#WorkQuality

[amirbouchard]

What TDZ Pro Gets Right About Remote Work That Everyone Else Ignores

Remote hiring is not about luck. TDZ Pro proves it’s about testing, filtering, and follow-through

[newzquest]

Employee Transportation as a Service: Benefits, Types, and Sustainability

Prioritizing sustainability is essential for businesses and organizations in today's world. While there may be potential risks involved, it is important to weigh these against the benefits that sustainable practices can bring. By taking steps to mitigate

Define employee Transportation Importance as a service I. Introduction Employee transportation as a service is the provision of transportation services to employees by their employer. This service can help create a proactive work environment, increase productivity, and contribute to better work quality. It can also reduce the environmental impact of commuting by encouraging carpooling or the…

[meggycopainting]

[orangeinteriorseo]

House Electrical Works & Electrical Services Chennai | Orange Interior

We are professional in Interior decoration and also involves handling Electrical Works and Services in Chennai. We have an expert team for electrical fitting for all your house requirements.

https://www.orangeinterior.in/chennai/home-interior-designing-customization-chennai/best-home-interior-designers-decorators-chennai/electrical-work-plumbing-Chennai

[ashokaliviano-blog1]

|| System Consistency ||

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[notehowto]

How to Do The Work Effectively: Mastering the Art of Work

#howtodowork #workproductivity #timemanagement #workquality #continuouslearning #goalsetting #workprioritization #effectivework #workstrategies #workguide #professionaldevelopment #personaldevelopment #worklifebalance #productivitytips #successfulwork

[schafis-art-obsessions]

I love being at work although I fear today was the first time my new socialworkers at work realized what a complicated influence on my behaviour and my focus an overstimulated / overactive mind has on my workquality.

In fact it all started with my socialworker showing me interesting facts about the differences of a drilling tool shaped for working with metal and a drilling tool shaped for working with plastics. Super interesting! And although I didn’t ask for it I was immediately engulfed in the topic. So much it sadly lead to my mind focusing the entire rest of the time on the topic of synthetic material and the difficulties they could bring with them, up to the moment where I suddenly couldn’t stop focusing on plasticisers and the exact definition of them, forcing myself to share all information my mind could remember with my socialworkers instead of being able to do my tasks.

Also I couldn’t help realizing that declaration of products by law or definition of consumers can differ massively from scientific definitions so a lot of product labels (not only for food, as I came to the conclusion today) would theoretically have to be called fraudulent although in practice, by some law or in the perception of consumers they are in fact “free from” a ‘critical’ substance or are in fact using an “alternative” to something considered ‘critical’

So instead of being able to focus on my task I was mainly ‘wasting’ time with another randomly sparked obsession.

I hope my socialworkers will realize it is better to not give me ‘inspiration’ for compulsive obsessing with a thought or topic, when I have already struggled with my sleep schedule.

The less ‘normal’ I sleep the easier I am influenced by intense, repetitive obsessive thoughts.

I was able to focus on something else when I was home but I am also super upset because I could have finished so much pieces of the commission if I hadn’t been irrationally diving into an at this time unessessary topic.

[madisonmoran]

Background Removal Service

#eccomerce #ecommercebusiness #ecommercephotography #team #workquality #service #hiringteam #freetrial #costeffective #24x7

[upshotre]

