zilongwang/ReadingBank huggingface dataset:
2. Is there an opportunity to better promote equality of opportunity and/or good relations in what you are proposing to do? Please provide reasons. 3. Consultation Tell us about who you have talked to about your proposals, either internally or externally, to help you decide if the policy needs further or no further equality investigation? Members of staff from across the organisation, including TUS, sit on the Gender Action Working Group and were consulted about decisions regarding the action plan. Staff were asked their views on gender issues in a staff survey issued in 2014, and there was an staff consultation on the action plan. The group held a gender workshop in March 2015 to identify key issues and priorities for the action plan, and a guest speaker event was held so that group members could benefit from the learning and best practice in other organisations. In addition, the Assembly’s Secretariat Management Group and the Assembly Commission have been provided with quarterly updates on the development of the action plan. Pre-consultation and consultation discussions were also held with the Equality Commission, and the Commissioner for Public Appointments was invited to comment on the draft action plan.
Gender and Emergency Management How can local government take gender into account in emergency management? Emergency management committees, planning and decision-making • Include gender specific organisations and groups on committees. • Pre-disaster, develop an action plan with a contact list of gender specific support organisations. • Ensure committees consider gender representation. • Understand community composition when developing policy and plans. • Involve women, men, boys and girls in identifying and addressing local hazards. • Take into account different needs and capacities of women and men, girls and boys. • Identify groups of women and men who may be particularly vulnerable in the community. • Ensure disaster recovery packages are gender equitable. Relief centres • Ensure there is a safe space for women and children. • Ensure relief staff are appropriately trained in identifying family violence and other predatory behaviours. Communication • Tailor disaster risk and recovery information for women and men when needed. • Take notice of who attends community meetings and make it easier for women and men to participate. Evaluation and performance measures • Ask questions about whether and how gender is considered in emergency management policies, plans, activities and the use of resources. • Analyse data by gender and age. • Include a gender focus in research. Volunteers • Recognise how gender stereotyping affects the development and sustainability of emergency management volunteer groups. • Partner with existing women’s and men’s groups. • Extend the volunteer opportunities and roles available to women, men, girls and boys. Recovery • Ensure support is available in ways that both men and women will find useful. • Provide women-friendly and men-friendly activities and outreach services. • Provide mental health and family violence information in formats and places where women and men already meet and support each other. Useful resources and information Municipal Association of Victoria MAV gender and emergency management strategy Further information and resources can be found on the MAV website. Women’s Health Goulburn North East Information sheets, check lists, training, presentations and stories. Department of Human Services Emergency Management Planning for Children and Young People: Planning guide for Local Government Australian Journal of Emergency Management
PJSI Toolkits Introduction The Pacific Judicial Strengthening Initiative (PJSI) was launched in June 2016 in support of developing more accessible, just, efficient and responsive court services in Pacific Island Countries (PICs). These activities follow on from the Pacific Judicial Development Program (PJDP) and endeavour to build fairer societies across the Pacific. Toolkits PJSI aims to continue ongoing development of courts in the region beyond the toolkits already launched under PJDP. These toolkits provide support to partner courts to help aid implementation of their development activities at a local level, by providing information and practical guidance. Toolkits produced to date include: Access to Justice Assessment Toolkit Toolkit for Public Information Projects Enabling Rights & Unrepresented Litigants Toolkit Judges’ Orientation Toolkit Trainer’s Toolkit: Designing, Delivering and Evaluating Training Programs Toolkit for Review of Guidance on Judicial Conduct Family Violence/Youth Justice Workshop Toolkit Time Goals Toolkit Reducing Backlog and Delay Toolkit Judicial Decision-making Toolkit Toolkit for Building Procedures to Handle Complaints about Judicial Conduct Annual Court Reporting Toolkit Project Management Toolkit National Judicial Development Committee Toolkit Human Rights Toolkit Gender and Family Violence Toolkit These toolkits are designed to support change by promoting the local use, management, ownership and sustainability of judicial development in PICs across the region. By developing and making available these resources, PJSI aims to build local capacity to enable partner courts to address local needs and reduce reliance on external donor and adviser support. In response to evolving priorities of partner courts, the PJSI has expanded its areas of activities to include gender and family rights focused areas. The addition of this new toolkit: Gender and Family Violence Toolkit aims to address the responsibility of the Court in the community regarding family violence and in particular physical and sexual violence. This toolkit provides practical suggestions and methods to assist partner courts in assessing how accessible and responsive their court services are and how to improve efforts and track progress through implementing action plans. Beyond practicalities, this toolkit highlights the importance of community awareness, the need for accountability of perpetrators and the importance of appropriate response to victims of violence.
