zilongwang/ReadingBank huggingface dataset:
REMINDER: Do not talk with Press/Media. Direct all Press and Media inquiries to the UCR Public Information Officer (PIO) Initial Actions Report with fellow EMPG Executive Committee members to the primary meeting location, Chancellor’s Conference Room, 4217 Hinderaker Hall (if available) or an alternate identified location as directed by the Emergency Operations Center (EOC). Receive initial status report provided by the Emergency Operations Center (EOC) Manager from the EMPG Liaison officer (VC FBO or other) or EOC Liaison. Select an EMPG Liaison officer if the VC FBO is unavailable. Based upon the current situation status report, determine the need for remaining the EMPG members, or selected EMPG members, to respond to campus Lead the EMPG Executive Committee in support of EOC response, recovery, and continuity of operations. Provide strategic direction and policy guidance to EOC. Assign action items to EMPG members to facilitate restoration and recovery, if necessary. Establish a schedule for EOC Briefings, and EMPG Executive Committee / EMPG gatherings, Determine topics and desired outcomes needed for medium and long term restoration and recovery planning. Declare a Campus of Emergency (if required. See Appendix A for additional details on Campus State of Emergency). Do not report to the EOC unless requested. concentration of, and potential conflict of, authority.) Making a Declaration of Emergency: Consult with UC President (if possible, not required). Fill out and sign the Proclamation of a Campus of Emergency form (Appendix B). Forward completed and signed form to EOC Liaison for distribution. Inform the EMPG (if not already accomplished). Issue a written proclamation ending the Campus State of Emergency as soon as appropriate. (over) Order of Succession to the Chancellor’s position during an emergency (UCR Policy 150-15 Executive Vice Chancellor and Provost Vice Chancellor for Finance and Business Operations Vice Chancellor of Student Affairs Vice Chancellor of Research Vice Chancellor of University Advancement Dean of the Graduate Division Record specific questions relayed to and from the EMPG Liaison and EOC Manager here:
All employees are required to report student complaints of bullying to the campus principal. The district’s policy includes definitions and procedures for reporting and investigating bullying of students and is reprinted below: Hazing Policy FNCC Students must have prior approval from the principal or designee for any type of “initiation rites” of a school club or organization. While most initiation rites are permissible, engaging in or permitting “hazing” is a criminal offense. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus administrator. Index Administering medication, 49 Administration, 7 Alcohol and drug abuse prevention, 38 testing, 10 Arrests and convictions, 38 Asbestos management plan, 41 Assault leave, 25 Associations and political activities, 40 At-will employment, 9 Automatic payroll deposits, 15 Background checks, 37 Bad weather closing, 43 Benefits cafeteria plan, 17 health insurance, 16 leave, 19 retirement, 18 supplemental insurance, 17 workers’ compensation, 17, 24 Bereavement leave, 25 Board of Trustees information, 6 meeting schedule, 7 members, 6 Building use, 44 Bullying, 50 Cafeteria plan benefits, 17 Certification health and safety training, 11 maintaining, 10 parent notification, 12 Change of address, 43 Charitable contributions, 40 Child abuse reporting, 33 sexual, 34 Code of ethics, 29 Committees, 13 Compensation, 14 Complaints employee, 28 parent and student, 49 Compliance coordinators, 8, 48 Conduct and welfare, 29 Conflict of interest, 39 Contract employment, 9
North Thurston Public Schools is headed by a five-member Board of Directors who are elected to their positions and are responsible for policy decisions. The Superintendent reports directly to the Board. ORGANIZATIONAL CHART North Thurston Public Schools Committed to Excellence: Providing every student the academic and life skills necessary to succeed in a diverse world. Board of Directors Marcia Coppin District 1 Chuck Namit Vice-President District 2 Aaron Owada President District 3 David Newkirk District 5 Debra Clemens Superintendent Monty Sabin Assistant Superintendent Operations Troy Oliver Assistant Superintendent School Leadership Vicky Lamoreaux Assistant Superintendent Instructional Services
Fill in each section as appropriate. Non-applicable items, please mark N/A. Meets Does Not Meet N/A Use Comments for: 1-Recognizing Strengths of Concern (Explanation required for "Does Not Meet" rating) Ability to Supervise Ability to gain cooperation and inspire confidence in staff Ability to direct staff Interpersonal Skills Ability to maintain good relationships with students/co- workers/public/other employees Is courteous, helpful, discreet General Attitude Complies With District/Food & Nutrition Rules and Regulations Attendance Demonstrates dependability and reliability Punctuality Demonstrates adherence to assigned work and breaks Maintains Acceptable Appearance Adheres to Food & Nutrition Dress Code Safety Practices Demonstrates awareness of good sanitation and safety practices, e.g., MSDS Uses and cares for equipment properly and safely Evaluated by I certify that this report has been discussed with me. I understand my signature does not, necessarily, indicate agreement. A statement relative to this evaluation is , is not attached. (Employee initial and date all attachments.) Position Date Employee Signature Date cc: Human Resources, original Employee, copy Food & Nutrition, copy
