zilongwang/ReadingBank huggingface dataset:
A Improved social, emotional development and behaviour, resulting in children being able to access the curriculum at their level 1:1 and Small group nurture sessions and group / whole class chill out sessions CPD for staff from Early Help and Ed Psych / inset EEF toolkit states that, on average, SEL interventions have an identifiable and significant impact on attitudes to learning, social relationships in school, and attainment itself (four months' additional progress on average). Headteacher to oversee nurture provision in school, monitoring impact Head Termly Total budgeted cost £3220 Other approaches Desired outcome Chosen action/approach What is the evidence and rationale for this choice? How will you ensure it is implemented well? Staff lead When will you review implementation? All pupils have opportunity of curriculum enrichment / activities Support for educational visits, workshops and wider activities; extended school activities – before and after school clubs Increased pupil engagement, motivation and involvement, team building and increased social/behaviour skills Monitoring by SLT Head June 2019 Total budgeted cost £200 Review of expenditure Previous Academic Year 17/18 Quality of teaching for all Desired outcome Chosen action/approach Impact: Did you meet the success criteria? Include impact on pupils not eligible for PP, if appropriate. Lessons learned (and whether you will continue with this approach) Cost
Mounts by Suter (L) and martin Cole (R), retailed by Dollond: image of the Martin Cole mount courtesy of Brian Davidson Other “primary” Dollond labels in my collection bear different handwritings to those above, so Dollond, like Baker and others, evidently had several preparers under contract, including, at least for a time, Suter. Dollond labels themselves seldom turn up at auction, but a few Dollond/Suter mounts may linger in cabinets yet to reach salerooms. Suter’s microscope According to his 1900 catalogue, Suter was a sales agent for microscopes made by Watson, Swift, Ross, Reichert, Beck, Leitz, Zeiss and Lancaster (neither I nor others have seen Suter mounts with – for instance – Watson or Ross retail labels). A microscope is among the family heirlooms, presumably that preferred by Suter himself, possibly subsequently passing to William Peirce junior, the science teacher. It came, not from any of the above mentioned firms, but from S & B Solomons of Albermarle Street. The Solomons microscope, and some Suter slides which survived with it This raises the question, where, when and why Suter obtained a Solomons microscope? Benjamin Solomons was still listed at the 39 Albermarle St. Address in 1871, but must have ceased business (and died) not long thereafter. It was very much a family concern, with Benjamin, his wife Elizabeth, and a “widow” – his sister-in-law Sophia – all listed as opticians at that address. The three remaining “opticians” were all in their seventies by 1871, and do not appear in the 1881 census.
After a boyhood in inner London, Walthamstow must have felt like an idyllic rural retreat. Early times were not forgotten, though, since many contacts acquired during William’s time with the family firm seem to have been maintained: the Uruguayan species included among the four below was sold through Browning, and other slides of material sent from Montevideo (but not with William’s writing) had been made by the Normans at City Road. One of several Norman slides in my collection from Montevideo: the label handwriting may be that of John Norman senior. The “Challenger” spent ten days at Montevideo, and this may be the provenance of material on this and other such Norman slides. I have mentioned a butterfly scale arrangement sold via Baker: other retailers continued to be involved in sales, as in the examples below. Another specimen from afar (there were not many vulture parasites in Epping Forest), sold via Beck in the USA, with an insect sold via Stanley, insect eggs sold by Watson before 1882 and a shell mount sold via Steward As shown, mounts include some exotic species, but he probably caught most of his later specimens close to his home. The slide below seems to emphasise this, being may fly exuvia unlikely to survive more than a short journey from collection to mounting. Those below he may have caught in his own house.
Outgrower scheme scheme started product/s planned (ha) of product to company planted (ha) growers area planted by growers (ha) Border Timbers - Zimbabwe: Outgrower Scheme 1996 poles 2,000 60% of supply/year 450 65 3-4 Mondi Ltd - South Africa: Khulanathi Scheme 1994 pulpwood 8,000 strategic value 5,900 2,854 2 PS Zimboard - Zimbabwe: Fallscroft Estate Scheme 1997 pulpwood 60 2,100 m3/year 40 1 PS Zimboard - Zimbabwe: Himalaya Cooperative Scheme 1999 pulpwood 500 - nil cooperative (22 people) PS Zimboard - Zimbabwe: Kaerezi Estate Scheme 1997 pulpwood 1,000 60% eucalypt pulpwood 600 1 PS Zimboard - Zimbabwe: Manicaland Development Association Scheme 1998 pulpwood 300 10,500 m3/year 100 1 PS Zimboard - Zimbabwe: Nyafarm Development Cooperative Scheme 1999 pulpwood 300 17 000 m3/year nil cooperative (20 people) South Africa Wattle Industry - South Africa: Phezu Komkhono Scheme 1995 wattle bark 2,000 5% of supply 436 430 1 Swiss Lumber Company - Ghana: Outgrower Scheme 1991 sawlogs 25 ha/year public relations 150 25 4-10 Source: Desmond and Race (2000) Tree outgrower schemes are beneficial to wood companies and tree growers in different ways. To wood processing companies, the scheme provides access to additional, more secure, and/or cheaper supplies of wood and tree products, diversifies the sources of raw materials, and avoids the overhead and fixed costs usually associated with direct growing of trees by companies. The benefits of the scheme to tree growers are that it provides opportunities for community involvement and facilitates support for tree growing by local communities. To tree growers/farmers and the local communities, outgrower schemes provides access to financial