Table 1. Framework to measure gender equality and women’s empowerment responses in the aid program Level of Investigation Key Questions Source of Information Aid Program Level How has Australia contributed to achieving MDG3? Aidworks Proposed Office of Development Effectiveness(ODE) evaluation 2011* What is the geographical and sectoral expenditure on activities with primary or significant objective of gender equality or women’s empowerment? Aidworks Sectoral gender audits* How does this align with aid program gender priorities (leadership, economic empowerment, safety and security)? Aidworks How do we work with Australia and global partners to promote gender equality and empower women? Aidworks High level policy dialogue discussion outcomes* Is AusAID-funded research on gender informing program design? Australia Development Research Awards (ADRA) Country Program level Does the Country Program respond strategically to addressing the priority gender issues in the country? Country Situational Analyses (CSA) Country level gender analysis Country program Gender Action Plans/Strategies Does the country team engage in policy dialogue on gender equality, and does the program contribute to improving national indicators for gender equality and women’s empowerment? APPR Country program monitoring frameworks* Does the Country Program effectively and efficiently integrate gender? APPR Country Gender stocktakes Initiative level Does the design of Initiatives effectively respond to gender issues, ensure women and men benefit from the Initiative, and mitigate negative impacts on women? QAE Gender responsive interventions in Initiatives and activities are implemented well and lead to outcomes QAI Institutional level Gender balance in staff at all levels Human Resource records Are there adequate numbers, and capacity of staff to undertake the work required? Gender team Agency capacity developed Gender team * Sources proposed in the future but where information is not currently available. Aid Program Level
service providers run leadership programs, colloquiums, fellowships and programs suitable for councillors’ leadership development. Leadership programs for Councillors in Victoria Peak Bodies offer a range of professional development programs for councillors which include: MAV Diploma of Local Government and the Graduate Diploma of Management. MAV also offers the MAV Councillor Development Weekend and the MAV Mayoral Program. The Australian Institute of Company Directors (AICD) offers the Company Directors Course and ‘Governance essentials for local government’ program. Cranlana offers the Executive Colloquium. VLGA offers the Leading The Agenda series, the Essentials for Mayors Weekend and biannual catch up for mayors. Australian Local Government Women’s Association, Victoria offers a mentoring program. Other Leadership Development opportunities available to Victorian Councillors include: Leadership Victoria offers the Williamson Leadership Program, Women’s Leadership Program and Leadership for Not For Profits. Centre for Ethical Leadership offers the Ethical Leadership Program. Many rural councillors are either participants of, or alumni of Rural Community Leadership Programs. In 2017, there are ten Community Leadership Programs throughout regional Victoria including: Alpine Valleys Community Leadership Program Fairley Leadership (Goulburn Murray) Gippsland Community Leadership Program Leaders for Geelong Leadership Ballarat and Western Region Leadership Great South Coast Leadership Wimmera Loddon Murray Community Leadership Program Northern Mallee Leaders Rivers and Ranges Community Leadership Program The Australian Rural Leadership Program (ARLP) is rural Australia’s national leadership development program delivered by the Australian Rural Leadership Foundation. McArthur Local Government Fellowship funds a current Victorian councillor to undertake international research and study of a policy area of significance to the local government sector. Since 2010, three women and three men have been awarded the Fellowship. The Churchill Fellowship supports international travel to conduct research. The Victorian Government offers the Joan Kirner Young and Emerging Women Leaders program. The University of Melbourne (Ormond College) offers a training program in Diversity, Leadership Skills, Unconscious, Knowledge, Bias and Mitigating Factors. How local government can advance leadership development On average, MAV reports that at each election cycle, there is approximately a 50% turnover in councillors. This results in more than 300 new councillors coming into the sector every term and all have varied professional development needs. Continuous professional development over a councillor’s term helps build competence in all aspects of their role. Through regular professional development, councillors can become aware of practices, projects and initiatives across the sector that can be shared and applied in individual councils.
