zilongwang/ReadingBank huggingface dataset:
DENTISTS PANEL OF ASSESSORS Julee Birch Geoffrey Cheyne Paul Close Andrew Draper Astor Mario de Silva Petrina Bowden Candy Fung Christine Furness Heather Kendall Brett Kerr David Keys Irina Leonida Andrea Rung Poya Sobhanian Ralph Reid MEDICAL PRACTITIONERS PANEL OF ASSESSORS Jules Black Eileen Burkett Brian De’Ambrosis David Evans Kong Hai Goh Steven Goode Neville Hacker Michael Humphrey Robert Kable Maguire Elizabeth McVie Johnathan Osborne John Phipps Glenda Powell David Rosengren Ross Taylor Margaret Turner Debra Carroll Jennifer Cavanagh Theodore Chamberlain Eleanor Chew Glynn Kelly Diana Khursandi Heather Parker Harpreat Moudgil Subramanian Purushothaman Bhargavaraman Ramanathapura Lynette Reeves Debra Wardle Bernard Whitefield MEDICAL RADIATION PRACTITIONERS PANEL OF ASSESSORS Kathleene Dower Lyndajane Michel NURSING AND MIDWIFERY PANEL OF ASSESSORS Kim Forrester Stephen Lewis Debra Nizette Mary Sidebotham Barbara Soong Jocelyn Toohill Andrew Urquhart Beryl Valentine Marie Arope Nicolle Alexander Marchelle Armstrong Mary Barnett Natalie Brook Cynthia Collyer Laura Dyer James McNab Ibolya Patane Small Jane Truscott OCCUPATIONAL THERAPISTS PANEL OF ASSESSORS Margaret Cook Marea Webb Danielle Bull PHARMACISTS PANEL OF ASSESSORS Andrew Petrie Karalyn Huxhagen Kerrie Kensell Pam Matthers Nanette Cawcutt Brett Muller Gail Neilson Margaret Robinson PHYSIOTHERAPISTS PANEL OF ASSESSORS Mark Brown Stephen Boyd Neil Tuttle Melissa PODIATRISTS PANEL OF ASSESSORS Nadine Archibald PSYCHOLOGISTS PANEL OF ASSESSORS Deborah Anderson Karen Butler Rebekah Roger Dooley Andrea Quinn Julie Sim Karen Sullivan Steve Brimstone Nicole French Katarina Fritzon Jane Harte Steve Morgan Kelleigh Ryan Gayle Sticher
The Board of Architects of Queensland is established under the Architects Act 2002 to maintain a register of registered architects; protect the public interest by ensuring only competent, qualified persons practice as registered architects; ensure registered architects maintain appropriate technical and professional standards; investigate complaints against architects and take legal proceedings for breaches of the Act. The appointment of three members (including the member who was also appointed as the Deputy Chairperson) expired on 30 June 2013. Mr Richard Kirk has been nominated as the member who is a representative of the Queensland Chapter of the Australian Institute of Architects and who is an architect, or as an applicant be eligible for registration as per section 82(2)(b) of the Act . Mr Bruce Medek has been nominated as the member and Deputy Chairperson who is the architect elected under the act as per section 82(2)(c) of the Act. Mr Paul Bidwell has been nominated as the member who is not an architect as per section 82(2)(g) of the Act. Cabinet endorsed to the Governor in Council that Mr Bruce Medek be appointed as Deputy Chairperson and member and Mr Paul Bidwell and Mr Richard Kirk be appointed as members of the Board for a period of three years commencing 1 July 2013 until 30 June 2016. Attachments Nil.
The Queensland Bulk Water Supply Authority (QBSWA) was one of three statutory authorities established under the South East Queensland Water (Restructuring) Act 2007 as part of the previous Government’s institutional changes to the South East Queensland (SEQ) bulk water industry. As part of the Government’s plan to reduce the cost of bulk water supply in the region, it committed to regionalising the SEQ bulk water industry. The South East Queensland Water (Restructuring) and Other Legislation Amendment Bill 2012 was introduced into Parliament in October 2012 to facilitate the merger of the three bulk water entities – QBWSA, LinkWater and the SEQ Water Grid Manager (WGM) – into a single bulk water service provider. The amalgamation of the three entities is effective from 1 January 2013. Cabinet noted the intention to appoint Mr Noel Faulkner as Chairperson of the Queensland Bulk Water Supply Authority (QBWSA) for a term of three years commencing 1 January 2013. Cabinet noted the intention to appoint Mr Michael Arnett, Ms Leith Boully, Mr Warren Traves, Ms Jennifer Parker and Ms Kirstin Ferguson as Directors of QBWSA for three year terms commencing from 1 January 2013. Attachments Nil.