DOCUMENT WHO can submit? HOW to submit & TO WHOM WHERE & HOW will it be published/distributed? LANGUAGE of publication Pamphlet, book, magazine, CD-Rom etc. Member States Observers Submit in electronic form ONLY to: Upon validation by Head of Governing Bodies Secretariat, send or bring very limited number of copies to: ITU Document Distribution / Office 2 Please indicate the nature of the document in a visible manner on the parcels. PP-14 Kiosk on ITU PP-14 website PP-14 Kiosk on PP-14 Mobile application In language(s) provided by the contributor Candidacy Flyers Member States Submit in electronic form to: Upon validation by Head of Governing Bodies Secretariat, send or bring copies to: ITU Document Distribution / Office 2 Please indicate the nature of the document in a visible manner on the parcels. Authorized Distribution Areas in quantities provided by contributor In language(s) provided by the contributor Candidacy Roll-ups Member States NO display in BEXCO Can only be displayed at National Receptions Invitations to registered social event Member States Observers Submit in electronic form to: indicating list of recipients (all participants or Heads of delegation only) Distributed as much as possible in electronic format to indicated recipients (All participants or Heads of Delegation only) In language(s) provided by the contributor
Bangladesh OBA Sanitation Microfinance Program TABLE OF Contents Page Data Sheet I. STRATEGIC CONTEXT A. Country Context 9 B. Sectoral and Institutional Context 9 C. Higher Level Objectives to which the Project Contributes 12 II. PROJECT DEVELOPMENT OBJECTIVES A. 12 Project Beneficiaries 12 PDO Level Results Indicators 13 III. PROJECT DESCRIPTION A. Project Components 13 B. Project Cost and Financing 15 C. Lessons Learned and Reflected in the Project Design 17 IV. IMPLEMENTATION A. Institutional and Implementation Arrangements 17 B. Results Monitoring and Evaluation 23 C. Project Reporting 23 D. 23 E. Scale-up and replication potential 25 V. KEY RISKS AND MITIGATION MEASURES VI. APPRAISAL SUMMARY A. Economic and Financial Analysis 27 B. Financial Management 29 C. Procurement 29 D. Environment and Social Safeguards 30 E. Citizen Engagement 31
Annex 5: PKSF Partner Organizations and Working Areas BANGLADESH: OBA Sanitation Microfinance Program Sl. No. Name of partner MFI of PKSF Division District Upazilla 1 DAM Foundation For Economic Development (DFED) Dhaka Khulna Satkhira Satkhira Sadar & Devata 2 Dushtha Shasthya Kendra (DSK), Dhaka Dhaka Gazipur Sreepur 3 Eco-Social Development Organization (ESDO) Thakurgaon Rangpur Rani Sankaul & Horipur 4 Heed Bangladesh Dhaka Sylhet Kamalganj & Rajnagar 5 Jagorani Chakra Foundation (JCF) Jessore Khulna Kushtia Kushtia Sadar 6 Jakas Foundation Jaipurhat Rajshahi Jaipurhat Jaipurhat Sadar 7 Manab Mukti Shangstha (MMS) Serajganj Rajshahi Sirajganj Shahjadpur 8 Mohila Bohumukhi Shikkha Kendra (MBSK) Dinajpur Rangpur Dinajpur Dinajpur Sadar 9 Palli Bikash Kendra (PBK) Dhaka Dhaka Narsingdi Narsingdi Sadar 10 Prottyashi Chittagong Chittagong Cox’bazar Chandanaish upazila 11 Poribar Unnayon Songstha, Bhola Barishal Bhola Charfashion 12 RDRS Bangladesh Dhaka Rangpur Lalmonirhat Sadar 13 Resource Integration Centre (RIC), Dhaka Dhaka Gazipur Kaliganj 14 Rural Development Sangstha (RDS), Sherpur Mymensingh Sherpur Sherpur Sadar 15 Society for Development Initiatives (SDI), Dhaka Dhaka Dhaka Dhamrai 16 Society for Social Service (SSS), Tangail Dhaka Tangail Tangail Sadar 17 UDDIPAN, Dhaka Chittagong Chandpur Matlab (north & south) 18 Village Education Resource Centre (VERC),Savar Chittagong Comilla Laksam 19 Wave Foundation, Chuadanga Khulna Jhenaidah Jhenaidah Sadar 20 Young Power in Social Action (YPSA), Chittagong Chittagong Chittagong Sitakunda 21 Association for Social Advancement PKSF will finalize areas during implementation 10 districts
CLINICAL SUPERVISOR ASSESSMENT AND FEEDBACK FORM ORTHOPTICS CLINICAL PLACEMENTS PP1 To be completed at the conclusion of each student’s placement. Please use only ONE form per student irrespective of number of days attending clinic. Student’s Name: ________________________________________________________________________________ Dates placement attended: ______________________________________________________________________________ Clinical Supervisor: ____________________________ Placement Site: __________________________________ EFFECTIVE PROFESSIONAL & COMMUNICATION BEHAVIOUR – Written and Verbal YES Please circle NO Please circle OVERALL RATING AND COMMENTS Please circle one Develops rapport and is able to interact with patients and staff Demonstrates professional, respectful and courteous behaviour with patients and staff Is punctual and Presentation is neat and tidy Student demonstrates initiative in seeking experience and offering assistance Student freely presents learning goals and asks respectfully for help to achieve them Students demonstrates active learning within an observational environment (asks relevant questions about assessment technique, results or patient management) Student is respectful of patient confidentiality If given the opportunity - Demonstrates the ability to adapt communication skills toward patients if required including the tone and language used toward the patients Yes Yes Yes Yes Yes Yes Yes Yes No No No No No No No No Still to achieve / achieving / highly achieving Comments:
Policy number PPA2012001 Author Andrew Pardy Version number 1.2 Ratification date 30/08/2012 Review date 30/08/2016 CONTENTS Section 1 Executive summary Introduction and overview The corporate plan functions of the association The organisation Section 2 statement Equality statement Core values Planning context Strategic objectives and key performance indicators Section 3 Cost implications and benefits to the police service Appendix A A definition of Paganism and the main traditions Appendix B 2010 FOI data Appendix C 2001 Census data 2011 Census data Appendix D Case studies Kent Police Police Section 4 Control Page 3 Page 3 Page 4 Page 4 Page 5 Page 6
Period. Both employees are also measured during the “Standard Measurement Period” for ongoing employees. Employee A continues to qualify for coverage based on hours worked during the “Standard Measurement Period.” Employee B does not work 30 hours during the “Standard Measurement Period,” but does not lose coverage until the “Stability Period” associated with the “Initial Measurement Period” ends. Employee C is newly hired as a non-variable hour, full-time employee. Employee C must be offered coverage by the first day of the fourth calendar month of employment. Employee C will be on the monthly (actual hours) method until he completes one full Stability Period. C’s hours also will be measured during the Standard Measurement Period. New Hires Become Ongoing Employees, Example 2 Example: Newly hired variable hour employees A and B are measured during an “Initial Measurement Period.” Employee A qualifies for coverage, but employee B does not. Employee A is offered coverage during the “Stability Period” associated with the “Initial Measurement Period.” Employee B is not offered coverage during the “Stability Period” associated with the “Initial Measurement Period.” Both employees are also measured during the “Standard Measurement Period” for ongoing employees. Employee A continues to qualify for benefits based on hours worked during the “Standard Measurement Period.” Employee B now qualifies during the “Standard Measurement Period” and is offered coverage for the “Stability Period” associated with the “Standard Measurement Period.” Employee C is hired to regularly work 35 hours per week. Employee C must be offered coverage by the first day of the fourth calendar month of employment. Employee C will be on the monthly measurement system until he completes one full Standard Stability Period. C’s hours will be counted during the Standard Measurement Period. Employee C is laid off during March and April. New Hires Become Ongoing Employees, Example 3
Objectives: Within the research project, the service-profit chain would be discussed and the keys that drive employee satisfaction would also be explored. Furthermore, the literature review would be used in order to determine which elements are the most important keys to drive the employee satisfaction. The sustainability of an airline based on 2 major elements, the customer loyalty and employee sustainability. Employee Loyalty Employees are a vital resource for nearly all organizations, especially since they represent a significant investment in terms of locating, recruiting, and training let alone salaries, healthcare plans, bonuses, etc. Replacement can cost a company anywhere from 35% to 50% of an hourly worker’s salary. For a technical or professional worker, the cost can go as high as 125% of that worker’s salary. Therefore, employee satisfaction will be the indicator for employee loyalty, and is one of the main factors we will be focusing at in this research. It could be done in both quantitative and qualitative way in forms of interviews and survey respectively. Research will be carried out with HongKong Airlines employees in a randomly and irrespective manner, investigating the motivators and the hygiene factors that affect might affect the retention (or turn-over) rate within the company. Customer Loyalty The term customer loyalty is used to describe the behaviour of repeat customers, as well as those that offer good ratings, reviews, or testimonials. Some customers do a particular company a great service by offering
READING & WRITING SCHEDULE: January: 9: Course Introduction Text: Introduction to Public Law 16: Part 1, Law, State, and Social Goals and Techniques 23: Part 1 continued 30: Part 7, Basic Values and Their Protection February: 6: Part 7 continued 13: In Class Test (20%), 7:00pm-8:30pm. 20: READING WEEK 27: Part 9, Fundamental Freedoms and Fundamental Justice March: 5: Part 9 continued 12: Part 10, Equality 19: Part 10 continued 26: Final In-Class Test (20%), 7:00pm – 8:30pm Major Essay Due (30%) (In Class between 7:00pm – 8:00pm) Note: All/any late work deducted at -2 marks per day!! Thank You and Enjoy Your Spring/Summer! Grading Breakdown: Test # 1 – written in class February 13, 2012 (from 7:00-8:30pm) – 20% Group Presentation (30-45 minutes) – 30% Final Test – written in class March 26, 2012 (from 7:00-8:30pm) – 20% Major Essay – due in class March 26, 2012 (from 7:00-8:00pm) – 30% NOTE: Any essay arriving after 8pm will be considered late. **It is important that students complete the required readings for each class in order to fully engage in the seminar experience. Note that it is the responsibility of each student to arrive prepared and ready for group discussions.
