zilongwang/ReadingBank huggingface dataset:
Topics: Table host: Creating New Revenue Streams: From feasibility to implementation. Mala Dorasamy (Durban) Addressing New Attendee Expectations: With a range of generational attendees and those from different cultural backgrounds, how do you create the right experience and what can centres do to make a difference? Trevor McCartney (Muscat) Centre Pricing and Revenue Models: Maximizing profits Simon Burgess (Adelaide) New Marketing Strategies: How to reach clients? How to measure results? Kirsten Vosmer (Den Haag) Launching New Events: Risks and Rewards Natalia Agrel (Lyon) Working with PCO’s: The financial model Adrienne Clarke (Dublin) Bidding for International Conventions: What’s changed, what are the current challenges? Dave Sclanders (Calgary) 16:45 Summary, Conclusions and Cocktail In partnership with IMEX 2015 – May 19-21 – Messe Frankfurt
enthusing about it.” Maroba also organised a GP forum to talk doctors through the link into iCare from the Medical Director (MD3) software, which they use, and this was very positively received. Maroba has always been a proactive, professional and visionary aged care facility. CEO Viv Allanson encourages staff to be at the forefront of the industry and their individual specialties. Leeanne believes their new iCare system not only shows leadership, but will also make it far simpler for the organisation to grow. “We’re hoping to build more self-care apartments,” she says. “The new system will scale easily to accommodate that growth. And the fact that it supports Tablet PCs means that staff can provide care in the new units as and when needed, with full access to all the resident information they need.” Microsoft Product that was featured Microsoft® SQL Server® 2008 Microsoft SQL Server 2008 provides a complete business intelligence platform for applications of all sizes. It enables organisations to link diverse systems (HR, financials, CRM, etc), aggregate data, and display it in comprehensive dashboards featuring the essential information they need to drive accurate decision-making and planning – all updated in real-time. Key benefits include: • High levels of performance, availability and security • Productive management and development tools • Self-service business intelligence • Support for large-scale data centres and data warehouses • Opportunities to build and extend applications in the cloud • Integration with the Microsoft Application Platform
The set top box does not include in-built return path functionality, however the internal software does support the use of return path functionality through an additional USB connected device e.g 3G dongle. The audience measurement company will engage the third party set top box software technology partner to arrange access to set top box data. The set top box software which has been specifically developed for the purposes of audience measurement is configured to record all interactions with the set top box including: Channel viewed EPG interactions Ad banner interactions Teletext / information services interactions Standard retail set top boxes do not contain the special software build that allows for measurement. Any set top box earmarked for measurement purposes must therefore be installed with the upgraded audience measurement software build and a mechanism for harvesting this data. The proposal must describe how set top box technology will be incorporated within the complete audience measurement solution. The Audience The Free TV audience will buy their common set top box from a retailer and will attach this to their home TV and antenna or satellite dish. Other audience segments may access Free TV through existing Pay TV networks that may carry some or all Free TV channels. Set top boxes which are unauthorised for the National Common set-top-box system, for instance existing boxes in the marketplace or pay TV boxes, may not have the common set top box software as described in 2.2. The proposal must describe solutions to measure all Free TV audiences. The Roll Out Plan Digital switch over will begin with the controlled launch phase in the Plateau region in early 2016 and is expected to reach up to 350,000 TV households during that phase. Digital transmission in subsequent Nigerian regions will be switched on during 2016 and beyond. The proposal should clearly indicate how the audience measurement solutions will scale with the ongoing roll out of digital services across Nigeria. Funding The NBC expects that the successful bidder will be able to monetize and fund their own audience measurement operation however all compensation options presented will be reviewed. The proposal should clearly identify viable commercial options. Please also state clearly any options your company will not consider. Scope of Services The services requested are broadly defined as: Advisory: Planning, recommendations Measurement: Methods used to harvest data and measure the audience Analysis: Solutions used to derive insight from measurement
Groups Total 1370.734 123 Satisfaction on Washing machine Between Groups 9.614 2 4.807 .764 0.470 Within Groups 415.024 66 6.288 Total 424.638 68 Satisfaction on Air conditioner Between Groups 10.575 2 5.287 .369 0.693 Within Groups 744.952 52 14.326 Total 755.527 54 Satisfaction on Service Between Groups 999.367 2 499.683 15.693 0.000 Within Groups 3980.133 125 31.841 Total 4979.500 127 ANOVA between age group and satisfaction Null Hypothesis: Respondents belonging to the age group of less than 30 years, 31-40 years and 41-50 years have an average same level of satisfaction on the white goods, shops and service centers. Table 6 indicates that the satisfaction level of respondents on refrigerator and service provided in the service centers differ slightly. To find out the difference level POST-HOC Test was applied. It was found that the respondents belonging to the age group of less than 30 years have higher level of satisfaction on refrigerator, and service provided in the shops and service centers than the age group of 41-50 years. Table 6. ANOVA between age group and satisfaction ANOVA Results Sum of Squares Degrees of freedom Mean Square Frequency Significance Satisfaction on Refrigerator Between Groups 86.317 2 43.159 4.066 .020 Within Groups 1284.417 121 10.615 Total 1370.734 123 Satisfaction on Washing machine Between Groups 12.913 2 6.456 1.035 .361 Within Groups 411.725 66 6.238 Total 424.638 68 Satisfaction on Air Between Groups 16.273 2 8.136 .572 .568