Government Appointments – Finance Portfolio (2 May – 2 October 2017) Portfolio name Commonwealth body Position type First name Last name Initial start date Number of terms served Term start Term end Remuneration per annum ($) Remuneration per diem ($) Place of permanent residence Finance Commonwealth Superannuation Corporation Director Margaret Staib AM CSC 2/5/2014 1 2/05/2017 1/05/2020 $64,730 N/A ACT Finance Commonwealth Superannuation Corporation Chair Patricia Cross 1/7/2014 1 1/7/2017 30/6/2020 $135,340 N/A VIC Finance Commonwealth Superannuation Corporation Director Peggy O’Neal 1/7/2011 2 1/7/2017 30/6/2020 $64,730 N/A VIC Finance Commonwealth Superannuation Corporation Director Christopher Ellison 1/7/2014 1 1/7/2017 30/6/2020 $64,730 N/A WA Finance Commonwealth Superannuation Corporation Director Michael Vertigan 1/7/2017 0 1/7/2017 30/6/2020 $64,730 N/A TAS Finance Commonwealth Superannuation Corporation Director Nadine Flood 1/7/2011 2 1/7/2017 30/6/2020 $64,730 N/A NSW Finance Independent Parliamentary Expenses Authority Acting CEO Leonie McGregor 3/04/2017 1 0 1/07/2017 31/12/2017 or until permanent CEO appointed $346,250 N/A ACT Finance Independent Parliamentary Expenses Authority Chair Jillian AM 1/07/2017 0 1/07/2017 31/06/2022 $74,590 N/A NSW Finance Independent Parliamentary Expenses Authority Member Gary Gray AO 1/07/2017 0 1/07/2017 31/06/2022 $37,300 N/A WA Finance Independent Parliamentary Expenses Authority Member Jeffery Spender QC 1/07/2017 0 1/07/2017 31/06/2022 $37,300 N/A QLD Finance Independent Parliamentary Expenses Authority Member Julianne Jaques 1/07/2017 0 1/07/2017 31/06/2022 $37,300 N/A VIC Executive
Help us to help you It may not always be possible to book an appointment with the doctor of your choice, however we believe booking appointments in advance gives you improved choice. As a group practice all clinical staff have access to your medical record, and therefore can maintain continuity. Surgeries Dr Mittal Monday to Friday Dr Southern Monday to Thursday Dr Hudson Mon, Tues, Thurs & Fri Dr Ebdy Wednesday & Friday Dr Sears Wednesday & Friday Dr Poon Mon, Tue, Wed Dr Pilkington Mon, Tue, Thurs & Fri Patient self-check-in To reduce queues at our front desk we have installed a patient check-in screen Our receptionists are happy to demonstrate this to you. Private medicals If you require appointments for a medical report or to complete insurance forms etc., please advise our reception staff, who will make the necessary arrangements. There will be a charge for this work. Please see the list of charges on the notice board and the patient information booklet. Patient Access Have you registered yet? You can make appointments and order your prescription on-line. Please ask at the desk for more information. Please also sign up for our text reminder service. Contact details Please ensure your contact details are up to date - Address Telephone Mobile Email This will ensure we can contact you to remind you to book routine monitoring appointments, keep you up to date with practice changes and also to send you text reminders. Tarleton Group Practice ‘Patient centred care with continuity at its core’ Appointments Tarleton Group Practice May 2017 Your appointment system is changing We are listening to your concerns Due to the problems patients are experiencing in readily accessing a GP with their on-going health needs, the appointment system is changing from Tuesday 2nd May 2017 . This will provide more appointments and flexibility for patients making appointments with the GP of their choice, and remove the ring on the day lottery. All GP appointments will now be available to book in advance for up to 4 weeks ahead. There will be no more “ring on the day” routine appointments.
APPOINTMENTS Portfolio Name Commonwealth body Position Type First Name Last Name Initial Date Number of Terms Term Start Term End Remuneration Place of Residence Prime Minister and Cabinet Aboriginal Hostels Limited Chairperson Kevin Smith 15/07/2010 5 02/04/2015 01/07/2015 Remuneration Tribunal Determination for part-time office holders QLD Prime Minister and Cabinet Aboriginal Hostels Limited Director Gina Smith 13/12/2011 2 02/04/2015 01/07/2015 Remuneration Tribunal Determination for part-time office holders SA Prime Minister and Cabinet Remuneration Tribunal Member John Prescott AC 25/2/2010 2 26/2/2015 25/2/2016 $42,250 VIC VACANCIES Commonwealth body Vacant: Chairperson Vacant: Deputy Chairperson Vacant: Director Vacant: Member Vacant: Director Vacant: Other Aboriginal Hostels Limited 0 0 2 0 0 0 Outback Stores Pty Ltd 0 0 3 0 0 0 Prime Minister's Indigenous Advisory Council 0 0 0 1 0 0 National Australia Day Council 0 0 2 0 0 0
REQUIRED APPROVALS You may submit approvals electronically instead of obtaining original (aka “wet”) signatures. For this option, save email approval(s) in PDF form and submit using ServiceNow. Program/Dept Manager Print Name: Signature X Date: Financial Analyst Print Name: Signature X Date: Executive Director Print Name: Signature X Date: Divisional HR* Debbie Fong Signature X Date: * HR sign off not required for earnings distribution changes or student appointments. Attached Documents: Job Description PEM Approval Documentation Other
1 2 3 4 5 Program/Dept Manager Print Name: Signature X Date: Financial Analyst Print Name: Signature X Date: Executive Director Print Name: Signature X Date: Divisional HR Debbie Fong Signature X Date: REQUIRED APPROVALS (If submitting electronically, you may forward the email, with the approvals listed below, to HR instead of obtaining original signatures.) Attached: Resume Offer Letter VCEI Approval for Position Control Job Description PEM Other (e.g., IOC for CBC)
APPOINTMENT FORM for Student Titles Hiring paperwork must be completed before start of work CANDIDATE INFORMATION Name: Email: Supervisor: Dept Name: : Status: Hire Current or former University Employee; please list EID Visa Required: Yes No Visa Type: RECRUITMENT This appointment is: Non-Work-Study Work-Study; Job # (if known): Work-Study Referral Required? No Yes Student ID: APPOINTMENT INFORMATION: Appointment Type: Position Number: Payroll Title Job Code: Full/Part: FTE %: Start Date: End Date: Hourly Rate: Pay Cycle: CalTime Friendly Name: Meal Length: Shift Occurrence: Is a criminal background required? Yes (must attach IOC/JD) No Is this position a ? Yes No NOTES: FUNDING INFORMATION: # %/Hrs Fund Dept ID Prg ChartField1 ChartField2 1 2 3 4 5 REQUIRED APPROVALS (If submitting electronically you may forward the email with the program manager’s approval to HR instead of obtaining an original signature.) Program/Dept Manager Print Name: Signature X Date: Financial Analyst Print Name: Signature X Date: Attached: Job Description PEM Other (e.g., IOC for CBC)
Date Venue Contact Person MORNING Appointment Slot Employee Name 09:00 - 09:20 09:25 - 09:45 09:50 - 10:10 10:15 - 10:35 10:40 - 11:00 11:05 - 11:25 11:30 – 11:50 11:55 – 12:15 12:20 - 12:40 12:45 - 13.05 13:10 - 13:25 STAFF CHANGEOVER 13.25 - 13:45 13:50 – 14:10 14:15 – 14:35 14:40 – 15:00 15:05 – 15:25 15:30 – 15:50 15:55 – 16:15 16:20 – 16:40 16:45 – 17:05 17:10 – 17:30 Please don’t any appointments free in the middle of the clinic. If fewer appointments are required, please book them towards the start and leave the later appointments free.