ICT-based solution approach for collaborative delivery of customized products A. Shamsuzzoha1, C. Toscano2, L. Carneiro3, V. Kumar4** and P. Helo5 1 Sultan Qaboos University, Muscat, Oman Email: 2 INESC TEC, Porto, Portugal, Email: 3Department of Manufacturing Systems Engineering, INESC Porto, Portugal Email: 4** Bristol Business School, University of the West of England, Bristol, UK Email: 5 Department of Production, University of Vasa, Finland Email: ** Corresponding author ** Corresponding Author Details Dr. Vikas Kumar Bristol Business School, University of the West of England, Coldharbour Lane, Bristol, BS16 1QY, UK Email: Tel: +44 (0) 117 32-83466; Fax: +44 (0)117 32 82810 ICT-based solution approach for collaborative delivery of customized products Abstract
Figure 21. Normal probability test for categories 1 (a), 2 (b) and 3(c) of ship loading capacity Table 4. Summary of process capability results “before” and “after” improvements Category Status Cpk % > USL < 75 K Before improvement -0.009 51.11 After improvement 0.167 33.33 >75K & <150K Before Improvement 0.258 27.42 After Improvement 0.51 26.67 >150K Before Improvement -0.048 33.33 After Improvement 2.248 0.00 Table 5. Summary of loading commercial time performance “before” and “after” improvements Category <75K >75K & <150K >150K Before improvement (Average) 51 44 68 After improvement (Average) 31 30 36 Variation Before/After 39% 33% 46%
and employers. Evaluation and Feedback Careers interviews are evaluated (every 5th student given a feedback sheet) Year 12 Progression Launch – within the tutor powerpoint, student entitlement is outlined Learning from Career and Labour Market Information Every Student and their parents should have access to good quality information about future study options and labour market opportunities. They will need the support of an informed adviser to make the best use of available information Section on LMI included on the college website with links to Tees Valley key sectors and the national employment growth areas (Recruitment Buzz) The latest TV LMI bulletin is printed and displayed on the Jobs board each week. This is in a prominent position outside the Resource Centre (where student traffic is heaviest) Addressing the Needs of Each Student Students have different career guidance needs at different stages. Opportunities for advice and support need to be tailored to the needs of each Student. A school’s careers programme should embed equality and diversity considerations throughout. Students are provided with information in varying formats to match differing learning styles – careers interviews, careers fairs, Moodle, by email, with parents (by arrangement) Tutorial programme includes activities to challenge gender stereotypes and to raise student aspirations. ??? Records of individual guidance are kept by the Careers Advisers private spreadsheet plus on the student’s ILP (which they and college staff have access to) but this is with prior agreement with the student – via the careers Confidentiality Statement (revised/updated annually). Year 13 Leaver destinations are collected and stored annually. The percentage breakdown of progression into various destinations are available upon request and the latest figures are included on the College website under the Students on the Pathways programme all receive a 1:1 guidance interview and this is delivered within class tutorial times to maximise attendance Gifted and Talented students are placed in an Additional tutorial group to focus on bettering Oxbridge, Russell Group or Competitive course applications. Skills Audit is delivered via tutorials before October half term, to encourage students to consider their own strengths Equality and Diversity themed activities are delivered for Year 1s after October half term. Equality and Diversity themed activities are delivered for Year 2s after October half term.
Monday, June 8, 2015 Marriott Marquis Hotel, 901 Massachusetts Avenue NW Room: Capitol Room 1:45 p.m. Welcome & Call to Order Tim Swinfard, Chair, Public Policy Committee 2:00 p.m. Telemedicine and Remote Patient Monitoring – Regulatory and Payment Discussion Libby Baney, Senior Director, Faegre BD Consulting, Executive Director, Alliance for Safe Online Pharmacies Krista Drobac, Partner Sirona Strategies, Executive Director, Alliance for Connected Care 3:00 p.m. Meaningful Use Update Al Guida, Guide Consulting Services 3:30 p.m. Break 3:45 p.m. Excellence Act Implementation – Review of Guidance and State Application Process Nina Marshall & Chuck Ingoglia, National Council 5:00 Adjourn Tuesday, June 9, 2015 Room: Capitol Room 8:30 a.m. Welcome & Call to Order Tim Swinfard, Chair, Public Policy Committee 8:40 a.m. Current Issues in the Treatment of Opioid Disorders – Buprenorphine Patient Limits H. Westley Clark, MD, JD, MPH, Dean’s Executive Professor of Public Health, Santa Clara University Andrew Kolodny, MD, Chief Medical Officer, Phoenix House 10:15 a.m. Break 10:30 Substance Use Treatment Legislative & Policy Update – Parity Regs, Parity Enforcement Paul Samuels, Gabrielle de la Gueronniere & Dan Belnap, Legal Action Center Chuck Ingoglia & Rebecca Farley, National Council for Behavioral Health 11:30 a.m. Open Discussion