New employees hired July 1st or after of each year will not be eligible for any personal hours for the remainder of that calendar year. The Personal Hours benefit becomes available for each eligible employee effective January 1st of each New Year, subject to completion of the first 90 days of employment. Personal Hours Professional Police and Fire Personnel First Year & Every Year Thereafter Hours Eligible Personal Hours eligibility During First Year of Employment after 90 days Month Of Employment Police & Fire (8 & 12 Hour Personnel) Hours Eligibility Fire (24 Hour Personnel) Hours Eligibility Jan – Apr May – Jun Jul – Aug After Sep 1 24 16 8 None 24 18 12 None After the first year of employment the Professional Police Officer is eligible for forty (40) personal hours beginning January 1st of each calendar year. After the first year of employment the 24 hour personnel are eligible for 24 hours of personal hours beginning January 1st of each calendar year. Fixed & Floating Holidays A fixed holiday schedule will be approved by the City Council each year and communicated to the employees during December. These fixed holidays will be observed and paid for all full-time and probationary employees as further defined below: Holiday Schedule for Civilian Employees
Philosophy and Process Satisfactory working relationships depend on communication and understanding among people. Good relationships are easier to achieve when people feel that their problems and opinions can be discussed in a direct, open manner. An open atmosphere is desirable in all areas of the City. If you have a problem or situation concerning any aspect of your employment, you are encouraged to discuss the problem or situation clearly and openly with your supervisor. It is important to understand the value of working through the “chain of command” in working your issues through upper level supervisors. In most cases, such discussion will lead to a prompt resolution of the problem or situation. Remainder of page left blank intentionally.
Complainant C-2016-2552615 – Pennsylvania Electric Company JOHN E CATTERSON 355 JAMES ST NEW WILMINGTON PA 16142 724.946.2507 Complainant C-2016-2552384 – Pennsylvania Power Company MARY ELLEN MCCONNELL 2278 RAGGED MOUNTAIN RD CLEARVILLE PA 15535 814.784.3332 Complainant C-2016-2552601 – West Penn Power Company KATHLEEN M TRETINIK 120 A BINNS RD BROWNSVILLE PA 15417 724.208.8676 Complainant C-2016-2552271 – West Penn Power Company JANINE AND JEFF RIBBLETT 240 CHURCHILL STREET JOHNSTOWN PA 15904 814-262-0327 Complainants C-2016-2550110 - Pennsylvania Electric Company ROBERT MOORE 316 BRAZIL LANE JOHNSTOWN PA 15909 814.322.4950 Complainant C-2016-2551236 - Pennsylvania Electric Company REBECCA A STILES 372 EAST JACKSON STREET JOHNSTOWN PA 15909 814.410.3581 Complainant C-2016-2551230 - Pennsylvania Electric Company ROBERT REDINGER JR 1881 PAINTERS RUN RD PITTSBURGH PA 15241 412.221.7682 Complainant C-2016-2542278 West Penn Power JEANETTE LIPPY 3672 CENTENNIAL ROAD HANOVER PA 17331 717.632.6474 Complainant C-2016-2549370 Metropolitan Edison Company RICHARD COLLINS ENGINEER 440 MONMOUTH DRIVE CRANBERRY TOWNSHIP PA 16066-5756 724.742.0414 Complainant C-2016-2547484- Pennsylvania Power Company KENNETH SPRINGIRTH 4720 CLIFF DIRVE ERIE PA 16511 814.899.4202 Complainant C-2016-2546231 Pennsylvania Electric Company LARRY E COLE 74 E LAUREL STREET MONROETON PA 18832 570.268.5686 Complainant C-2016-2551244 - Pennsylvania Electric Company
Respondent, and (3) that the complaint involves alleged injuries and a claim for damages, and that a personal injury claim is not within the Commission’s jurisdiction In its Preliminary Objections, Maroadi asserts that (1) the Complainant was not the party to any transportation contract and, therefore, lacks standing to complain to the Commission on the basis of a contract between Ms. Drago and the moving company, (2) the complaint shows that the Respondent was only a booking agent and was not involved in the loading or transporting of the shipment, (3) the Complainant filed no liability claim with the Respondent, and (4) that the only allegation by the Complainant that could constitute a possible claim, if one had been filed, alleges a personal injury to the Complainant, for which recovery would be beyond the Commission’s jurisdiction. On June 10, 2016, the Complainant filed a response to the Respondent’s Answer and New Matter. The Complainant alleges that the Respondent’s Answer was filed untimely and variously disputes the factual averments set forth in the Respondent’s Answer and New Matter. On June 1, 2016, the matter was assigned to me by Motion Judge Assignment Notice. The matter is now ripe for decision. For the reasons stated below, I will deny the Preliminary Objections and direct that a hearing be scheduled. DISCUSSION As noted, the Complainant requests that the Commission (1) conduct a punitive comprehensive audit of the Respondent, (2) suspend the Respondent’s certificate of operating authority, (3) compel the Respondent to produce any and all insurance records, policies, and binders, including any and all communications regarding the complaint from December 2014 through the present, (4) sanction the Respondent and its counsel, and (5) grant any other relief that the Commission deems fair and just.
