Board Building Recruiting and Developing Effective Board Members for Not-for-Profit Organizations

Size: px
Start display at page:

Download "Board Building Recruiting and Developing Effective Board Members for Not-for-Profit Organizations"

Transcription

1 Board Development Board Building Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations

2 Board Development Board Building Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations A Self-Guided Workbook

3 The Right to Copy this Workbook Permission is given to any not-for-profit organization to photoopy any or all of this workbook for use within their organization, provided redit is given to the soure. An Important Note Before You Get Started Not-for-profit organizations vary onsiderably in their makeup, their objetives and their methods of operation. The information in this workbook is written generally and may not exatly fit the needs of your organization. It is meant to be a starting point for you to deal with some of the issues whih fae many not-for-profit organizations. The publisher does not give legal or other professional advie. Therefore, if you are doubtful about ating on any information in this workbook or want larifiation, you may wish to seek professional advie to make sure it answers your onerns and issues. The Muttart Foundation and the Government of Alberta are not liable if you use any of the ontents of this workbook. Make sure you have the benefit of professional advie whih relates diretly to your organization. The Muttart Foundation and Alberta Culture and Community Spirit ISBN Printed in Canada First Printing 1995 Revised Edition 1997 Revised Edition 2003 Revised Edition 2008 Published by: The Muttart Foundation 1150 Sotia Plae Jasper Avenue Edmonton, Alberta T5J 3R8 Phone: (780) FAX: (780) Alberta Culture and Community Spirit Board Development Program 907, Jasper Avenue Edmonton, Alberta T5J 4R7 Phone: (780) FAX: (780) Aknowledgements This workbook was developed (1995) and revised (2008) by Wendy MaDonald for the Board Development Program of Alberta Culture and Community Spirit in ollaboration with The Muttart Foundation. The ontributions of all those involved in the Board Development Program, inluding Grant MaEwan College, the Wild Rose Foundation, and the volunteer instrutors who deliver the program to not-for-profit agenies aross Alberta, are also aknowledged. 2

4 Introdution An effetive board, ommitted to a purpose and skilled in governane and guided by an effetive vision, is perhaps the greatest asset of a not-forprofit organization. While dediated and talented staff and/or frontline servie volunteers are also a ritial part of the team, their time and energy would be wasted without the fous, diretion, and resoures that a board provides. Reruiting, developing, and retaining appropriate individuals to serve in board roles is a diffiult and timeonsuming job. Healthy organizations are willing to make a major investment of time and effort in these ativities to build a strong organization. The ontinuing Board Building yle for the lifespan of the organization inludes: Evaluating the urrent and future leadership needs of the organization Reruiting board members with the neessary qualities Developing board members so that they beome effetive organization leaders Sustaining board members interest and ommitment 3

5 Board Development SYMBOLS This workbook has three setions, eah a part of the Board Building Cyle. You will find information, tools and tehniques, referenes to other parts of the guidebook, and summaries in eah setion. The symbols shown below will help you find the information you require. This symbol and/or message tells you where you an find more information related to the topi you are reading about in other areas of the book. This symbol tells you that there is an ativity you may wish to do. This symbol indiates a summary of the setion. 4

6 Table of Contents Chapter 1 7 Reruiting for Suess Setting the Stage: Preparing to Reruit 8 Reruiting: A Year- Round Ativity 8 Who Should Reruit? 11 Rebuilding the Board 13 Consider the Changing Needs of Your Organization 13 Consider the Composition of the Board Team 16 Consider Individual and Board Member Qualities 17 Investment of Working Capital 20 Six Competenies of Governane: Working Together 21 Board Composition Analysis Tool: Reruitment Criteria 23 Why Board Members Say Yes 24 The Desire to Serve 25 The Desire for Mutual Benefits 25 Benefits of Being a Board Member 30 Where and How to Find Board Members 30 Information for Prospetive Board Members 37 Reruiting Tips 39 Reruiting: Issues to Consider 40 Hard-to-Reruitto Boards 44 Summary 45 Chapter 2 16 Orienting, Training and Developing the Board Orientation 48 Training/Dialogue 52 Reognition 54 Motivation and Board Retention 55 Summary 56 Chapter 3 57 Evaluating the Board Board Meetings 61 Individual Board Members 63 The Board as a Team 67 Summary 73 APPENDICES 74 GLOSSARY 84 RESOURCES 85 index 87 5

7 6

8 C h a p t e r Reruiting for Suess Board Building: Evaluating; Reruiting; Orienting, Training & Developing How we reruit and develop board members, by identifying, interesting, involving and inspiring individuals, has a great deal to do with whether members serve or sit. Board Development Information Bulletin (1993) Renewing the board begins with assessing urrent board members qualities and ontributions. Some questions that you also need to answer are: What skills, attitudes, and values do board members bring to their roles? Are urrent board members able to fulfill their ommitments? How is the present board representative of the ommunity that your organization serves? Whih board members will be leaving at the end of the urrent year? Whih board members will be leaving next year? What qualities, experiene, and onnetions to the ommunity will be missing from the board when these board members leave? What is required to restore the balane of qualities, experiene, and onnetions on the board? How will new board members be hosen? Who will oordinate the reruitment and development of new board members? When should reruitment and development of new board members take plae? How will your organization make sure that the board is effetive and ommitted? How does your organization attrat and keep effetive board volunteers? 7

