zilongwang/ReadingBank huggingface dataset:
7. How informative did you find the awareness talk? 1- not informative 2- moderately informative 3- informative 4- very informative Please list any comments below 8.How did you find the length of their talk? Longer than what was needed Just about right It wasn’t long enough Please list any comments below 9. Is there anything that you would have liked more information about? 10. How would you describe our volunteer’s overall delivery? Please tick any of the following and/or use the comment box Knowledgeable Confident Engaging Please list further comments below 11.How satisfied were you with the quality of our PowerPoint presentation on a scale of 1 to 4 1- unsatisfied 2- moderately satisfied 3- satisfied 4- very satisfied No PowerPoint presentation 12.Would you recommend one of our awareness talks to any of your contacts? Yes
Many household chemicals can be used to build a bomb The smallest piece of information could help defuse a lethal situation. Many chemicals we use every day have been used in terrorist attacks such as those in Bali, London and Mumbai. If you notice anything suspicious about the purchase, storage, transport or use of chemicals, call the National Security Hotline and report your suspicions. Help keep Australia safe from terrorism. NATIONAL SECURITY HOTLINE 1800 123 400 Trained operators take every call seriously. You can remain anonymous.
'According to our law, a plaintiff's claim for the recovery of possession or for ejectment is based on his ownership of the property involved, his cause of action is simply the fact of his ownership coupled with the fact that possession is held by the defendant. (Graham v Ridley 1931 TPD 476; Krugersdorp Town Council v Fortuin 1965 (2) SA 335 (T) at 336 and the authorities there cited.)' [15] In Unimark Distributors (Pty) Ltd v Erf 94 Silvertondale (Pty) Ltd Van der Westhuizen, AJ said: 'The plaintiff's claim is — in the first place — based upon the rei vindicatio, which is the applicable action available to an owner, who has been deprived of his or her property against his or her will and who wishes to recover the property from any person who retain possession of it without the owner's consent…The plaintiff in order to succeed is required to allege and prove: that he is the of the thing or items in issue; and that the items were in the possession of the defendant at the commencement of the action…' [16] For the defendant to successfully resist a rei vindicatio action, he must allege and some right to hold possession. In this court those legal principles were accepted in the matter of Shimuadi v Shirungu where Levy, J held that: ‘It is trite that in order to eject a defendant from immovable property, a plaintiff need only allege that he is the owner and that the defendant is in occupation thereof. Should the defendant deny any one of these elements, namely that the plaintiff is the owner or that the defendant is in occupation, the onus is on the plaintiff to prove the truth of the element which is denied. The plaintiff would succeed in discharging the onus of proof in respect of ownership by providing registered tittle deeds in his favour. An inference that plaintiff is the owner would then justifiably be drawn. Should the defendant dispute the validity of the title deeds or that ownership, despite the deeds, is of a ‘nominal character’ (‘nominale aard’), as in the present case, the onus is on the defendant to prove this.’ D APPLICATION OF THE LAW TO THE FACTS
This distance works out to be about 30 billion light years. But we are just guessing that UDFy-38135539 still exists – more likely it has merged with other young galaxies – perhaps becoming part of a huge spiral galaxy similar to our own Milky Way, which itself contains stars that may be over 13 billion years old. The observable, or inferred, universe with a diameter of 93 billion years. Even this may just be a small component of the whole ball game. At this scale, our vast galactic neighborhood, the Virgo Supercluster, is too small to be seen. Credit: Azcolvin429. It is generally said that the comoving distance to the particles that emitted the cosmic microwave background is about 45.7 billion light years away – even though the photons those particles emitted have only been traveling for nearly 13.7 billion years. Similarly, by inference, the absolute edge of the observable universe is 46.6 billion light years away. However, you can’t conclude that this is the actual size of the universe – nor should you conclude that the cosmic microwave background has a distant origin. Your coffee cup may contain particles that originally emitted the cosmic microwave background – and the photons they emitted may be 45.7 billion years away now – perhaps just now being collected by alien astronomers who will hence have their own 46.6 billion light year radius universe to infer – most of which they can’t directly observe either. All universal residents have to infer the scale of the universe from the age of the photons that come to us and the other information that they carry. And this will always be historical information. From Earth we can’t expect to ever come to know about anything that is happening right now in objects that are more distant than a comoving distance of around 16 billion light years, this being the cosmic event horizon (equivalent to a redshift of around z = 1.8). This is because objects are right now receding from us at faster than the speed of light. We may still continue receiving updated historical data about them for many billions of years to come – until they become so redshifted as to appear to wink out of existence. But really, they are already lost to us. Further reading: Davis and Lineweaver. Assumptions April 17, 2011
Response to the Market Consultation Paper on Engaging Technology and Innovation within Visa Processes In response to the invitation from the Department for business specialising in artificial intelligence amongst others to propose the use of technology and innovation in the visa system, we ask the Department to consider the following. A growing body of research has argued that processes embedded in the development of artificial intelligence can reproduce gender and race biases. It has been shown in examples associating images of households with females only, linking race to negative connotations or targeting higher remunerated jobs to males only. Researches have also widely agreed that the initial assumption that the technology was able to quickly solve complex problems needed to be reviewed. For artificial intelligence to overcome gender or race biases, it needs to be ‘trained’ by appropriately qualified personnel. Committing to reduce violence against women and their children, the Australian government has recognised that violence against women is a manifestation of gender inequality and is directly connected to the unequal power dynamics between women and men and the widespread “adherence to rigidly defined gender roles.” Gender inequality is prevalent and within Australia it can be demonstrated by a range of factors, including entrenched gender stereotypes and sexism. Thus, it is that the Department in modernising the technological side of the visa process considers the impact of the gender and race biases that may be embedded in the systems of the artificial intelligence and their impacts on the rates of violence against women. We strongly believe that chosen companies must demonstrate sufficient knowledge and capacity to develop the system that will treat all applicants equally and with fairness regarding their gender and race. 10. Closing Remarks We strongly believe that the immigration policy should not be driven solely by fiscal considerations. The relative merits of any policy to be assessed against a broader context that takes into account all the relevant dimensions of societal wellbeing. It is imperative that changes to the visa system undergo a gender analysis in order to measure the potential impact of policies on women in particular. Family violence and gender-based oppression of women from culturally and linguistically diverse backgrounds coexist alongside the constructions of other forms of oppression caused by social and economic inequality. Engaging intersectional feminist frameworks within policy design assists in creating fair and just regulations, honours the government’s commitment to reduce violence against women and advances gender equality. The future visa system in Australian must ensure that women who had violence inflicted on them have equal access to services, support and justice irrespective of their visa status.