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Which system transports oxygen and nutrients to the cells, maintains homeostasis and removes wastes from the body? What are the main components that make up blood? What is the primary function of the digestive system? What are the five main parts of the cardiovascular system? How do the lungs help serve the needs of cells? What would occur if the respiratory system malfunctioned? Which type of blood vessel carries blood to the heart? Which parts of the digestive tract does food physically pass through? In what part of the body does most chemical digestion take place? Which systems help eliminate waste and which do not help eliminate waste in the body? Which organ absorbs most of the nutrients in food? Someone touches your shoulder and you turn around. What sequence do your impulses follow? Which system releases adrenaline and prepares a student to run? What two organs make up the central nervous system? What is the correct sequence of events that happens in the urinary system? What role do teeth play in the digestive system? What is the function of the muscular, nervous, digestive, and respiratory systems? Which organ systems do white blood cells serve when they fight off foreign invaders such as bacteria and viruses? Which organ system serves to deliver glucose to cells of the body so they can generate energy (ATP)? Which organ system serves the needs of the cells by breaking down complex carbohydrates into simple sugars such as glucose? What is the process by which an organism's internal environment is kept stable in spite of changes in the external environment? Skin and hair gets its color from ____________________. What do the sweat glands in the skin aid in?
Certificate in Human Resources Generalist C2512C-C1 This certificate is designed to provide the student with concentrated course of study in the field of human resources management. Upon completion of the six courses, a certificate will be award by the College. The course for this certificate may be applied toward the Associate Degree in Business Administration- Human Resources Management. For more information, call 704-330-66595. Course Number Course Title Course Load Terms Offered Class Hours Lab Hours Credits Fall Fall Short Session Spring Spring Short Session Summer Online Semester 1 BUS 115 Business Law 1 3 0 3 BUS 153 Human Resources Management 3 0 3 BUS 256 Recruit Selection and Personnel Planning 3 0 3 BUS 258 Compensation and Benefits 3 0 3 BUS 234 Training Development 3 0 3 CIS 110 Introduction toe Computers 2 2 3 Total Degree Hours 18 For more information contact the Business & Accounting Division at 704-330-6595.
66. biggest difference between Vygotsky’s approach to development and that of Piaget and the approach is that Vygotsky placed more emphasis on 67. Dr. Bentley is asked to explain troubled adolescents, she says, “The only way to explain the problems of adolescents is to study them in relation to their parents and the culture that surrounds them.” Dr. Bentley is most likely a proponent of ____ theory. 68. theorist is best associated with an ecological approach to human development? 69. has only one child, one-year-old Shelly, and has stayed home for most of Shelly’s life. From an ecological perspective, Mary is best thought of as part of Shelly’s Which
Thus, it is important to thoroughly assess the risks that engineering controls can introduce before they are implemented to avoid costly retrofits. As Architect Frank Lloyd Wright suggests: “You can use an eraser on the drafting table or a sledge hammer on the construction site”. Take home points Understand bus features As discussed above, there is great variation in how each bus is constructed and operates. Operators must understand what door interlock/external door buttons are installed on their buses and how they work. Understand vulnerability of buses and bus operations What scenario of bus rollaway is your bus vulnerable to, if at all? Operators should test their buses in a controlled environment to determine in what circumstances their bus will be subject to a rollaway. It is also important to note that because operators have different types of buses, the risks posed from bus rollaways are different. Further, each operator has different bus operations making the overall risk of rollaways unique to each operator. Apply human factors at all stages Application of human factors tools, methods and standards at all stages of the risk assessment and design process will ensure human performance capabilities and limitations are adequately taken into account. This will avoid expensive retrofits and ensure efficiency in the design and implementation of controls. It will also ensure that the unique bus rollaway risks faced by each bus operator are effectively taken into account. Review controls It goes without saying that controls must be reviewed periodically to ensure they are effective and functioning as intended. Any controls implemented will need to adopt this approach.