so that they develop an understanding of what is required under the GPGR and the benefits of compliance. We will act consistently and aim to secure compliance by all employers subject to the GPGR. We are committed to openness and transparency, and aim in this policy to provide a detailed outline of the action that may be taken if employers do not comply with the GPGR. We will use our enforcement powers firmly, promptly and effectively in the enforcement of the GPGR. In doing so we will act proportionately by corresponding with non-compliant employers before taking formal enforcement action. We have adopted timeframes within which we expect non-compliance to be resolved and which we believe all employers should be able to comply with. If we need to take enforcement action, we will inform employers why we are doing so, why we have chosen any particular course of action and what the next steps in the process will be. We will only use the more serious of our enforcement powers where employers fail to engage with us following our initial correspondence. We will maintain consistency in our approach to enforcement of the GPGR by requiring all staff members who make decisions about regulatory action to follow this policy. We will publish details of enforcement action that we take where we are obliged to do so under the EA 2006, and when it is lawful and appropriate to do so. How will we achieve compliance? ‘Compliance’ in this context is defined as compliance with the provisions of the GPGR. We aim to promote compliance without the need for formal enforcement action. However, we will take action in accordance with our powers set out in the EA 2006 where employers do not comply, despite our encouragement to do so. Range of activities to encourage compliance We will encourage compliance through a range of activities including:
Gender Pay Gap Reporting From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’ Figures must be reported by 04th April the following year. We are required to publish this information onto our Company website for 3 years Unique Employment Services will show two reports, one for our weekly paid Temporary side of the business and another for our monthly paid employees. Gender Pay Gap Report and Statement for 05th April 2017 – Temporary Statement With regards to our reporting we need to take into consideration that these figures include our hourly paid workers and also salaried employees of the business. Our reports show currently that there is a small percentage difference in the wages received by Male and Female workers. We would expect to see this. Unique Employment Services recruits mainly for the Industrial and Driving Sectors. Our Industrial sector Male and Female workers are paid the same rate for the same job. The difference we have is down to our Driving Sector. Our driving vacancies are generally filled by a Male workforce, vacancies are open to all but we have more male workers with the right licence requirements in these positions. Driving vacancies are paid at a higher rate which is resulting in the difference of the pay gap. The difference in the Bonus structure will be dependent on the clients we have that pay them. The reason the pay gap shows a higher percentage in females is because Employees of Unique Employment Services are paid a commission each month on top of a basic salary, as there are more female Employees in the business this shows as a higher percentage. P Hughes Managing Director
Mean gender pay gap in bonus pay Median gender pay gap in bonus pay Proportion of male and females who got bonus payments 0.00% No bonus pay is awarded within Glasgow Life Commitments Glasgow Life is committed to the following: monitoring and reducing the pay gap wherever possible, ensuring that women and men receive equal pay for work of equal value. striving to employ a diverse workforce with a commitment to the promotion of equality of opportunity in its employment practices. offering opportunities to work flexibly, including part-time working; term-time working and compressed working hours. Glasgow Life confirms that the contents of this Gender Pay Gap statement are accurate: __________________________________ Martin Booth Director of Finance and Corporate Services
Socio-demographic characteristics. Source: Foroutan (2009) Australian Religion Studies Review 22:3 295-321 Muslim Lebanese are slightly younger than Christian Lebanese, have slightly lower educational attainment, and slightly higher fraction have young children at home. Employment Status of Women in Australia. An econometric estimation is presented that indicates that religion is a statistically significant factor in the determination of employment status. Source: Foroutan (2009) Australian Religion Studies Review 22:3 295-321 Women’s movements continues on Gender B
to my research. Please write a short statement explaining what you hope to gain from participating in this workshop. (max 200 words) English language proficiency referring to European Level* UNDERSTANDING: SPEAKING: WRITING: (*) http://europass.cedefop.europa.eu/en/resources/european-language-levels-cefr.iehtml
notes by hand, doodle, knit, or whatever else you need to do to focus. But I do not allow computers in my class since nearly everyone taking notes on them is also answering emails, Facebooking or watching the next really cute kitten video. The point is, if I can’t watch that really cute kitten video or send a tweet during class, then neither can you. A note on the messiness of gender: Gender is a highly fought over category and much of our discussions and readings involve painful topics. I do not give trigger warnings since everything we read and discuss involves social power, oppression, and the messiness of gender, race, class, sexuality, sex and more. I encourage you to decide upon reading this whether you are comfortable in a class without trigger warnings and if not, wish you luck finding a class that better suits your needs. I. The Discovery of Gender 9/11 Introduction: What’s your gender and how do you know? Check this out: https://www.youtube.com/watch?v=WRw4H8YWoDA 9/13 Judith Butler, Preface and “Subjects of Sex/Gender/Desire”, pp. vii- 34 in Gender Trouble and David Valentine, “The Categories Themselves,” GLQ 2004. Take a look at http://www.autostraddle.com/judith-butler-101-58115/ Discussion Question 1 Let’s consider Butler’s narrative style. Take a particularly complex passage (a paragraph or two) from Butler’s work and rewrite it in a more accessible way- consider putting it into bumper sticker or comic strip form. Why do you think Butler writes the way she does- do complex notions about gender require complex language? 9/18 * Siobhan Somerville, Introduction and “ Scientific Racism”, pp. 1-38 in Queering the Color Line and *Evelynn Hammonds, “Black (W)holes and the Geometry of Black Female Sexuality,” from Skin Deep. Discussion Question 2 According to these authors, only white, heterosexual and middle class women were considered fully feminine at the birth of the Modern Era. Find an example from advertising or pop culture where Black women and or lesbians are masculinized in some way. 9/20 * Anne McClintock, “Imperial Leather: Race, Cross-Dressing, and the Cult of Domesticity,” pp. 132-180 in Imperial Leather
Introduction GEM is a web-based software designed to manage EECA contracts and claims. The data held within GEM is restricted such that the external Stakeholder can only view contracts that they are party to, no other Stakeholder contracts are visible. Applications can be accessed via the menu option at any time by following the relevant hyperlink. Applications are divided into current applications that may have been converted to contracts, and closed or rejected applications. Applications display a status indicating the progression through the approval process and may also display a banner message for key notifications. The My Contracts tab becomes visible to the GEM external stakeholder only upon the execution of the first contract. The tab remains visible permanently after that time even if there are no currently active contracts. The tab is divided into two sections, active and closed contracts. Hyperlinks Once a page has been accessed further navigation is possible by means of hyperlinks. Hyperlinks provide the ability to navigate between screens without recourse to menu options. Hyperlinks can be identified by blue colouration, with no bold and no square brackets. If the blue text has square brackets then it generates an action as specified by the text. Contracts Claim Ref Payment ID Property Records Displayed The number of records displayed on any screen is determined by the selection made in the lower right corner of the screen. The default selection is 500; the current selection is always displayed in black. Some screens remember the value selected upon returning to the list, other screens will reset to the default and require amendment at every view. All selections are reset to the default upon logging out. If there are more records than are displayed on screen then the paging arrows will activate, and can be used to move forwards () and backwards () through the records displayed in the table. Sorting Lists can be sorted by standard options for any column with a bolded blue header. Unless specified, the first column is the default sort. Clicking on the relevant blue header alters the nature of the data sort.
