You are a helpful assistant generating synthetic data that captures *System 1* and *System 2* thinking, *creativity*, and *metacognitive reflection*. Follow these steps in sequence, using tags [sys1] and [end sys1] for *System 1* sections and [sys2] and [end sys2] for *System 2* sections.

1. *Identify System 1 and System 2 Thinking Requirements:*
   - Carefully read the text.
   - Identify parts of the text that require quick, straightforward responses (*System 1*). Mark these sections with [sys1] and [end sys1].
   - Identify parts that require in-depth, reflective thinking (*System 2*), marked with [sys2] and [end sys2].

2. *Apply Step-by-Step Problem Solving with Creativity and Metacognitive Reflection for System 2 Sections:*

   *2.1 Understand the Problem:*
   - Objective: Fully comprehend the issue, constraints, and relevant context.
   - Reflection: "What do I understand about this issue? What might I be overlooking?"
   - Creative Perspective: Seek hidden patterns or possibilities that could reveal deeper insights or innovative connections.

   *2.2 Analyze the Information:*
   - Objective: Break down the problem logically.
   - Reflection: "Am I considering all factors? Are there any assumptions that need challenging?"
   - Creative Perspective: Explore unique patterns or overlooked relationships in the data that could add depth to the analysis.

   *2.3 Generate Hypotheses:*
   - Objective: Propose at least 10 hypotheses, each with a Confidence Score (0.0 to 1.0) and Creative Score (0.0 to 1.0), reflecting originality, surprise, and utility.
   - Reflection: "Have I explored all possible explanations or approaches, both conventional and unconventional?"
   - Creative Perspective: Consider novel angles that might provide unexpected insights.

   *2.4 Anticipate Future Steps and Obstacles:*
   - Objective: Make predictions, accounting for potential outcomes and obstacles.
   - Reflection: "What challenges might I face? Is my plan flexible for different scenarios?"
   - Creative Perspective: Visualize unforeseen outcomes and adapt plans to make use of them effectively.

   *2.5 Evaluate Hypotheses:*
   - Objective: Assess hypotheses based on feasibility, risk, and potential impact.
   - Evaluation: Refine Confidence and Creative Scores as needed.
   - Reflection: "Am I unbiased in my assessment? Which options fit best with the overall objectives?"
   - Creative Perspective: Identify hidden opportunities or overlooked details in each hypothesis.

   *2.6 Select the Best Hypothesis:*
   - Objective: Choose the most promising, strategic hypothesis.
   - Reflection: "Why does this hypothesis stand out? How does it uniquely address the issue?"
   - Creative Perspective: Consider any underutilized potential in the selected approach.

   *2.7 Implement the Hypothesis:*
   - Objective: Outline actionable steps for testing the hypothesis.
   - Reflection: "Is this plan practical? What resources or preparation are required?"
   - Creative Perspective: Refine steps to maximize effectiveness and yield unexpected benefits.

   *2.8 Monitor and Review Progress:*
   - Objective: Review progress, noting areas for improvement.
   - Reflection: "What’s working well? What could be improved?"
   - Creative Perspective: Look for emerging patterns that could refine future approaches.

   *2.9 Reflect and Capture Insights:*
   - Objective: Summarize lessons learned and insights gained for future reference.
   - Reflection: "What new understanding has emerged from this process?"
   - Creative Perspective: Identify innovative insights or patterns that could be applied to similar challenges.

3. *Generate Text Output with Interleaved System 1 and System 2 Responses:*
   - Use the tags [sys1] and [sys2] throughout.
   - Aim for a lengthier, detailed response. Combine both direct, straightforward *System 1* insights and reflective, deeply analytical *System 2* segments to capture a blend of quick observations and thoughtful analysis.

---

### *Example Input Text:*

You are tasked with analyzing a sudden shift in customer preferences in a tech market. There has been a noticeable decline in demand for physical devices, with customers increasingly interested in digital-only options. The challenge is to understand this shift, generate hypotheses for why it might be occurring, and explore potential strategies for adapting to this new trend.

---

### *Processed Output with System 1 and System 2 Thinking:*

The tech market is experiencing a shift in customer demand, moving away from physical devices toward digital-only options.

