map The most valued outcomes of the Assessment phase are the activities and procedures for IT Governance of the ATS re-platform project. These outcomes will include the following:  Memorandums of Understanding for Vendor’s services including roles and responsibilities of the Vendor and County Project Managers.  The requirement to capture actual work time as well as comparison of this information with the baseline project plan including related forecast activity and assigned resource work-hour estimates to complete, target dates, and individual and overall deliverable progress.  A single evaluation criterion for the overall ATS re-platform success, and an objective way to evaluate progress, issues, proposed resolutions, and changes to the original baseline objectives.  Standardized, effective, and efficient root cause analysis work session technique to share information about a particular problem along with a transparent way to resolve each issue via a high-performance project team that is thoroughly trained in this IT Governance activity to keep the ATS re-platform project on track.  An active way ...

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  • Clinical Management for Behavioral Health Services (CMBHS) System 1. request access to CMBHS via the CMBHS Helpline at (▇▇▇) ▇▇▇-▇▇▇▇. 2. use the CMBHS time frames specified by System Agency. 3. use System Agency-specified functionality of the CMBHS in its entirety. 4. submit all bills and reports to System Agency through the CMBHS, unless otherwise instructed.

  • Program Management 1.1.01 Implement and operate an Immunization Program as a Responsible Entity 1.1.02 Identify at least one individual to act as the program contact in the following areas: 1. Immunization Program Manager;

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • Project Development a. Collaborate with COUNTY and project clients to identify requirements and develop a project Scope Statement. a. Develop a Work Breakdown Structure (WBS) for each project. b. Evaluate Scope Statement to develop a preliminary cost estimate and determinate whether project be vendor bid or be executed under a Job Order Contract (JOC).