Navigating to… My Contracts 1 Log in to GEM 2 Click on “My Contracts” in the left hand menu Active Contracts appear in Contracts that have been terminated in GEM appear in A GEM Contract 1 Navigate to My Contracts 2 Identify the relevant contract in either “My contracts or “My Previous Contracts” using the Contract ID, Reference, Title, Initiative, and application round information 3 Click on the hyperlink The default location after selecting a contract is the Claims tab The Allocations For a Contract 1 Navigate to a Contract 2 Click on the Allocations tab The allocations for that contract are displayed in the table The Products For A contract
Locations display in a list. Locations can neither be sorted nor searched The Claims for a Contract 1 Navigate to a Contract 2 If… Then… You have not navigated to another tab The claims tab is the default tab after navigating to a contract You have navigated to another tab Click on the Claims tab Claims can be sorted and searched The number of rows displayed in each table can be altered and paging arrows can be used to move forwards and backwards through the records displayed in the table The Payments for a contract 1 Navigate to a Contract 2 Click on the Payments tab Payments can be sorted but not searched The number of rows displayed can be altered and paging arrows can be used to move forwards and backwards through the records displayed in the table
General Claims Create Claim Record 1 Navigate to the milestones for a contract 2 Locate appropriate general milestone 3 4 If… Then… The claim has a document template file attached Download the template The claim does not have a document template file attached Proceed to the next step 5 Attach the required submission file 6 Supporting documents are optional, they are not required 7 Finish the claim by clicking The following status banner displays Note: the un-submitted claim will remain available to edit the claim is manually submitted (refer 4.4). Edit Claim Record 1 Navigate to the milestones for a contract 2 Locate appropriate general milestone 3 4 5 If the wrong submission file is uploaded it can be removed or replaced 6 Rows for supporting documents can be deleted as necessary 7 Rows for supporting documents can be added as necessary
Add PropErty – Bulk 1 The bulk upload function can be used either during the creation of a new claim or after a new claim has been created If… Then… Using the bulk upload function during the creation of a new claim Follow steps 1-4 Using the bulk upload function after a new claim has been created Follow steps 5-8 2 Follow steps 1-4 of process 5.1 Create New Claim 3 Attach a completed bulk upload file 4 5 Navigate to an un-submitted claim 6 7 Attach a completed bulk upload file 8 Add Property – Individual 1 Navigate to an un-submitted claim 2 3 Enter property and product data into all fields required 4 Note: to quickly return to the same un-submitted claim to add another property click on the ‘Return to List’ link in the grey banner containing the property address Edit Property 1 Navigate to the un-submitted claim
areas over the life of the Strategy. Ensure gender balance when nominating Departmental representation. DSS Executive commit to the Panel Pledge which requires them to only participate as panellists/speakers in those events where women are participating in a meaningful way; and establish a communication campaign Q1 2017 EMG Use and maintain a Board Representation Register. Q3 2017 CSG Q3 2017 CSG Ensure opportunities for leadership and career progression regardless of gender over the life of the Strategy. Provide specialised leadership and career development programs that support the progression of women and men into senior leadership roles. Q3 2017 EMG/ all managers Use mechanisms in recruitment campaigns and selection processes that address unconscious bias Q2 2017 All selection panel members and recruitment delegates Develop SES exchange programs for functional areas affected by gender balance Q3 2017 EMG Innovate for Gender Equality and Diversity in employment practices Develop and promote a ‘think differently, work differently’ approach to our personnel practices. Review retention, development and performance management practices to identify areas for innovation in personnel practices Q4 2017 CSG Ensure gender and diversity balance on recruitment selection panels Q1 2017 All selection panel members and recruitment delegates Develop a digital strategy that supports flexible working arrangements Q3 2017 CSG
Research and develop strategies to assist staff with caring responsibilities in terms of career progression and retirement income. Q3 2017 CSG, informed by policy areas Collaborate with the APSC and the Workplace Gender Equality Agency 30 per cent of staff to participate in relevant APSC training Q4 2017 All managers Meet the criteria of the Workplace Gender Equality Agency’s ‘Employer of Choice for Gender Equality’ citation Q4 2019 EMG/CSG Work with NGO partners and suppliers to embed gender equality practices Q4 2019 Program and Services Group Expand and promote flexible work arrangements. Promote examples and benefits of flexible work arrangements which challenge assumptions about how work should be done and how jobs are designed Q4 2017 All managers Adopt a ‘flexible by default’ approach and appropriate supports for managers Q4 2017 All managers Profile male and female SES or Senior Managers who currently work flexibly to encourage uptake across the Department Q4 2017 CSG Review framework for working parents to encourage men to use parental leave provisions Q4 2017 CSG/ all managers Gender Equality and Diversity Stretch Targets Establish and meet gender equality and diversity stretch targets across all levels and Increase female Aboriginal and Torres Strait Islander representation at the SES level. Q4 2019 EMG Increase percentage of women at SES Band 2 level from 43 per cent to 50 per cent. Q4 2019 EMG Maintain an equal representation of gender for culturally and linguistically diverse SES. Q4 2019 EMG