(xii) “Inspection” means activities such as measuring, examining, testing, gauging one or more characteristics of the product or service and comparing the same with the specified requirement to determine conformity. (xiii) “Day” means calendar day. 1.3 Abbreviations: (i) “T E Document” Tender Enquiry Document (ii) “NIT” means Notice Inviting Tenders. (iii) “GIT” means General Instructions to Tenderers (iv) “SIT” Special Instructions to Tenderers (v) “GCC” means General Conditions of Contract (vi) “SCC” means Special Conditions of Contract (viii) “NSIC” means National Small Industries Corporation (ix) “PSU” means Public Sector Undertaking (x) “CPSU” means Central Public Sector Undertaking (xi) “LSI” means Large Scale Industry (xii) “SSI” means Small Scale Industry (xiii) “LC” means Letter of Credit (xiv) “DP” means Delivery Period (xv) “BG” means Bank Guarantee xvi) “ED” means Excise Duty (xvii) “CD” means Custom Duty (xviii) “VAT” means Value Added Tax (xx) “CST” means Central Sales Tax (xxi) “RR” Railway Receipt (xxii) “BL” means Bill of Loading “FOB” means Free on Board (xxiv) “FCA” means Free Carrier (xxv) “FOR” means Free On Rail (xxvi) “CIF” means Cost, Insurance and Freight
HT Appraisal Panel In place/in progress/not in place Comments/ Improvements/next steps HT appraisal panel selected and trained GB must agree a panel of 2 (minimum) or 3 governors. This should be done in the summer term at the latest. All members must be suitably trained and have knowledge of all relevant documents e.g. pay and appraisal policies, HT job description, SIP and SEF, previous performance objectives, HT standards etc An External Adviser has been selected and appointed GB responsibility – finalised in the summer term latest. HT appraisal have met with the HT and external reviewer to review HT performance against last year’s objectives and to agree new objectives We recommend HT appraisal takes place before teacher appraisals (summer or very early autumn. HT objectives should form the basis of the type of targets set for teachers linked to the school priorities and job roles. Ensure HT is informed of process, dates and standards they will be assessed against when objectives and success criteria/evidence set. HT appraisal panel has agreed HT pay recommendation The appraisal period runs for twelve months. The Regulations no longer state appraisal cycle dates just pay decision dates. Pay decision by 31st December. Advice about HT pay should be sought before appraisal meetings from HR. It should be clear at the outset what pay implications are if the HT is successful in meeting their objectives at the end of the review period. HT appraisal completed. HT has written report of agreed objectives etc. which have been agreed. CPD needs linked to appraisal objectives and school priorities should be included also In-year monitoring of HT performance /impact on regular basis (rec termly) Have dates been set?
Review of behaviour Caring … Ineffective Behaviours 1 2 3 4 5 Effective Behaviours Concentrates solely on own needs rather than those of others; loses sight of what individuals or the Trust are seeking to achieve Keeps a clear line of sight between their role and the individuals they support; understands the impact their role has in delivering outcomes Lacks empathy or compassion; is tokenistic or makes little or no attempt to understand what really matters to people Displays genuine compassion, respect for and interest in others; takes time to understand the realities they may be facing Takes little responsibility for promoting well-being or creating safe, healthy and supportive environments for others Takes an active role in creating safe, healthy and supportive environments which promote and enhance well being little thought to the desired outcomes of individuals; inclined to do what is quickest or easiest for them Treats people as individuals; responsive and focused around their needs and desired outcomes Appears intolerant of or disinterested in the differences within their team; may avoid people or only display interest in people who are like them Values and acknowledges the differences in profession, temperament, background and working style of their colleagues Review of behaviour Openness and learning ….