The RFO must each year, by no later than November, prepare detailed estimates of all receipts and payments including the use of reserves and all sources of funding for the following financial year in the form of a budget to be considered by the council. The council shall fix the precept (council tax requirement), and relevant basic amount of council tax to be levied for the ensuing financial year not later than by the end of January each year. The RFO shall issue the precept to the billing authority and shall supply each member with a copy of the approved annual budget. The approved annual budget shall form the basis of financial control for the ensuing year. BUDGETARY CONTROL AND AUTHORITY TO SPEND Expenditure on revenue items may be authorised up to the amounts included for that class of expenditure in the approved budget. This authority is to be determined by the council for all items. Such authority is to be evidenced by a minute. Contracts may not be disaggregated to avoid controls imposed by these regulations. No expenditure may be authorised that will exceed the amount provided in the revenue budget for that class of expenditure other than by resolution of the council. During the budget year and with the approval of council having considered fully the implications for public services, unspent and available amounts may be moved to other budget headings or to an earmarked reserve as appropriate (‘virement’). Unspent provisions in the revenue or capital budgets for completed projects shall not be carried forward to a subsequent year. The salary budgets are to be reviewed at least annually in July and such review shall be evidenced by a minute No expenditure shall be authorised in relation to any capital project and no contract entered into or tender accepted involving capital expenditure unless the council is satisfied that the necessary funds are available. All capital works shall be administered in accordance with the council's standing orders and financial regulations relating to contracts. The RFO shall provide the council with a financial summary at each council meeting. BANKING ARRANGEMENTS AND AUTHORISATION OF PAYMENTS The council's banking arrangements, including the bank mandate, shall be made by the RFO and approved by the council; banking arrangements may not be delegated to a committee. They shall be annually reviewed for safety and efficiency. The RFO shall prepare a schedule of payments requiring authorisation, forming part of the Agenda for the Meeting and, together with the relevant invoices, present the
PPC Response Template for IN007/17 Changes to SA Weather Station consultation Review comments submitted by: <insert company name> Contact Person: <insert contact name> Date: <insert date> ***Participants are to complete the relevant columns below in order to record their response.*** RMP or Register, etc.? # ref Issue / Comment Proposed text Red strikeout means delete and blue underline means insert Rating (H/M/L) AEMO Response (AEMO only) *** Use this section to raise points that aren’t specific to a RMP / PBP5/ Register of Balancing Arrangements clause / section
TACK AND TURNOUT 7 & Under Poppy Holding 8 – 10 Saskia Dauber 11 – 13 Ellie Sykes Over 14 Hayley Dyson OVERALL ATTENDANCE AWARDS 7 & Under Izzy Keep 8 – 10 Jodie Dean/Lily Keep 11 – 13 Erin Dawson Over 14 Eloise Lennard HIGH ATTENDANCE AWARDS Catalina Alvaro, Keeley Burrows, Erin Dawson, Jodie Dean, Izzy Harrison, Megan Jackson, Tyler James, Jasmine Kavanagh, Izzy Keep, Lily Keep, Eloise Lennard, Rachael Smith PROGRESS AWARD 7 & Under Lily Garlick 8 – 10 Saskia Dauber 11 – 13 Tiegan Lowe Over 14 Keeley Burrows TRIERS AWARD 7 & Under Joseph Boland 8 – 10 Hattie Lowe 11 – 13 Catalina Alvaro Over 14 Eloise Lennard IMPROVERS AWARD 7 & Under Sophie Tunnicliffe 8 – 10 Molly Astley 11 – 13 Megan Jackson Over 14 Natasha Anson MOST IMPROVED Katrina Cullen ENDEAVOUR AWARD 7 & Under Charlotte Sloan 8 – 10 Jodie Dean 11 – 13 Rachael Donovan Over 14 Izzy Pindur OVERALL AWARD FOR HORSEMANSHIP Hayley Dyson Teams Mounted Games Bob Alvaro Cat Alvaro Alana Burd Imogen Cottrill Erin Dawson Shay Dawson Ellie Graham Izzy Harrison Matt Harrison Lily Keep Emmie Penkett Charlotte Sloan
Proclaim 15 – Evening of Prayer in Parishes, 11th July Cardinal Nichols is inviting parishes across England and Wales to organise an Evening of Prayer for evangelisation on Sat 11th July. Evening of Prayer materials available on www.catholic news.org.uk/proclaim15 Climate Change Rally Wednesday 17th June Flowers for Malala – 11th July Malala Yousif’s 18th birthday is on the 11th July – this will bring an opportunity for the whole community to come together (including schools, churches etc) via the initiative of ‘Flowers for Malala’. Shop – An audit and stock take has now been carried out of all the items in the church shop and store. There is a chance that St. Francis in Ascot might be interested in purchasing some of our stock. Fr. Danny has repeatedly asked for volunteers to run the shop; however to date there have been no offers of help. Marion offered to help in the interim. It was agreed that this is too big a job for one person to take on. One suggestion made was that someone took responsibility for the ordering and volunteers manned it. However this would require some careful monitoring. Chris and Mary are available to open up the shop if anyone needs it, however Father Danny pointed out they cannot do this on an ongoing basis. Parish Office - A reorganisation is planned to allow Mary to move away from the administrative side of things and into a more ‘Pastoral’ role. A replacement will be recruited in due course to work alongside Chris in the parish office. New Evangelisation Strategy Team – Father Danny informed the PPC that the new team is now in place. The team comprises representatives from all the parishes in our Pastoral Area and Mary will be the chair. The first meeting will take place on 14th July 2015. 9. Closing Prayer Father Danny led the closing prayer.