(3) The Minister must appoint one of the members of the Ministerial Council on Women's Equality as the Chairperson of the Council. (4) The Minister must appoint one of the members of the Ministerial Council on Women's Equality as the Deputy Chairperson of the Council. (5) If the Chairperson is absent or unable to perform their functions, the Deputy Chairperson must act as Chairperson and, while acting, has all the functions, duties and powers of the Chairperson. 21 Appointment (1) The Minister may appoint a person to be a member of the Ministerial Council on Women's Equality. (2) A member of the Ministerial Council on Women's Equality is entitled to be paid the remuneration and allowances specified in the member's instrument of appointment. (3) A member of the Ministerial Council on Women's Equality holds office on a part-time basis. (4) A member of the Ministerial Council on Women's Equality holds office for a period of up to 3 years specified in the member's instrument of appointment. (5) A member of the Ministerial Council on Women's Equality is eligible for re-appointment. (6) The instrument of appointment of a member of the Ministerial Council on Women's Equality may specify terms and conditions of appointment. (7) The Public Administration Act 2004 (other than Part 3 of that Act) applies to a member of the Ministerial Council on Women's Equality in respect of the office of that member.
of 6 months beginning on the appointment of at least 8 members of the Council. (2) The report must relate to the priorities of the Ministerial Council on Women's Equality in relation to the promotion and advancement of gender equality. (3) In addition to the report required to be prepared under subsection (1), the Minister may request that the Chairperson of the Ministerial Council on Women's Equality provide a report, in writing, to the Minister on any matter relating to the Council's functions. 25 Review of Ministerial Council on Women's Equality (1) The Minister must cause a review of the role and operation of the Ministerial Council on Women's Equality to be completed, and a report of the review provided to the Minister, before the fifth anniversary of the appointment of at least 8 members of the Council. (2) The Minister must cause a copy of the report of the review to be laid before each House of the Parliament within 10 sitting days after the report is completed. 26 Regulations (1) The Governor in Council may make regulations for or with respect to any matter or thing required or permitted by this Act to be prescribed or necessary to be prescribed to give effect to this Act.
and resources are so low that malnutrition and starvation are common. There is a high risk of disease because of the pathogens and bacteria in the food and water, and life expectancy is only around forty-five years of age. The environment is in shambles and conditions are bad due to periods of war (“Central Intelligence Agency”). The lack of proper living arrangements has caused problems with the treatment of citizens, especially women. Women are faced with unfair treatment and extreme sexual violence. Rape is common and the government is not strictly enforcing laws against it. In the article “Liberia: Justice in Their Own Hands”, by Rachel Vincent, she writes, “Families with limited resources will often prioritize educating boys over girls. Girls who do make it to high school often rely on ‘sugar daddies’ – older men, including teachers, who will pay their fees or give good grades in exchange for sexual favors” (Vincent). Also, Liberia has civil and customary laws, and they often contradict each other. Civil laws will give women rights but customary laws counteract those rights making it legal for men to take those rights away. More often the customary laws are practiced (“Liberia”). In some countries like Qatar and Mali, wealth and poverty aren’t the only factors in determining the progress of women’s rights. In Qatar, culture holds back women’s rights, while in Mali, women’s activist groups push for reform. Qatar, predominantly made up of the Islamic faith, is ranked in the top wealthiest countries in the world. The CIA World Factbook says that, “Oil and gas have made Qatar the world’s highest per-capita income country and the country with the lowest unemployment”, (“Central Intelligence Agency”). Their GDP – per capita is $102,800 as of 2012 and this is ranked number one in the world. Their unemployment rate is ranked number two at only 0.5% and there isn’t a significant percentage of people below the poverty line (“Central Intelligence
4 4. The Tender should be accompanied by earnest money of Rs. 1.5 lakh (Rupees One lakh fifty thousand only) in the form of Demand Draft/pay order drawn in favour of D.D.O., D.B.T., New Delhi, without which the Tender will not be considered. 5. Certificate regarding registration of firm in Delhi/New Delhi. Copies of Documentary proof of same must be enclosed. 6. The Bidder must have PAN No., Copy of Documentary proof of same must be enclosed. 7. The Bidder should have minimum turnover of 1 cr. per annum. Documentary proof should be attached Successful and satisfactory completion of at least three contracts/work each amounting to a value of not less than Rs.30 lakh per annum during the last three years. Enclose certificate from prominent organisations (Government organisation/ PSU/Bank). 8 Copies of Profit and Loss Accounts and Balance Sheets for the last three years i.e. 2014-15, 2015-16 and 26016-17 9 GST Registration Number. (Copy of GST Registration Certificate to be attached). 10 List of at least 10 cars of Swift Dzire model not older than 2015 along with copies of RCs,and Insurance 11. Proof of successful and satisfactory completion of three contracts 12. Copy of Police verification certificate of the firm 13. List of drivers available with and their local police verification reports 14. ESIC registration certificate 15. The Bidder must submit an undertaking on its letter head stating that they have not been blacklisted by any State/Government/ Central Government/ PSU Department in India.