Objective Achieved? Met successfully/ not met required standard Comments Include evidence to show why the objective has or has not been met Was your mandatory training compliance 80% to 100% at one in the last 6 months? Overall summary – have all objectives been achieved? (Note: if your objectives have not all been successfully achieved, your pay progression may be affected) Your Personal Development Plan (PDP) from last year PDP Activity Achieved? Met successfully / not met required standard Comments Include evidence to show why the PDP activity has or has not been achieved
Objective Achieved? Met successfully / not met required standard Comments Include evidence to show why the objective has or has not been met Was your mandatory training compliance 80% to 100% at one month in the last 6 months? Overall summary – have all objectives been achieved? (Note: if your objectives have not all been successfully achieved, your pay progression may be affected) Your Personal Development Plan (PDP) from Last Year PDP Activity Achieved? Met successfully / not met required standard Comments Include evidence to show why the PDP activity has or has not been achieved
Objective Make sure objectives are ‘SMART’; Specific, Measurable, Achievable, Realistic and Time-bound Are there any resources or training needed for the individual to achieve the objective? (Development should be added to the PDP) When will the objective be reviewed/ monitored? When should the objective be completed/achieved? What will be the measure of success? Mandatory training compliance should be 80-100% for at least one month in the 6 months prior to the next appraisal date Personal Development Plan (PDP) Discuss here what training, development and other activity you might need to do in order to be more effective in your role or further develop your career. Please ensure that you discuss any study leave that may be required. Personal Development Plan activity All Mandatory Training must be completed or booked prior to any other development being agreed and undertaken. Why is this development activity being set? Reference to individual/department/Trust objectives and plans. When should this activity be achieved by? When will this development be reviewed/monitored?
Worlingworth CEVC Primary School Thorndon CEVC Primary School Appraisal Policy AUTUMN TERM 2018 Author Date Written Approved by Date Review Date V Gascoyne-Cecil (Model HR Policy) Autumn 2018 FGB Autumn 2020 Signed________________________
APPENDIX 1 Numeric targets usually specify a percentage of pupils achieving a particular for example “90% of my GCSE class will achieve A*-C” and are described by SLG as “aspirational” Examples of non-numeric pupil progress targets These suggestions should not be copied verbatim, they are a guide to give appraiser and appraisee ideas of ways in which you can demonstrate pupil progress and increased attainment without setting numeric targets. Target How Performance Indicator To have a much greater of pupil engagement in my Year 9 lessons. Include more interesting starters. Include more group discussions and active learning strategies. Use the traffic light system as a plenary. More pupils will be engaged in their work (observation) Student survey To raise the achievement of my GCSE Gifted and Talented pupils To plan effectively using AfL so that I can target this specific cohort. Differentiated tasks and homework extensions Lesson Planning Exam results To track the progress of my SEN pupils in my Yr…. class to raise attainment. To have read their action plans and spoken with their key workers about their needs and to plan effectively around those needs. Differentiated tasks. 1-1 reviews. Lesson Planning Improved attainment in subject tests and majority improving their level. To make homework more meaningful and use it to increase the engagement and achievement of students in my Yr….. class. Ensure students record homework tasks in diary and use pastoral/admin support system to inform parents of any issues. Level all homework and use to track attainment to TMG. Use written feedback to link it into class work. Homework record books Increase in completed homework Increased parental involvement Majority of students reaching TMG
Insert Academy Logo Here Appraisal Policy for all staff (to be applied in conjunction with the Academy Pay Policy for teachers only) Reviewed January 2014 Consultation Period: 18th June 2013 – 5th July 2013 Further JCC held 24th September 2013 NUT and NASUWT meeting 13th November 2013 Date Approved by NET: 12th July 2013 subject to further TU meetings Next Review Date: January 2015 Appraisal Policy Contents
Quality Assurance – An Overview (Example) Type Personnel Process Frequency Student Progression Head of School HOS Dep Principal 16 students selected. Trailed throughout year (HOS/ AHOS) Focus on Progression: Work Scrutiny Lesson Walk-though Progression Conversation Focus on English and Maths progression then to other subject areas. 3 times per year Interim report to Dep each term Interim report then to Principal each term Final report to Dep each year report to Principal each year Student Progression Head of Department HOD Dep Principal 15 students selected. Trailed throughout year (HOD or SLT Link) on Progression Work Scrutiny Lesson Walk-though Progression Conversation Planning 3 times per year Interim report to Dep each term Interim report then to Principal each term Final report to Dep each year Final report to Principal each year Teaching and Learning HOD Head T and L Dep Principal HODs establish QA for T and L Walk-through Observation each term (1 PM, 2 non PM) HOD report to Head T and L on quality of teaching and learning each term to establish impact of Monday night training – create development plan Head T and L report to Principal each term Departmental Analysis and Planning HOD Line Manager Dep Principal HODs establish short-term planning mechanism in Department HODs establish mechanism for analysing progress in Department Monitored by Line Manager Deputy Progress oversees Fortnightly checks PPA Departmental database of progress Fortnightly meeting with Line Manager recorded in Learning Journal Deputy Progress oversees Learning Journal Literacy Lit Lead Lit Lead report to Principal each term
Principal Lit Lead conduct Walk-though on literacy each term. Focus related to INSET Literacy Progression SENCO Lit Lead Principal Student reading ages Lexia progression Lit Lead report to Principal each term SENCO report to Principal each term Data HOD HOS Dep Principal HOD AP check for quality of data HOD and HOS analyse data HOD report to Deputy Progress with data – Target Groups HOS report to Deputy Progress with data Dep and HOS to AJO – Target groups and interventions Target groups to be closely monitored through HOD fortnightly meetings with: Deputy Progress, Student at Risk and Whole School Student at Risk ½ termly Data Deputy Progress to closely monitor Student at Risk and Whole School Student at Risk – Are targeted students mentioned? Are strategies working? Report to Principal each week (Timetabled) Appendix 4 ACADEMY STANDARDS (APPRAISAL)
M1 M2 M3 M4 M5 M6 U1 U2 U3 PROFESSIONAL PRACTICE 1.1(1); 1.2(2,3,5) 1.3(1,3) 1.4(1,2,3) 1.5 All 1.6(1) 1.7 (1,2,3) 1.8(3) 2.1(2,4) Preamble Many – but not all – aspects of teaching over time are good. All aspects of teaching over time are good. Many aspects of teaching over time are outstanding. PROFESSIONAL OUTCOMES 1.1(2) 1.2(1,2,3) 1.5(1) 1.6(3,4) Preamble With appropriate additional support, most pupils progress in line with school expectations. Most pupils progress in line with school expectations without additional support. Significant numbers of pupils exceed school expectations. PROFESSIONAL RELATIONSHIPS 1.1(1) 1.6(4) 1.7(4) 1.8 (2,3,5) 2.1(1,3,4) Preamble Positive working relationships established with pupils, colleagues and parents. working relationships result in good progress by all groups of pupils and productive sharing of professional practice with others. Working relationships with colleagues are characterised by an enthusiastic commitment to helping them overcome professional challenges. PROFESSIONAL DEVELOPMENT 1.2(4,5) 1.3(1,2,4,5) 1.4(5) 1.5(2,3,4) 1.6(1) 1.8(4) 2.1(2) 2.3 Preamble Develops professional practice in line with advice from more experienced colleagues Takes a proactive role in identifying areas for professional development, accessing advice and adapting practice. Proactively leads the professional development of others in a way which leads to improved outcomes for pupils.