ILC Adopts New Convention To Combat Violence, Harassment At Workplace

BY TAIWO OGUNMOLA-OMILANI   A new Convention and accompanying recommendation to combat violence and harassment in the world of work have been adopted by the International Labour Conference (ILC).   In a statement signed by the International Labour Organisation (ILO) Director-General, Guy Ryder said, "The Violence and harassment convention 2019, were adopted by delegates on the final day of the Centenary ILC in Geneva. For the Convention, 439 votes were cast in favour, seven against, with 30 abstentions. The Recommendation was passed with 397 votes in favour, 12 votes against and 44 abstentions".   The Convention recognizes that violence and harassment in the world of work “can constitute a human rights violation or abuse…is a threat to equal opportunities, is unacceptable and incompatible with decent work.” It defines “violence and harassment” as behaviours, practices or threats “that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm.”   It reminds member States that they have a responsibility to promote a “general environment of zero tolerance”. The new international labour standard aims to protect workers and employees, irrespective of their contractual status, and includes persons in training, interns and apprentices, workers whose employment has been terminated, volunteers, job seekers and job applicants. It recognizes that “individuals exercising the authority, duties or responsibilities of an employer” can also be subjected to violence and harassment. Guy Ryder explained that the new standards recognise the right of everyone to a world of work free from violence and harassment.   The standard covers violence and harassment occurring in the workplace; places where a worker is paid, takes a rest or meal break, or uses sanitary, washing or changing facilities; during work-related trips, travel, training, events or social activities; work-related communications (including through information and communication technologies), in employer-provided accommodation; and when commuting to and from work. It also recognizes that violence and harassment may involve third parties.     ILO Director-General Guy Ryder welcomed the adoption. “The new standards recognize the right of everyone to a world of work free from violence and harassment,” he said.” The next step is to put these protections into practice, so that we create a better, safer, decent, working environment for women and men. I am sure that, given the co-operation and solidarity we have seen on this issue, and the public demand for action, we will see speedy and widespread ratifications and action to implement.”     Manuela Tomei, Director of the ILO’s Workquality Department, said: “ Without respect, there is no dignity at work, and, without dignity, there is no social justice. This is the first time that a Convention and Recommendation on violence and harassment in the world of work have been adopted. We now have an agreed definition of violence and harassment. We know what needs to be done to prevent and address it, and by whom. We hope these new standards will lead us into the future of work we want to see.” The Convention will enter into force 12 months after two member States have ratified it. The Recommendation, which is not legally binding, provides guidelines on how the Convention could be applied.   This is the first new Convention agreed by the International Labour Conference since 2011, when the Domestic Workers Convention 2011 (No 189) was adopted. Conventions are legally binding international instruments, while Recommendations provide advice and guidance. The ILO, the UN’s agency dealing with world of work issues, is marking its 100th year in 2019.     The Centenary ILC, 108th meeting of the Conference – was attended by more than 5,700 delegates, representing governments, workers and employers from the ILO’s 187 member States. The Conference is also expected to adopt a landmark ILO Centenary Declaration, focused on a human-centred approach to the future of work. Read the full article

[foodforyourbody]

via RSS feed - SEOCheckOut 400 Do-pursue backlinks (blend stages) 100% DO-Pursue backlinks Blend stages backlinks including profiles, logical, ...and so on. Numerous connections/catchphrases acknowledged for each request Full subtleties reports including each made connections/accounts Cool Mind backlink workQuality Work100% Trusted legal backlinktrusted work by: emaillist7 Created: -- Category: Link Building Viewed: 17

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[businessmindstoday]

What is the Equal Pay International Coalition? The Equal Pay International Coalition (EPIC) was launched at the U.N. General Assembly in September 2017. Manuela Tomei, Director of the ILO's WorkQuality department, explains what the coalition aims to achieve and why it is important... What is the Equal Pay International Coalition?

[gbenro]

ILO #Vacancy Employment and Migration Officer

Vacancy No: RAPS/2/2017/AF/02

Title: Employment and Migration Officer

Grade: P.3

Contract type: Fixed-term Appointment

Date: 31 May 2017

Application Deadline (midnight Geneva time) 3 July 2017

(28 day(s) until closing deadline)

Currently accepting applications

Organization unit:   CO-ABUJA

Duty Station:  Abuja, Nigeria

General introduction

The following are eligible to apply:

- ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the Staff Regulations.

- External candidates.

Staff members with at least five years of continuous service with the Office are encouraged to apply and will be given special consideration at the screening and evaluation stage.

In accordance with the Staff Regulations and letters of appointment, successful candidates for positions in the Professional category would be expected to take up different assignments (field and Headquarters) during their career, the desirable length of an assignment in any specific position being two to five years, following which the incumbent should be willing to move to another assignment and/or duty station.

Within the context of the Office's renewed efforts to promote mobility, staff members seeking mobility are encouraged to apply to vacancies. Mobility will be given special consideration at the screening and evaluation stages.

The ILO values diversity among its staff. We welcome applicants from qualified women and men, including those with disabilities. If you are unable to complete our online application form due to a disability, please send an email to erecruit@ilo.org.

Applications from qualified candidates from non- or under-represented member States, or from those member States which staffing forecasts indicate will become non- or under-represented in the near future, would be particularly welcome. A list of these countries is in Appendix I.

Successful completion of the Assessment Centre is required for all external candidates.

Conditions of employment are described in Appendix II.

INTRODUCTION

The position is located in the Abuja Office in Nigeria. The main purpose of the position is to provide technical support andassistance to management, staff, technical specialists and technical cooperation projects, on employment, Labour migration, programme planning and activity implementation reporting.

