Progress in Recruitment Clause Samples

Progress in Recruitment. THE UNIVERSITY SUSTAINS A STRONG TRACK RECORD IN RECRUITING UNDER-REPRESENTED STUDENTS. • OUR PROPORTION OF YOUNG FULL-TIME FIRST DEGREE STUDENTS FROM STATE SCHOOLS HAS REMAINED WELL ABOVE LOCATION-ADJUSTED BENCHMARK. IN 2014-15 96.1% OF ENTRANTS CAME FROM STATE SCHOOLS, WELL ABOVE OUR LOCATION-ADJUSTED BENCHMARK OF 93.8%. • RECRUITMENT OF YOUNG FULL-TIME FIRST DEGREE STUDENTS FROM LOW PARTICIPATION NEIGHBOURHOODS IN 2014-15 WAS 11.6% (LOCATION-ADJUSTED BENCHMARK 11.7%) • RECRUITMENT OF YOUNG FULL-TIME FIRST DEGREE STUDENTS FROM NS-SEC 4-7 IN 2014-15 WAS 30.4%. THIS SLIPPED A LITTLE BELOW BENCHMARK, THOUGH REMAINS HIGHER THAN 5 YEARS AGO, WHEN IT WAS 29.9%. AS HESA WILL NOT BE PUBLISHING NS-SEC DATA AFTER 2016 WE ARE DISCONTINUING USE OF THIS MEASURE • OUR PROPORTION OF MATURE FIRST DEGREE ENTRANTS WITH NO PREVIOUS HE EXPERIENCE, AND FROM LOW PARTICIPATION NEIGHBOURHOODS, ROSE FROM 18.1% IN 2013- 14 TO 23.3% IN 2014-15 (SIGNIFICANTLY ABOVE LOCATION-ADJUSTED BENCHMARK OF 16.8%) • RECRUITMENT OF FULL-TIME UNDERGRADUATES IN RECEIPT OF DSA CONTINUES TO BE EXCEPTIONALLY STRONG, WITH RECRUITMENT AT 13.0% IN 2014-15 (BENCHMARK 7.2%) • ALTHOUGH THE PROPORTION OF BME STUDENTS IS SMALL (8.6%), THE ACTUAL NUMBER OF UK- DOMICILE BME FIRST DEGREE STUDENTS EACH YEAR HAS RISEN FROM 276 IN 2009-10 TO 611 IN 2014-15 (121% INCREASE). WE ARE WORKING TOWARDS THE NATIONAL CHALLENGE OF RECRUITING MORE BME STUDENTS TO TEACHER TRAINING PROGRAMMES AND OUR INTAKE OF BME TEACHER TRAINING STUDENTS HAS RISEN FROM 5 IN 2012-13 TO 18 IN 2015-16 • OUR PROPORTION OF MALE AND FEMALE STUDENTS REMAINS CONSISTENT YEAR ON YEAR. IN 2014/15 33.2% OF UK-DOMICILE FIRST DEGREE STUDENTS WERE MALE. THE PROPORTION OF MALES IS SKEWED BY RECRUITMENT TO INITIAL TEACHER TRAINING FOR PRIMARY EDUCATION. ALONG WITH THE REST OF THE SECTOR WE AIM TO INCREASE THE INTAKE OF MALE STUDENTS TO INITIAL TEACHER TRAINING, WHICH HAS REMAINED BETWEEN 58 AND 69 PER YEAR FOR THE PAST 5 YEARS
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Progress in Recruitment. The University sustains a strong track record in recruiting under-represented students. • Our proportion of young full-time first degree students from state schools has remained well above location-adjusted benchmark. In 2015-16 95.9% of entrants came from state schools, well above our location-adjusted benchmark of 91.5%. • Recruitment of young full-time first degree students from low participation neighbourhoods in 2015-16 was 12.2% (location-adjusted benchmark 11.9%) • Recruitment of young full-time first degree students from NS-SEC 4-7 in 2015-16 was 30.8%. • Our proportion of mature full-time first degree entrants with no previous HE experience, and from low participation neighbourhoods, fell to 14.3% in 2015-16 from 23.3% in 2014-15. However, this is still in excess of the location-adjusted benchmark (12.9%). • Recruitment of full-time undergraduates in receipt of DSA continues to exceed benchmark (12.6% in 2015-16 compared to a benchmark figure of 7.1%). • Although the proportion of BME students is small (8.6%), the actual number of UK- domicile BME first degree students each year has risen from 276 in 2009-10 to 670 in 2015-16 (143% increase). We are working towards the national challenge of recruiting more BME students to teacher training programmes and our intake of BME teacher training students has risen from 5 in 2012-13 to 18 in 2015-16. • Our proportion of male and female students remains consistent year on year. In 2015-16, 33.6% of UK-domicile first degree students were male. The proportion of males is skewed by recruitment to initial teacher training for primary education. Along with the rest of the sector we aim to increase the intake of male students to initial teacher training, which stands at 14% for 2015-16.
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Related to Progress in Recruitment