Employee’s Name Date Position Choose an item. Evaluation Period Evaluation Type: Probationary Dept./School through Annual NORTH THURSTON SCHOOL DISTRICT HUMAN RESOURCES DEPARTMENT CLASSIFIED EMPLOYEE EVALUATION TO BE COMPLETED BY: JUNE 1: INTERPRETER AUGUST 15: COORDINATOR, DISPATCHER, INTERPRETER, MANAGER, MECHANIC, SUPERVISOR, TECHNOLOGY PERSONNEL, WAREHOUSE DRIVER *Does Not Meet District Requirements –- Conduct and work behavior demonstrates deficiencies that seriously interfere with job performance. Area for Professional Growth — Conduct and work behavior demonstrates improvement is needed in order to meet district requirements. Meets District Requirements — Conduct and work behavior promotes successful performance. Exceeds Expectations –- Conduct and work behavior demonstrates initiative, leadership, and overall superior skills. Adaptability: Ability to change and cooperate in varying capacities, flexible, adjusts quickly *1 2 3 4 Cooperation: Cooperative and gets along well with others Dependability: Works well, minimal to no supervision Human Relations: Sensitivity to individual differences, e.g. cultural, ethnic, socioeconomic, gender, disability Initiative & Decision Making: Resourceful, ability to assess problems, determine priorities, and reach solutions Job Knowledge/Performance: Possesses information and understanding of responsibility; amount of work produced is consistent with job expectations Punctuality and Attendance: Adherence to assigned work hours and days Communication: Ability to exchange written and oral information appropriately Customer Service: Responds courteously and promptly to students, staff and the public Technical Knowledge/Skills: Possesses knowledge/skills to perform job Quality of Work: Accuracy, thoroughness and effectiveness of work Organization: Organizes and prioritizes work load and resources Confidentiality: Maintains confidential information and communications in an ethical manner Policy Adherence: Understands and follows policies and procedures in areas of responsibility
Language Questionnaire Your assistance is needed! As a recipient of federal funds, the Indiana Department of Transportation (INDOT) is required to evaluate its programs and activities for language accessibility, and to develop a procedure for gathering statistical data regarding participants and beneficiaries of its federal-aid highway programs and activities (23 CFR §200.9(b)(4)). INDOT distributes this voluntary survey to fulfill that requirement. You are not required to complete this questionnaire. Submittal of this information is voluntary; however, we ask you to complete the questionnaire as you may be able to assist others by translating important information if needed. will use the survey responses to monitor its programs and activities for compliance with Title VI of the Civil Rights Act of 1964, as amended (Title VI) and its related statutes and regulations. If you have any questions regarding INDOT’s responsibilities under Title VI, please contact INDOT’s Title VI/ADA Program Manager, Erin L. Hall at 100 N Senate N750, Indianapolis, IN 46204, (317) 234-6142, e-mail: . Please submit the completed survey to your Human Resources Manager. Employee Contact Information Employee Name: Work Division/District: Work Number: Work Email Address: Survey Completion Date: Questions Do you speak, write, and/or read another language in addition to English? Yes No If you speak more than one language, would you be willing to volunteer to provide language assistance as needed, if there is a need for translation or interpreter assistance? Yes No If you answered yes to questions 1 and 2, please proceed to question 3; however, if you answered no to either question, you have completed the questionnaire.
EMPLOYEE LEAVE ADJUSTMENT CARD - ………. LEAVE YEAR Name: ………………………………………… holiday Entitlement: Carry Over from Previous Leave Year: …………………days/hours Hours Worked Per Week: ………………………………. Bank Holiday Lieu Time: …………………days/hours Other Lieu time: …………………days/hours Days Worked Per Week: ………………………………. Date(s) From/To Annual Leave (days/hrs) Balance of A/L (days/hrs) Flexi Leave (days/hrs) Lieu time (hours) Balance of Lieu hours Absent due to sickness Authorised by Line Manager Updated on Timeware
What made me feel guilty was …………………………… Patricia cry like that. to see see seeing to seeing What Einstein did was …………………………. that energy and mass are basically the same thing. prove proving to proving having proved ‘What it ………………,……………… that he took her car without asking (and this made her angry)’. did was was was is was was What they are keen …………………………. is start educating children about the dangers of the Internet in schools. to do doing do on doing What I am interested in …………………………….. more about their lives in Japan. is to learn is learn is learning is having learned What this job means is ……………………………….. more time commuting. to spend spend spending to spending What I would suggest is …………………………… less make-up. to wear wear she wearing wearing What I would like is …………………………….. on holiday next week! going to have gone go to be going
D.Sc/D.Lit B.Ed/ PGDCA Other (Note – For Examination Passed Options are 10/HSC,+2(IA,ICom,ISc),+3 (BA/BSc/BCom both Pass/ Hons) PG,M.Phil,Ph.D,DSc./D.Lit. CPEd/BPEd/MPEd,LLB/LLM, B.Lib /M.Lib can be added in other qualification) Service Particulars DESIGANTION Advertisement No. with date Date of Interview Nature of Appointment Appointment Order No. Date of Appointment Date of Joining (Note -For Nature Of Appointment select from options OPSC, Regularization 1986 , , Regularization Over , Adhoc ,Governing Body ,SSB ,Leave Vacancy ,By principal) Posting Details COLLEGE NAME DATE OF JOINING DATE OF RELIEVE DISTRICT TRANSFER ODER No. TRANSFER DATE DATE OF JOINING POST HELD Promotion Details CATEGORY OF POST DATE OF PROMOTION DATE OF JOINING (in PROMOTED POST) ORDER NUMBER DATE Accounts Details A/C HOLDER NAME A/C NO A/C TYPE Savings/Current
TITLE Journals/ Books PAGE NO VOL NO YEAR ISBN/ ISSN IMPACT FACTOR FIELD OF SPECIALIZATION Books Published Title of the Book Publisher year Type of Book Prescribed by any University Guidance Provided(M.Phil, Ph.D, D.Lit. and D.Sc.) Course Name of the Student Title Of the Thesis Year Univ. Regd. No Univ. Name Status Research Project Executed Name of the Project Sponsoring Agency Amount approved Year of Approval Status if any On Going/ Completed Conference/Workshop/Seminar Attended Name Paper/Poster Presented If Yes, Title of the Paper/Poster Place From To Event Level