Teach a lesson to the class project Portfolio project Unit 10 Overview Unit Test Books we’ll use to learn about Deaf Culture: Deaf Like Me: Spradley, Thomas S., and James P. Spradley. Deaf like Me. Gallaudet Univ. Press, 2004. Of Sound Mind: Ferris, Jean. Of Sound Mind. Sunburst Edition, 2001. Shows we will be watching on occasion to demonstrate Deaf Culture events and situations: Switched at Birth, Season 4, 5
Fiscal Year Dates: to EXPENSES Approved Budget Beginning of most recently completed Fiscal Year Dates: to Year End Actuals Most recently completed Fiscal Year Dates: to Current Fiscal Year Approved Budget Dates: to 30. Exhibition/Production Expenses 31. Artistic personnel 32. Technical personnel 33. Exhibition/production costs 34. 35. 36. 37. Marketing/PR Expenses 38. Marketing/PR personnel 39. 40. 41. Operational Expenses 42. rental/mortgage 43. Utilities & maintenance 44. Equipment/furniture 45. Telephone/fax/internet/computer 46. 47. 48. General/Administrative Expenses 49. Executive Director/CEO 50. Development personnel 51. Administrative staff 52. Development/fundraising 53. Travel/transportation 54. Postage/mailing house 55. Office supplies/materials 56. Professional development 57. Insurance 58. Evaluation 59. Audit 60. 61. Total Cash Expenses 62. Total In-Kind Goods/Services 63. Depreciation 64. TOTAL EXPENSES
Action Log from September meeting Item Action By Date Choosing Wisely Wales BH to meet with Paul Flynn BHa ASAP For discussion Updated ToR - to be brought to next meeting JVi 25/1/17 Action Long from November meeting Item Action By Date AWCP development Contact Dan Jones with decision re proposals JVi Team development Contact Pharmacy Management to express interest in course and request further discussion JVi CPhO report Pregabalin – AE to discuss branded generics with MFr HEW – AWCP to consider strategy around funding - what money is needed and why IPFR – DB to pull together how health boards are currently addressing HTA implementation Community Pharmacy Contractual funding – to consider feeding in to meeting 5th Jan AEv All DBa All Lymphoedema service redesign To take proposal to joint meeting with Finance to discuss Invest to Save opportunity JVi/DBa For discussion Robot replacement programme – DBa asked for volunteers to put together paper for WG All Executive report Team Wales event 5th Dec – AE to send email advising what needs to be done Public Health Campaigns – DBa to discuss with TB priorities for 2017health improvement campaigns Consultant Pharmacist Approval – JVi to meet with MS re application and decision process and feed back to this group RPS QA of Aseptic Prep Services: Standards 5th Ed – comments to be fed back to author AEv DBa JVi SST 5th Dec 25/1/17 AOB Clinical reference group for HEPMA project – SST & BT to forward emails to CWa Resource mapping – Re-establishment of steering Delivery of research strategy implementation group – to be discussed at next meeting Invest to Save – PAS – Update to be brought to next meeting SST/BT SST KSm JPJ 25/1/17 25/1/17
Male 64% 59% Female 36% 41% Total 100% 100% Table 2 below shows that in 2015–16p the difference between the frequency rates of serious claims (serious claims per million hours worked) between males and females was smaller than the difference in the incidence rates (serious claims per 1000 employees), reflecting the higher prevalence of work among females. Male employees, however, were still 1.3 times more likely than female employees to have a serious claim (6.2 serious claims per million hours worked compared with 4.9 serious claims per million hours worked). A higher percentage of male employees’ serious claims arose from injury and musculoskeletal disorders (91 per cent compared with 87 per cent for female employees), while a higher percentage of female employees’ serious claims arose from diseases (13 per cent compared with 9 per cent for male employees). Table 2: Number, percentage and rates of serious claims by injury or disease and sex, 2015–16p Number of serious claims Percentage of serious claims Frequency rate (serious claims per million hours worked) Incidence rate (serious claims per 1000 employees) Male Injury and musculoskeletal disorders 61 285 91% 5.6 10.5 Diseases 6 070 9% 0.6 1.0 Total 67 355 100% 6.2 11.5 Female Injury and musculoskeletal disorders 32 610 87% 4.3 6.1 Diseases 4 810 13% 0.6 0.9 37 415 100% 4.9 6.9 All serious claims Injury and musculoskeletal disorders 93 890 90% 5.1 8.4 Diseases 10 880 10% 0.6 1.0 Total 104 770 100% 5.6 9.3 time