Surprisingly, nearly more than Viola, Callaghan believes Molvolio serves as a key figure in gender roles throughout the play. Molvolio is a male who is metaphorically and socially castrated as he attempts to climb the social ladder. His endeavor towards upward mobility is referred to by Callaghan as “class transvestism” (36). In trying to change his social class, he loses his manhood, and he even considers the possibility of “trading a steward’s servility for sexual service” (37). Yet, by the conclusion of the play, his anger is even more greatly fueled by the unnatural nature of his efforts which result in Molvolio being “feminized, ridiculed, castrated” (37). The word “unnatural” is used to describe both attempts to alter social ranks and Molvolio’s figurative castration. Callaghan further insists that Viola’s transgression is far less offensive to the audience than Malvolio’s ambition and therefore social rank perhaps hold a very resilient association to gender roles and what they meant during the Elizabethan Era. Yet, despite the correlated ideals between class and gender, Callaghan still believes that female gender roles are extremely significant to the play. Although many critics claim that bawdy humor is used much less in Twelfth Night then is many of Shakespeare’s other plays, Callaghan maintains that this is untrue. In fact, the female genital becomes an active theme throughout the play and is even “at the heart of Molvolio’s gulling” (36). It is claimed that the subject of the woman’s vagina is clearly shown as Molvolio says, “By my life, this is my lady’s hand: these be her very C’s, her U’s, and her T’s, and thus she makes her great P’s. It is in contempt of question her hand” (36). Therefore, Callaghan believes that these lines obviously signify a woman’s “cunt” (37). Besides the alarming reference by the use of the typically offensive word “cunt”, Callaghan finds it of more significance to address women’s exclusion from the stage “while examining the representation of her private parts” (46). Thus, she concludes that “[…] we have
Gene Expression (lac and trp operons) 1.) Complete the comparison of the lac Operon and trp Operons as a means of gene regulation in E. Coli Lac Operon Trp Operon Used for catabolic or anabolic reactions? Inducible or repressible? Regulates production of: Number of genes and how they are controlled What binds to the operator/when does this occur/inducer, repressor or corepressor? High levels of what substance affects the operon and how? 2. Why are genes under regulation? 3. What makes up an operon? 4. What is the function of the promoter ? 5. What is the function of the operator?