9 Board Development CHAPTER 1 Reruiting for Suess It s pretty diffiult to ask someone to support your ause, when you re not really sure what that ause is. Diane Dua go to See Appendix 1 on page 75 for guidelines you an use to write bylaws and poliies for reruiting and eleting new board members. go to See Appendix 2 on page 79 for a sample job desription you an use to larify board members roles and responsibilities. Setting the Stage: Preparing to Reruit Before attempting to reruit new board members, make sure that your organization has a strong foundation in plae to attrat and support the best prospets to the board. Some questions that you need to answer are: Does the ommunity understand the purpose and sope of your organization? In what ways is your organization s mission relevant to, and valued in, your ommunity? What is your organization s trak reord for meeting ommunity needs effetively and effiiently? What kind of reputation does your organization have? For example, do you have a positive reputation for treating and involving volunteers and board members well? What kind of strutural framework is in plae for the operation of the board (e.g., bylaws, poliies, job desriptions, strategi planning)? How learly defined are your expetations of board members? How have you onsidered and dealt with reasons why people may not want to join your board (e.g., the organization s poor image, expetations of board members that are too high, liability issues that may sare the board, inreased ompetition from other organizations)? Reruiting: A Year-Round Ativity Effetive reruiting takes time and effort, and needs to be an ongoing ativity. Quality reruitment planning and ativities are key to building a healthy organization. All members of your organization must reognize the importane of having skilled and ommitted leadership. Everyone must then invest the neessary time and resoures to plan for reruiting board members. When is Reruitment Important? Why evolve a board when willing individuals want to ontinue to serve over a long period of time? While some organizations annot fill vaant positions, others annot vaate those that are filled. Consider the need to reate limited terms and reate hange to: Better reflet the diversity of your ommunity Create new opportunities for others, inluding youth to share diverse perspetives Provide opportunities for leadership development and suession planning Balane board member qualities required for urrent goals At the same time a retention strategy and plan for suession are ritial in sustaining a funtioning board. 8

10 Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations Reruiting: A Year-Round Ativity While eah organization is unique, an Annual Board Reruitment Plan might inlude these tasks: 1. Early in the year, the board appoints individuals to serve on the Nominating Committee. The Nominating Committee first reviews the bylaws and poliies related to board reruitment. Their reruitment plan must not ontravene the organization s bylaws. 2. The Board Chair identifies those board members who are leaving the board beause they have ompleted their terms. The Board Chair also onsults with members who have not fulfilled their responsibilities and asks them about leaving the board, if appropriate. Individuals who qualify for an additional term are evaluated before being invited to serve a seond term. Note: A seond term should not be automati. For additional information turn to: Who Should Reruit? Page 11 Board Member Self Assessment Page & Assessing the Work of the Board Team Page The Nominating Committee assesses the qualities of urrent board members, and onsiders what strengths will be lost as members omplete their terms. Consider the Composition of the Board Team Page 16 Consider Individual Board Member Qualities Page The Nominating Committee onsiders the short-and long-term plans of the organization, and any speial board qualities that are required to arry out these plans. Consider the Changing Needs of the Organization Page 13 9

11 Board Development CHAPTER 1 Reruiting for Suess 5. The Nominating Committee develops the seletion riteria for prospetive board members, and disusses the seletion riteria with the entire board. Consider the Composition of the Board Team Page The Nominating Committee requests suggestions for suitable prospetive board members from a variety of soures. Where and How to Find Board Members Page The Nominating Committee researhes all of the prospetive board members in more depth, and hooses suitable andidates to nominate. Rebuilding the Board Page The Nominating Committee may ask the board to approve the list of board nominees, although the board usually simply aepts the Nominating Committee s reommendations. 9. The Nominating Committee designs a ustomized approah for reruiting eah individual nominee, and assigns a reruiter or reruitment team to approah eah board nominee. Reruiting Tips Page The reruiters arry out the reruitment plan and invite interested board nominees to stand for eletion Reruiting Tips Page If the bylaws allow, members outside of the Nominating Committee may nominate additional prospetive board members. Reruitment Bylaws and Poliies Appendix One Page The members of the organization elet the board at the annual general meeting (AGM). Reruitment Bylaws and Poliies Appendix One Page 75 10

12 Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations 13 The Board Chair welomes new board members to the board. New board members are oriented to the board and assigned speifi roles. Orientation Page The board may invite unsuessful nominees to fulfill other roles within the organization that omplement their qualities. The board may also refer unsuessful nominees to a more suitable organization. Reruiting: Issues to Consider Page 40 Who Should Reruit? In most inorporated not-for-profit organizations, the members elet the board (depending upon how the organization is inorporated). The membership of most groups exeeds the number of people on the board. However, when an organization is new, the board may be both the founders and the only members. During that early phase of development some boards simply replae themselves as board members leave, without a membership vote. A Nominating Committee or Board Development Committee is often used to identify prospetive board members, and to sreen these prospets as nominees for the membership to onsider. The Nominating Committee: Is appointed by the board Inludes several board members, as well as other members of the organization Is often haired by a past Board Chair who has a good understanding of the organization Note: In many ases, the membership elets a Nominating Committee or Board Development Committee from the general membership at the Annual General Meeting, rather than using the board for this proess. The omposition of the Nominating Committee should allow for a mix of perspetives, inluding opportunities for new members with diverse links to the ommunity. A Nominating Committee omposed exlusively of past board members may have a narrow view of the hanging ommunity. The role of the Nominating Committee may be simply to find willing and able prospetive board members to fill board vaanies. However, many organizations reognize the need for a year-round Standing Committee to make sure that the board is effetively renewed and developed. 11