to be made on the Lowest Priced Technically Acceptable (LPTA) response to be made to the response offering best value to the Government considering price & other factors (as stated in the RFQ) For Services: Level of effort and labor mix have been evaluated and determined to be Fair and Reasonable Determination of Fair & Reasonable Price [, , ] FSS Delivery or Task Order (including NIH FSS BPA order) prices have been determined to be fair and reasonable. Price reasonableness based upon competitive quotations or offers If only one response is received, include a statement of price reasonableness based on the following: Market Research; Explain: Current price lists, catalogs, or advertisements (Inclusion of price list, etc. does not, by itself, establish a fair and reasonable price). Comparison with similar items in a related industry; Contracting officer’s personal knowledge of the item being purchased; Comparison to an independent Government estimate; reasonable basis: Comparison of the proposed with prices found reasonable on previous purchases (same or products / services and recent) Previous Purchases were determined fair and reasonable (complete below as applicable): A copy of the previous is in the file (required) Previous purchase order number: Date of previous purchase Method of determining price reasonableness on the previous order(s): Lowest price quoted in competition Current price lists, catalogs, or advertisements (Inclusion of price list, etc. does not, by itself, establish a F&R price). Explain: Comparison with similar items in a related industry; Contracting officer’s personal knowledge of the item being purchased; Comparison to an independent Government estimate; Other reasonable basis: Proposed Contractor Determined to be Responsible [, ] YES NO
Date Version Editor Details 21/05/2015 0.1 SM Working Draft 29/05/2015 1.0 DH Completion - Final 02/09/2015 1.1 IS Grammatical corrections. Addition of explanation for 2.1.2(p) PRELIMINARY INFORMATION Purpose: The Australian Workplace Equality Index (AWEI) is Australia’s definitive national benchmark on LGBTI workplace inclusion. The index drives, measures and acknowledges best practice amongst Australian employers. The index is open to all employers, regardless of size. Small employers (those with less than 150 employees) will be assessed independently. While much of the index will not be relevant to small employers, the separate assessment will ensure equity and will provide a greater level of strategic guidance and feedback than the previous submission forms. Period assessed: All questions in this submission refer to the period 1st January 2015 – 31st December 2015. Work outside of this period may be included if it was partially undertaken during the above stated period. Submissions due: All submissions must be received by in Diversity before 5pm on Thursday 24th March 2016 (Sydney AEST). This deadline is final. Pride in Diversity is unable to accept any submissions after this time. This deadline applies to all states. Important Dates: Thursday 24th March, 2016 – 5pm Submissions close Sydney AEST time Friday 20th May, 2016 AWEI 2016 Awards and Australia’s Top 20 employers for LGBTI Workplace Inclusion will be announced at the Pride in Diversity annual business luncheon and awards celebration to be held in Sydney. July 2016 AWEI 2016 Publication (Australian benchmarking data and award winning practices) goes to print. This will be sent to all participating organisations shortly thereafter. First week December 2016 AWEI Pride in Practice LGBTI Workplace Conference showcasing AWEI award winning employers, leading practice and inclusion initiatives, expert panels and leading LGBTI workplace research presentations. For assistance: Please call Stephanie Mellor on (02) 9206.2139 or email
Near North Wednesdays Awana Calendar 2012-2013 September October November December January February March April May 3 Stuffed Animal Night 7 Backwards Night 5 Decorate Yourself Night 2 NO AWANA Winter Break 6 Super Hero Night 6 Crazy Hat Night 3 Grand Prix Night 1 End of the Year Party Night 5 10 Buddy Night 14 Parent’s Night 12 Christmas Hat Night 9 Hawaiian Night 13 Favorite’s Night 13 Grand Prix Workshop Night 10 Cartoon Night 8 Awards Night 12 17 NO AWANA Global Conference 21 NO Thanksgiving 19 NO AWANA Christmas 16 Silly Socks Night 20 Pajama Night 20 Grand Prix Workshop Night 17 Career Night 19 Leader Training & Mock Night 6:30pm 24 Team Color 28 Crazy Hair Night 26 NO New Year’s 23 Sports Night 27 80’s Night 27 NO AWANA Spring Break 24 Leader Appreciation Night 26 AWANA Begins 6:30pm NOV 1 @ FOREST GLEN Global Night 30 Balloon Blast Night Dear Awana Families, I am SO excited as we kick – off this next year of Awana to see your family grow in their understanding of who Jesus is and what a big and great God he is! We have some new faces this year as God has brought together an amazing team of volunteers! I want to make sure you know who is who around Awana.