II. Enrollment Alameda Berkeley Laney Merritt District Census Enrollment F11 258 510 174 55 !Undefined Bookmark, Census Enrollment F12 192 440 135 43 !Undefined Bookmark, Census Enrollment F13 275 468 301 42 !Undefined Bookmark, Sections F11 6 12 4 1 !Undefined Bookmark, A_SECTION Sections F12 4 11 4 1 !Undefined Bookmark, A_SECTION Sections F13 6 12 6 1 !Undefined Bookmark, A_SECTION Total FTES F11 25.80 53.70 17.30 5.50 !Undefined Bookmark, A_FTES_F1 Total FTES F12 19.20 46.60 13.06 4.30 !Undefined Bookmark, A_FTES_F1 Total FTES F13 27.50 49.67 24.00 4.20 !Undefined Bookmark, A_FTES_F1 Total FTEF F11 1.20 2.53 0.60 0.20 !Undefined Bookmark, A_FTEF_F1 Total FTEF F12 0.80 3.20 0.60 0.20 !Undefined Bookmark, A_FTEF_F1 Total FTEF F13 1.20 2.53 1.20 0.20 !Undefined Bookmark, A_FTEF_F1 FTES/FTEF F11 21.50 21.20 28.83 27.50 !Undefined Bookmark, A_FTESFTE FTES/FTEF F12 24.00 14.56 21.77 21.50 !Undefined Bookmark, A_FTESFTE FTES/FTEF F13 22.92 19.60 20.00 21.00 !Undefined Bookmark, A_FTESFTE Note: Attendance Method “X” classes are excluded from the calculations.
1. Can you predict where you will end up based on the list of arrows? 2. Which final positions will be most likely? 3. How many paths will get to position 0? 4. How many paths will get to position 1? 5. How many paths will get to each position? Human Galton Board Directions
19. New concept: Forward capital: Forward capital: a symbolically relocated capital city usually because of either economic or strategic reasons; sometimes used to integrate outlying parts of a country into the state (e.g., from Rio de Janeiro to Brasília, New York to Washington D.C.). 20. Robinson Projection: useful for displaying information across the oceans. Due to allocating space to the oceans, the land areas are much smaller. 21. Mercator projection; shape is distorted very little, direction is consistent, and the map is rectangular. Its greatest disadvantage is that area is grossly distorted toward the poles, making high latitude places look much larger than they actually are. 22. E.G. Ravenstein’s Laws of Migration The majority of migrants travel short distances Migrants who are traveling a long way tend to move to larger cities than smaller cities. Rural residents are more likely to migrate than are urban residents.
(i) reach 2 metres or more in height; and (ii) provide crown cover of at least 20% of the land. former determination means: (a) in relation to a transferring project—the methodology determination that was the applicable methodology determination for the project immediately before the approval under section 130 of the Act; and (b) in relation to a transferee offsets project and a particular area of land—the methodology determination that was the applicable methodology determination for the transferor offsets project immediately before its section 27 declaration was varied as described in subsection 57(1) of the Act in relation to that area of land. FullCAM means the Full Carbon Accounting Model that is available on the Department’s website, as in force from time to time. Note: FullCAM is used to model forest carbon stocks associated with land use and management for Australia’s National Greenhouse Gas Inventory. FullCAM events queue, for a particular CEA, means the series of management activities and disturbance events, and their associated dates of occurrence, that are used in FullCAM to model carbon stock and emissions from biomass burning in that CEA. Note: See also section 30. FullCAM guidelines means the FullCAM guidelines that are available on the Department’s website, as in force from time to time. HIR activity (short for human induced regeneration activity)—see subsection 7(2). HIR determination (short for human induced regeneration determination) means either of the following: (a) the Carbon Credits (Carbon Farming Initiative) (Human-Induced Regeneration of a Permanent Even-Aged Native Forest) Methodology Determination 2013; (b) the Carbon Credits (Carbon Farming Initiative) (Human-Induced Regeneration of a Permanent Even-Aged Native Forest—1.1) Methodology Determination 2013. HIR project (short for human induced regeneration project)—see subsection 7(3). modelling commencement date, for a CEA, means the relevant date selected by the project proponent in accordance with section 28. model point location means the model point location selected in accordance with section 29, identified by latitude and longitude. native forest means an area of land that: (a) has of a mix of trees, shrubs, and understorey species that: (i) are native to the local area; and
The fundamental human needs for water, food, shelter and clothing have a significant impact on the environment including the production of waste and pollution. HUMAN NEEDS In modern societies our needs have expanded to include travel and communication over long distances, education and high quality health care. To satisfy human needs we use the services provided by the natural environment, called Ecosystem Services. Ecosystem Services Our natural environment directly provides products like food, fibre, fuel, natural medicines and fresh water. Well maintained ecosystems also play an essential role in providing clean water, air and climate regulation. Why are human needs important? Satisfying human needs affects the environment directly. As our population continues to grow and more houses, roads and shopping centres are built this impacts our natural environment. Continued economic growth leads to increases in resource consumption and waste generation.