13 Board Development CHAPTER 1 Reruiting for Suess Businesses have their reruiters and searh firms and professional sports teams have their souts; for us it s the Nominating Committee. Brian O Connell The Nominating Committee: Ats as a personnel or human resoure entity with respet to the board and its internal/ self- management issues Is often referred to as the Leadership Development Committee or the Board Development Committee Liaises with the staff as appropriate in order to effetively use the skills of, and maintain the ommitment of, existing volunteers and members Following is a list of duties for the nominating ommittee that you an use as a basis for this ommittee s terms of referene. Duties of the Nominating Committee To develop and maintain reords of board and board ommittee members inluding information on skills, interests, experienes, boardrelated orientation and training, and terms of servie To work with the Board Chair to identify future board needs To analyze the strengths and weaknesses within the urrent board To identify neessary seletion riteria for reruiting new board members To gather and to generate names of prospetive board members To researh and to sreen prospetive board members To reommend a list of possible board nominees to the board To work with the Board Chair to make sure that proper nomination and eletion proedures are followed To review bylaws, poliies, and proedures on reruitment, seletion, assessment, and training of board members and to make reommendations for hange to the board on an annual basis To make sure that orientation, training and other development opportunities are available to the board and to individual board members To make sure that the effetiveness of both the board and individual board members is assessed on a regular basis Individual board members ontribute to board reruitment by: Providing suggestions for prospetive board members Cultivating future prospetive board members Helping with reruitment ativities as needed Members of the organization ontribute to board reruitment by: Providing suggestions regarding prospetive board members to the Nominating Committee Carefully onsidering whom to vote for Considering letting their own name stand for eletion 12

14 Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations The Board Chair may: Be a member of the Nominating Committee Assist the Nominating Committee by offering his or her opinion about what member qualities the board may require in the future Assist with approahing board nominees Note: Staff members should not be involved formally in nominating ativities. However, onsider onsulting them in the proess. Diret involvement is seen as potential onflit of interest. REBUILDING THE BOARD Developing seletion riteria is the first step in the searh for the right individuals to fill board roles. As with any major deision, reating a shopping list of riteria makes the job easier. Seletion riteria help to: List the member qualities that the board needs in order to operate effetively Identify prospetive board members who have these qualities and an best fill the role When identifying qualities your board requires, onsider the possible biases that may be refleted in your riteria. Do the riteria reflet the needs of the organization and the make-up of the ommunity it serves, or is the shopping list likely to build a board very similar to the existing board? Seletion riteria to onsider inlude: The hanging needs of your organization The omposition of the board team Individual board member qualities Consider the Changing Needs of the Organization Organizations are dynami; they grow and hange with emerging ommunity needs. As a result, the seletion riteria used to reruit new board members needs to be re-evaluated on a regular basis. Employers modify their seletion riteria eah time they hire new staff. The board s seletion riteria should also hange based on urrent needs, resoures, and situation. While basi member qualities are not likely to hange dramatially, some seletion riteria may need to hange to meet the urrent needs of your organization. Changing organizational needs that an reflet board reruitment inlude: Type and model of board Level of deision-making Development stage Fous and goals Speial projets and ampaigns Senior staff s abilities Image and profile in the ommunity These hanges and their potential impat are desribed in more detail below. 13

15 Board Development CHAPTER 1 Reruiting for Suess Type of board The sope of work performed by board members differs in organizations that are operated solely by volunteers, and in organizations that have a paid senior staff person responsible for management. All types of boards must arefully hoose board members based on their ability to govern. They must have skills related to the model of governane pratied in the organization. These might inlude planning and poliy-making. However, organizations operated solely by volunteers must also onsider the management skills of board members who are being onsidered for the Exeutive Committee. Board members, who are on the Exeutive Committee or organizations with no paid or senior staff person, must also have skills and abilities in oordinating and implementing the day-to-day operations of the organization (e.g., bookkeeping, supervision, and program development). Level of Deision-Making The bylaws and poliies of your organization desribe the role of the board. They define: Who makes deisions in the organization The sope of those deisions The amount of responsibility that is delegated to the senior staff and/ or to the Exeutive Committee Prospetive board members will be interested in your organization s philosophy of governane. Board members must be prepared to make deisions, and to let staff or servie volunteers make deisions, aording to the poliies of your organization. Development stage Organizations hange and grow in stages. In eah stage, the organization has unique needs and harateristis whih require appropriate board involvement. New organizations need speifi skills, a lot of support, and lose supervision. For example, a new organization may need board members who have experiene in developing bylaws, reating publi awareness, designing systems, and seuring ore funding for the organization. Board members in new organizations are often involved in a hands-on apaity. As the organization matures, it needs a different set of skills and member qualities. In more mature organizations, the full board beomes more involved in governane issues and less involved in the day-to-day operation of the organization. Those board members who derive satisfation from hands-on management may beome frustrated or disruptive when the board begins to shift the fous to governane issues. These board members may find it more satisfying to serve in a servie volunteer apaity. The board needs to help volunteers hoose the role that is most satisfying to them. 14