Employee Training Log Date Training Completed Employee Name Prohibiting Bare Hand Contact Designated Work Area Cleaning and Sanitizing Food Contact Surfaces Employee Training Employee Illness Reporting Personal Hygiene Approved Source FIFO/Receiving Handwashing Thermometer Calibration Cooking Hot and Colding Holding Employee Health Policy ROP HACCP Corrective Action and Disposal
EMPLOYEE ACTION PLAN DATE EMPLOYEE SUPERVISOR TRAINER TEAM MEMBERS DESIRED ACHIEVEMENTS KNOWN PROBLEM AREAS SEQUENTIAL STRATEGIC ACTION DESCRIPTIONS PARTY / DEPT RESPONSIBLE DATE TO BEGIN DATE DUE RESOURCES REQUIRED DESIRED OUTCOME EVALUATION PLAN 1.) 2.) 3.) 4.) 5.) 6.) 7.) 8.)
Employee Application Date_______________ Name: Last________________________ First______________________________ Cell phone_________________________ Email ____________________________ Address________________________________________________________________ Do you Have a valid drivers License Y or N Driver History: Moving Violations in the last 3 years Y or N If yes please explain ____________________________________________________________________________ Have you ever been convicted of a felony? Y or N If yes please explain Answering yes by NO means excludes you from being considered for employment. Answering honestly and explaining you situation is encouraged!! Other qualifications such as special skills, licenses abilities or honors that should be considered Emergency Contact -Name_______________________ Phone_______________________ relationship___________ References List two personal references who are not relatives or former supervisors Name ________________________ Number_______________________ relationship______________
51. What is medical underwriting? (Cost Advantage) A. A process where employers have to verify the medical history of their employees B. A process where the employer has to pay the difference for insuring high-risk employees C. A process where employees provide their past medical history to insurers D. A process where one insurance company combines with another to insure a company 52. In insurance terms, what does adverse selection refer to? (Cost Advantage) A. When employees choose an insurance plan they don't like, but are stuck with it for a year B. When insurance companies use medical underwriting to choose who to insure C. When employees are forced to choose between what they think are two inferior insurance programs D. The tendency of an insurance pool to disproportionately attract "bad risk" employees and discourage "good risk" employees 53. The degree to an increase in benefit costs is passed along to employees in the form of lower cash wages generally depends on the following factors? (Who Pays for Benefits?) A. The cash value employees place on the benefits B. The degree to which employers will increase or decrease their hiring when the market compensation level decreases or increases C. Whether the benefit cost increases for all employers in a market or for a particular employer D. All of the above 54. What are the three main reasons that employers offer discretionary benefits? (Why Do Employees Offer Benefits?) A. Employers have a cost advantage, the benefits help in recruiting and retaining workers and the company gets tax incentives to offer them B. It's required to by law, the company gets tax incentives to offer them, employers have a cost advantage C. The company gets tax incentives to offer them, the benefits help in recruiting and retaining workers, it's required to by law D. The benefits help in recruiting and retaining workers, employers have a cost advantage, it's required to by law
22 ☐ Talk with your supervisor how to access DOI Learn, the NPS learning management system. Many of the courses offered and the mandatory online courses are available on this site. You will receive an email with instructions from the system when your account has been created. Please be patient. It can take several weeks for your information to appear in . If you received more than one paycheck but haven't received your login, please contact your Bureau Data Steward at doilearn@nps.gov. Supervisor doi.gov/doilearn 23 ☐ Schedule an appointment to pick up your Department of Interior (DOI) identification and building access card. Talk to your supervisor about the purpose and use of these cards. Supervisor 24 ☐ Work with your supervisor & IT Department to determine IT equipment and needs. Supervisor / IT 25 ☐ Review and discuss position description and performance standards with your supervisor. Supervisor 26 Review the following Federal Government policies: ☐ Prevention of Sexual Harassment ☐ Zero Tolerance of Discrimination ☐ Workplace Violence ☐ Illegal Drug Use ☐ Weingarten Notice (for employees covered by a bargaining unit agreement) ☐ Employee Relations Policies including CorePlus ☐ Whistleblower Protection EEO and Diversity Policies Ethics Other Policies \ Weingarten Notice your region for the latest. 27 ☐ Review Employee Assistance Program (EAP) 8 ☐ Talk with your supervisor about how to report injuries at work and the Office of Workers Compensation (OWCP) Safety Management Information System (SMIS) 29 ☐ If you haven’t already, go to:nd complete the online training named “NPS Overview”. NPS Fundamentals 0 ☐ Meet with your supervisor at the end of the week to discuss how your first week went, any surprises, challenges, and how to prepare for the next week. Supervisor
52 ☐ The end of the year is a good time to review your Thrift Savings Plan (TSP) contribution elections. Go on the TSP website to make any adjustments in your contributions. Congratulations on your One Year Anniversary with the National Park Service!!