Answer: Line graphs are commonly used when the independent variable (x-axis) is a continuous phenomenon. In this study the concentration of epinephrine is a continuous function. The line allows for interpolation (i.e., estimating values between the measured values). Section: The Science of Physiology Learning Outcome: 1.18 Bloom's Taxonomy: Analysis 55) Use Table 1.1 to graph the data appropriately. What can you CONCLUDE based on the new figure? Answer: Graphs should address the errors in Figure 1.1. This small sample suggests that an increase in epinephrine concentration increases the average heart rate of Sprague-Dawley rats. Section: The Science of Physiology Learning Outcome: 1.18 Bloom's Taxonomy: Application Use the table and graph below to answer the following questions. Table 1.2 Figure 1.2 56) Summarize the data shown in Figure 1.2. Answer: The systolic pressure of both genders increases with age. Under age 40, the systolic pressure of males is higher than that of females. After age 40, the systolic pressure of females is higher than that of males. The greatest rate of increase is from ages 50 to 70 in both genders. Blood pressure declines after age 70. Section: The Science of Physiology Learning Outcome: 1.18 Bloom's Taxonomy: Analysis 57) Referring to Table 1.2, what general trend in systolic blood pressures is seen as both men and women increase in age? Answer: The systolic pressure of both genders increases with advancing age. Section: The Science of Physiology Learning Outcome: 1.18 Bloom's Taxonomy: Analysis 58) Referring to Figure 1.2, at approximately what age do men begin to show higher systolic blood pressures than women? At what age does this trend reverse? Answer: From age 10 to 40, male pressures are higher; after age 40, female pressures are higher. Section: The Science of Physiology Learning Outcome: 1.18 Bloom's Taxonomy: Analysis
Human Populations Infographic Rubric 4 3 2 1 0 Design Layout Color Scheme Fonts Layout is organized and uses consistent style Color scheme has visual appeal and works with content Fonts are legible and consistent Generally good layout Has minor inconsistency or one distracting element Color scheme clashes Layout could use improvement Two or more inconsistent elements Hard to read fonts Layout distracts from content Layout is disorganized, no obvious organization Layout distracts from content Color scheme is confusing No layout or scheme—just random elements, colors, and fonts Content Terms, Facts Quantity of data Quality of data Uses human population terms and vocab Four or more data sets represented Data clearly demonstrate claim Data from good source One mistake in terms or vocab Three sets of data represented Data demonstrate claim Data from good source Not enough terms or vocab Two sets of data represented Data might not not demonstrate the claim Data from good source Lacking in appropriate terms and vocab Only one data set used Data is from poor or questionable source No real data or facts are present Clarity Makes a claim Efficiency Makes clear impression Infographic is clearly about world populations No unnecessary graphics or visuals Infographic makes a good initial impression Claim is clearly about world population No unnecessary graphics or visuals Claim about human populations can be found Some graphics or visuals are unneeded Infographic makes a poor initial impression Confusing Claim, main idea is missing Representation Design complements content Careful choice of visuals Data visualization matches content and claim The visuals relate to the data sets chosen or the claim being made Graphics create a visual flow Visualizations fit the data and the claim The visuals relate to the data sets chosen or the claim being made Visualizations fit the data and the claim Visualizations fit the data and the claim Design and visuals are at odds with the content or claims being made Design elements and visuals convey a meaning contrary to the intent Total Score: ______ / 16
Investigators Please attach documentation where required. Please answer all questions. Investigators School / Unit / Centre: First Investigator Title: Surname: First name: Phone / Mobile: Fax: Email: Co-Investigator Title: Surname: First name: Phone/Mobile: Fax: Email: Supervisor (if the applicant is a student) Title: Surname: First name: Phone/Mobile: Fax: Email: Status of Investigator What is the academic status of the investigator: Academic Student If student, please indicate the Candidate Level: PhD Masters PG Dip Honours Other If other please specify:
b) Is there any conflict of interest (including financial gain) likely to result from this project? YES NO If you answered “YES” please provide details and attach documentation. Organisations other than UNSW Are there organisations other than UNSW involved in this research (for example, organisations providing research site access and/or providing permission to gain access to staff and/or records)? YES NO If you answered “YES”, please provide details and please attach a letter of support for the research from each organisation involved. Declaration of Investigators I/we apply for approval to conduct the research. If approval is granted, it will be undertaken in accordance with the protocol described in this application and other relevant guidelines, regulations and laws. I have read the relevant section of the “National Statement on Ethical Conduct in Human Research” as enclosed on the homepage of the ASB Human Research Ethics or on the UNSW website. Note: Applicants must have read the relevant sections Yes No In my opinion, this research project complies with the “National Statement on Ethical Conduct in Human Research”. Yes No Name (Block Letters) Signature Date First Investigator: Co-Investigator: Supervisor (if applicable)