S/he will assist in the development of strategies and employment and labour migration policy frameworks for the countries covered under the ILO Country Office, Abuja. The Technical Officer will also technically backstop programmes and projects with employment and labour migration related components. S/he will work in close collaboration with technical specialists and other ROAF staff, the Employment Department and Labour Migration Branch within the Conditions of Work and Equality Department (Work Quality) at ILO Headquarters, local counterparts and UN bodies in the region on issues pertaining to employment and Labour migration.

The position reports to the Director of the Abuja Country Office. S/he will receive technical guidance and advice from the Employment Department. The position will also coordinate closely and receive technical guidance on all migration related work from MIGRANT under the Conditions of Work and Equality Department (WORKQUALITY) at headquarters.

Description of Duties

Specific duties

1.Participate in the formulation and promotion of employment and labour migration strategiesprogrammes, projects and provide technical support to governments, employers and workers organizations and other relevant institutions.

2.Support the design and supervision and conduct policy-oriented research on macro-economic and sectoral trends impacting on employment and migration at national levels.

3.Contribute to the provision of policy advice to the ECOWAS Commission and member States on labour migration, labour mobility and the labour market dimensions of people's movements. Contribute to and coordinate the production of gender-sensitive policy-oriented research on labour migration, labour mobility and interactions with economic and social policy, including as concerns crisis-related migration or trafficking as relevant.

4.Support technical cooperation projects on the integration of employment and migration priorities into their respective work programmes to respond to the defined needs of the constituents as expressed in the DWCPs and on the development of ILO's knowledge base on employment and migration in the region.

5.Provide support to technical programmes with the preparation of programme proposals, analyse and provide information to programme managers on proposals to support decision-making. . Coordinate the technical preparation and organization of outcome-based workplan (OBW) reviews.

6.Contribute to the preparation of programme implementation and activity reports, Governing Body reports and long-term plans on the basis of contributions from technical programmes.

7.Assist in the identification of emerging employment and labour migration challenges, contribute to solutions and liaise with relevant departments at headquarters and at the regional office, executing agencies, governments, social partners and other stakeholders to ensure implementation and to meet targets.

8. Contribute to office wide studies on long-term policy issues by collecting and analysing

data.

9.Undertake such other tasks and responsibilities as may be assigned by the CO Director.

These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:

1. Undertake research and prepare analytical reports on selected subjects within the area of

technical competence.

2. Assess country experience (on selected topics) with a view to identifying best practices

in finding solutions to problems identified.

3. Provide technical inputs (articles, reports) for regional, country or related sectoral

analyses, ILO reports and publications.

4. Provide technical backstopping, project implementation and monitoring.

5. Undertake missions for the purpose of providing technical recommendations on selected

topics following ILO established guidelines, manuals and standards.

6. Monitor and coordinate research carried out by external collaborators.

7. Act as focal point on a specific field of specialisation.

8. Participate in training seminars and workshops as resource person.

9. Represent the technical unit at international, regional and national fora.

Required Qualifications

Education

Advanced university degree in economics, business or public administration, social sciences or other related fields.

Experience

Three years' experience at the national level and two years at the international level in Employment and Labour migration policies, programmes and strategies. Experience in Programming would be an advantage.

Languages

Excellent command of English and good knowledge of French.

Competencies

In addition to the ILO core competencies, this position requires:

Ability to participate effectively in technical missions and multi-disciplinary teams; capacity to provide first-line technical advice in the area of specialisation; the ability to conceptualise and design research techniques and analyse complex cross-national practices and data sets covering a wide range of issues in the specialised technical field; capability to guide and co-ordinate the work of external collaborators, general service staff or young professionals; ability to prepare reports and publications of a high quality, technically sound with conclusions leading to an action plan and programme development and ability to provide credible implementation assistance to senior specialists in carrying out research, project formulation and implementation.

Excellent analytical skills. Knowledge of project related concepts and procedures, including formulation, implementation and evaluation. Excellent drafting skills. Good knowledge of financial practices and principles. Good knowledge of the programmes and operations of the Organization. Ability to communicate effectively with HQ and field structures, ILO constituents and external partners. Good knowledge of employment and labour migration strategies, policies and programmes, programme formulation, administration and evaluation techniques and practices. Knowledge of West African context would be an asset. Ability to justify requirements and approaches to problem resolution. Ability to resolve complex problems.

Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.

Additional Information:

Evaluation (which may include one or several written tests and a pre-interview competency-based assessment centre) and the interviews will tentatively take place between July and September 2017. Candidates are requested to ensure their availability should they be short listed for further consideration.

APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR WRITTEN TEST.

APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR AN INTERVIEW.

APPENDIX I

AngolaAntigua and BarbudaArmeniaAustriaAzerbaijan

BahamasBahrainBangladeshBarbadosBelize

BrazilBrunei DarussalamCabo Verde, Republic ofCambodiaChina

CongoCook IslandsCyprusCzech RepublicDemocratic Republic of Timor-Leste

DjiboutiEquatorial GuineaEritreaGabonGambia

GeorgiaGrenadaGuatemalaGuyanaHaiti

IcelandIndonesiaIraqJapanKazakhstan

KiribatiKuwaitKyrgyzstanLatviaLiberia

LibyaMaldives, Republic of theMaltaMarshall IslandsMozambique

NamibiaNicaraguaOmanPalauPanama

Papua New GuineaParaguayPolandQatarRepublic of Korea

Russian FederationSaint Kitts and NevisSaint LuciaSaint Vincent and the GrenadinesSamoa

San MarinoSaudi ArabiaSeychellesSierra LeoneSingapore

SlovakiaSolomon IslandsSomaliaSouth Sudan, Republic ofSri Lanka

SurinameSwazilandTajikistanTongaTurkmenistan

TuvaluUnited Arab EmiratesUnited States of AmericaUzbekistanVanuatu

VenezuelaYemen  

APPENDIX II CONDITIONS OF EMPLOYMENT

- Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. Any offer of employment with the ILO is conditional upon certification by the ILO Medical Adviser that the person concerned is medically fit to perform the specific inherent requirements of the position offered. In order to confirm an offer from the ILO the successful candidate will be required to undergo a medical examination.

- The first contract will be issued for a twelve-month period (for Geneva-based positions) and a twenty-four month period (for non-Geneva based positions).

- A successful external candidate will be on probation for the first two years of assignment.

- Any extension of contract beyond the probation period is subject to satisfactory conduct and performance.

Grade: P.3

Salary and post adjustment

US$

SalaryMinimum58583

rising toMaximum75656

Post adjustment for AbujaMinimum16403

Maximum21184

Please note that the above salary levels are determined according to the criteria established by the International Civil Service Commission. The ILO is international public sector employer and salary and other employment conditions are not negotiable. The post adjustment (cost of living adjustment) is variable and subject to change without notice in accordance with the rates set by the ICSC for the UN Common System for salaries and allowances. Therefore, the figures quoted (based on the May 2017 rate) are only indicative.

Other allowances and benefits subject to specific terms of appointment:

Family allowance

Children's education grant (per child per year)

Pension and Health Insurance schemes;

30 working days' annual leave;

Settling-in Grant;

Entitlement to transport expenses of personal effects;

Repatriation Grant (if applicable);

Home-leave travel with eligible dependants every two years;

Rental subsidy (if applicable).

Recruitment is normally made at the initial step in the grade.

Salaries and emoluments are exempt from taxation by the Swiss authorities and, on the basis of international agreements or national law relating to presence or residence abroad, are generally exempt from taxation by other governments. In the absence of exemption, in most cases tax paid will be reimbursed in accordance with an ILO document which will be supplied upon request.

While the successful candidate will be initially working in Abuja, he/she may be assigned to any duty station designated by the Director-General of the ILO.

Please note that all candidates must complete an on-line application form.

To apply, please visit ILO's e-Recruitment website at:

erecruit.ilo.org

. The system provides instructions for online application procedures.

The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants.

Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews.

Currently accepting applications https://erecruit.ilo.org/public/hrd-cl-vac-view.asp?jobinfo_uid_c=35374&vaclng=en

[worldyouthskillday]

How to meet the challenges of youth employment?

There are approximately 73 million unemployed youth globally. Even in the best of times, young people face a tough situation in the labour market. In this episode of the World of Work Show, we discuss how to meet the challenges of youth employment with Sara Elder, Head of Employment Analyses & Economic Policies Unit of the ILO. Also, Sukti Dasgupta, director of the Department on Conditions of Work and Equality (WORKQUALITY) talks about the recent ILO/Fundación ONCE report about how people with disabilities can seize job opportunities in the ecological transition. And Katie McQue, one of the winners of the 2022 ILO Global Media Competition on Labour Migration, explains how balanced and ethical reporting can contribute to address stereotypes and misconceptions about migrant workers. 

[ashokaliviano-blog1]

|| Data Driven Insight Helps Deliver Quality ||

Know More @ http://www.ashokaliviano.com