16 Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations All organizations, regardless of age or maturity, go through stages of innovation and hange followed by a period of stability. Effetive board members possess qualities that meet the needs of the organization regardless of the stage it is in. Fous and goals Both the short-and long-term plans of your organization influene the speifi qualities needed at a board level. If your board is onsidering a major hange in mission, image, or lientele, onsider adding new board members who an help to support the new diretion. For example, an organization that previously foused on treatment and rehabilitation hanges its mission to prevention. For example, an organization that previously foused on the needs of older people expands to provide ounseling servies for the entire family. For example, a sports organization that previously served elite athletes deides to offer rereational sports opportunities for young people. For example, a loal non-fition writers group broadens its fous to beome a provinial organization. Speial projets and ampaigns Sometimes organizations need board members with speialized tehnial skills in order to suessfully take on speial projets. If your organization is going to do a apital fund-raising or building ampaign, fous your reruitment efforts on individuals who have extensive speialized experiene in these areas. Consider how they an frame and failitate effetive dialogue with less experiened board members related to the projet. If your board plans to restruture the organization extensively, or to revise bylaws, onsider reruiting people who have the neessary knowledge and skills to meet this hallenge. While they should not be expeted to undertake these ativities alone, they do need to be able to guide foused dialogue with others on the board related to these deisions. Note: During a speial projet or ampaign, your board needs to maintain all on-going board responsibilities. Make sure that, if ertain board members fous on the speial projet, the remaining board members have the ability to arry out the on-going tasks and ontinue to maintain some onnetion to the speial initiative. Senior staff s abilities A paid manager, suh as an exeutive diretor, fulfills different funtions than the board does. However, you must onsider the ways in whih the qualities of the staff and the board omplement eah other. It is ritial to onsider ompatibility when seleting a paid manager. 15

17 Board Development CHAPTER 1 Reruiting for Suess The board may need to perform a oahing, supervising, and managing role if your organization has: Less experiened staff Limited resoures Senior staff who are hired on ontrat or part-time basis. For example, a dayare board hooses to hire a part-time manager to deal with staff supervision and other personnel issues, while the dayare board takes responsibility for managing the finanes of the organization. Small business fuels your ommunity s eonomy, but your organization has never reruited individuals who operate businesses that support your organization s mission. One of your board members, a loal elebrity who assisted you with speial fundraising events, has been harged with fraud. A board member frequently expresses personal views that are often mistaken as the philosophy of your organization. Image and profile in the ommunity Board members are your organization s formal link to the ommunity and to the people that your organization serves. Board members ations and their relationship to the ommunity an influene the suess of your organization. When reruiting members to make an effetive board, understand the linkages that your organization requires, and the image individual board members and your board omposition reflets. What impliations would eah of these situations have on the organization involved? The board of a soial servie ageny is omposed exlusively of individuals from the same politial party. Consider the Composition of the Board Team The boards of not-for-profit organizations are omposed of individuals who eah bring diverse gifts and levels of ommitment. The overall balane of the board is as important as the abilities of eah individual member. You annot base effetive reruitment exlusively on finding eight exellent prospetive board members. The Nominating Committee must onsider: How the prospetive board members and the existing board will work together How the qualities of eah prospetive board member will influene the rest of the board team 16

18 Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations Consider Individual Board Member Qualities When seleting prospetive board members, onsider the qualities that they need to serve the board effetively. These qualities inlude: Speifi skills Ability to ommuniate Level of ommitment Willingness to invest working apital Reruitment must be based on speifi riteria that relate to your organization s needs. Choosing board members is an art as well as a siene. Many essential board member qualities are impossible to label and assess objetively, so they are diffiult to inlude in job desriptions and heklists. These qualities inlude: Good judgment Compassion Respet for others Consider prospetive board members by using a variety of seletion riteria that inlude: An interest in your organization s mission and the people that your organization serves A sense of integrity The skills to work effetively with others A willingness to learn and grow A sense of a wider ommunity An orientation to the future Enthusiasti support for your organization Geographial loation A ommitment of time A willingness to use speial skills An ability to support board fundraising ativities A sphere of influene An interest in your organization s mission and the people that your organization serves The underlying values that inspire and motivate ommitted prospetive board members are: Passion for a ause Care and onern for the needs of individuals or groups Desire to make the world a better plae These values are diffiult to develop and nurture if the volunteer has no real ommitment to your organization s mission. Prospetive board members are not likely to sustain interest in your organization or to follow through on ommitments unless they are interested in and onneted to your ause. A sense of integrity A sense of integrity means that the prospetive board member: Is willing to plae the good of your lients or organization above his or her own self-interest Ats as a steward or trustee for the values and resoures that belong to your ommunity Performs his or her role aording to high ethial standards 17