The undersigned has tendered for separation from the Company with effect from ________________day ___________________________month ____________ Year. Therefore, in to process for my separation benefits, I would like to request for Clearance from the following official designees in favor of me. Name: Position: EID No.: Place of Work: CID No.: The signature below testify that the respective units have no objection whatsoever in relation to the applicant. Returned/Remarks Signature, Name and Designation Asset Management Section All furniture, keys, computers with complete accessories, phones, stapler, punch machine, scissor, tray, calculator, heater and any other office properties. Asset Declaration Administrator Office vacation has been completed in the Asset Declaration System Finance and Investment Division Advances, Recoveries, etc. Human Resource & Administration Notice period recovery/bond and/or obligations, etc. Administration & Procurement Section Anything related to administration and procurement Internal Pending audit issues Manager or Immediate Supervisor, please confirm: Return of Company’s property (i.e.: Furniture, Computers, Technical equipment, etc.). Proper and adequate handing over of duties and responsibilities/Completion of all assigned duties and responsibilities. Proper handing over of all documents and (both hard and soft). I certify and confirm that the applicant has completed the above activities to the satisfaction of the office. In testimony, I provide my sign and seal as under:
Refer: , Employees, contractors and volunteers have a duty to report any apparent breach of the Code of Conduct. If the employee is reluctant to make a report about a Code of Conduct breach to their Manager, they may report the incident directly to the Protected Disclosure Coordinator. The Protected Disclosure Act 2012 provides confidentiality and protection for a person who makes a disclosure against reprisals for disclosing information about improper conduct. Refer: Please see your Manager or contact the Organisational Development Unit for further information or clarification on any aspect of the Code of Conduct.
Date: Witness Name Print or type name of witness If the employee refuses to acknowledge receipt, the witness may acknowledge the employee was provided a copy of the corrective action. Date: Witness Signature: It is recommended to have another supervisor present for the meeting as a witness.This supervisor’s role is as observer only and not as a participant in the discussion between employee and supervisor. Finalize the documentation Discuss the procedure, whether they will wait if you need to finish the notes or leave and return
DWP briefing Department for Work & Pensions To: All DWP members 30 September 2016 DWP/MB/038/16 Employee Deal Update - Team Planning Tool Please copy this circular to all members in DWP Operations DWP have developed a team planning tool to enable Operations staff to input their preferred working hours to build their team’s six month working plan. This tool has replaced previous versions that were being tested in recent weeks. Unfortunately DWP issued this tool to staff, and asked staff to complete it, without consulting with PCS. DWP have since apologised to PCS for this and consultation with PCS has now taken place. This consultation has established the following parameters for the use of the tool. Staff should input their preferences for each day of a five week period running from 6 February 2017. The five week period will then be replicated for the next four periods of five with the first week replicated five times. This will give a 26 week working plan. The tool is for Operations staff to use, including those who have opted out. It allows staff to say when they want to be at work and which end of the day they want to be fixed, and which flexible. These should be members’ genuine preferences. DWP have confirmed that no one should be told that they have to input a preference for one late finish every five days, or for one late Friday in every five weeks, or for 8.36 to 17.00 if they have opted out, unless they want to. The preferences should always be genuine preferences. DWP have agreed to amend the tool to allow members to input their preferences over different periods than five weeks to accommodate members’ varying domestic commitments. This is likely to take some time to do but members will be able to revisit their preferences when the tool is upgraded.