SECTION 1.2 LGBTI Accountability & Resourcing This section is used to determine the existence of a team/person in place whose remit includes LGBTI diversity and access to external support/expertise to assist with internal initiatives. 1.2.1 Do you have a diversity team/person in place whose remit includes LGBTI diversity/inclusion? Please select all that apply and provide evidence where requested (a) We do not have anyone who has LGBTI diversity/inclusion as part of their formal remit (b) Yes we do. LGBTI diversity/inclusion is automatically included under diversity as an area of focus for this person. While LGBTI is included under diversity, it is not specifically listed within the person’s position description or within any of their documented accountabilities. (c) Yes we do and LGBTI inclusion is a formal, documented component of this person’s role. (d) In addition to being formally documented as an area of responsibility, this person has specific LGBTI targets / accountabilities for LGBTI inclusion (e) This person is also responsible for reporting against targets to senior leadership / executive. EVIDENCE REQUIRED C - Please provide one piece of evidence that shows LGBTI inclusion clearly identified as an area of this persons remit (you may choose to copy the appropriate portion of the persons job description, position outline, accountability statement etc. ). D – In a statement, please explain to what degree this role is responsible for delivery against strategic LGBTI related targets and provide one piece of evidence of this person’s targets/accountabilities (full accountability, shared responsibility, part of general remit but not formal accountability etc.). E – Please describe the reporting accountabilities of this role: who to (what level of executive/leadership) and how often. 1.2.2. Is your organisation a member of Pride in Diversity? Please select the statement that applies and provide evidence where requested (a) We are not a member of Pride in Diversity; we do not have any external support to draw upon. (b) We are not a member of in Diversity but we do have external support or expertise we can draw from for our LGBTI inclusion initiatives.
Near North Wednesdays Awana Calendar 2013-2014 September October November December January February March May 7 Leader Training 2 Stuffed Animal 6 Backwards Night 4 Decorate Yourself Night 1 NO AWANA New Year’s 5 Super Hero Night 5 Crazy Hat Night 2 Grand Prix Night 7 Leader Appreciation Night 11 Parent/Leader Orientation Night 9 BARF Night (bring a real friend) 13 Hair Night 11 Christmas Hat Night 8 Hawaiian Night 12 Favorite’s Night 12 Grand Prix Workshop Night 9 Rock Star Night 14 End of the Year Party Night 18 AWANA Begins 6:30pm 16 Team Color Night 20 Royal Night 18 NO AWANA Christmas 15 Silly Socks Night 19 Career Night 19 Grand Prix Workshop Night 16 NO AWANA Spring Break 21 Awards Night 25 Western 23 Global Night 27 NO AWANA Thanksgiving 25 NO AWANA Winter Break 22 Paper Airplane Night 26 90’s Night 26 Pajama Night 23 World Travel Night 30 Sports Night 29 Balloon Blast Night 30 Rewind Night (pick your favorite theme from the whole year and it)
Benzene Leukaemia (acute Leukaemia (acute lymphocytic, chronic lymphocytic, multiple myeloma, lymphoma) Chromium (VI) compounds Lung cavity and paranasal sinus Engine exhaust, diesel Lung; urinary bladder Formaldehyde Leukaemia (particularly myeloid), nasopharynx Nasal cavity and paranasal sinus Lead compounds, inorganic Stomach Nickel compounds Lung; cavity and paranasal sinus Silica dust, crystalline (in the form of quartz or crystobalite) Lung Solar UV radiation Skin (basal cell carcinoma, squamous cell carcinoma, melanoma) Eye (squamous cell carcinoma, melanoma); lip Tobacco smoke, second-hand Lung Larynx; pharynx Trichloroethylene Renal cancer and biliary tract; lymphoma
Installing, disturbing or removing materials containing asbestos 1 3 - 4 Driving trucks carting asbestos - - 2 2 Unloading or loading asbestos waste - - 2 2 Sweeping where asbestos was used 1 - 1 Asbestos removal - 1 - 1 Note: This table does not necessarily include all exposed workers and workers could be exposed through more than one activity. The use of controls Information on the use of controls was not collected for tasks associated with probable exposure to asbestos. Benzene Sixty-six (14%) workers were deemed to have a probable exposure to benzene. Of those exposed, all but one was assigned a medium level exposure and the other was assigned a high level exposure. The workers were most commonly technicians and trades workers (47%), labourers (23%) and managers (11%). Circumstances of exposure Most (n=54, 82%) workers were deemed to be exposed when refuelling petrol vehicles or equipment by petrol motors. Seven (11%) respondents were exposed through degreasing with petrol at room temperature (Table 4). Table 4: Main circumstances resulting in probable exposure to benzene Exposure circumstance High (n) Medium (n) Low (n) Total (n) Refuelling vehicles - 54 - 54
Appendix 1: Comparison of AWES construction workers and all Australian construction workers Table A1: Comparison of demographic characteristics between AWES construction workers probably exposed to carcinogens and all Australian construction workers Demographic Characteristic Study population n (%) Australian Populationa n (%) Chi2 Gender 0 Male 452 (98.5) 695 086 (86.7%) Female 7 (1.5) 107 061 (13.3%) Age 0 18-34 90 (19.6) 325 257 (40.5%) 35-54 256 (55.8) 369 906 (46.1%) 55-65 112 (24.4) 106 984 (13.3%) State of Residence 0.433 New South Wales 145 (31.6) 222 516 (27.7%) Victoria 109 (23.7) 204 326 (25.5%) Queensland 78 (17.0) 177 957 (22.2%) South Australia 21 (4.6) 53 850 (6.7%) Western Australia 94 (20.5) 108 122 (13.5%) Tasmania 6 (1.3) 15 944 (2.0%) Australian Capital Territory 4 (0.9) 11 558 (1.4%) Northern Territory 2 (0.4) 7 802 (1.0%) Country of 0.258 Australia 368 (80.2) 606 967 (75.7%) Other 91 (19.8) 195 180 (24.3%) Language Spoken at Home 0 English 452 (98.5) 692 678 (86.4%) Other 7 (1.5) 109 469 (13.6%) Highest education level 0.633 High school or less 168 (36.6) 307 383 (38.3%)