19 Board Development CHAPTER 1 Reruiting for Suess The skills to work effetively with others Working on a board requires prospetive board members to be team players. Produtive board disussion and deision-making are based on the prospetive board members ability to: Respet eah member s viewpoint Respet the demorati proess Work effetively in a group Bring a reasonable dose of self-onfidene to their role Share their viewpoint without bowing to peer pressure Aept publi srutiny and ritiism Communiate with tat and diplomay Fous on building produtive relationships A willingness to learn and grow Prospetive board members who have a positive attitude toward ontinued learning are ritial for developing a dynami board that is able to deal with hange and development. Individuals who value lifelong learning will support appropriate board development ativities. A sense of a wider ommunity Prospetive board members who have a broader view of the ommunity and the world are an asset to most organizations. Prospetive board members who understand your organization s onnetions to various groups in the ommunity are better able to be an advoate for your organization. Beause board members have a wider irle of ontats, they are also more likely to be able to assist in resoure development, planning, and board and membership reruitment. An orientation to the future The role of a board is to: Guide the organization into the future Make sure that there are resoures for future development Prospetive board members need to be interested in the growth and development of your organization. Enthusiasti support for your organization Prospetive board members must be: Enthusiasti supporters of your organization Ambassadors for your organization s mission and for the people that your organization supports While prospetive board members may not agree with every aspet of the operation, they should have a strong desire to support and develop the work of your organization in a positive way. 18

20 Reruiting and Developing Effetive Board Members for Not-for-Profit Organizations Geographial loation Consider the prospetive board members geographial loation if: It affets the pratial operation of the board Representation by loation influenes the views of the prospetive board members Geographial loation is a partiularly important onsideration for a provinial or regional assoiation. In these ases, onsider the mehanis of traveling to meetings, ommuniation, and equitable representation. A ommitment of time Prospetive board members must be both willing and able to arry out their responsibilities. This requires them to ommit a speifi amount of time to board ativities. Consider prospetive board members ability to: Manage their own shedule Handle the number of ommitments they already arry Be available at ritial times in your organization s year Be suessful based on their past reord with other organizations Set lear expetations for time ommitment, and inform prospetive board members of this early in the reruitment proess. Prospetive board members an then judge more aurately their ability to serve your organization. A willingness to use speial skills The need for speialists on the board hanges with the needs and staffing of your organization. The speial skills that eah prospetive board member brings to the board are worthwhile only if the individual is willing and able to use them. An ability to support board fund-raising ativities A major responsibility of many boards is to make sure that there are adequate resoures available to arry out the work of the organization. Some boards delegate aspets of resoure development to staff or other volunteers. However, the board must be prepared to atively work to seure finanial support for your organization. Prospetive board members must be in a position to assist by giving or generating funds. In other words, they must be prepared to play a leadership role in one or more of the following: Donating to the organization Partiipating in fund-raising ativities Using their skills, time, and onnetions to seure funding through external soures Every prospetive board member may not be able to ontribute finanially. However, eah individual must be willing to aept responsibility for developing resoures. You must be lear about the expetations for resoure development for eah prospetive board member. 19

TRENDS IN EXECUTIVE EDUCATION: TOWARDS A SYSTEMS APPROACH TO EXECUTIVE DEVELOPMENT PLANNING

TRENDS IN EXECUTIVE EDUCATION: TOWARDS A SYSTEMS APPROACH TO EXECUTIVE DEVELOPMENT PLANNING INTERMAN 7 TRENDS IN EXECUTIVE EDUCATION: TOWARDS A SYSTEMS APPROACH TO EXECUTIVE DEVELOPMENT PLANNING by Douglas A. Ready, Albert A. Viere and Alan F. White RECEIVED 2 7 MAY 1393 International Labour

More information

Strategic Plan. Achieving our 2020 vision. Faculty of Health Sciences

Strategic Plan. Achieving our 2020 vision. Faculty of Health Sciences Strategi Plan Ahieving our 00 vision Faulty of Health Sienes Our Values guide our ations Health and Understanding, promoting, and influening the holisti well-eing of self and others Our Vision To e a national

More information

Henley Business School at Univ of Reading. Pre-Experience Postgraduate Programmes Chartered Institute of Personnel and Development (CIPD)

Henley Business School at Univ of Reading. Pre-Experience Postgraduate Programmes Chartered Institute of Personnel and Development (CIPD) MS in International Human Resoure Management For students entering in 2012/3 Awarding Institution: Teahing Institution: Relevant QAA subjet Benhmarking group(s): Faulty: Programme length: Date of speifiation:

More information

A Comparison of Service Quality between Private and Public Hospitals in Thailand

A Comparison of Service Quality between Private and Public Hospitals in Thailand International Journal of Business and Soial Siene Vol. 4 No. 11; September 2013 A Comparison of Servie Quality between Private and Hospitals in Thailand Khanhitpol Yousapronpaiboon, D.B.A. Assistant Professor

More information

A Holistic Method for Selecting Web Services in Design of Composite Applications

A Holistic Method for Selecting Web Services in Design of Composite Applications A Holisti Method for Seleting Web Servies in Design of Composite Appliations Mārtiņš Bonders, Jānis Grabis Institute of Information Tehnology, Riga Tehnial University, 1 Kalu Street, Riga, LV 1658, Latvia,

More information

State of Maryland Participation Agreement for Pre-Tax and Roth Retirement Savings Accounts

State of Maryland Participation Agreement for Pre-Tax and Roth Retirement Savings Accounts State of Maryland Partiipation Agreement for Pre-Tax and Roth Retirement Savings Aounts DC-4531 (08/2015) For help, please all 1-800-966-6355 www.marylandd.om 1 Things to Remember Complete all of the setions

More information

Table of Contents. Appendix II Application Checklist. Export Finance Program Working Capital Financing...7

Table of Contents. Appendix II Application Checklist. Export Finance Program Working Capital Financing...7 Export Finane Program Guidelines Table of Contents Setion I General...........................................................1 A. Introdution............................................................1

More information

Henley Business School at Univ of Reading. Chartered Institute of Personnel and Development (CIPD)

Henley Business School at Univ of Reading. Chartered Institute of Personnel and Development (CIPD) MS in International Human Resoure Management (full-time) For students entering in 2015/6 Awarding Institution: Teahing Institution: Relevant QAA subjet Benhmarking group(s): Faulty: Programme length: Date

More information

MEDICATION MANAGEMENT ASSESSMENT

MEDICATION MANAGEMENT ASSESSMENT MEDICATION MANAGEMENT ASSESSMENT The Mediation Management Assessment provides evidene-based reommendations/standards for Minnesota hospitals in the development of a omprehensive mediation safety program.