Employee exit task list Use this list to plan your process for when an employee has resigned, is retiring, or position is being made redundant Step Action Suggested Timeframe Mandatory? Planned completion date Date completed 1 Have your employee complete handover activities and save important files on a shared drive. Begin as soon as it is clear the employee will be leaving the company. No 2 Assign any ongoing tasks to another employee. During the handover process. No 3 Consider conducting an exit interview. During the handover process. No 4 Calculate the employee’s final pay, including holiday pay owed. Pay the total amount on the last day of employment or on the final payday. Yes 5 Collect company assets, keys and security pass. Last day of employment. No 6 Set up auto-forward and an out-of-office on their emails. End of last day of employment. No 7 Forward their phone calls and set up an message on their voicemail. End of last day of employment. No 8 Remove the employee from email distribution and contact lists. End of last day of employment. No 9 Remove the employee’s access to IT systems. End of last day of employment. No
/ Introduction This document provides you with key information about how Insert employer here Group Self Invested Personal Pension (GSIPP) scheme works, and how it benefits you. Investment advice will be provided by Insert employer here investment Advisers <Adviser details etc> Insert adviser details here Any specific comments/instructions from Insert employer here Insert instructions here To help deliver the Group SIPP scheme, administration services will be provided by Novia Financial plc. Details of how the scheme operates are given below. / How the SIPP scheme works The diagram below gives an overview of how the scheme works. You have the opportunity to invest your money, together with contributions from your employer, into your own individual SIPP within the group scheme. It allows you to invest money according to your own individual needs and requirements, yet you’ll be able to benefit from terms negotiated by your employer for the Group SIPP scheme. / How the Group SIPP scheme works (continued) What do Novia provide? Novia is an online investment platform that offers you access to investment options through the advice and recommendations of your Adviser. Working with your Adviser you can select investments to suit you. There’s a broad range of investments you can choose from and, if you’re not sure about how you wish to invest, your Adviser can offer you pre-selected options that match your appetite to risk and lifestyle/life stage. Once you have established your investment choices with the Group SIPP scheme Adviser, both you and the Adviser will be able to view how your investments are performing through secure online access. Also, if you wish to make investments outside of your SIPP, you can speak to your Adviser about the opportunity to invest in Novia ISAs and other product wrappers. What exactly is a Group SIPP scheme? A Group SIPP scheme is a collection of Self Invested Personal Pensions (SIPPs) that are managed within a pension scheme. Employees open their own SIPP within the employer’s Group SIPP scheme. As the SIPP is administered within the employer’s scheme, employees receive any beneficial terms negotiated by the employer. The employer can then contribute into your SIPP alongside any contributions you may make. This means you’ll benefit from being part of a group, but will retain flexibility to choose where you wish to invest your money. Setting up your individual SIPP is straightforward and together with the employer’s scheme Adviser you’ll be able to complete the necessary paperwork.
 Stealing, misappropriation or removing private or Housing Authority property from Housing Authority premises;  Falsification of personnel, time records, Housing Authority records or the employment application;  Disorderly conduct on Housing Authority property, including fighting, attempted bodily injury, or the use of profane, abusive, or threatening language toward others, or possession of a weapon not in strict accordance with Alabama law;  Abuse or deliberate destruction of Housing Authority property, tools, equipment, or vending machines;  Violating the Housing Authority’s non-discrimination and/or professional conduct policy and prohibition against harassment;  Violating the Housing Authority Electronic Communication Policy;  Unauthorized disclosure in any form, of Protected Information, Confidential Housing Authority information, or personal information concerning employees or applicants and residents or otherwise violation of the EMPLOYEE CONFIDENTIALITY AGREEMENT;  Violating the Housing Authority Drug-Free Workplace Policy;  Illegal drugs in an employee system and refusal to submit to cooperate with a drug or alcohol test;  Unauthorized possession of weapons or fire arms on Housing Authority property;  Sleeping on the job;  Conviction of a felony or other crime involving moral turpitude or crimes which can be construed to indicate the continued presence of the employee would constitute a hazard to fellow employees, ***Housing Authority***, or its property;  Threatening, intimidating, coercing or interfering with employees or supervision at any time;  Violating the Conflict of Interest Policy;  Failure to report gifts or gratuities (see conflict of interest reporting requirement) which an employee may receive from vendors, contractors, or applicants and residents;  Insubordination (including refusal to sign as received a written warning);  Act endangering safety of others;  Actual or threatened misconduct in connection with work after prior written warning;  Dishonest act characterized by lack of honesty, probity or trustworthiness or by an inclination to mislead, lie, cheat or defraud;  Falsifying or making a material omission on records, reports, or other documents, including payroll, personnel, and employment records;
South of the Himalayan Mountains, India today Mughal Empire the rigid Hindu system of hereditary social distinctions based on castes Caste System the collection of sacred writings of the Christian religion, comprising the Old and New Testaments Bible Trade route between China & the Mediterranean Sea Silk Road Any cloth or goods that can be or has been produced by weaving Textile Between Europe & Asia, along the Mediterranean Sea Ottoman Empire the common religion of India, based upon the religion of Vedas, the Upanishads, the Bhagavad-Gita, etc., Hinduism the most sacred text of the Hebrew Bible, including its first five books Torah East Asia, along the Pacific Ocean China Faith of Muslims, based on the words of Muhammad and taught by the Koran, absolute submission to Allah Islam monotheistic religion with its foundation in the Old Testament and the teachings of rabbis Judaism Empires in modern day Mexico Aztec Empire
To eliminate bias, SNA would like to ensure that the nominee’s identity remains anonymous to the judges. Please do not reference the nominee or the nominee’s school/school district by name in your responses below. Section 1: Nominee’s Customer Service Skills (30 points) Please provide 3 specific examples of how the nominee has provided quality customer service to peers, students, school staff and/or the community during the nominee’s school nutrition career. Please do not reference the nominee or school/school district by name. Only refer to the nominee as “the nominee” or “he/she”. Up to 10 points will be awarded per example. (WORD COUNT MAX: 100 words per example) 1. 2. 3. Section 2: Nominee’s Creativity (20 points) Please provide 2 specific examples of the nominee demonstrating creative food presentation, creative promotion and marketing of the program, and/or creative problem-solving during the nominee’s school nutrition career. Please do not reference the nominee or school/school district by name. Only refer to the nominee as “the nominee” or “he/she”. Up to 10 points will be awarded per example. (WORD COUNT MAX: 100 words per example) 1. 2. Section 3: Nominee’s Commitment to Professional Development (20 points) Please provide 2 specific examples demonstrating how the nominee has continued their professional growth and development during the nominee’s school nutrition career. Please do not reference the nominee or school/school district by name. Only refer to the nominee as “the nominee” or “he/she”. Please include details about SNA chapter meetings, trainings, and state and national conferences attended and how they have impacted the employee’s work and profession. Up to 10 points will be awarded per example. (WORD COUNT MAX: 100 words per example) 1. 2.
