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Immediate Supervisor 4.4 An immediate supervisor shall be assigned to each staff member at the beginning of the performance cycle. (...) Reviewer 4.5 The reviewer, who shall be the immediate supervisor’s supervisor or equivalent, shall be responsible for: (a) Ensuring that the immediate supervisor understands and applies the performance appraisal system principles and procedures articulated in the present Administrative Instruction; (b) Holding the immediate supervisor accountable for developing, together with the staff member, performance objectives with fair and consistent performance expectations and ensuring linkages between priorities of work units as per each Organ’s structure and individual performance plans; (c) Holding the immediate supervisor accountable for the timely appraisal of the staff member’s performance; (d) Evaluating the immediate supervisor’s ability to manage the performance of his/her supervisees; (e) Resolving disagreements between the staff member and the immediate supervisor or between successive supervisors in the implementation of the performance appraisal system; and (f) Overseeing the establishment and implementation of a performance improvement 6 plan in case of underperformance, as provided for in section 8 of the present Administrative Instruction. 4.6 The reviewer is additionally encouraged to provide ongoing feedback to the immediate supervisor and to the staff member and to participate in performance conversations and end-of-year evaluation, where applicable. 4.7 The reviewer also has the broader responsibility of ensuring that the performance appraisal system is consistently and fairly applied across work units by all immediate supervisors who report to him/her. (...) The staff member shall be provided with the opportunity to include his/her own comments and ask for additional clarification. 11 7.3 To reflect a fuller range of performance, feedback from additional supervisors, such as former supervisors or other supervisors for whom the staff member actually performed work during the same cycle, shall be taken into account by the immediate supervisor, as applicable. 7.4 The staff member, the immediate supervisor and the reviewer shall sign the electronic performance appraisal form.
Language:English
Score: 983901.6 - https://www.icc-cpi.int/sites/...MANCE%20APPRAISAL%20SYSTEM.PDF
Data Source: un
Mohamed Faheem Mohamed ATC Supervisor - Cairo ACC - NANSC Mr. Mohamed Ibrahim Eldesouky Hassan ATC Supervisor - Cairo ACC - NANSC Mr. (...) Abdullah Almaimoni ATC Supervisor - SANS Mr. Abdulhameed Alabdullah Dammam APP Supervisor - SANS Mr. (...) Saleh Alzahrani ATC Supervisor- SANS Mr. Terad Ali AlGhamedi AFTM Supervisor - SANS SUDAN Mr.
Language:English
Score: 964680.2 - https://www.icao.int/MID/Docum...te%20-%20LoP%20-%20Website.pdf
Data Source: un
Auxiliar o informático central a finalizar a configuração dos tablets; c. Apoiar o Supervisor provincial e os supervisores de equipa no controlo de qualidade; d. (...) Elaborar o relatório sobre o seu trabalho; Organigrama de informático 13 5. PAPEL DO SUPERVISOR DA EQUIPA 5.1. Funções do Supervisor da equipa O supervisor de equipa ou Supervisor do campo é responsável por uma equipa operacional do RAPP e deve exercer uma supervisão regular com rigor, pautando em proporcionar um ambiente laboral saudável. (...) O supervisor deve desempenhar, especificamente, as seguintes funções: a.