More information

PROCEEDS OF CRIME (BUSINESS IN THE REGULATED SECTOR) ORDER 2015

PROCEEDS OF CRIME (BUSINESS IN THE REGULATED SECTOR) ORDER 2015 Proeeds of Crime (Business in the Regulated Setor) Order 2015 Artile 1 Statutory Doument No. 2015/0073 Proeeds of Crime At 2008 PROCEEDS OF CRIME (BUSINESS IN THE REGULATED SECTOR) ORDER 2015 Approved

More information

Entrepreneur s Guide. Starting and Growing a Business in Pennsylvania FEBRUARY 2015. newpa.com

Entrepreneur s Guide. Starting and Growing a Business in Pennsylvania FEBRUARY 2015. newpa.com Entrepreneur s Guide Starting and Growing a Business in Pennsylvania FEBRUARY 2015 newpa.om The Entrepreneur s Guide: Starting and Growing a Business in Pennsylvania was prepared by the Pennsylvania Department

More information

MEMBER. Application for election MEMBER, NEW GRADUATE. psychology.org.au. April 2015

MEMBER. Application for election MEMBER, NEW GRADUATE. psychology.org.au. April 2015 MEMBER Appliation for eletion MEMBER, NEW GRADUATE April 2015 psyhology.org.au MEMBER Belonging to the Australian Psyhologial Soiety (APS) means you are part of an ative, progressive organisation whih

More information

London Metropolitan Business School

London Metropolitan Business School North Campus London Metropolitan Business Shool Publi Relations Single Honours Degree Course Handbook For admission to Certifiate Level in 2011-2012 PBR4N Undergraduate Aademi Year 2011-2012 AUTUMN SEMESTER

More information

i e AT 3 of 2014 FOREIGN COMPANIES ACT 2014

i e AT 3 of 2014 FOREIGN COMPANIES ACT 2014 i e AT 3 of 2014 FOREIGN COMPANIES ACT 2014 Foreign Companies At 2014 Index i e FOREIGN COMPANIES ACT 2014 Index Setion Page PART 1 OPENING PROVISIONS 5 1 Short title... 5 2 Commenement... 5 3 Interpretation...

More information

THE UNIVERSITY OF TEXAS AT ARLINGTON COLLEGE OF NURSING. NURS 6390-004 Introduction to Genetics and Genomics SYLLABUS

THE UNIVERSITY OF TEXAS AT ARLINGTON COLLEGE OF NURSING. NURS 6390-004 Introduction to Genetics and Genomics SYLLABUS THE UNIVERSITY OF TEXAS AT ARLINGTON COLLEGE OF NURSING NURS 6390-004 Introdution to Genetis and Genomis SYLLABUS Summer Interession 2011 Classroom #: TBA and 119 (lab) The University of Texas at Arlington

More information

Customer Reporting for SaaS Applications. Domain Basics. Managing my Domain

Customer Reporting for SaaS Applications. Domain Basics. Managing my Domain Produtivity Marketpla e Software as a Servie Invoiing Ordering Domains Customer Reporting for SaaS Appliations Domain Basis Managing my Domain Managing Domains Helpful Resoures Managing my Domain If you

More information

Professional Certificate Training in Business Writing

Professional Certificate Training in Business Writing Professional Certifiate Training in Business Writing About Training in Business Writing ZeebraCross Centre for Management Exellene (ZCME) is an initiative of ZeebraCross (Unit of InfousRx Marketing and

More information

Using Live Chat in your Call Centre

Using Live Chat in your Call Centre Using Live Chat in your Call Centre Otober Key Highlights Yesterday's all entres have beome today's ontat entres where agents deal with multiple queries from multiple hannels. Live Chat hat is one now

More information

Transfer of Functions (Isle of Man Financial Services Authority) TRANSFER OF FUNCTIONS (ISLE OF MAN FINANCIAL SERVICES AUTHORITY) ORDER 2015

Transfer of Functions (Isle of Man Financial Services Authority) TRANSFER OF FUNCTIONS (ISLE OF MAN FINANCIAL SERVICES AUTHORITY) ORDER 2015 Transfer of Funtions (Isle of Man Finanial Servies Authority) Order 2015 Index TRANSFER OF FUNCTIONS (ISLE OF MAN FINANCIAL SERVICES AUTHORITY) ORDER 2015 Index Artile Page 1 Title... 3 2 Commenement...

