Student employability Sample Clauses

Student employability. Most of our students will have an opportunity to gain work-related experience. The number and profile of our region’s employers, many of which are small or micro business, affects the availability and take-up of these opportunities. The geography of our region and work and family commitments can also make engaging with these opportunities difficult for our students. We also want our students to be global citizens. We believe that this enhances their employability and enriches their lives. There are already many international dimensions to the university in research, learning and teaching and knowledge exchange, including opportunities in some programme for international work placement. We want to build on these, to embed internationalisation more generally across the university partnership. A cross-region FE group has developed a regional strategy to offer meaningful work experience for all students. The group will be seeking to build into the strategy a partnership approach to on-course work experience and post-course success by linking with initiatives such as Community Jobs Scotland, the Employability Fund and Scotland’s Employers’ Recruitment Incentive. The implementation of this strategy will complement the regional Essential Skills policy work through which student employability skills, amongst others, will be developed. The region performs well in terms of post-course destination with 94.8% of full-time FE leavers in a positive destination 3-6 months after qualifying, compared to 95% nationally (College Leavers Destination survey 2016/17). Of these, 69% go on to further study. The partnership is committed to further improvement. Some partners for instance, are working to embed career development skills in full time provision. These developments will be evaluated and will inform regional approaches to the development of employability skills in subsequent years. A strand of the Scottish Governments Learner Journey Review is improved access to careers guidance and preparing students for successful long-term careers. The university’s careers and employability centre has been reviewing how they engage with students and promote contemporary messages that challenge them to take action with their career development. Key messages have been developed around careers development as an opportunity to look optimistically and creatively at the future and not as a problem to be solved, focusing on developing resilience and importance of building networks. The centr...
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Student employability for improved chances of integration into an internationalised, changing and knowledge-based labour market (▇▇▇▇▇▇ ▇▇▇▇▇▇▇, University of Eastern Finland, FI)
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Student employability. Working in partnership with University staff, industry and community, we will design and deliver activities and experiences that support the development of knowledge, professional skills and personal capabilities that will enhance a student’s lifelong professional success.
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Student employability. To support student employability and success on completion of their programme the University has invested heavily in providing a wide range of work based learning and other opportunities to enable students to gain the experience and develop the key skills they will need for the future. Additional targeted activities are being and will continue to be funded through the Access Agreement
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Student employability. Given the strategic and reputational importance of graduate employability to the university, the university uses the HESA performance indicator of the percentage of all full-time, first degree UK domiciled students in full-time employment or further study six months after graduation as its KPI. The target that has been set is that by 2018/19 the university will maintain its current high performance in both the Scottish and UK rankings of universities as reported on ▇▇▇▇▇. The university stands at top of the Scottish and UK institutions (excluding private and some specialist institutions within the UK). It is estimated that this equates to a figure of at least 97% over the period of the Outcome Agreement. The published results of the 2013/14 DLHE return confirmed that 97.2% of RGU graduates in 2013/14 are in employment and/or further study. This figure represents a small downward fluctuation of 0.5% from the 2012/13 figure of 97.7%, which equates to 6 more individuals being out of further study or work. The university has retained its position of being top in Scotland for this measure and it also continues to be the top performing non-specialist publicly funded institution in the UK. It is recognised that the change in the regional economy and the long term challenges that face the oil and gas sector in the UK Continental Shelf may result in significant challenges for graduates from many courses to achieve employment, since the local oil and gas sector has been a major source of employment for our graduates (see Aim 3, NPM 9 above). Early warning mechanisms used during 2014/15 such as cancelled placements and reported job losses within the oil and gas sector indicated that the availability of local employment in that sector is already reducing. This is reflected in the inclusion of Employability in the High Level Risk Register for 2015/16 and may mean that future targets are ambitious, though no changes will be made until the outcome of DLHE for academic year 2014/15 is known (August 2016). Performance 2011/12 – 2013/14 and targets2014/15 – 2017/18 Academic session Performance Targets 2011/12 2012/13 2013/14 2014/15 2015/16 2016/17 2017/18 HESA Employability PI 97.1% 97.7% 97.2% 97% 97% 97% 97%
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Student employability. The proportion of students in graduate level employment or further study has increased from 58% to 60% over recent years, but this remains a priority area for improvement, which is reflected in the milestones accompanying the Access Agreement.
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Related to Student employability

  • Student Employees A student employee is an employee who is hired for short-term work which is not ongoing. He/she is normally in the process of completing his/her post-graduate studies and is expected to return to his/her studies after an agreed employment period. The employee's benefits and working conditions are as per Article 34 (Temporary Employees).

  • Permanent Employees The allocations outlined in paragraphs b) and c) above will be provided on the first day of each fiscal year, or the first day of employment, subject to the exceptions below: Where a permanent Employee is accessing sick leave and/or the short-term disability plan in a fiscal year and the absence continues into the following fiscal year for the same medical condition, the permanent Employee will continue to access any unused sick leave days or short-term disability days from the previous fiscal year’s allocation. A new allocation will not be provided to the permanent Employee until s/he has returned to work and completed eleven (11) consecutive working days at their regular working hours. The permanent Employee’s new sick leave allocation will be eleven (11) days at 100% wages. The permanent Employee will also be allocated one hundred and twenty (120) short term disability days payable at ninety percent (90%) of regular salary reduced by any paid sick days already taken in the current fiscal year. If a permanent Employee is absent on his/her last regularly scheduled work day and the first regularly scheduled work day of the following year for unrelated reasons, the allocation outlined above will be provided on the first day of the fiscal year, provided the employee submits medical documentation to support the absence, in accordance with paragraph (h).

  • Permanent Employee Permanent employee" shall mean any employee who has successfully completed probation and who is employed a minimum of twenty (20) hours per week from year to year. An employee who has achieved permanent status shall not lose that status merely by virtue of filling another position on a temporary basis.

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.