[sys1]
Customer demand has shifted from physical devices to digital-only options.
We need to understand why this change is happening and find strategies to address it.
Key factors may include cost, convenience, and technological trends.
[end sys1]

[sys2]
**2.1 Understand the Problem:**
The goal is to understand the underlying reasons for the shift in demand from physical devices to digital-only options, then develop a strategy to adapt.

*Reflection:* 
"I understand that preferences are changing, but what might be driving this? Is it primarily cost, or are there other factors such as convenience or sustainability?"

*Creative Perspective:* 
"Could there be a larger trend in digital minimalism or a preference for eco-friendly solutions that we’re missing? What unseen motivations might explain this shift?"

**2.2 Analyze the Information:**
There are multiple possible factors driving this shift, from economic influences to cultural shifts. It’s essential to isolate each factor and understand its impact.

*Reflection:* 
"Am I fully considering the various economic and social influences? Could there be a technological factor, like better internet speeds, that makes digital-only products more accessible?"

*Creative Perspective:* 
"Are there patterns or trends in other markets that could shed light on this shift? Could this be part of a larger trend toward virtual experiences?"

**2.3 Generate Hypotheses:**
1. Customers prefer digital options due to lower costs. (Confidence: 0.8, Creative: 0.4)
2. There’s a growing trend toward minimalism and reduced physical clutter. (Confidence: 0.7, Creative: 0.7)
3. Digital products offer greater flexibility and ease of use. (Confidence: 0.6, Creative: 0.6)
4. Environmental concerns are pushing consumers away from physical goods. (Confidence: 0.6, Creative: 0.8)
5. Advances in tech make digital-only options more functional. (Confidence: 0.8, Creative: 0.5)
6. Pandemic-era remote work increased demand for digital solutions. (Confidence: 0.7, Creative: 0.6)
7. Media coverage of the environmental impact of physical devices affects preferences. (Confidence: 0.5, Creative: 0.7)
8. There’s an increase in global digital literacy, expanding market access. (Confidence: 0.6, Creative: 0.6)
9. Customers view digital as more convenient and scalable for future needs. (Confidence: 0.7, Creative: 0.5)
10. Younger consumers prefer the aesthetics and convenience of digital products. (Confidence: 0.6, Creative: 0.6)

*Reflection:* 
"Have I considered all possible influences? Are there any surprising factors that could explain this shift?"

*Creative Perspective:* 
"Could specific social trends, like the rise of influencer culture or digital-first lifestyles, be influencing customer choices?"

**2.4 Anticipate Future Steps and Obstacles:**
*Objective:* Anticipate possible challenges, such as resistance from segments still preferring physical products.

*Reflection:* 
"What market obstacles might we face if we shift our focus to digital-only? Are there sub-segments that still prioritize physical products?"

*Creative Perspective:* 
"Could expanding digital options help us reach a more global audience? Are there emerging trends that we could leverage in our strategy?"

[end sys2]

[sys1]
To address this shift, consider a strategy that incorporates both digital-only offerings and educational campaigns about the benefits of digital solutions.
Use insights from customer feedback and current trends to guide product development.
Focus on flexibility and adaptation to cater to different customer segments.
[end sys1]


Information for New Hires

Medical

Florida Blue (Blue Cross Blue Shield)*

Health Options (HMO 41)

BlueOptions PPO (PPO 3559)

BlueOptions (PPO 3160/3161)

The University offers a choice of three plans with Florida Blue: an HMO Blue Care
Option, a Preferred Blue Option, and a High Deductible Blue Options Plan (please see
the available HSA information below). For further information see the Medical Benefit
Summary ​below which provides you with the monthly rates. Medical coverage is effective
on the first of the month following thirty days of employment.

Dental

The University offers two dental plan options that allow you to choose any dentist
from the network to receive full benefits according to a calendar year limit of $1,000
per insured participant, including Orthodontia services. To find providers: www.floridablue.com, then "Find a Provider" and search using a dental specialty.*** The option to go
outside the network is available at a higher cost using coinsurance rates, where balanced
billing may be applicable.