Near Wednesdays Awana Calendar 2014-2015 Fall Session October November Winter Session January February Spring Session April May 1 Stuffed Animal Night 5 Backwards 7 NO AWANA 4 Super Hero Night 1 Spring Break NO AWANA 6 Cartoon Night 8 BARF Night (bring a real friend) 12 Crazy Hair Night 14 Hawaiian Night 11 Favorite’s Night 8 Inside Out Night 13 Mustache and Bowtie Night 15 Team Night 19 World Travel Night 21 Royal Night 18 Career Night 15 Rock Star Night 20 Bible Hero Night 22 Western Thanksgiving& Christmas Break 28 Sports Night 25 Pajama Night 22 Crazy Hat Night 27 End of the Year Celebration Night 29 Silly Socks Night March 4 Pirate Night 29 Twins Night
Highest education level 0.000 High school or less 100 (64.1) 112 401 (61.6) Trade certificate or diploma 27 (17.3) 53 988 (29.6) Bachelor degree or higher 29 (18.6) 16 177 (8.9) Socioeconomic statusb 0.493 quintile (Highest) 9 (5.8) 11 046 (6.2) Fourth 24 (15.4) 26 353 (14.8) Third 38 (24.4) 45 940 (25.8) Second 61 (39.1) 56 588 (31.8) First quintile (Lowest) 24 (15.4) 38 174 (21.4) Remotenessc 0.270 Major city 10 (6.4) 21 075 (11.6) Inner regional 59 (37.8) 60 665 (33.3) regional 67 (42.9) 74 335 (40.9) Remote/very remote 20 (12.8) 25 852 (14.2) a. Using the ABS 2011 Census data for ANZSIC codes A01 b. From Socio-Economic Index for Areas Index of Relative Socio-economic Disadvantage (SEIFA IRSD) c. From Australian Standard Geographical Classification Accessibility/Remoteness Index of Australia (ARIA+) d. p-value for difference between the study and Australian population for each demographic characteristic
Annex A: RESULTS-BASED LOGICAL FRAMEWORK Country and Project Name: Purpose of the project: RESULTS CHAIN PERFORMANCE INDICATORS MEANS OF VERIFICATION RISKS / MITIGATION MEASURES Indicator (including CSI) Baseline Target OUTCOMES KEY ACTIVITIES Component 1 Component 2 Component 3 INPUTS Component 1 : Component 2 : Component 3 :
Dene Coaches Job Description - Application Qualifications and Skills Required: Knowledge of the values and culture of Dene Games. Ability to work as a Team Leader. Excellent Communication Skills. Coaching experience within the Sport. Must have passed NCCP Make Ethical Decisions Online Evaluation - Competition – Introduction. C.P.R. and first aid is an asset. Must be able to travel to the Greenland (Passport required). Responsibilities: Before Games The Coach Will: promote a safe, harassment free environment where all team members are treated with respect; Be familiar with the roles and responsibilities of mission staff; Attend all required Team Yukon official functions and ceremonies; Help with fundraising activities and responsible for ensuring participation from their sport athletes; Attend Dene Games Coaches and Official clinic Attend trials (TBA) Develop and implement athlete training plans that will enable athletes to be successful at the Games; Assist in Selecting the team Promote and transmit the values and culture of Dene Games. During Games The Coach Will: Be responsible for the athletes throughout the full duration of the Games and ensure that all of the athletes are aware of and understand the Team Yukon Conduct and Discipline Code; Reside in the assigned accommodation with their athletes throughout the games;
Name Last Name Affiliation Danny Baker MetLife Mary Lynn Bushman National Government Services Jennifer Collins VIPS, INC Laurie Darst Mayo Clinic Durwin Day HCSC Craig Gabron PGBA ***co-chair*** Freida Hall Quest Diagnostics Isgett BCBS of SC Lenel James Ken McCaslin Quest Diagnostics Jim McKinley BCBS-AL Penny Probst Highmark, Inc Zeshan Rajput Accenture Larry Shorey BCBS of SC Sue Thompson NCPDP Daniel Vreeman Regenstrief Institute, Inc Jim Whicker Kaiser Pemanente Nancy ICW Agenda Topics LOINC Concerns - Daniel Vreeman Additional Topics Supporting Documents Minutes/Conclusions Reached:
Near North Wednesdays Awana Calendar 2012-2013 September October November December January February March April May 7 Leader Training 2 Stuffed Animal Night 6 Backwards Night 4 Decorate Yourself 1 NO AWANA New Year’s 5 Super Hero Night 5 Crazy Hat Night 2 Grand Prix Night 7 Leader Appreciation 11 Parent/Leader Orientation Night 9 BARF Night (bring a real friend) 13 Royal Night 11 Christmas Hat Night 8 Hawaiian Night 12 Favorite’s Night 12 Grand Prix Workshop Night 9 World Travel Night 14 End of the Year Party Night 18 AWANA Begins 6:30pm 16 Team Color Night 20 Hair Night 18 NO AWANA Christmas 15 Silly Socks Night 19 Career Night 19 Grand Prix Workshop Night 16 NO AWANA Spring Break 21 Awards Night 25 Western Night 23 Global 27 NO AWANA Thanksgiving 25 NO AWANA Winter Break 22 Paper Airplane Night 26 90’s Night 26 Pajama Night 23 Rock Star Night 30 Sports Night 29 Balloon Blast Night 30 Rewind Night (pick your favorite theme from the whole year and re-do it) Dear Awana Families, I am SO excited as we kick – off this next year of Awana to see your family grow in their understanding of who Jesus is and what a big and great God he is! We have some new faces this year as God has brought together an amazing team of volunteers! I want to make sure you know who is who around Awana.