………………………………………………………… ……………………………………………………… Authorised signatory Name: Title: Dated: / / 20 Authorised signatory Name: Title: Dated: / / 20
Empire Fuel P.O. Box 492 Wappingers Falls, NY 12590 (845)-691-2662 COMPREHENSIVE HEATING SERVICE AGREEMENT 2017-2018 Boiler or Warm Air Furnace $250.00 + Sales Tax, $20.31, Total $270.31 Oil Fired Hot Water Heater $149.00 + Sales Tax, $12.11, Total $161.11 **SERVICE AGREEMENT INCLUDES** 1-Annual tune up of your heating equipment PARTS TO BE COVERED-(ONE EACH, PER YEAR) No service charge on covered parts: Service charge on non-covered parts will be charged, at the rate listed below Hours of Coverage Winter Coverage: October 15th - April 15th, Monday-Friday, 24hrs, Weekend and Holidays Included Summer Coverage: April 16th - October 14th, Monday-Friday, 8am-4pm Service Charge Daytime Service Call: $115, plus tax and parts After Hours Service Call: $160, plus tax and parts
Employee name and title , Evaluation for the period: – Supervisor name and title , Department: GOALS AND OBJECTIVES DURING THIS EVALUATION PERIOD ACHIEVEMENTS, ACCOMPLISHMENTS, AND RESPONSIBILITIES STRENGTHS AND AREAS FOR DEVELOPMENT CAREER DEVELOPMENT PLAN GOALS AND OBJECTIVES FOR NEXT EVALUATION PERIOD Signature Signature Name Name Date Date
Dayforce Employee Training - Log into Dayforce User Name is your legal first name.last name; Example Joseph.Smith Temporary Password is Lastname#### (with a capital first letter & the last 4 of your social security number) You will be required Reset Password when you login – 6 digits minimum (include capital letter, number & special character) Home Screen – Hamburger menu-top left Ξ, notice top right icons, Blue Favorites bar – Select 6 icons with “Edit” at lower right of blue bar – then drag & drop. Note: If you ever get lost in Dayforce - click the hamburger icon at the top left and select “Home” at the top of the list, to get back to your Home screen and your favorites. Time Clock – for Non-exempt employees - punch in and out Timesheet – check your punches. Email your manager if a correction is needed. Calendar – View Punches, Holidays, Time Off Requests Time Away List – Airplane Icon on your Home screen - Request Time Off; Vacation, Personal, Sick, Jury Duty, Bereavement. etc. & view your balances.
_________________________________________ Street Address How Long?_ ______ ____________________________ Zip _________________________________________ Street Address ____________________________ City/State Zip How Long? _________________________________________ Street Address ____________________________ City/State Zip How Long? _________________________________________ Street Address ____________________________ City/State Zip How Long? _________________________________________ Street Address ____________________________ City/State Zip How Long? Date of Birth ____/____/______ Telephone (____)______________________
If reported semiquantitatively, the equivalent to the above (moderate WBC’s or greater and few to no epithelial cells), OR Positive culture of sputum, ET aspirate, BAL, lung tissue, or protected specimen brushing Probable Ventilator-Associated Pneumonia (VAP) Meets criteria for VAC AND IVAC AND on or after day 3 of mechanical ventilation and within 2 days pre- or post-worsening oxygenation as above, ONE of the following criteria is met: Purulent respiratory secretions as above AND positive culture as above, OR Positive culture of pleural fluid, + lung histopathology, diagnostic test for Legionella, or + viral test on respiratory secretions, all without requirement for purulent secretions
Training Activities - New employee orientation is a function of Human Resource Services and the immediate supervisor, in conjunction with the Classified Staff Development Committee. > Employees are encouraged to discuss their educational plans with their supervisors. Questions should be asked, and a clear understanding reached about release time and adjusted work schedules, as well as what is job and what is not. Generally, release time is given only if the request is job related and has some value to the current job and the supervisor approves the request. Release time is not necessarily given for course work that leads toward a degree or an advanced position; it must fit the above criteria. > A Request for Staff Development and Training funds must be completed for each activity. Employees are encouraged to register for Olympic College courses under the Tuition Waiver program. Employee Selection for Training and Development Training requests are initiated by classified employees, approved by their supervisors, reviewed by the Classified Staff Development Committee, and approved by the Human Resource Director. Release Time/Adjusted Work Schedules - Release time and adjusted work scheduling are granted whenever possible to allow maximum participation in training and development programs. All requests for release time must be approved by the supervisors. If the requested class or training is directly related to job performance, approval may be given for employees to attend during regular work hours without making up the time, adjusting their work schedules, or taking leave. Classified employees are limited to taking five working hours of release time per week per quarter under the tuition and fee waiver policy, if the class occurs during the employee's working hours. Outside of working hours there is no restriction on the number of classes an employee may take on tuition and fee waived basis per quarter. Overtime Approval - All overtime for classified must be approved in advance by the respective budget administrator. Classified employees have the option of receiving compensatory time or monetary compensation for overtime work. Employees cannot be disciplined in any way nor denied future offers of overtime for refusing to work overtime. Performance Evaluations - Classified members are evaluated at least annually during their Periodic Increment Date month. The supervisor should spend time with the employee (in advance) explaining the process, letting the employee know what the expectations are and when the evaluation will be given. Classified staff members are to have an active role in their performance evaluation including self-evaluations, collaborative goal setting and improvement plans.