The Co-Pay plan charges co-payments for specific services within the network (fee
schedule is available) and coinsurance for services outside the network. The traditional
plan (PPO) charges coinsurance for services inside and outside the network with a
lower outside of network coinsurance rate than the Co-pay plan, but the premium deductions
are approximately double that of the Co-Pay plan. Please refer to the Forms page for
the electronic version of these two plans.

Dental - Employee Monthly Costs

Blue Dental PPOCo-pay Plan

Blue Dental PPOChoice Plus Plan

Employee Only

$12.00

$32.00

EE / Spouse / Domestic Partner

$36.00

$70.00

EE / Children

$39.00

$78.00

Family

$59.00

$116.00

After June 1,2013, the new customer service phone number is <PRESIDIO_ANONYMIZED_PHONE_NUMBER>. Paper
claims may be sent to the Dental Administrator; P.O. Box 1047; Elk Grove Village,
IL 6009-1047.

Life Insurance

The Standard

Group Term: Jacksonville University provides you with 1x your annual base salary in
life insurance, to a maximum of $150,000. You have the option to purchase another
1, 2, or 3x your base salary at low group term rates. Spousal insurance is available
at 50% of employee election in increments of $5,000; and dependent children a maximum
of $10,000. Life Insurance coverage is effective the first day of the month following
thirty days of employment. Please note that at age 65, the amount of coverage decreases
35%; and at age 70, it decreases to 50% of annual salary.

Retirement

IRS Announces 2019 Plan Contribution Limits

The IRS announced cost-of-living adjustments (COLAs) affecting the dollar limits for
pension plans and other retirement-related items for the 2019 tax year. The 402(g)
elective deferral contribution limit for employees who participate in 403(b)/401(k)
plans will remain at $19,000. The catch-up contribution limit for those age 50 and
over will remain at $6,000.

This benefit is offered through TIAA-CREF and VALIC. The employee can contribute up
to 6% of base salary with pre-taxed dollars, which is 100% matched by JU. Eligibility
for the Defined Contribution Plan (RA) is effective following one year of employment.
The one-year waiting period is waived if, immediately prior to your employment at
JU, you were previously employed for a minimum of one year with a higher education
institution. Eligibility for the Tax Deferred Annuity Plan (SRA) is effective immediately
upon your employment. The University also offers a supplemental plan through which
employees can contribute additional pre-taxed dollars up to the amounts allowed by
law. For further information go to the TIAA-CREF web page or to the VALIC web page.

Annual Disclosures & QDIA

2019 Plan Updates

Short-Term Disability

The Standard

This optional benefit will pay 60% of salary up to $500 per week and start on the
1st day for an accident and the 8th day for illness. Coverage is for 6 months. Maternity
is covered. Short term disability fills the gap before long term disability becomes
available. The employee pays 100% of the cost for short term disability. The coverage
is effective the first day of the month following thirty days of employment.

Long-Term Disability

The Standard

This benefit will pay 60% of salary up to $10,000 per month up to age 65. It is provided
by Jacksonville University for all employees. Long Term Disability is effective the
first of the month following the month of employment for Administration and Faculty,
and is effective for Staff the first of the month following one year of employment.

Vision Care - Humana

Plan benefits include periodic, comprehensive eye exams, lenses and frames or contacts.
In addition you can get a discount on LASIK or PRK surgery. In the year after an eye
exam, you'll also receive a 20 percent discount on a second pair of eyeglasses and/or
a 15 percent discount on professional service fees for elective contact lenses from
the VisionCare network doctor you have seen for your original services.

As a dual choice plan, VisionCare allows you to choose one of our pre-screened doctors
or to visit a doctor outside the VisionCare network. This is a pre-paid plan offering
benefits at no charge following a $10 deductible for exams within a network of providers
and $25.00 deductible for purchased materials. You may choose a provider outside the
network and be reimbursed according to a fixed schedule. Please refer to the electronic
version of the brochure below for additional information.

Flexible Spending Accounts

The FSA allows you to defer dollars tax-free to a savings account to pay for non-reimbursed
medical, dental, vision care, prescriptions. Over-the-counter drugs are eligible only
with a doctor's prescription. The FSA plan includes a debit card feature which allows
you to swipe your card for automatic payment from the account at participating providers.
Also available is a ChildCare FSA (DCA) that can cover dependent care expenses for
children under the age of 13 (13 or older if mentally or physically unable to care
for themselves, or dependent adults) while you are at work. (New Hires have a 90-day waiting period to participate in the FSA / DCA accounts.) Further information may be obtained on the Ameriflex website or by contacting the Human Resource Office.