  • Non-Recruitment The Executive agrees that the Company has invested substantial time and effort in assembling its present workforce. Accordingly, the Executive covenants and agrees that during the Term and the Post-Termination Period, he shall not, directly or indirectly through any other person or entity, solicit, induce or influence (other than pursuant to general, non-targeted public media advertisements), or attempt to solicit, induce or influence, any employee of the Company to leave his or her employment.

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived. a. The contractor will, unless precluded by a valid bargaining agreement, conduct systematic and direct recruitment through public and private employee referral sources likely to yield qualified minorities and women. To meet this requirement, the contractor will identify sources of potential minority group employees, and establish with such identified sources procedures whereby minority and women applicants may be referred to the contractor for employment consideration. b. In the event the contractor has a valid bargaining agreement providing for exclusive hiring hall referrals, the contractor is expected to observe the provisions of that agreement to the extent that the system meets the contractor's compliance with EEO contract provisions. Where implementation of such an agreement has the effect of discriminating against minorities or women, or obligates the contractor to do the same, such implementation violates Federal nondiscrimination provisions. c. The contractor will encourage its present employees to refer minorities and women as applicants for employment. Information and procedures with regard to referring such applicants will be discussed with employees.

  • Periodic Recruitment The State reserves the right to add new Contractors during the term of the Centralized Contract via periodic recruitment. OGS will formally announce when the periodic recruitment Solicitation is issued. It is at the discretion of OGS when a future periodic recruitment shall commence. A periodic recruitment will be publicly announced through all standard means including, but not limited to: the NYS Contract Reporter; and OGS website. All OGS Centralized Contracts awarded under the Periodic Recruitment will commence upon OGS approval. All Contracts will co-terminate on the then current end date of the Centralized Contract or at the end of any approved extension or renewal period

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Recruitment and Retention Avenal, Ironwood, Calipatria, and Chuckawalla Valley Prisons A. Effective July 1, 1998, employees who are employed at Avenal, Ironwood, Calipatria, or Chuckawalla Valley State Prisons, Department of Corrections, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,400, payable thirty (30) days following the completion of every twelve (12) consecutive qualifying pay periods. B. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at Avenal, Ironwood, Calipatria, or Chuckawalla Valley State Prisons, there will be no pro rata payment for those months at either facility. C. If the department mandatorily transfers an employee, he/she shall be eligible for a pro rata share for those months served. D. If an employee promotes to a different facility or department other than Avenal, Ironwood, Calipatria, or Chuckawalla Valley State Prisons prior to completion of the twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the department will be entitled to a pro rata share of the existing retention bonus. E. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods. F. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions. G. Employees on IDL shall continue to receive this stipend. H. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution and then takes six (6) months' maternity leave the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of $2,400. I. It is understood by the Union that the decision to implement or not implement annual recruitment and retention payments or to withdraw authorization for such payments, and the amount of such payments rests solely with the State and that decision is not grievable or arbitrable.