More information

26 th Annual Summer Seminar for Language Teachers

26 th Annual Summer Seminar for Language Teachers The California Language Teahers Assoiation and The California World Language Projet s 26 th Annual Summer Seminar for Language Teahers Common Core, World Readiness and Interulturality: The Passport to

More information

Findings and Recommendations

Findings and Recommendations Contrating Methods and Administration Findings and Reommendations Finding 9-1 ESD did not utilize a formal written pre-qualifiations proess for seleting experiened design onsultants. ESD hose onsultants

More information

SOFTWARE ENGINEERING I

SOFTWARE ENGINEERING I SOFTWARE ENGINEERING I CS 10 Catalog Desription PREREQUISITE: CS 21. Introdution to the systems development life yle, software development models, analysis and design tehniques and tools, and validation

More information

UNIVERSITY AND WORK-STUDY EMPLOYERS WEB SITE USER S GUIDE

UNIVERSITY AND WORK-STUDY EMPLOYERS WEB SITE USER S GUIDE UNIVERSITY AND WORK-STUDY EMPLOYERS WEB SITE USER S GUIDE September 8, 2009 Table of Contents 1 Home 2 University 3 Your 4 Add 5 Managing 6 How 7 Viewing 8 Closing 9 Reposting Page 1 and Work-Study Employers

More information

BUSINESS PRACTICE BULLETIN The School Board of Broward County, Florida

BUSINESS PRACTICE BULLETIN The School Board of Broward County, Florida PAGE: 1 OF 16 (ECE) GUIDELINES FOR INFANT, TODDLER AND PRE-K PROGRAMS TOPICS IN BULLETIN: I. GENERAL INFORMATION II. CRITERIA FOR OPENING PROGRAM III. ACCOUNTING AND FINANCIAL MANAGEMENT IV. OPERATIONAL

More information

Software Ecosystems: From Software Product Management to Software Platform Management

Software Ecosystems: From Software Product Management to Software Platform Management Software Eosystems: From Software Produt Management to Software Platform Management Slinger Jansen, Stef Peeters, and Sjaak Brinkkemper Department of Information and Computing Sienes Utreht University,

More information

INCOME TAX WITHHOLDING GUIDE FOR EMPLOYERS

INCOME TAX WITHHOLDING GUIDE FOR EMPLOYERS Virginia Department of Taxation INCOME TAX WITHHOLDING GUIDE FOR EMPLOYERS www.tax.virginia.gov 2614086 Rev. 01/16 Table of Contents Introdution... 1 Important... 1 Where to Get Assistane... 1 Online File

More information

Agile ALM White Paper: Redefining ALM with Five Key Practices

Agile ALM White Paper: Redefining ALM with Five Key Practices Agile ALM White Paper: Redefining ALM with Five Key Praties by Ethan Teng, Cyndi Mithell and Chad Wathington 2011 ThoughtWorks ln. All rights reserved www.studios.thoughtworks.om Introdution The pervasiveness

More information

INCOME TAX WITHHOLDING GUIDE FOR EMPLOYERS

INCOME TAX WITHHOLDING GUIDE FOR EMPLOYERS Virginia Department of Taxation INCOME TAX WITHHOLDING GUIDE FOR EMPLOYERS www.tax.virginia.gov 2614086 Rev. 07/14 * Table of Contents Introdution... 1 Important... 1 Where to Get Assistane... 1 Online

More information

Representing Alabama s Public Two-Year College System NUR 204 ROLE TRANSITION FOR THE REGISTERED NURSE. Plan Of Instruction

Representing Alabama s Public Two-Year College System NUR 204 ROLE TRANSITION FOR THE REGISTERED NURSE. Plan Of Instruction Alabama Department of Postseonary Euation Representing Alabama s Publi Two-Year ollege System NUR 204 ROLE TRANSITION FOR THE REGISTERED NURSE Plan Of Instrution Effetive Date: 2006 Version Number: 2006-1

More information

Open and Extensible Business Process Simulator

Open and Extensible Business Process Simulator UNIVERSITY OF TARTU FACULTY OF MATHEMATICS AND COMPUTER SCIENCE Institute of Computer Siene Karl Blum Open and Extensible Business Proess Simulator Master Thesis (30 EAP) Supervisors: Luiano Garía-Bañuelos,

More information

An integrated optimization model of a Closed- Loop Supply Chain under uncertainty

An integrated optimization model of a Closed- Loop Supply Chain under uncertainty ISSN 1816-6075 (Print), 1818-0523 (Online) Journal of System and Management Sienes Vol. 2 (2012) No. 3, pp. 9-17 An integrated optimization model of a Closed- Loop Supply Chain under unertainty Xiaoxia

More information

i e AT 1 of 2012 DEBT RECOVERY AND ENFORCEMENT ACT 2012

i e AT 1 of 2012 DEBT RECOVERY AND ENFORCEMENT ACT 2012 i e AT 1 of 2012 DEBT RECOVERY AND ENFORCEMENT ACT 2012 Debt Reovery and Enforement At 2012 Index i e DEBT RECOVERY AND ENFORCEMENT ACT 2012 Index Setion Page PART 1 INTRODUCTORY 5 1 Short title... 5

More information

Melbourne Docklands ESD Guide

Melbourne Docklands ESD Guide Melbourne Doklands ESD Guide Eologially Sustainable Development May 2006 The most signifiant environmental hallenges of our time are global limate hange and fossil fuel dependeny. Rising greenhouse gas