1 The learner will know about appraisals The learner must know: Assessment Requirements Evidence Location 1.a The main purpose of appraisal Learners should define the main purpose of an appraisal. The following assessment methods can be used in the assessment of this standard: tasks/questions and answers questions and answers discussion log/reflective journal of practical ability witness evidence discussion This list is not exhaustive and appropriate assessment methods may be used. 1.b The process of appraisal Learners should outline the process of an appraisal, taking into account: (a) who part (b) how it takes place (c) the preparation involved (d) action planning (e) review 1.c The key points of appraisal preparation information Learners should outline the key points of appraisal preparation information. 1.d to aid discussion in appraisal session to ensure that positive things are raised first and Learners should identify items to aid discussion in appraisal session to ensure that:
examples of both positive and negative language, including tone and pitch of voice. The following assessment methods can be used in the assessment of this standard: tasks/questions and answers questions and answers discussion log/reflective journal of practical ability witness evidence discussion This list is not exhaustive and appropriate assessment methods may be used. 2.b What is by body language and the role it plays in effective communication Learners should define what is meant by body language and the role it plays in effective communication. 2.c The effect that the use of negative language may have within an appraisal for the appraiser and the person being appraised Learners should identify the effect that the use of negative language may have within an appraisal for the appraiser and the person being appraised.
SECTION 2: 1, 3, 5. FUNCTION (Describe): 1 EXPECTATIONS (Describe) 2 DEVELOPMENT NEEDED 3 MEETS EXPECTATIONS (Describe) 4 EXCEEDS EXPECTATIONS 5 FAR EXCEEDS EXPECTATIONS (Describe) COMMENTS Enter rating: FUNCTION (Describe): 1 BELOW EXPECTATIONS (Describe) 2 DEVELOPMENT NEEDED 3 MEETS EXPECTATIONS (Describe) 4 EXCEEDS EXPECTATIONS 5 FAR EXCEEDS EXPECTATIONS (Describe) COMMENTS Enter rating: FUNCTION (Describe): 1 BELOW EXPECTATIONS (Describe) 2 DEVELOPMENT NEEDED 3 MEETS EXPECTATIONS (Describe) 4 EXCEEDS EXPECTATIONS 5 FAR EXCEEDS EXPECTATIONS (Describe) COMMENTS rating: FUNCTION (Describe): 1 BELOW EXPECTATIONS (Describe) 2 DEVELOPMENT NEEDED 3 MEETS EXPECTATIONS (Describe) 4 EXCEEDS EXPECTATIONS 5 FAR EXCEEDS EXPECTATIONS (Describe) COMMENTS Enter rating:
Revised 25.5.12 Appraisal: for development, achievement, and performance for employees of the University of Worcester Introduction The appraisal process is an integral element in the development of the organisation whereby managers and individual employees meet regularly to discuss issues of importance to the individual, the team, the department/service/school/institute and the institution as a whole There will be consistency in the way reviews are conducted and guidance and training is made available to all staff, whether appraiser or appraisee. All staff, including part-time, sessional and fixed-term contract staff, are covered by the scheme. The University believes that appraisal properly conducted, has a valuable contribution to make to the achievement of its diversity policies and expects all aspects of appraisal to be conducted in the spirit of these policies. The appraisal should be an addition to, not a substitute for, regular and frequent discussions, take place as a matter of course between line manager and member of staff throughout the year in relation to work- in –progress. Any issues relating to under/poor performance and/or competence should be discussed at the time the issues are first identified and not deferred until the appraisal meeting; concerns about poor performance must be dealt with as they occur using the relevant protocols separate from appraisal. The main purposes of the appraisal are; to provide an opportunity to discuss and appraise performance against previously set objectives and outcomes and any in additional to and where appropriate, celebrate achievements. b. to agree a clear set of objectives and outcomes for the coming year c. to ensure employees understand and engage with their role in contributing to the University’s strategic priorities and success. d. to provide an opportunity to discuss the professional contribution, potential and career aspirations of e. to identify professional development and training opportunities and a proposed development programme to be undertaken in the coming year f. to inform discussions about any future applications for promotion and other forms of reward Scope of Appraisal The appraisal combines two broad areas of discussion: performance – concerned with achievement of objectives and outcomes. development – concerned with professional and career development
*Evidence Log/ Backwards Map Teacher: Date: Tātaiako Cultural competency Manaakitanga Tangata whenuatanga Ako Wānanga Ako Manaakitanga Ako Tangata whenuatanga Tangata whenuatanga Wānanga Wānanga Ako PTC 1 prof relationships 2 well being 3 bicultural partnership (knowledge) 4 ongoing professional learning 5 leadership 6 learning programme 7 inclusive learning environment 8 how ākonga learn 9 diversity 10 bicultural context (practical) 11 assessment 12 critical inquiry Individual Goal: Team Goal: Use this as a reference guide to plot where evidence in relation to your individual and team goals can be located. For example, LS (learning story) Date and Child’s name; Staff meeting minutes, date. Record of Learning : Appraisal Goals