Inspiring Possibilities Inspirant des possibilités Employee Lateral Request Form for April 1, 2018 – March 31, 2019 Submissions accepted from March 1 – 31/2019 and at time of job postings only Employee Profile Employee Name: Provide number to contact you at: Employee Email Address: Current Program and Position Current Program Affinity Amica Carina A Carina B Evershed Grandview Makada Namaste Trinity Our Our Friendship Centre Current Part-time Category Night-shift 7on/7 off Part-time Regular Afternoon-shift 7 on/7 off **7on 7off afternoon is not a specific category but may be available at some locations** Part-time Pool Day Support Day Support 1:1 Day Program Current Full-time Category Night-shift Weekend Coordinator Monday-Friday Home Monday-Friday Day Program Comment if you are currently holding a “term” position Desired Program and Position Desired Program Affinity Amica Carina A Carina B Evershed Grandview Makada Namaste Sisu Trinity Our Place Our Friendship Centre Desired Part-time Category Night-shift 7on/7 off Afternoon-shift 7 on/7 off **7on 7off afternoon is not a specific category but may be available at some locations** Part-time Regular Part-time Pool Day Support Day Support 1:1 Day Program Desired Full-time Category Night-shift Weekend Coordinator Monday-Friday Group Home Monday-Friday Day Program Comment if you are interested in both “term” and “perm” position(s) For additional information: reference the Collective Agreement Article 12.04 A lateral transfer is a transfer from one program to another in the same classification; OR from Weekend Coordinator to Monday to Friday in any program; OR from one part-time category to another. New eligibility date for lateral – office use only Eligible prior to one year : yes no
Enter your email address and password and click on the ‘Login’ button. You will be required to change your password You will be directed to your preferred page ‘My Account Menu’ or ‘Home’. If your preferred page is set to ‘Home’ you will need to click on the redeployment register option on the right hand side of the screen. Alternatively you can access the Redeployment register the ‘My Account’ Menu page. Add or update your details Select ‘add your details’. (If you are already a registered APSjobs user, you will be taken directly to this screen from the auto generated email that you received from your agency when they register your initial personal details.) Enter all details and confirm that you have read the terms and conditions. Select the ‘Next’ button to move to the next screen. Your current position will be populated. You will need to complete your employment experience. Note that there is a limitation of words/characters under each section. Please refer to Annex A for tips on completing this section. Select the ‘Next’ button to move to the next screen or ‘Save’ to save your entry. Complete your employment preferences. Select the ‘Finish’ button to save your registration.
Training Courses (for skill development) Cracking the Code: How to apply for jobs in the Australian Public Service (to assist with applying for jobs) The Integrated Leadership System (to assist with identifying key skills and attributes) Redeployment Queries Agency enquiries can be directed to the contacts on the page. Information about the online system and technical support is available from or call (02) 6202 3559. Annex A - Your Personal Summary (Online Resume) This is a guide only. Your HR/People team may be able to offer additional assistance. Agency Contacts are responsible for conducting a search of the redeployment register. Your ‘Personal Summary’ will be used as an initial assessment of your suitability and may be provided to recruitment panels and/or recruitment delegates for their consideration. You may also be required to provide further information to the agency, recruitment panels and/or recruitment delegates to assess your suitability. Personal Statement Field An employee’s ‘Personal Statement’ will appear in the initial search results screen. As such, it is important to create a statement that is powerful and sums up your skills to capture that agencies interest. An example of a personal statement could be: I am a highly organised person and enjoy working in a team environment. I am committed to working in the environmental sector and keen to pursue a career in a program management role. OR Financial Management and HR background, Program and Policy Leadership Experience. Keen to work in Health policy.