Mr. James Naylor and Mrs. Emma Jamieson and daughter, Jane, were here from Topeka Sunday the guests of Mr. and Mrs. William Aye. 27 November 1924 Mr. and Mrs. Fred Stewart and little daughter Wilma, and Miss Georgia Stewart of Topeka are Thanksgiving guests of Mr. and Mrs. Wm. Aye. COLUMN TWO November 1925 The entire stock of the Wm. Aye harness store was sold at public sale as Mr. Aye quit business and moved to Kansas City. Mr. Aye has been in business here longer than any other businessman. PAGE SIX OF PDF ADAMS — Refer to Jamieson 50 YEARS AGO 22 November 1901 Alex Adams of Maple Hill purchased the residence property belonging to Mr. A. Montgomery last Monday. 3 March 1908 Horace Adams’ large grain elevator at Maple Hill burned to the ground early yesterday morning. 15 October 1914
Me Place: Married: Place: Died: Place: My Father; Name: Born: Place: Married: Place: Died: Place: His Father: Name: Born: Place: Married: Place: Died: Place: His Mother: Name: Born: Place: Married: Place: Died: Place: My Mother: Name: Born: Place: Married: Place: Died: Place: Her Father: Name: Born: Place: Married: Place: Died: Place: Her Mother: Name: Born: Place: Married: Place: Died: Place:
Genealogy Information The following information is for Fountain County vital records including Marriage, Divorce, Probate, Wills, Birth and Death. Clerk’s Office P.O. Box 183 Covington IN 47932 765-793-2192 Mon. – Fri. 8a-4p closed occasionally for lunch Marriage Certificates (1826-Current) Marriage Applications (1882-Current) Divorce Records (1830-Current) Probate/Wills (1832-Current) Fountain – Warren Health Dept. 113B W. Sycamore St. Attica IN 47918 765-762-3035 Mon. – Fri. 8a-4p Closed 12-1 for lunch Birth Certificates (1887-Current) Death Certificates (1887-Current) Genealogy Society P.O. Box 273 Veedersburg IN 47987 765-294-4954 or 877-760-6058 Mon/Fri/Sat 11a-4p Historical Society 403 S. Brady St. Attica IN 47918 765-764-4479 Historical Landmarks P.O. Box 24 Attica IN 47918 765-762-6574 Request in writing, include all information possible, Cost: $1.00 per page, send self-addressed stamped envelope. Must call for a form, will need to send copy of Identification (driver’s license or passport) Cost: $7.00 plus self-addressed stamped envelope. Surrounding County Clerk’s Offices Montgomery County 765-364-6434 P.O. Box 768 Crawfordsville IN 47933 Parke County 765-569-5132 116 W. High St. Rm 204 Rockville IN 47872 Vermillion County 765-492-5350 P.O. Box 10 Newport IN 47966 Warren County 765-762-3510 125 N. Monroe St. Suite 11 Williamsport IN 47993 Tippecanoe County 765-423-9326 P.O. Box 1665 Lafayette IN 47902
Project, No Strings Attached, which opened at Sadler’s Wells. In 2014, she created her first dance film The Indifferent Beak for the Royal Ballet Deloitte Ignite Festival. In November 2014 she choreographed for the London Children’s Ballet Gala hosted by Darcey Bussell with dancers from the Royal and Birmingham Royal Ballet companies. Charlotte is completing her final year at Rambert School and will be the first participant of The Royal Ballet’s Young Choreographer Programme from August 2015. 2.4.3. Dancer’s Own – Candidate’s own choreography (Variation 1): 2015 will see the continuation of the Choreographic Award sponsored by Mondor introduced in 2013, which will give the Semi-final judges a formal opportunity to recognise the best of the Dancer’s Own choreography. The winning choreography will be announced alongside the decision on who will progress to the Final, and will be performed at the Final on Saturday 19 September. Variations – Guidelines for Choreographer Candidates should present a variation (performed in pointe shoes for females) between 1.00 - 1.30 minutes duration choreographed for them by themselves, their teacher or a peer to a piece of music of their choice. Dances for female candidates must include pointe work. The choreography should not make any reference to characters, storylines or films that are still in copyright (e.g. Harry Potter, Billy Elliot, Avatar, etc.), unless written proof of permission from the copyright owner of the story or underlying work can be provided in advance. Candidates may wear a simple costume and/or use hand-held props if appropriate; however no scenery or masks may be used.
Exploring “ClinVar” database for ‘IL4’ linked variants Exploring “GWAS Catalog” and “ClinVar” databases simultaneously GENEASE can be used to simultaneously explore a list of genes. Select “Gene” (default) as the query option and enter the list of genes in the “List” text-area or upload a file. To understand the working of the tool, sample genes can be used by clicking on “sample” link beside “List” or “File” input category. Gene list explore query Result layout consists of “sliders” like in the single gene input case with each slider containing information in tables. Summarized information – gene list Any table containing “downloadable” (text) data can be downloaded using either “CSV” or “Excel” buttons just below the sliders. For sliders having NO text data, these buttons would NOT be available. Gene Expression Information – gene list Number of rows displayed in the table can be adjusted using “Show 10 rows” button. Gene Exploration slider – adjusting number of rows
In case of three lists, click on the “Add Another List” or “Add Another File” buttons and either copy the third list or upload it. The result layout is same except that there is a 3 circle venn diagram to illustrate the overlaps and the table contains entries for all possible combinations of overlaps between the 3 lists. Steps for simple “SNP Overlap” are exactly the same except that “rsID” has to be selected as input option and overlap type is “SNPs”. Simple SNP overlap – 2 sets The result interface is similar to gene overlap screenshots from above. Simple SNP overlap – 2 sets Enriched pathway overlap To find overlap using “enriched pathways”, select the appropriate input option and “KEGG Pathways(Enriched)” as the desired overlap type. Pathway overlap analysis query Since enrichment is involved in the overlap type, one has to select the appropriate “Correction Procedure” for multiple testing correction and enter the “Significance Cut-off” to be used in the analysis. Either copy the the gene lists in the text-areas or upload the files and click “Submit” The result interface displays a Venn diagram plot showing the overlap levels between the lists. Enriched pathway overlap analysis result – 2 sets Result screen also contains a table in which the filenames are listed in the first row. The table also contains an entry which indicates the “intersection” of enriched pathways from each list. Unique enriched pathways belonging to each list (including the intersection entries) can be downloaded by clicking on these names. In the scenario where NO pathways are enriched, the overlaps are found among ALL the pathways mapped to the list instead of just using the enriched ones and a suitable message is displayed. Enriched pathway overlap analysis result – 2 sets In case of three lists the steps are the same as described above. Use the “Add Another List” or “Add Another File” buttons to enter or upload the third list and click “Submit” The result screen contains a three circle venn diagram to show the overlap levels.