PPC ACTION LIST What Who When 09/4 Group photo of PPC members All PPC members are reminded to send in a passport size photo for a photo frame that will go on display in the porch. All PPC members As soon as possible - before the next PPC meeting on 13 May 11/08 Increase the number of Eucharistic Ministers at Sat 6pm Mass and Sunday 10.30am Mass. Fr Danny (approach people directly) Ongoing. Update next meeting. 11/16 Find out about families in need of our help from Case Workers who work with the SVP and refer cases to them. Jan/Ascot & Bracknell SVP Report next meeting. 11/17 a)Raise awareness of the work of the SVP - Posters in schools/ school newsletters b)Arrange for an SVP Youth Development Officer to contact and visit the schools. a)Ascot & Bracknell SVP b)Maura to contact Chris Browne to request this Report next meeting. 1/04 Review need for training /ongoing training of Catechists Thomas Donkor/ Fr Danny/ Contemplative Life team Update next meeting. 1/06 Identify people in Bracknell who need help or support from our Parish/SVP Thomas (Donkor) Mary (McNab) Report next meeting 2/02 Book places for young people from our Parish to go to the World Youth Day in Poland in 2016 Finance/Mary/Fr Danny Report next meeting 2/05 Visit Parish website and provide feedback to Simon All Report next meeting 4/01 Planning for Confirmation 2016 – involving our young people in the Church. Fr Danny/Mary/Education and Formation team/Confirmation Catechists Update next meeting 4/02 Planning for the Future – Where do we go from here? Contemplative Life Team Report next meeting 4/03 Planning for the Future – Where do we go from here? Education and Formation Team Report next meeting 4/04 Planning for the Future – Where do we go from here? New Evangelisation Team Report next meeting 4/05 Noticeboard – review its use. Ensure that there is an area for Young People. Katharine/ Mary/Maura Update next meeting
4 STFC staff undertaking work, attending meetings or conferences etc at CERN – short term visits. STFC has a duty of care towards its staff while working on Council business at STFC or non-STFC sites in the UK or overseas. STFC staff working at CERN would work to CERN H&S management system standards and systems. STFC management have a responsibility to ensure that such standards and systems “afford equivalent protection of individual Health and Safety, and that, so far as reasonably practicable, staff are not placed at greater risk by working at non-STFC sites compared to work at an STFC site” – . How does STFC management assess CERN H&S standards and systems to make an informed judgement that it is safe to work there? Audit/visit/safety reports from CERN Council etc.. ACTION: Graeme Finlan to visit CERN. Insured on standard STFC insurance for all activities undertaken in connection with work on trip. Would not cover dangerous activities (e.g. short ski trip at weekend etc). Insurance covers all reasonable out of-of-hours activities of an incidental and personal nature undertaken as part of travel on STFC business, for example eating out and catching food poisoning or involvement in a car crash.
5 STFC staff undertaking work on Long Term Attachment (LTA) at CERN under direction of others. As 4. STFC staff insured on standard STFC insurance while working at CERN. STFC staff and their families are covered by STFC insurance for accidents and emergency, and by EHIC for standard medical care. Department/individual to agree approach to any needs over and above ‘Accident & Emergency’. UKLO pays Civil Liability insurance for STFC staff and students (see “Additional Information”). ACTION: UKLO to inform John Sullivan of all people on LTA. The EHIC card should cover medical costs except for 96 CHF excess in Switzerland; for accidents and medical emergencies, this is covered by STFC’s insurance, for routine medical treatment, this is covered by STFC. 6 STFC staff undertakimg work on LTA at CERN under the direction of others but directing the work of others in their own right. As 2/3 but others, for example collaborators, working under direction of STFC staff and involved in an incident are likely to be able to say STFC was partly responsible especially if STFC LTA had deviated from CERN management systems. Exception might be where STFC staff followed CERN H&S management systems to the letter and were not negligent on their own part. The CERN management system works by assigning responsibility through each experiment’s GLIMOS. In the event of an incident litigation would be taken out against those seen as most likely to be sued successfully. For example: UK University staff might sue STFC in the UK rather than CERN (through which legal system?). STFC has Professional Indemnity, Product Liability and Public Liability insurance in place but unlikely that this would cover supervision of others. This is probably not essential when work is carried out in the context of work under the CERN framework. CERN will have Public Liability cover.
G Goal R Reality O Options W Will/Way Forward GOAL - Define the goal the person wants to reach and make sure it’s expressed in the positive what they want rather than the negative what they don’t want. Ask questions such as: ‘How will you know that you have achieved that goal?’ ‘How will you know that the problem is solved?’ REALITY – ask the coachee to describe their current reality. This is very important as it is the base line from which to work. Ask questions such as: ‘What is the situation now?’ ‘How often does this happen?’ ‘Who is involved?’ ‘What is the effect or result of that?’ OPTIONS – generate and explore options available. Be creative and remember that many sound ideas come from wild ones. Ask questions such as: ‘What could you do? What else could you do?’ ‘What if this constraint were removed? How could you remove it?’ ‘What are the pros and cons of each option?’ WAY FORWARD – Your final step is to gain their commitment to action. Ask questions such as: ‘What is your first step?’ ‘Who can help you?’ ‘What skills and knowledge do you already have that will help you achieve your goal?’ ‘What other skills or knowledge do you need? How will you get it?’ I = Intention – what is your intention to do this on a scale of 1-10? C = Commitment – what is your commitment on a scale of 1-10? E = Enthusiasm – what is your enthusiasm on a scale of 1-10?