Do’s Place loyalty to the Constitution, the laws, and ethical principles above private gain Act impartially to all groups, persons, and organizations Give an honest effort in the performance of your duties Protect and conserve Federal property Disclose fraud, abuse, and corruption to appropriate authorities Fulfill in good faith your obligations as a citizen, and pay your Federal, State, and local taxes Remember: Violating ethics principles may result in disciplinary or corrective action, including criminal prosecution. Protect yourself from disciplinary action by seeking the advice of your agency ethics official. Comply with all laws providing equal opportunity to all persons, regardless of their race, color, religion, sex, national origin, age, or handicap Don’ts Don’t use nonpublic information to benefit yourself or anyone else Don’t solicit or accept gifts from persons or parties that do business with or seek official action from DoD (unless permitted by an exception) Don’t make unauthorized commitments or promises that bind the Government Don’t use Federal property for unauthorized purposes Don’t take jobs or hold financial interests that conflict with your Government responsibilities Don’t take actions that give the appearance that they are illegal or unethical
relationship, such as partnership or employment, or Someone with whom your spouse, parent, or dependent child has (or seeks to have) a close business relationship, such as partnership or employment. The General Counsel has been asked by his college to serve on the Alumni Association. He may serve in his personal capacity, but may not allow his position as General Counsel to be used on the college letterhead or other promotional literature. Misuse of Position Rule: You may not use, or permit the use of, your Government position, title, or any authority associated with your office: To induce or coerce another person to provide any benefit to you or anyone with whom you are affiliated
How Should I Respond to Individuals that Violate the Policy? Individuals are encouraged to respectfully inform others about the policy in an ongoing effort to support the College’s tobacco free environment. Consider taking the following approach when engaging an individual who has violated the Tobacco Free Policy: Be respectful in your communication and mindful that the Tobacco Free Policy may be difficult for individuals who use tobacco. Discuss the issue in a private place and allow the individual to share his/her side of the story. It may be necessary to appropriately educate the individual about the Policy. Consider directing them to the Tobacco Free website or provide an Encouragement Card that has information about the Policy requirements and cessation resources. If speaking with a tobacco user who is interested in cessation, encourage them to contact the College’s Wellness Coordinator or review cessation resources on the website. What about Work Breaks? The College’s existing requirements for breaks and meal periods remain in effect. Breaks are usually to ensure business needs are met. The length and time of breaks cannot be adjusted to accommodate tobacco use. Employees should not trespass, loiter, or litter on public or private property, including property adjacent to or in the neighborhoods surrounding the College, to use tobacco during breaks. Resources Cessation On- and Off-site resources are available to assist full-time and part-time employees with cessation. Visit for the most recent information. Reporting Tobacco Use Observations A form is available for reporting observations of tobacco use on campus. Visit Language for syllabi, handbook, Catalog, general publications, and vendor contracts Approved statements for use are available at Printable Posters/Flyers Various items that can be displayed in offices or classrooms are available for self-printing. Visit General Questions/Comments General questions/comments and request for Encouragement Cards may be submitted via email to .
Employee Name: Employee Signature: Training Record Job Title: Start Date: Termination Date: Job Description (i.e., specific waste handling duties): Emergencies Chemical Handling Labels Compatibility/Storage Manifests/Receipts Location and Contents of Emergency Response Plan Internal Alarm/Notification Evacuation Routes, Re-entry, Assembly Points Emergency Coordinators Emergency Equipment Use Emergency Procedures Location of Emergency Equipment Post-Emergency Recordkeeping Safe Methods for Handling and Storage Locations and Proper Use of Fire and Spill Control Equipment Proper use of Personal Protective Equipment Specific Hazards of Chemicals in the Work Place How To Fill Them Out Completely Accumulation Start Dates Chemical Hazards Marking of Containers Incompatibility Hazards Waste Inspection Procedures Closed Container Requirements Accumulation Time Limits Preventing and Cleaning Up of Spills Container Regulations When to Use Manifests and/or Receipts How to Use Manifests and/or Receipts Generator/DTSC/TSDF Copies Waste Shipment Recordkeeping Proper Waste Shipping Descriptions Manifest Exception Reports Employer - Place an “X” in the appropriate box on this line to show annual training required for this employee’s job duties. Name/Description Date Employer - Place an “X” below in the box corresponding to each subject covered by training class. Purpose of This Form This form has been designed to assist hazardous waste generators in documenting the training of persons handling hazardous waste as required by 22 CCR, Sections 66262.34(a)(3) and 66262.34(d)(2). The reverse side of this form may be used to address other training (e.g., OSHA-mandated Right-to-Know training, etc.) laws or regulations require you to provide to facility personnel.
13. Human Resources (appointed by the Vice President, Human Resources) Zaira Jimenez 2016-18 2017-18 Committee Link to College Goal # GOAL #1: Committee website up-to-date 6, 11, 15 GOAL #2: Offer a variety of programs and opportunities to improve employee's health, wellness, and awareness. 1 ,2 ,4, 7,9 ,10, 11, 13 GOAL #3: GOAL #4: Assess and evaluate wellness needs and interests to inform planning for employee wellness programs. Communicate to employees healthy lifestyle education and opportunities. 12, 13, 14 8, 12, 14 Membership Meeting Times: COMMITTEE TYPE CO-CHAIRS MEETING SCHEDULE LOCATION TIME Operational Duetta Langevin/ K.C. Kranz First Wednesday of each month 4-2460 2:00-3:30 p.m. Person Responsible to Maintain Committee Website: Andrea Solorzano asolorzano@mtsac.edu ext. 5501 College Website Link and Last Time Website Was Updated:
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