HL7 Attachments Working Group Meeting Minutes Location: Phoenix, AZ Date: January 14, 2013 Time: 9:00 – 5:00 Facilitator Jim McKinley Note taker(s) Penny Probst Quorum Requirements Met: Yes Name Last Name Affiliation Bill Alfano BCBSA Ginger Belvin BCBSAL Laurie Burckhardt WPS Mary Lynn Bushman National Government Services Patrick Cannady American Dental Association Jennifer Collins VIPS, INC Durwin Day HCSC ***co-chair*** Kari Gaare CMS-OESS Gabron PGBA Robin Isgett BCBS of SC Jim McKinley BCBS-AL ***co-chair*** Debbi Meisner Emdeon Business Services Kim Nolen Pfizer Penny Probst Highmark, Inc Larry Shorey BCBS of SC Walter Suarez Kaiser Permanente Sue Thompson NCPDP Jim Whicker Kaiser Permanente Agenda Topics Review Agenda Ballot Statistics Industry Updates Ballot Comment Reconciliation Supporting Documents Minutes/Conclusions Reached: Review Agenda The majority of the week will be spent responding to ballot comments SDWG has a task force for implementation questions. The AWG will send representation to participate in that Q2 Monday will be a discussion of Work Health Q2 Tuesday will be a discussion of training/outreach/next The scheduled S&I presentation may not occur because Rachel is not here. Ballot Statistics
getting input from people with ID might help to identify issues with language, pictures or formatting. Some recommendations for including people with ID in production of AWI are included in Table 5. Table 5: Involving people with ID in the stages of production of AWI Recommendation Development People with ID are experts on accessible information because they know what works for them and what doesn’t. Seek advice from and involve people with ID as early as possible in the creative process. This includes deciding the aim of the publication, what to include in the information, where to make the information available., Production People with ID can be involved in writing or typing words, drawing pictures, taking photos or doing design work. Get regular feedback from people with ID to ensure AWI will meet needs. Testing Test the draft of your information before it is printed., , Make sure the group that is testing your AWI is representative of your intended audience. Summary of Good Practice Access to information is an important human right for all people. People with disability have the right to access to information on an equal basis to others.
Leveraged or Co-funding Insert name of any third parties contributing funding to the project and either the $ amount or ratio of funding. Resource Requirements List the resources required including people materials equipment and software. Researcher/ Contractor Background IP including data: Background IP refers to Intellectual Property already in existence which is owned, licensed or held by the Researcher/ Contractor. NIL or All Intellectual Property rights (in whatever form) in: (a) the patents/trademarks/registered designs: Design Title No. Country [insert] [insert] [insert] (b) the following confidential know-how and secrets: [insert details] (c) copyright in the following documents and materials: [insert details of written, visual or audio works and materials, including any computer programs] Project Data This section details the Intellectual Property (IP) and data that will be contributed to or result from the project. Data Description Data access – can data be used by other members of the research community? Yes/ No Project IP insert description and proposed protection strategy Project IP including data: Project IP will be owned as follows: AWI Researcher (1) Researcher (2) 100% or [Insert] 0% or [Insert] 0% or [Insert] Project Adoption and Commercialisation
Production People with ID can be involved in writing or typing words, drawing pictures, taking photos or doing design work.12 Get regular feedback from people with ID to ensure AWI will meet their needs.15 Testing Test the of your information before it is printed.8, 9, 15 Make sure the group that is testing your AWI is representative of your intended audience.13 The evidence is broad agreement in the literature that involving people with ID in the production of that information (i.e., employing the principles and practices of is important. As Rodgers and Namaganda22 noted, one of the most important principles identified during the Information for All project was that “information for people with learning disabilities should be produced by or with people with learning disabilities”. Involving people with ID in the production and testing of AWI (i.e., co-design and was deemed to be of particular use when preparing tools for data collection where input from people with ID can identify issues with interpretation of words and images.23 More broadly, several articles emphasised that the best way to ensure accessibility of all written information was to understand the target audience and involve people with ID at all stages of production and evaluation.17, 19, 22 However, it is interesting to note that none of these studies made direct comparisons of the nature and effectiveness of information prepared with and without the involvement of people with ID. Implications for practice Access to information is an important human right for all people. Article 9 of the UNCRPD states that people with disability have the right to access information on an
7.7b Additional AWIFHSC Learning Outcomes: You are able to work in ways that: Evidence used Assessed by who and when Signatures Follow your workplace policies and procedures in relation to food safety 7.8 Hazardous substances How to store, use and dispose of hazardous substances safely 7.8a Core knowledge learning outcomes for all workers Evidence used Assessed by who and when Signatures What is meant by the term ‘hazardous substances’ What is meant by the term ‘Control of Hazardous Substances’ The types of hazardous substances that may be found in the workplace Safe practice for: storing, dealing with spillages and disposing of hazardous substances 7.8b Additional AWIFHSC Learning Outcomes: You are able to work in ways that: Evidence used Assessed by who and when Signatures Follow your workplace policies and procedures for the storage, use and disposal of hazardous substances 7.9 Security in the work setting How to maintain security in the work setting