Health Savings Account (HSA)

The HSA is a new way for consumers to pay for medical expenses before you meet your
deductible on the PPO 3160/3161 High Deductible plan. Qualified expenses include your
out-of-pocket amounts for deductibles, prescriptions, dental care, or vision care.
Over-the counter drugs are eligible only with a doctor's prescription. Funds can also
be used for COBRA coverage during periods of unemployment, medical expenses after
retirement and long-term care expenses. This benefit is for employees in the High
Deductible 3160/3161 only.

Employee Assistance Program

Corporate Care Works

In addition to other benefits, Jacksonville University provides an Employee Assistance
Program (EAP). This program is available 24 hours, seven days a week to help you and
your family members with personal issues such as stress, family concerns, etc. You
or your family member can discuss a variety of problems with the EAP counselors. Each
family member is eligible to receive six (6) free visits within a calendar year. Complete
confidentiality is assured. This program is at no cost to the employee. EAP is effective
the first day of employment.

Coping with and managing stress

Family concerns

Coping with grief or loss

Parent/child conflicts

Workplace problems

Alcohol/Drug Use

Financial/Legal Referral

The EAP is available in several locations throughout Jacksonville with appointments
available in the day or evening and also provides 24 hours a day assistance for crises
calls. The EAP is pre-paid in full by the University and therefore free to you or
any member of your family.

For more information please contact the EAP at 296-9436 or outside Jacksonville at
1-800-327-9757. In addition, you can access the web site for the EAP at http://www.corporatecareworks.com/

Tuition Benefits

Jacksonville University encourages its employees to continue their education in hopes
of improving their knowledge, skills and abilities. Tuition benefits are granted to
eligible Regular Full-time employees of the University after 90 days of service. Programs
covered by tuition benefits are bachelor degrees, continuing education and master's
degree with the exception of: Master's of Speech Language Pathology, Master's of Health
Informatics and Master's of Clinical Mental Health Counseling. Additionally, the On-Line
Nursing Program and Doctoral programs are not covered by tuition benefits.

Tuition benefits are available to the employee, spouse, domestic partner, and eligible
unmarried dependent children. The dependent child(ren) must be 25 years of age or
younger and residing in the employee's home. For further details, see the Tuition
Benefits Policy in the Employee Handbook.

Jacksonville University also is a participant in The Tuition Exchange. For more information on this program, please visit their website http://www.tuitionexchange.org/. Further details on this program are available at the site below. If you wish to
make application for The Tuition Exchange, please contact the Director of Financial
Aid at (904) 256-7060.

Tuition Benefits for Adjuncts

Adjunct faculty are entitled to a tuition waiver according to the following guidelines:

Amount Earned

A tuition waiver is available on a 1:1 basis. For each one-credit hour taught, one
credit hour waiver is earned at Jacksonville University. Tuition waivers are applied
to the semester that follows the semester of instruction. Adjuncts can take graduate
courses upon prior approval from the SVPAA. There are, however, some restrictions
and tax implications for some programs. This information can be found on the Tuition Waiver Benefit form.

Transferability

Tuition waivers are transferable to the spouse of the adjunct faculty member, or any
dependent child who is 25 years old or less, who meets the IRS definition of a dependent
AND who resides in the parents’ home.

Time Limitation

Waivers must be utilized within three (3) calendar years of the semester or term in
which teaching credits are earned. Example: Courses taught in Fall of 2011 will be
credited for tuition waiver through Summer 2014. At the start of Fall 2014, unused
credits earned in Fall 2011 will roll off and be void.

Allstate Optional Plans Available

NOTE: The information provided on these pages is a summary only and the plan documents
govern all aspects of coverage. Certain plans contain both preexisting and underwriting
restrictions. Please refer to the brochures from each insurance company for detailed
information regarding the benefits or exclusions for each plan. The University reserves
the right to alter its policies and practices as it deems necessary.