Formal V Informal Organisation Characteristic Formal organisation Informal organisation Origin Rationale Characteristics Planned Rational Stable Spontaneous Emotional Dynamic Goals Profitability Member satisfaction Influence Base Type Flow Position Authority Top down Personality Power Bottom up Control mechanisms Threat of firing, demotivation Physical or social sanctions (norms) Communication channels networks speed accuracy formal channels well defined, follow formal lines slow high grapevine poorly defined, cut across regular channels fast low Miscellaneous individuals included interpersonal relations leadership role basis for interaction all individual in workgroups prescribed by job description assigned by organisation functional duties or position only those ‘acceptable’ arise spontaneously result of membership agreement personal characteristics, ethnicity, status
Project Preparation Quality Technical design and tender documents Quality of design State of preparation of tender documents 15 10 5 Market and Economic studies Market analysis Marketing strategy Reliability of sales prospects Sensitivity of economic benefits Strength of economic return 10 2 2 2 2 2 Financial studies Readiness of financing plan Likelihood of expected revenues Strength of overall financial return Robustness of business plan Licensing agreements 10 2 2 2 2 2 Environmental studies Quality of EIA Appropriateness of remedial measures Results of public enquiry Status of environmental authorizations 10 4 2 2 2 Social studies and Public information Relocation plan for expropriated persons Public acceptance of project 5 2 3 Institutional and Legal studies Conformity with national legislation 5 2
**If unsure of which Action Type or Action Reason to choose, consult with your assigned Human Resource Consultant.** ACTION TYPE (the type of action) DESCRIPTION CORRESPONDING ACTION REASONS (the specific reason for performing an action) New Hire Use this action when an employee is hired into your agency and does not have an existing personnel number in HRMS. Exempt Internship In-Training (specify Begin) Non-Employee Non-Perm (specify Limited or On Other (specify) Probationary Project Retiree Seasonal-Career WMS Rehire Use this action for an employee who is has previously worked for the state of Washington, has an existing personnel number in HRMS, and whose current status in HRMS is Withdrawn. The rehire action is used to indicate an employee has had a break in service. Exempt Internship In-Training (specify Begin) Layoff (specify Layoff List) Non-Employee Non-Perm (specify Limited or On Call) Other (specify) Permanent Probationary Project Retiree Seasonal-Career WMS Return from Leave of Absence Use this action for an employee who is returning from an active or inactive leave of absence. LOA Reason (specify Family Medical Leave, Leave Without Pay, Medical, or Other and describe) Separation Use this action for an employee who is leaving Washington State service for voluntary or involuntary reasons. Abandonment of Position Conditions Not Met Death Disability – Involuntary Disability – Voluntary Dismissal End of Appointment General Government to Higher Ed Layoff Layoff – Voluntary Non-Employee Resign Retirement Retirement – Incentive Pay Reversion Seasonal – Career Layoff 3-8 months Seasonal – Career Layoff 9+ months Settlement Pay Voluntary – Incentive Pay
Boston & South Holland Early Help Team Parent Programme Delivery Unit (PPDU) Title Of Programme Description of the Programme GroupTriple P (Positive Parenting Programme) 2yrs-12yrs 9 week programme Triple P gives parents simple and practical strategies to help them confidently manage their children's behaviour, prevent problems developing and build strong, healthy relationships. The aims of Triple P are: To promote independence of families by improving parents' knowledge, skills and confidence To promote non-violent, protective and nurturing environments for children To promote the development of social skills of children and young people Stepping Stones Triple P (Positive Parenting Programme) 2yrs PLUS 9 week programme Stepping Stones Triple P has been developed for parents of children with a developmental disabilit, including those with sensory and physical disabilities. It is based on Triple P’s proven parenting strategies. It gives you ways to deal with the kinds of childhood behavior problems and issues that can make family life stressful. Stepping Stones Triple P has been evaluated with real families and has been proven to work with children with intellectual and physical disabilities who have disruptive behaviors. The aims of Stepping Stones Triple P are: Explore issues together Positive parenting Promoting children’s development Teaching new skills and behavior Enhancing parent/child relationships Managing misbehavior Parenting routines Managing high risk situations Planning ahead
For Boston: Please contact Mandy.Brimicombe@lincolnshire.gov.uk 07825043961 Steve.langford@lincolnshire.gov.uk 07788300580 or BostonParenting@lincolnshire.gcsx.gov.uk For South Holland: Please contact Carol.hellen@lincolnshire.gov.uk 07827 986336 Claire.rodgers@lincolnshire.gov.uk 07827986321 or SHParenting@lincolnshire.gcsx.gov.uk
PPE Assessment Record Activity Assessed Assessor Date RISKS Falls from height Blows, cuts, impact, crushing Stabs, cuts, grazes Vibration Slipping, falling over heat, fire Cold Immersion radiation Electrical Noise Ionising radiation Dust fibre Fume Vapours spurts Gases or vapours Harmful bacteria Harmful viruses Fungi PARTS OF THE BODY Head Cranium Ears Eyes Lungs Face Whole head Upper Limbs Hands Arms Lower Limbs Feet Legs Various Skin Trunk or abdomen Whole body
Prompt sheet for PPE selection and maintenance Area of body Activity example Type of protection Selection advice Maintenance advice Head building work roof work work with potential for falling objects work with potential for bumping head safety helmets hard hats other hats appropriate size for wearer resistance to penetration shock absorption protection against electrical shock compatibility with weather conditions suspension system e.g. head band not stored in direct sunlight or hot conditions visual inspections before/after use cleaning only with soap and water replace if damaged/deteriorated or after manufacturer replacement date Eyes work with chemicals woodwork metalwork use of powered tools Safety glasses Eye shields Face shields Goggles Visors appropriate style of protection for task splash protection compatibility with prescription glasses eye protection should be issued to each individual storage in boxes/cases visual inspections before/after use cleaning of lenses with water replace if scratched or pitted Respiratory woodwork chemicals confined spaces gases fumes solid particles liquid particles vapour gas short-term usage only correct filters required for specific hazards face fit testing safe disposal after use Feet building work manual handling work with chemicals other maintenance work steel-toed capped safety boots or shoes steel midsole gaiters slip/chemical resistance protection against falling objects metal/chemical splash compatibility with weather conditions comfort considerations cleaning visual inspections before/after use replace if worn or deteriorated
Hands/arms manual handling outdoor work e.g. gardening work with chemicals metalwork infection control gloves gauntlets protection against penetration reaction with chemicals thermal protection possible skin sensitisation metal/chemical splash compatibility with weather conditions refer to COSHH assessment for appropriate glove type cleaning visual inspections before/after use replace if worn or deteriorated minimise contact with chemicals Body building work work at height outdoor work e.g. gardening woodwork metalwork overalls/ aprons fall restraint/fall arrest visibility jackets protection against hazardous chemicals protection against dust prevention/minimisation against a fall thermal protection compatibility with weather conditions cleaning visual inspections before/after use replace if worn or deteriorated minimise contact with chemicals annual inspections by a competent person for fall arrest/restraint systems.