The following Real Estate Appraisers were disciplined for violation of License Law during the period June 1, 2016 – December 31, 2016 Appraisers who agreed to the following terms of a Consent Order Zinoviy Polyak - Fine Gerald Perritano – Fine & Education George Cobblah - Fine & Education James Legrett - Fine & Education William McCoy - Fine Donna Rusche – Revoked (Surrender) Donald Fasano - Fine Richard Fields - Fine & Education Victoria Hughes - Fine Marem Balkhiyev - Fine & Education Raymond Chetti - Fine & Education Gary Werner – Fine Robert Honders - Education Erik Johnson – Education Appraiser Hearing Determinations Derek Ahart – Fine James Bird – Fine Paul Malmquist – Revoked Appraiser Continuing Education David Armstead – Surrender Neil Carr – Surrender Kumar Sanjeev - Consent Order
Alderman, Anthony L. North By Northwest Consulting, Inc. Certified General 260 Union Squate, Ste. 206 Hickory, NC 28601 (828) 228-4673 (888) 247-6896 – Fax All new members are being added on a contingency basis pending final evaluation after completing VDOT appraisal work. Armstrong, Armstrong Real Estate Services ASA, R/W-AC, SR/WA P. O Box 1425 RW-URAC, R/W-RAC, Chesapeake, Virginia R/W-NAC (757) 773-2118 Aufrance, Claire Aufrance Valuations, LLC MAI 3721 C West Market Street Greensboro, NC 27403 (800) 490-1950 (336) 430-9610 All new members are being added on a contingency basis pending final evaluation after completing VDOT appraisal work. Cole, W. Gordon John McCracken & Associates, Inc. MAI 703 Valley Road, Suite 102 Certified General (336) 274-5050 ext. 128 (336) 275-9440 – Fax Copeland, Joseph G (Tim) Stantec Consulting Services Certified General 1011 Boulder Springs Drive, St. 225 Richmond, VA 23235 (804) 267-3474 (804) 495-7640 Crider, Charles F. Crider Taylor & LLC MAI (864) 232-1788 (864) 232-1890 – Fax NAME ADDRESS & TELEPHONE #
(336) 274-5050 EX 128 (336) 275-9440 – Fax Minter, Martha M. Zirkle Appraisal Services Licensed Residential (540) 977-4049 McCracken, John M. John McCracken & Associates, Inc. MAI, SREA, CRE 703 Green Valley Road, Suite 102 Certified General (336) 274-5050 (336) 275-9440 – Fax McCray, David A. McCray Appraisal Service MAI, SRA Certified General (540) 581-1385 (540) 581-1388 – Fax Palmer, John The Palmer Company, Inc. Certified General 326 Cedar Lane Ashville, NC 28704 (828) 280-4520 (Cell) All new members are being added on a contingency basis pending final evaluation after completing VDOT appraisal work. Wingate, Joe D. Southwestern Appraisal Company SRA, ASA 5111 Avenue, N. W. Certified General (540) 986-0472 (540) 986-0927 – Fax Zembruski, PauL Zembruski Consulting 121 Harris Court Locust Grove, Virginia 22508 (540) 840-9653 STAUNTON NAME ADDRESS & TELEPHONE # Alderman, Anthony L. North By Northwest Consulting, Inc.
PERSONAL DEVELOPMENT TEMPLATE This should be used to inform discussion on development provided for on above form. It should be updated whenever there has been a change - either when a goal is achieved or modified or where a new need is identified. What development needs have I? How will I address them? Date to achieve Outcome Reflection Explain the need Explain how you will take action, and what resources you will need? How will your appraisal practice change as a result? How useful was the learning? Any future learning as a result? 1. 2. 3.
Appraiser: Quality Assured by: Date 1 2 3 PROGRESS QA tool Quality assurance and development of post appraisal documentation Score from 0-2 or 0-4 0=absent , 1(or 1-3)=room for improvement 2 (or 4)=well done Comments Explain low scores and how the appraiser can improve the appraisal documentation Appraisal identifier (Dr initials) 1 2 3 Professional (2) – is typewritten, objective, free from bias or prejudice, describes a professional appraisal: venue, time taken, good information governance, and confirms no identifiable third party information is included 1 2 3 Reflects a good appraisal discussion (4) – demonstrates support, challenge and focus on the reflection and needs of the doctor 1 2 3 Overview (2) – includes a description of the whole scope of work and context for the doctor, the appraisal and the revalidation cycle 1 2 3 Gaps (1) – identifies in the PDP any gaps in requirements for revalidation, mandatory training or scope of work and specifies how they will be addressed (or states if no gaps) 1 2 3 Reviews supporting information (SI) and lessons learned (4) – reviews SI in relation to Good Medical Practice; comments on SI not supplied electronically and any information the doctor was asked to bring. Reflects on lessons learned, changes made and actions agreed. 1 2 3 Encourages excellence (2) – affirms good practice, celebrates achievements and actions accomplished, gives examples of good practice and records aspirations (some of which may have a timescale over one year) 1 2 3 Sign Offs & Statements (1) – ensures the input and output statements, including health and probity, have been completed, commented on and, where appropriate, explanation made to the RO 1 2 3
Smarter PDP (4) – PDP objectives clearly arise from the appraisal and Good Medical Practice. They are SMARTER (Specific, Measurable, Achievable, Relevant, Time-bound, Economic and Reflective). The demonstration of impact on quality and safety of practice is explicit. 1 2 3 /20 /20 /20 Overall impression:
4. Supporting Information 1. CPD – please describe your CPD and include your reflections on the learning you have achieved during the year (from individual work or attendance at support meetings). What are your thoughts on the support meetings? – what works for you; areas that you think could be improved; topics you would like to see covered. 2. Quality Improvement – Please include three reviews of your appraisals using PROGRESS2 (see below). How else have you reviewed the quality of your work as an appraiser?