Checklist Question Document / copies Check 4 Project Description Needed Questionnaire Needed Not needed Interview Schedule Needed Not needed 6 Recruiting Advertisement Needed Not needed Recruiting Poster Needed Not needed 7 Particiant Information Statement Needed Not needed Consent Form Needed Not needed 10 De-briefing Procedure Needed Not needed 11 Funding Details Needed Not needed 12 Letter of support from organisations other than UNSW Needed Not needed Other Email address of all Investigator(s) and Supervisor. Email messages that are clearly identifiable as having originated from UNSW account or an identifiable employer provided account Needed Your application should be one PDF file only containing your application and all supporting documentation. Needed Signatures of all Investigator(s) and Supervisor Needed Before submitting this Application Form to the HREA, the application should be reviewed and given ‘sign off’ by the HREA representative within your School. Please use the space provided below this Checklist. Needed ASB School: Name of School representative: Signature of representative:
Timeframes Meeting frequency: The HREC will meet at least four times per year, with discretion for meetings to be cancelled by the HREC Chairperson where there is no ethics application presented two weeks prior to a scheduled meeting. Tenure: Committee members (including the Chairperson) shall be appointed for a three year term, and may be eligible for reappointment. The HREC will operate in line with Scope’s Board of Directors and its The maximum term is nine years, is cumulative, and not required to be served continuously. The maximum term may be extended by mutual agreement between the HREC member, the Chairperson, and the CEO. The outgoing HREC member may be involved in succession planning. Membership HREC membership will consist, at least, of: a Chairperson, with suitable experience, whose other responsibilities will not impair the HREC’s capacity to carry out its obligations under this National Statement; at least two lay people, one man and one woman, who have no affiliation with the institution and do not currently engage in medical, scientific, legal or academic work; at least one person with knowledge of, and current experience in, the professional care, counselling or treatment of people; for example, a nurse or allied health professional; at least one person who performs a pastoral care role in a community, for example, an Aboriginal elder, a minister of religion; at least one lawyer, where possible one who is not engaged to advise the institution; and at least two people with current research experience that is relevant to research proposals to be considered at the meetings they attend. These two HREC members may be selected, according to need, from an established pool of inducted members with relevant expertise. The HREC shall include at least one Scope staff member, one man and one woman with a disability.
55. What are the various advantages and disadvantages of diversity in the workforce? Diversity in the workforce encompasses many different dimensions, including sex, race, national origin, religion, age, sexual orientation, and disability. Greater diversity will not only create certain specific challenges but also make some important contributions. Communication problems are certain to occur, including misunderstandings among employees and managers as well as the need to translate verbal and written materials into several languages. Solutions to these problems will necessitate additional training involving work in basic skills such as writing and problem solving. An increase in organizational factionalism will require dedicating increasing amounts of time to dealing with special interest and advocacy groups. In addition to creating the above challenges, greater diversity presents new opportunities. Diversity contributes to creating an organizational culture that is more tolerant of different behavioral styles and wider views. This often leads to better business decisions. Another potential payoff is a greater responsiveness to diverse groups of customers. AACSB: Analytical Thinking Blooms: Understand Learning Objective: 01-07 Outline several potential challenges and contributions that an increasingly diverse workforce presents. Level of Difficulty: 2 Medium Topic: Challenges for Today's Human Resource Managers
Steen - Chapter 01 #9 10. (p. 14) Setting up a business enterprise in another country (e.g. building a factory in China) is called outsourcing. FALSE Difficulty: Hard Learning Objective: 01-02 Summarize areas in which human resource management can support organizational strategies. Steen - Chapter 01 #10 11. (p. 15) HRM should have a significant role in carrying out a merger or acquisition. TRUE Difficulty: Medium Learning Objective: 01-02 Summarize areas in which human resource management can support organizational strategies. Steen - Chapter 01 #11 12. (p. 15) Members of the HR department need to be credible activists. This requires HR professionals who implement workplace policies and design reward systems. FALSE Difficulty: Medium Learning Objective: 01-03 Summarize the types of competencies needed for human resource management. Steen - Chapter 01 #12 13. (p. 16) Recent surveys indicate that the general public and managers do not have positive perceptions of the ethical conduct of businesses. TRUE Difficulty: Easy Learning Objective: 01-03 Summarize the types of competencies needed for human resource management. Steen - Chapter 01 #13 14. (p. 17-18) The role of supervisors in most organizations begins after employees have been hired. FALSE Difficulty: Medium Learning Objective: 01-04 Explain the role of supervisors and managers in human resource management. Steen - Chapter 01 #14