Respiratory protection Appropriate respirators are required when workers are exposed above permissible exposure limits (PEL) for specific air contaminates, listed in Oregon Rules for Air Contaminants; see also 1910.134, Respiratory Protection. Department: Location: Jobs included in the assessment: Potential hazards Nuisance dust/mist Welding fumes Asbestos Pesticides Isocyanates Paint spray Organic vapors Acid gases Oxygen deficient/ toxic or IDLH atmosphere Likelihood of injury without PPE High Medium Low Severity of a potential injury without PPE Minor first aid required Serious, not life threatening IDLH – life threatening PPE required Air-purifying respirators Filtering face piece (dust mask) Particulate-removing respirator Gas-and-vapor-removing respirator Combination aerosol filter/gas or vapor-removing respirator Powered air-purifying respirator Atmosphere-supplying respirators Supplied-air respirator Self-contained breathing apparatus (SCBA) Combination self-contained breathing apparatus and air-line respirator Combination air-purifying and atmosphere-supplying respirators None required
Can tasks in this work area affect the following? Examples of Hazards PPE REQUIRED (check all that apply) Head Falling objects Working underneath scaffolding or other activity Other _______ Hardhat Hearing Noise at or above 85 decibels Other _______ Ear plugs Ear muffs Both plugs and muffs at same time (ie. Noise is above 100 decibels) Torso Chemical splash Chemical dust Laceration Heat Cold Abrasion Other ________ Long-sleeve shirt Long pants Kevlar chaps Cotton coverall Fire resistant coverall Tyvek coverall Chemical resistant coverall Other _____________ Fall Protection Fall from height Work in bucket truck Roofing Other __________ Full body harness Lanyard Anchor point Certification: This certifies that the workplace has been evaluated for hazards to determine if personal protective equipment is required. Name of Workplace: Name of person certifying evaluation: Signature: Date:
Electrical Shock Compression Electrostatic Build-up Respiratory Hazards Yes No Hazard Description Recommended PPE Fumes Mists Dusts Vapors Lack of Oxygen Particles Heat/Cold Noise Hazards Yes No Hazard Description Recommended PPE Impact Noise >140 dBA Continuous Noise >85 dBA
About Third Millennium Ministries Founded in 1997, Third Millennium Ministries is a nonprofit Christian organization dedicated to providing Biblical Education, For the World, For Free. In response to the growing global need for sound, biblically-based Christian leadership training, we develop and distribute seminary curriculum primarily for Christian leaders who have no other access to training materials. By building a donor supported, user-friendly, multimedia seminary curriculum in 5 languages (English, Spanish, Russian, Mandarin Chinese and Arabic), Third Millennium has developed a cost-effective method for training Christian pastors and leaders around the world. All lessons are written, designed and produced and are similar in style and quality to those on The History Channel©. In 2009 Third Millennium’s work won two Telly Awards for outstanding video production in Use of Animation and Education. Our materials take the form of DVD, print, internet streaming, satellite television transmission, and radio and television broadcasts. For more information about our ministry and to learn how you can get involved, please visit . Contents Introduction 3 Background 3 Events Preceding Arrest 4 Arrest in Jerusalem 5 Imprisonment in Caesarea 8 Imprisonment in Rome 10 Ongoing Ministry 11
The second paper will deal with – Construction Law and Building Contracts, The Resolution of Building Disputes Although this is an open book paper, only the publications listed as Reading Material will be allowed for reference. No notes, hand written or otherwise, are permitted in any of the reference material. Please note: Persons registered as Candidate Architectural Draughtspersons only have to write and pass Paper 1 (with a minimum of 55%). Persons registered as Candidate Architectural Technologists, Candidate Senior Architectural Technologist and Candidate Architects have to pass both papers (with a minimum of 55% per paper and an average of 60% for the 2 papers) in order to pass the examination. GENERAL Examination applications for registered Candidates will not be accepted if a minimum of 50% of the experience requirements has not been met, particularly with regard to experience in tenders, contracts, inspection and administration. This means that the applicant must have submitted at least half of the required number of monthly training records and must have claimed at least 200 of the minimum 400 required credits. After passing the PPE, a Candidate will only be eligible to apply for an upgrade once: the full period of internship has been completed and at least the minimum number of credits, as required for the monthly training records (400), has been obtained SACAP re-introduced the Recognition of Prior Learning (RPL) process, whereby appropriately competent persons, registered in a Professional registration category can advance from one professional registration category to anther in May 2017. Full details can be obtained from SACAP’s website ().