Smarter PDP (4) – PDP objectives clearly arise from the appraisal and Good Medical Practice. They are SMARTER (Specific, Measurable, Achievable, Relevant, Time-bound, Economic and Reflective). The demonstration of impact on quality and safety of practice is explicit. 1 2 3 TOTAL /20 /20 /20 Overall impression:
Café Conversations are an easy-to-use method for creating a living network of collaborative dialogue. Appreciating the Contribution We Make for our Patients and Carer’s World Café Conversations Abbey & Swithland Beacon Wakerley Display boards and interactive stalls 9am – 9.30am Coffee and Networking with Colleagues Experience Mindfulness and Chocolate with Lyn Williams 9-4am Paul Gent, Artist will be working on pieces for Coleman and Gwendolen Wards – with staff contributions. The Reminiscence room will be open with information about the digital reminiscence software Occupational Therapy Group Work Activities – Learn more about the patient activities on offer, the evidence and benefits Inpatient Occupational Therapy (Bennion and Evington) – Assessments and the Inpatient Pathway – Learn about activity analysis and try your hand at some of the assessments Physiotherapy – Assessments and interactive Falls simulation CMHT Occupational Therapy – OT pathway; learn about the Model of Human Occupation and try your hand at some of the assessments Coleman Ward Nursing – Learn about nursing interventions and how person centred care supports patients at the Evington centre Learn all about our City and Guilds six month Dementia course The Person Centred Care Group will be presenting information on the Psychology led single case reviews; Inside out of Mind; the Enriched Model of Dementia and the Assessment of Inpatient Mental Health Tool. Learn about our plans for improving the inpatient environment for patients and staff 9.30 – 10.30am How do we work well with behaviour that challenges?– A Conversation with Lyn Williams/Kathy Feltham David Shepherd – A conversation about Integrated Care Team in practice 10-11.30am Coffee morning with mocktails and music. 10.30-11am Conversation with the Boss – Questions for CEO Dr Pete Miller Listening Into Action – Community Services with Laura Belshaw and Gail Phillipson 11-11.30am Equality - Conversation with Zavery 11.30 am – 2pm Rooms Booked for Private Meeting 1.00pm – 2.00pm Conversation with the Nursing Boss - Adrian Childs 2pm – 3pm Fixed or a growth of Stress conversation with Lyn Williams/ Gareth Price Amica Chinese Wands session – Chris Burston 2-3.30pm Coffee afternoon - Refuge Band 3pm – 4pm Sam Hamer/Deb Phillips – Schwartz Rounds in practice Nurse Development - Conversation with Clare Kozlowski
Education and training Please give details of schools and colleges attended from age eleven, including part-time education and other courses. Secondary education (name and town of school) Dates from / to Qualifications gained or for which you are studying Grade attained Further education and training (name and town of college/university) from / to Qualifications gained or for which you are studying Grade attained Supporting Information Please tell us why you would like to apply for this role within Cheshire Fire and Rescue Service. Please answer the question in no more than 300 words. Supporting Information Please tell us about your relevant skills and knowledge and how you could demonstrate these in this role. Please answer the question in no more than 300 words.
Sexual Orientation Are you: Bisexual Gay/Lesbian Heterosexual Decline to state Ethnicity - I would describe my ethnic origin as: White British Irish Any other White background White and Black Caribbean White and Black African White and Asian Any other mixed background or Asian British Indian Pakistani Bangladeshi Any other Asian Background Black or Black British Caribbean African Any other Black background Chinese or other Ethnic Group Chinese Ethnic Group Other (please provide details) Gypsy and Traveller Romany/Roma Gypsy Other Irish Traveller Other (please provide details)
All information provided will be classed as confidential. Term Time Address: Home Telephone No: Mobile Telephone No: Vacation Time Address: Email (University): Email (other, if preferred): UNIVERSITY EDUCATION: OTHER QUALIFICATIONS/SKILLS: Please list any other qualifications/skills you have (eg, knowledge of foreign languages, coaching qualifications, sales skills, first aid certificate). PREVIOUS WORK EXPERIENCE: Please start with most recent experience and work back.