Place of Writing The primary place of writing seems to have been within Judah in general and from Jerusalem in particular. Both Solomon (1:1) and Hezekiah, who likely had his sages collect Solomon proverbs during a time of spiritual revival (25:1), ruled the nation form Jerusalem. This city “…was not only the political but also the spiritual and educational capital of Israel.” Genre The word Proverb comes from the verb mashal (“to rule”) conveying a governing principle of life. “Proverb” means a comparison, similarity, or parallel. Thus, a proverb uses a comparison or an analogy in order to create a pithy, terse, distilled maxim or observation about life. This distillation causes the reader to reflect on what has been said. Such profundity is produced by virtue of the fact that proverbs are compact, memorable, and transferable. Proverbs not only explain what life is like but also make ethical exhortations regarding how life should be lived. Because proverbs capture the repetition and regularity of life through the power of observation, the habitual imperfect form of the Hebrew verb is most commonly used in proverbs. Because the most common form of the book is poetic, parallelism dominates the Book of Proverbs. Parallelism occurs when the second line completes or contrasts the thought begun in the first line. The Book of Proverbs displays a wide variety of parallelism such as synonymous parallelism where the second line repeats or is similar to the thoughts begun in the first line (16:18), antithetical parallelism where the second line contrasts with the first line (15:1), formal or completive parallelism where the second line completes the first line either in result (3:6) or description (15:3) or preference (15:17), synthetic parallelism where the second line amplifies or continues the thought of the first line (16:4), and emblematic parallelism where the second line (or vice versa) explains the first line though the mechanism of a figure of speech known as a
response to growing water challenges in the Indo-Pacific region. The Government has initially committed $20m over 4 years to the AWP. DFAT has contracted eWater Limited (eWater), a not-for-profit company with the Australian and four State Governments as members, to set-up and manage the AWP. AWP set-up commenced in May 2015, and development activities formally commenced in late September 2015. The establishment of the AWP is being overseen by an AWP Committee which is made up of members from eWater and DFAT plus an additional seven (independent) members. Further information about the Australian Water Partnership, its governance, scope and objectives are available at: The AWP is administered by a management team, under the CEO, who will be responsible for administering this Partnering process on behalf of the AWP Committee. The purpose of this document is to describe the process for formation of the AWP, and provide guidance on how Australian organisations and businesses may become a Partner. NOTE: In this REOI, the term Partner an organisation which wishes to collaborate with the AWP to achieve the AWP’s objectives and has a corresponding meaning where used in other forms (such as a verb or the term Partnership). No legal relationship of partnership or agency or is intended to, nor will, be created between the Partners and the AWP or between any Partners in the AWP. Partnering approach and opportunities The AWP will comprise Partners in the water and development sectors - public and private - from across Australia and in the Indo-Pacific region. Partners may be multi-lateral international organisations, country governments and organisations, or Australian organisations and sharing
If your response does not adequately meet the criteria set out in Section 2, the Committee may: seek further clarification from you; or not include you in the AWP; or include you for only part of the scope of projects or activities; or place further conditions on your inclusion in the AWP. Your inclusion as a Partner in the AWP does not provide you with any guarantee of any work, nor does it create an obligation to participate in the delivery of AWP activities, and the Committee reserves the right not to include or approach any Partner organisation in any subsequent invitations to participate in projects or activities carried out as part of the AWP. This is because the nature and quantum of activity and the number of separate activities or projects is not yet known, and may depend on the membership of the AWP itself and other factors beyond the control of the Committee. The AWP Committee is established by the Board of eWater Limited (EWL) under the terms of the AWP Grant Agreement with DFAT and the provisions of the EWL constitution. Other than as noted above, EWL makes no representations or warranties, real or implied, in regard to the registration of AWP Partners and the establishment and general operations of the AWP.
ENTSOG’s AWP 2013 Consultation Initial Proposal Feedback Proforma Please use the attached template for Stakeholder feedback to the ENTSOG 2012 Annual Work Programme document. Please complete and send the template and or any other feedback to and to by September 30th 2012. Organisation Name Q1: Does the programme identify the correct projects for ENTSOG’s focus in the 2013 AWP? YES NO Further comments
11075-17 (LOT1) Contract Subject electrical equipment Contactor's name “Azelko” LLC Contract value 1 288 352,32 AZN (with VAT) Date of entry into force of contract 28.12. 2017 year Terms of delivery (Incoterms-2010) of goods and delivery term DDP Baku Term of execution works or services 60 days Information about contract award on result of open procurement competition No. 11075-17 (LOT-1) held on 07.11.2017 by PU “Azneft” of The State Oil Company of Azerbaijan Republic (SOCAR) for purchasing of electrical equipment
and maintain high ethical standards. initiative in the performance of assigned responsibilities and emotional ability and dexterity to perform required work and move about as needed in a fast-paced, high intensive work environment. EVALUATION: Performance of this job will be evaluated in accordance with the provisions of the Board’s policy on evaluation of personnel. SOURCE: Talladega City Schools, Talladega, Alabama