Language:English
Score: 964594.2 - https://www.fao.org/fileadmin/...S_REFERE%CC%82NCIA_AGENTES.pdf
Data Source: un
Start Date (dd/mm/yyyy)       End Date (dd/mm/yyyy)       |_| Full |_| Part-Time Employer       |_| Check if ongoing Job Title       Supervisor Name       Type of Employment |_| Employee |_| Consultant |_| Intern |_| Self-employed |_| UN Volunteer |_| Volunteer |_| Other If ‘Other’ please explain       Type of Workers Supervised       # of Persons Supervised      Supervisor e-mail       Supervisor Phone       Ending Pay Rate Amount (Annual Net)       Currency     Reason for Leaving       Description of duties       Employer Address line 1       Address line 2       Address line 3       Postal Code       City       Country       Type of Business |_| Governmental Organization |_| International Organization |_| Non-Governmental Organization |_| Private Sector |_| Other Is this UN Experience? (...) Start Date (dd/mm/yyyy)       End Date (dd/mm/yyyy)       |_| Full |_| Part-Time Employer       |_| Check if ongoing Job Title       Supervisor Name       Type of Employment |_| Employee |_| Consultant |_| Intern |_| Self-employed |_| UN Volunteer |_| Volunteer |_| Other If ‘Other’ please explain       Type of Workers Supervised       # of Persons Supervised      Supervisor e-mail       Supervisor Phone       Ending Pay Rate Amount (Annual Net)       Currency     Reason for Leaving       Description of duties       Employer Address line 1       Address line 2       Address line 3       Postal Code       City       Country       Type of Business |_| Governmental Organization |_| International Organization |_| Non-Governmental Organization |_| Private Sector |_| Other Is this UN Experience? (...) Start Date (dd/mm/yyyy)       End Date (dd/mm/yyyy)       |_| Full |_| Part-Time Employer       |_| Check if ongoing Job Title       Supervisor Name       Type of Employment |_| Employee |_| Consultant |_| Intern |_| Self-employed |_| UN Volunteer |_| Volunteer |_| Other If ‘Other’ please explain       Type of Workers Supervised       # of Persons Supervised      Supervisor e-mail       Supervisor Phone       Ending Pay Rate Amount (Annual Net)       Currency     Reason for Leaving       Description of duties       Employer Address line 1       Address line 2       Address line 3       Postal Code       City       Country       Type of Business |_| Governmental Organization |_| International Organization |_| Non-Governmental Organization |_| Private Sector |_| Other Is this UN Experience?
Language:English
Score: 962618.9 - https://www.unhcr.org/id/wp-co...upplementary_October-2017.docm
Data Source: un
Start Date (dd/mm/yyyy)       End Date (dd/mm/yyyy)       |_| Full |_| Part-Time Employer       |_| Check if ongoing Job Title       Supervisor Name       Type of Employment |_| Employee |_| Consultant |_| Intern |_| Self-employed |_| UN Volunteer |_| Volunteer |_| Other If ‘Other’ please explain       Type of Workers Supervised       # of Persons Supervised      Supervisor e-mail       Supervisor Phone       Ending Pay Rate Amount (Annual Net)       Currency     Reason for Leaving       Description of duties       Employer Address line 1       Address line 2       Address line 3       Postal Code       City       Country       Type of Business |_| Governmental Organization |_| International Organization |_| Non-Governmental Organization |_| Private Sector |_| Other Is this UN Experience? (...) Start Date (dd/mm/yyyy)       End Date (dd/mm/yyyy)       |_| Full |_| Part-Time Employer       |_| Check if ongoing Job Title       Supervisor Name       Type of Employment |_| Employee |_| Consultant |_| Intern |_| Self-employed |_| UN Volunteer |_| Volunteer |_| Other If ‘Other’ please explain       Type of Workers Supervised       # of Persons Supervised      Supervisor e-mail       Supervisor Phone       Ending Pay Rate Amount (Annual Net)       Currency     Reason for Leaving       Description of duties       Employer Address line 1       Address line 2       Address line 3       Postal Code       City       Country       Type of Business |_| Governmental Organization |_| International Organization |_| Non-Governmental Organization |_| Private Sector |_| Other Is this UN Experience? (...) Start Date (dd/mm/yyyy)       End Date (dd/mm/yyyy)       |_| Full |_| Part-Time Employer       |_| Check if ongoing Job Title       Supervisor Name       Type of Employment |_| Employee |_| Consultant |_| Intern |_| Self-employed |_| UN Volunteer |_| Volunteer |_| Other If ‘Other’ please explain       Type of Workers Supervised       # of Persons Supervised      Supervisor e-mail       Supervisor Phone       Ending Pay Rate Amount (Annual Net)       Currency     Reason for Leaving       Description of duties       Employer Address line 1       Address line 2       Address line 3       Postal Code       City       Country       Type of Business |_| Governmental Organization |_| International Organization |_| Non-Governmental Organization |_| Private Sector |_| Other Is this UN Experience?
Language:English
Score: 962618.9 - https://www.unhcr.org/ph/wp-co...upplementary_October-2017.docm
Data Source: un
Zuniga trains a new generation of supervisors who can build positive relationships with their workers. (...) Zuniga and his colleagues will have to identify the “supervisors of the future”, workers who can be trained to be effective supervisors. (...) “We had one supervisor who received a lot of complaints from the workers.