Overview Core and breadth area committees are established and staffed with representatives from the relevant departments and a liaison from the General Education Improvement and Assessment Committee (GEIAC). All area committees met at least once this academic year to discuss assessment and findings. With the implementation of the WSU Program and discussion of changes to learning outcomes within general education, area committees continue to be more active and engaged in GE reforms and assessment. GEIAC recommends that general education (GE) courses be assessed on a 3-year schedule. GEIAC works with the Office of Institutional Effectiveness (OIE) to ensure that departments teaching GE courses both set and keep to their assessment schedules. The common reporting tool – evidence of learning rubric - includes these items (see http://weber.edu/oie/gen_ed_assessment.html): GE learning goal Course-specific measurable learning outcome aligned to GE outcome Identified assessment(s) for measuring student learning Threshold for expected student performance Actual student performance data Analysis/interpretation of findings Action plan for changes to be put in place based upon performance and analysis. Integration of GE reporting with Department Annual Assessment reporting. Development of tools and functionality to support GE assessment. Chitester question-level outcome alignment tool with reporting feature GE learning outcomes are available in Canvas as learning outcomes from which faculty can design rubrics. Results of assessment: Core areas: In 2014-15, data was gathered in 13 of 25 courses for a yield of 52%. The proportion of courses assessed in core areas ranged from 0 (COMP, QL, IL) to 67% (CIL). Breadth areas: In 2014-15, data was gathered in 47 of 115 courses for a yield of 41%. The proportion of courses assessed in breadth areas ranged from 26% (CA) to 88% (LS).
Gainful Employment Negotiated Rulemaking Committee 2017-2018 Federal Negotiator U.S. Department of Education Greg Martin Non-Federal Negotiators Community of Interest Primary Alternate Two-year public institutions Laura Metune Vice Chancellor of External Affairs California Community Colleges Matthew Moore Director of Financial Aid and Scholarships Sinclair Community College Four-year public institutions Pamela Fowler Executive Director of Financial Aid University of Michigan – Ann Arbor Chad Muntz Director of Institutional Research Office of Administration and Finance The University System of Maryland Accrediting agencies Anthony Mirando Executive Director National Accrediting Commission of Career Arts and Sciences Business and industry Roberts Jones President Education & Workforce Policy Jordan Matsudaira Nonresident Fellow, Urban Institute Assistant Professor, Cornell University
CFOs and business officers Sandy Sarge SARGE Advisors David Silverman Chief Financial Officer and Director of Business Affairs The American Musical and Dramatic Academy Consumer advocacy organizations Whitney Barkley-Denney Senior Policy Counsel Center for Responsible Lending Jennifer Diamond Program Associate Maryland Consumer Rights Coalition Financial aid administrators Kelly Morrissey Director of Financial Aid Mount Wachusett Community College Andrew Hammontree Director of Financial Aid and Scholarships Francis Tuttle Technology Center General counsels/attorneys and compliance officers Jennifer L. Blum, Esq. Senior Vice President External Relations and Public Policy Laureate Education, Inc. Stephen Chema Ritzert & Leyton, PC Legal assistance organizations that represent students Johnson M. Tyler Senior Attorney Consumer and Foreclosure Units Brooklyn Legal Services Kirsten Keefe Senior Attorney Consumer Finance and Housing Unit Empire Justice Center Minority serving institutions
Private, for-profit institutions with an enrollment of 450 students or less Jessica Barry President School of Advertising Art Neal Heller CEO/ President Hollywood Institute of Beauty Careers Private, for-profit institutions with an enrollment of 451 students or more Jeff Arthur Vice President of Regulatory Affairs & Chief Information Officer ECPI University Marc Jerome President Monroe College Private, non-profit institutions C. Todd Jones President Association of Independent Colleges & Universities in Ohio Tim Powers Director of Student Aid Policy National Association of Independent Colleges and Universities State higher education executive officers Christina Whitfield Associate Vice President State Higher Education Executive Officers Association State attorneys general and other appropriate State officials Christopher Madaio Assistant Attorney General Office of the Attorney General of Maryland Ryan Fisher Intergovernmental Relations Division, State of Texas Office of the Attorney General Students and former students Christopher Gannon Vice President United States Student Association Ahmad Shawwal Student University of Virginia