ANS: D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic TOP: Age Discrimination Laws KEY: Bloom's: Knowledge PAGE: 39 39. According to the _____, workers over the age of 40 are entitled to receive complete accurate information on the available benefits, a list of all workers impacted in a reduction, and several weeks to decide whether or not to accept severance benefits in exchange for a waiver to sue the employer. a. Older Workers Benefit Protection Act b. Age Discrimination in Employment Act c. Civil Rights Act d. Rehabilitation Act ANS: A PTS: 1 DIF: Easy NAT: BUSPROG: Analytic TOP: Age Discrimination Laws KEY: Bloom's: Knowledge PAGE: 39 40. Which of the following is true of phased retirement? a. Employees’ workloads and pay levels are increased. b. Employees’ workloads and pay levels are reduced. c. Employees’ workloads are reduced and pay levels are increased. d. Employees’ workloads are increased and pay levels are reduced. ANS: B PTS: 1 DIF: Easy NAT: BUSPROG: Analytic TOP: Age Discrimination Laws KEY: Bloom's: Comprehension PAGE: 40 41. The _____ requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background. a. Civil Rights Act b. Rehabilitation Act c. Immigration Reform and Control Act d. Older Workers Benefit Protection Act ANS: C PTS: 1 DIF: Easy NAT: BUSPROG: Analytic TOP: Managing Other Discrimination Issues KEY: Bloom's: Knowledge PAGE: 42 42. According to the _____, employees are required to notify their employers of military service obligations. a. Civil Rights Act b. Rehabilitation Act c. Vietnam Era Veterans Readjustment Assistance Act d. Uniformed Services Employment and Reemployment Rights Act ANS: D PTS: 1 DIF: Easy NAT: BUSPROG: Analytic TOP: Managing Other Discrimination Issues KEY: Bloom's: Knowledge PAGE: 43 43. Which of the following is true of the Uniformed Services Employment and Reemployment Rights Act? a. Uniformed military personnel are provided up to five years of active duty service leave during which the employer must hold their job. b. Uniformed military personnel are provided up to seven years of active duty service leave
condition and lack of time for “designing” the job. See Chapter 3 Types of Contracts for more specific information on this type of contract. 4. M Program Services Administers M projects that are initiated by the client’s submission of an Emergency Declaration. The M Program provides an expedited construction delivery method when projects do not meet the legal definition of “emergency”, requires a design to properly implement the needed repair/replacement, or when construction costs are anticipated to exceed the $300,000 limitation on Emergency Contracts. See Chapter 3 Types of Contracts for more specific information on this type of contract. 5. JOCS Program Services Job Order Contracting Services (JOCS) projects/contracts are implemented on an as needed basis in meeting construction needs. The JOCS Program is an expedited construction delivery method for small projects for maintenance, repair and minor construction with urgent and time-sensitive requirements. JOCS Contractor(s) perform repair and construction projects at various locations within a defined geographic contract area. Under a JOC contract, the Contractor furnishes all management, documentation, scope definition services, labor, materials and equipment needed to perform the work. The work is accomplished by means of issuance of individual job orders against the contract which is a competitively bid term contract for construction utilizing a unit price book. See Chapter 3 Types of Contracts for more specific information on this type of contract. 6. Role of the Engineer-In-Charge (EIC) Field engineers and construction superintendents are responsible for coordinating the work of multiple prime contractors and ensuring conformance with the contract provisions, plans and specifications. For each project under construction, a staff member is assigned to serve as the Director’s Representative or (EIC). This staff member will be responsible for the direct inspection, documentation and general administration of the project construction. The EIC serves as a point of contact for the Designer during the Construction Phase of a project. In addition, the EIC provides support to Designers in the form of CPM analysis and scheduling, document review, constructability review, knowledge of facility infrastructure and Construction Manager oversight. 7. For further information on the DOC procedures, see The Construction Procedures Manual, available through DCNet. G. DIVISION OF COST MANAGEMENT (DCM) 1. The Cost Management Division manages functions related to cost estimating, change management, project control, costing and finances across all divisions of D&C. The Division oversees the Offices of Project Cost Management, Financial Management, and Human Resources.