Language:English
Score: 956222.8 - https://www.ilo.org/global/abo...WCMS_312207/lang--ja/index.htm
Data Source: un
Ahmed Yousif Almalki ACC Supervisor Mr. David Christmas Manager, ATM Projects Mr. (...) Abdallah Hassan Kobaissi ATC Supervisor Mr. Hassan Majed Shift Supervisor (Beirut ACC), ATM Dep. (...) Wissam El hayek ATC Supervisor Mr. Wissam YOUNES ATC Supervisor - 4 - State Name Title OMAN Mr.
Language:English
Score: 954362.7 - https://www.icao.int/MID/Docum...cipants%20-%20RVSM-Website.pdf
Data Source: un
WHO | Effectiveness of training supervisors to improve reproductive health quality of care: a cluster-randomized trial in Kenya Access Home Alt+0 Content Alt+2 Search Search Submit Language عربي 中文 English Français Русский Español Menu Global Health Workforce Alliance About the Alliance Members & partners Country responses Knowledge centre Media centre Global Forums Effectiveness of training supervisors to improve reproductive health quality of care: a cluster-randomized trial in Kenya Case study Authors : Heidi W Reynolds, Cathy Toroitich-Ruto, Marlina Nasution, Aaron Beaston-Blaakman, Barbara Janowitz Publication details Number of pages : 11 Publication date : 2008 Languages : English Downloads English This cluster-randomize trial evaluated the effect of the JHPIEGO training programme for on-site, in-charge supervisors on several aspects of reproductive health services at the supervisor, facility, provider and client levels. Reports suggest that supervisors in the training group knew significantly more techniques than those in the control group to assess the provider performance, to motivate staff, and to communicate their expectations to staff. Findings suggest that the JHPIEGO training can improve the quality of care at a cost of US$2113 per supervisor, or even lower if implemented locally. You are here: Global Health Workforce Alliance Knowledge centre Quick Links Sitemap Global Health Workforce Alliance About the Alliance Members & partners Country responses Knowledge centre Media centre Forums Resources About the Alliance Join us Alliance Q&A Feedback Privacy Visit WHO web site © WHO 2022
Language:English
Score: 950923 - https://www.who.int/workforcea...s/trial_kenya_srh_training/en/
Data Source: un
HoDs were to recommend persons and agree to their short-term secondment in order to attend the training sessions. Balance of Supervisors and Enumerators recruited from the general public. (...) TRAINING • 3 Levels • Area Managers • One full week – 9 a.m. to 5:30p.m. • Supervisors • One and a half week – 9:30 to 4:30 • Enumerators • Two weeks in the evenings 5:30 to 9 p.m. • This training took place in schools throughout the country. Some of the classrooms in these schools were also used as field offices. • Area Managers were trained by the Chief Census Officer and her staff. • Area Managers were then divided in two • One set responsible for conducting the training throughout the Family Islands. • The balance monitored and assisted with the training in New Providence and Grand Bahama which was done by Supervisors. • Area Managers and Supervisors were equipped with a Training Manual, Workbook, Supervisors Manual and Enumerators Manual. • Enumerators had Enumerators Manual and a Workbook. • Training comprised; lectures, case studies, role playing and a field exercise. • Lessons Learnt • Persons identified as Area Managers and Supervisors need to get involved earlier in the process – it was clear that some of them not up to standard. • Both supervisors and enumerators appeared to grasp the concepts and would be able to effectively administer the Census forms but it was evident once the field work started that this was not the case. • Retraining was necessary. • Possible reasons for this shortcoming:- • Training classes too large therefore Supervisors not able to get a proper assessment of the trainees. • Fatigue on the part of trainees who had already worked a full day and were now subjected to an additional 3 hours. • Questionnaire too long – 17 household plus 7 on emigration & 54 individual questions.
Language:English
Score: 948659 - https://www.cepal.org/sites/de.../ce10_bahamas_census2010_0.pdf
Data Source: un
The immediate supervisor must ensure that the duties and functions to be provided by the staff member are covered, where required, during the full regular working hours. 8.2 All flexible working arrangements are solely at the discretion of the immediate supervisor, who will assess the request and reply within a reasonable time. Supervisors are expected to discuss all arrangements with their head of organ, division or section, as appropriate, to allow for equal treatment among staff members. (...) They shall also take into account requests from other staff members performing the same or similar functions, but under different supervisors, and the needs of the specific job. The immediate supervisor shall be responsible for the proper implementation of flexible working arrangements.
Language:English
Score: 947247 - https://www.icc-cpi.int/sites/...E%20WORKING%20ARRANGEMENTS.PDF
Data Source: un