solely on a traditional “product”. Along with some of the strategies noted in the assessment for, as, and of learning charts below, strategies will include: Activity Based Strategies Arts Based Strategies Cooperative Strategies Debate Field Trip Game Oral Presentation Panel Discussion Drafting Sketching to Learn Pre-production documentation Collaborative Community Discussion Peer Practice Peer Teaching Round Robin Round Table Direct Instruction Strategies Independent Learning Strategies Technology and Based Applications Conferencing Demonstration Guided Exploration Lecture Practice and Drill Prompt Review Seminar/Tutorial Visual Stimuli Visualization Homework Independent Reading Independent Study Memorization Note Making Portfolio Reflection Communication Applications Computer-Assisted Instruction Graphic Applications Internet Technologies Media Presentation Media Production Multimedia Applications Inquiry and Research Skills Cognitive Skills Model Historical Inquiry Inquiry Process Research Process Thinking and Inquiry Skills Brainstorming Experimenting Issue-Based Analysis Media Analysis Oral Explanation Problem Solving
Assessment for Learning Assessment as Learning Assessment of Learning Student Product Entrance tickets Diagnostic photo portfolio Student Product Assignment Conferences Pre-tests (scale/rubric) Rough drafts (rubric) Exit tickets Student Product Assignment Unit Projects (rubric) Exam Quizzes (scale/rubric) ISP/Culminating Observation Whole class discussions (anecdotal) Observation Class-discussions (anecdotal) Presentations (rubric) Performance-tasks (anecdotal/scale) Observation Artist statements and reflections (rubric) Presentations (rubric) Performance-tasks (anecdotal/scale) Conversation Student-Teacher conferences Small Group Discussions (checklist) Pair work (checklist) Conversation Student-Teacher conferences Small group discussions (checklist) Pair work (anecdotal) Peer-feedback (anecdotal) Peer-editing (anecdotal) Conversation Student-Teacher conferences THE FINAL GRADE Percentage of Final Mark Categories of Mark Breakdown 70% Assessment of Learning Tasks Throughout the Term 30% Exam: 10%
Analysis of Film Editing: Show Don’t Tell Expectation Exceeds Expectations (LEVEL 4) Meets Expectations (LEVEL 3) Occasionally Meets Expectations (LEVEL 2) Does Not Meet Expectations (LEVEL 1) Demonstrates the ability to understand, analyze and apply critical and technical language associated with film studies, including narrative and non-narrative forms, mise-en-scene, cinematography, editing, and/or sound. (Application and Knowledge) Demonstrates excellent ability to understand, analyze, and apply critical and technical language associated with film studies. Demonstrates sufficient ability to understand, analyze, and apply critical and technical language associated with film studies. Occasionally demonstrates ability to understand, analyze, and apply critical and technical language associated with film studies. Rarely or never demonstrates ability to understand, analyze, and apply critical and technical language associated with film studies. Demonstrates critical thinking and analytical skills appropriate to the discipline of film studies. (Thinking) Demonstrates excellent critical thinking and analytical skills appropriate to the discipline of film studies. Demonstrates sufficient critical thinking and analytical skills appropriate to the discipline of film studies. Occasionally demonstrates critical thinking and analytical skills appropriate to the discipline of film studies. Rarely or never demonstrates critical thinking and analytical skills appropriate to the discipline of film studies. Next Steps/Comments:
11100-17 (LOT3) Contract Subject Filter Contactor's name “Caspian-Baku” LLC Contract value 16 200,00 USD Date of entry into force of contract 29.12.2017 year Terms of delivery (Incoterms-2010) of goods and delivery term DDP Baku Term of execution or services 30 days Information about contract award on result of open procurement competition No. 11100-17 (LOT-3) held on 14.12.2017 by PU “Azneft” of The State Oil Company of Azerbaijan Republic (SOCAR) for filter
AWR3M/OI Editing: Putting It All Together Lecture Note Organizer Take jot notes and make sketches to help record your learning What is the role of the Editor? What is editing? What is a cut? What are transitions? What is a fade In/fade Out? What is dissolve? What is a wipe? How can tempo effect a movie? What is continuity editing?
Movies were not made to be watched on small 4”-5” smartphone screens. Whenever possible, watch these films on the largest you have available (and the best sound too!) Read reviews AFTER you watch the movie. Do not let the views of others shape your interpretations before you see the film. Make sure you make rough notes as you watch the movie. If a film is listed under a category (ie. Visual Effects) it would be best if you focus on that aspect. All reviews should be suitable for a PG-13 audience (even if the movie isn’t!). Movie Review for Movie #1 Your Name: ______________________________________________ Date: _____________ Movie Title: ____________________________________________________________________ Component Level 1 Level 2 Level 3 4 Reading a Movie (Knowledge and Understanding) Does not incorporate the elements and or fails to adequately demonstrate a thorough understanding of the purpose of a review Incorporates some of the elements and demonstrates some understanding of the purpose of a review Incorporates most elements and demonstrates a good understanding of the purpose of a review Incorporates all elements and demonstrates complete understanding of the purpose of a review with considerable effectiveness. Supporting Your Opinion (Thinking) Contains no significant evaluation of many aspects of film to support reviewer’s opinion Contains insufficient evaluation of many aspects of film to support reviewer’s opinion, including directing, acting cinematography, editing, scenery, special effects and soundtrack. Contains some evaluation of many aspects of film to support reviewer’s opinion, including directing, acting cinematography, editing, scenery, special effects and soundtrack. Contains sufficient and knowledgeable evaluation of many aspects of film to support reviewer’s opinion, including directing, acting cinematography, editing, scenery, special effects and soundtrack. Review is choppy and organization is Review’s transitions and connections are somewhat clear, but either organization is Review is organized and most transitions and connections are clear, but either Review is strongly organized with clear transitions and logical connections that