Our mission, vision & values Guidance: It is important to communicate your purpose or roadmap for success. This includes where you are headed and the expected values and behaviours you want your people to demonstrate on the way. Mission Statement: Your roadmap should start with your mission, it declares your purpose as a company and serves as the standard against which you weigh your actions and decisions. For example a Mission Statement for the Accounting businesses may be: {Business Name}’s mission is to help our clients build and develop sustainable, profitable businesses. Vision Statement: Our aim is to be: Known for high quality outcomes Known for growth strategies Values: Respected Trusted Advisors Experts Flexible
appropriate boards programmes and projects 2 Centralise and improve assurance function with tightened project review, this includes development of specialists for projects to refer to when required. Revisit assurance framework and strengthen implementation √ √ 2 Implement mature board operations broadly Implement project earned autonomy and continue strong ICT Top Ten project governance √ √ 7 Centrally maintain stakeholder information Develop central hub of stakeholder information 30 Apr 7 Measure stakeholder engagement effectiveness Capture stakeholder engagement effectiveness via success criteria within project plans and PIRs and annual customer surveys √ The department has a strategic risk to manage with respect to on-time, on-budget delivery of Government initiatives. The P3M3 Capability Improvement activities are a direct treatment for this risk. With respect to this CIP the following key risks are highlighted. Risk statement Current Rating Treatment(s) Residual Rating If the current P3M3 maturity ratings are not maintained then this may impact the department’s ability (real or perceived) to deliver on Government initiatives and the current reform agenda Medium (Likely, Moderate) The scope of this plan is primarily based on the continuation of activities commenced in the previous capability cycle, and activities identified in process areas business plans. Effort will be applied if gaps are identified which could threat maturity rating decline. The CIP Working Group provides governance oversight as well as enable key stakeholders to be engaged. Continuation of explicit support from the SDR Programme Office will allow for the transition of experience into the frameworks and to key individuals. Medium (Possible, Moderate) If further machinery of government changes where the department would undertake integration or substantial integration with another agency or agencies, considering DHS has achieved the highest maturity rating of Commonwealth (FMA) agencies in September 2013, then Medium (Likely, Moderate) Explore opportunities for using best of breed approaches to identify and implement best practices from the agencies involved to ensure overall capability of any such new organisation. Continued unwavering executive leadership commitment to use the P3 disciplines to deliver on ambitious Government reform agenda. Explore opportunities to share DHS’s current capability to bring other parts of the APS in line. Continued development of the required capability to sustain the delivery of ‘new’ Medium (Possible, Moderate)
ATTACHMENT A Employment & Qualification Background 1. Personal Particulars Title Surname Given Name(s) Contact Details – address, telephone contact details, email address 2. Current Employment Month/Year Commenced Employer Position Brief Description of your duties 3. Previous Positions Held (including movement within an organisation) Month/Year Commenced Month/Year Finished Employer Position Level 4. Academic Qualifications Year Received Qualification Institution
Core Competencies (Level 1 – 2) (Trainees/Apprentices/Staff) Descriptor Communication and Clarification Presents clear messages using a range of techniques. Identifies active listening as a key component to effective communication. Appropriately influences others. Is concise and persuasive with a wide range of audiences. Effectively promotes Brighter Futures’ values, purpose and services. Creativity, Innovation & Adaptability Proactively sources and develops ideas. Solves problems, bringing improvements to services and resources. Modifies style and approach to achieve goals and effectiveness. Commitment & Customer Focus Committed to and focused on the views and needs of customers and other stakeholders. Ensures that customer needs are at the core of Brighter Futures service provision and take a non-judgemental approach to issues. Remains resilient and positive in seeing things through. Relationships & Team Working Develops and maintains positive relationships with a variety of people. Appropriately networks internally and externally for the benefit of Brighter Futures, its services and customers. Displays self-awareness, respect and integrity in all relationships. Respect, Integrity & Open Mindedness Understands and works within Brighter Futures commitment to equality and diversity. Respects and values the diversity of colleagues, customers and the wider operational environment. Understands and respects other people’s points of view. Demonstrates commitment to enhancing and developing Brighter Futures services in line with principles of equality and diversity. Accountability, & Development Takes ownership, meets responsibilities and honours commitments. Is open and committed to continuous development. Applies new information and learns from experiences. Shares knowledge and learning and recognises own strengths and areas for development. Is open to receiving feedback about own performance. Can identify and discuss own mistakes and failings and takes steps to rectify them to improve performance. Presents a calm, competent and professional image to customers and other employees. Engaging with and Supporting Change Is proactive, responsive and adaptable. Inspires others to positively engage with changes. Constructively and appropriately challenges change appreciating Brighter Futures need to remain flexible and break from tradition for the benefit of the customers and the mission of the organisation. Remains resilient and sees things through and is able to remain effective under pressure.
Action Point Date Raised Agenda Item Action Owners Status 3 16/4/14 Amendments to HR Policies Officers to research general Keep in Touch policy and guidance. Head of Corporate Services Underway 6 16/4/14 Strategic Review of HR Policies Officers to progress strategic HR support business case pending Board agreement to this course of action. Head of Corporate Services Complete 7 16/4/14 Strategic Review of HR Policies Officers to manage wind down of current HR support SLA. Head of Corporate Services Underway 8 16/4/14 Training Evaluation Report Officers to share feedback concerns with CAL Head of Corporate Services Complete 1 15/10/14 Minutes Minutes to be submitted to Board for approval prior to publication Head of Corporate Services Underway 2 15/10/14 TU Update Legally qualified Commissioner to review draft and provide form of words for agreement LQC Complete
Contact “Service Now” to obtain any login access to EHSM For additional coaching or one-on-one training support, please call your assigned Safety Specialist Stay tuned for Business Intelligence reporting for trending and analytics near the end of Q4 2016/17 Safety Questions or Consults The Safety Specialists will continue providing service to their assigned Business Units as per the municipality’s Health, Safety & Wellness 3-5 Year Plan. They will continue to support any current initiatives aligned with their business units and assigned Joint Occupational Health and Safety Committees If you have any questions regarding the above service changes, please contact your Human Resources Business Partner or Helga Wolf-Billard at or 902-225-2625.