PERSON SPECIFICATION Apprentice ICT Technician ESSENTIAL DESIRABLE ASCERTAINED BY 1. EXPERIENCE Completed mainstream education to GCSE level Experience of working in a team Experience of working in an administration environment (paid or voluntary) Application / Interview 2. KNOWLEDGE General standard of literacy and numeracy (as assessed by training provider) Application 3. SKILLS AND APTITUDES A desire to learn Good communicator and listener with a keen interest in finding solutions Computer literate with an understanding of using basic Databases, Microsoft Word and Excel Good administrative and organisational skills Demonstrates a methodical approach to tasks with a high level of accuracy Able to use own initiative Ability to understand the importance of confidentiality at all times Good telephone manner Ability to travel Interview Interview Application / Interview Interview Application/ Interview Interview Interview Interview 4. QUALIFICATIONS AND TRAINING Minimum of 2 GCSE’s. Must include English and Maths from grades or equivalent Willingness to undertake & complete all relevant certificates to complete an apprenticeship Keen to learn and continue personal development Application Application / Interview 5. ATTITUDE AND MOTIVATION Punctual and reliable Evidence of good attitude and behaviour in the workplace Flexibility to adapt to changing circumstances Motivated, enthusiastic Ability to work on your own and as part of a team Clean and tidy appearance/comply with dress code Positive and professional attitude and “can do” approach Take responsibility for developing self Application / Interview Application / Interview Interview Interview Application / Interview Application / Interview Interview
PERSON SPECIFICATION Apprentice Corporate Services Administrator ESSENTIAL DESIRABLE ASCERTAINED BY 1. EXPERIENCE Completed mainstream education to GCSE level Experience of working to and achieving deadlines Experience of working in a team Experience of working in an administration environment (paid or voluntary) An awareness of Education Finance Experience of financial procedures, cash handling and cash security Application / Interview Application / Interview 2. KNOWLEDGE General standard of literacy and numeracy (as assessed by training provider) Understanding of a customer focussed service Application 3. SKILLS AND APTITUDES A desire to learn Good communicator and listener with a keen interest in finding solutions Computer literate with an understanding of using basic Databases, Microsoft Word and Excel Good administrative and organisational skills Demonstrates a methodical approach to with a high level of accuracy Able to use own initiative Ability to understand the importance of confidentiality at all times Good telephone manner Familiarity with spreadsheets and word processing applications Recognised IT qualification High level of literacy and ability to present information in a user friendly and logical format Ability to remain calm under pressure Ability to travel Interview Interview Application / Interview Interview Interview Application/ Interview Interview Interview Application / Interview 4. QUALIFICATIONS AND TRAINING Minimum of 2 GCSE’s. Must include English and from A-C grades or equivalent Willingness to undertake & complete all relevant certificates to complete an apprenticeship Keen to and continue personal development Application Application / Interview
Who will make all resource assignment (i.e. overhead, equipment, crews, aircraft)? What is the protocol for the cancellation of the lightning plan? Utilize the 2016 National Interagency Mobilization Guide for the following questions: Using the 2016 National Interagency Mobilization Guide, what is the purpose of the Expanded Dispatch Organization?
Please specify which departments would be of interest in preference order 1,2,3 Organisational Development Corporate Development Professional Standards Estates and Building Services Organisational Help Desk Communications and Engagement Personnel Services Finance Business Change Duties SECTION 5 ABOUT YOU What are your hobbies, interests and achievements? What has been your biggest achievement?
Taking positive steps to identify and overcome barriers to participation amongst young people from disadvantaged backgrounds, prioritising access and inclusion. Supporting work with local clubs, volunteers and community groups to ensure that young people are retained in sport and physical activity opportunities at the end of the project. Support the delivery of a range of community events designed to promote community cohesion and pride. Link with existing club structures to signpost residents towards sustainable sporting opportunities. Happy:- Enjoy your job! Have a passion and enthusiasm for helping people. Make sure that customers have fun whilst at Life Leisure Be a positive role model, creating a fun environment in which to motivate and encourage staff and young people to participate in sport or physical activity. To ensure the retention and updating of relevant personal qualifications and training associated with the job post, especially with regards to the apprenticeship qualification. Preferred Experience, Skills & Qualifications: Experience of delivering sport and/or activity sessions in a variety of settings. Experience and knowledge of the sport development and coaching sector. Organised with the ability to effectively manage priorities and time. Ability to relate to inactive young people and deal with the associative issues and situations. Knowledge of safeguarding procedures and the welfare of children and young people. Ability to plan, monitor and evaluate. Good communication and interpersonal skills Ability to work on own initiative and to work as part of the wider team. Ability to understand and deal with sensitive issues that may arise. Working knowledge of current health and safety issues. Desirable Skills & Qualifications: Minimum Level 1 qualification in at least one recognised sport/leisure accredited body. Evidence of other relevant course relevant to young people. Experience of project delivery within the priority areas and knowledge of the associative challenges, issues and barriers to participation within these. Knowledge and experience of partnership working. Experience of providing activities that allow individuals to develop a range of skills. Ability to set up, prepare and evaluate sporting equipment ready for safe and effective sessions. Ability to take registration information and supply as necessary Willingness to undertake further qualifications for development within this role. Current valid driving license.
PERSON SPECIFICATION FOR APPRENTICE SURVEYOR REQUIREMENTS ESSENTIAL DESIRABLE METHOD OF IDENTIFICATION Education/Qualifications Good standard of general education to GSCE C/ Level 4 and above in Maths & English (if these grades haven’t been achieved, completion of these will be required as part of your apprenticeship) Essential Application Form Experience Previous work experience not necessary as training will be given but previous work experience would be beneficial Desirable Application Form/Interview Practical and Intellectual Skills Excellent communication and interpersonal skills IT skills – must be familiar with Microsoft Office applications Ability to work as part of a team Ability to work to deadlines and use own initiative Demonstrate a knowledge of Yorkshire Housing Essential Essential Essential Essential Desirable Application Form/Interview Application Form/Interview Application Form/Interview Application Form/Interview Application Form/Interview Development Willing to undertake any training required Willing to develop own skills and to complete the relevant training assignments and qualifications Essential Essential Interview Interview Personal Qualities Appreciation of and commitment to, equality and diversity in all aspects of YH's activities A display of many of the behaviours set out in Yorkshire Housing’s ‘Living our Values” document* Essential Essential Application Form / Interview Interview *This document relates to the positive attitude and behaviour expected of employees of Yorkshire Housing. Short-listed candidates will be sent a copy of the document.