More information

Account Contract for Card Acceptance

Account Contract for Card Acceptance Aount Contrat for Card Aeptane This is an Aount Contrat for the aeptane of debit ards and redit ards via payment terminals, on the website and/or by telephone, mail or fax. You enter into this ontrat with

More information

BENEFICIARY CHANGE REQUEST

BENEFICIARY CHANGE REQUEST Poliy/Certifiate Number(s) BENEFICIARY CHANGE REQUEST *L2402* *L2402* Setion 1: Insured First Name Middle Name Last Name Permanent Address: City, State, Zip Code Please hek if you would like the address

More information

Course Handbook For admission to Certificate Level in

Course Handbook For admission to Certificate Level in City Campus London Metropolitan Business Shool Finanial Servies Single Hons Degree Course Handbook For admission to Certifiate Level in 2010-2011 FNS4C Undergraduate Aademi Year 2010-2011 AUTUMN SEMESTER

More information

' R ATIONAL. :::~i:. :'.:::::: RETENTION ':: Compliance with the way you work PRODUCT BRIEF

' R ATIONAL. :::~i:. :'.:::::: RETENTION ':: Compliance with the way you work PRODUCT BRIEF ' R :::i:. ATIONAL :'.:::::: RETENTION ':: Compliane with the way you work, PRODUCT BRIEF In-plae Management of Unstrutured Data The explosion of unstrutured data ombined with new laws and regulations

More information

ADULTS SERVICES KNOWLEDGE REVIEW 13. Outcomes-focused services for older people

ADULTS SERVICES KNOWLEDGE REVIEW 13. Outcomes-focused services for older people ADULTS SERVICES KNOWLEDGE REVIEW 13 Outomes-foused servies for older people ADULTS SERVICES KNOWLEDGE REVIEW 13 Outomes-foused servies for older people Caroline Glendinning, Sue Clarke, Phillipa Hare,

More information

UNIQUE CHALLENGES FOR THE YOUNG CHILD. 2834 Diabetes Care Volume 37, October 2014 POSITION STATEMENT

UNIQUE CHALLENGES FOR THE YOUNG CHILD. 2834 Diabetes Care Volume 37, October 2014 POSITION STATEMENT 2834 Diabetes Care Volume 37, Otober 2014 Care of Young Children With Diabetes in the Child Care Setting: A Position Statement of the Amerian Diabetes Assoiation Diabetes Care 2014;37:2834 2842 DOI: 10.2337/d14-1676

More information

Information Security 201

Information Security 201 FAS Information Seurity 201 Desktop Referene Guide Introdution Harvard University is ommitted to proteting information resoures that are ritial to its aademi and researh mission. Harvard is equally ommitted

More information

Deadline-based Escalation in Process-Aware Information Systems

Deadline-based Escalation in Process-Aware Information Systems Deadline-based Esalation in Proess-Aware Information Systems Wil M.P. van der Aalst 1,2, Mihael Rosemann 2, Marlon Dumas 2 1 Department of Tehnology Management Eindhoven University of Tehnology, The Netherlands

More information

Channel Assignment Strategies for Cellular Phone Systems

Channel Assignment Strategies for Cellular Phone Systems Channel Assignment Strategies for Cellular Phone Systems Wei Liu Yiping Han Hang Yu Zhejiang University Hangzhou, P. R. China Contat: wliu5@ie.uhk.edu.hk 000 Mathematial Contest in Modeling (MCM) Meritorious

More information

SCHEME FOR FINANCING SCHOOLS

SCHEME FOR FINANCING SCHOOLS SCHEME FOR FINANCING SCHOOLS UNDER SECTION 48 OF THE SCHOOL STANDARDS AND FRAMEWORK ACT 1998 DfE Approved - Marh 1999 With amendments Marh 2001, Marh 2002, April 2003, July 2004, Marh 2005, February 2007,

More information

Customer Efficiency, Channel Usage and Firm Performance in Retail Banking

Customer Efficiency, Channel Usage and Firm Performance in Retail Banking Customer Effiieny, Channel Usage and Firm Performane in Retail Banking Mei Xue Operations and Strategi Management Department The Wallae E. Carroll Shool of Management Boston College 350 Fulton Hall, 140

More information

Granular Problem Solving and Software Engineering

Granular Problem Solving and Software Engineering Granular Problem Solving and Software Engineering Haibin Zhu, Senior Member, IEEE Department of Computer Siene and Mathematis, Nipissing University, 100 College Drive, North Bay, Ontario, P1B 8L7, Canada

More information

Picture This: Molecular Maya Puts Life in Life Science Animations

Picture This: Molecular Maya Puts Life in Life Science Animations Piture This: Moleular Maya Puts Life in Life Siene Animations [ Data Visualization ] Based on the Autodesk platform, Digizyme plug-in proves aestheti and eduational effetiveness. BY KEVIN DAVIES In 2010,

More information

TECHNOLOGY-ENHANCED LEARNING FOR MUSIC WITH I-MAESTRO FRAMEWORK AND TOOLS

TECHNOLOGY-ENHANCED LEARNING FOR MUSIC WITH I-MAESTRO FRAMEWORK AND TOOLS TECHNOLOGY-ENHANCED LEARNING FOR MUSIC WITH I-MAESTRO FRAMEWORK AND TOOLS ICSRiM - University of Leeds Shool of Computing & Shool of Musi Leeds LS2 9JT, UK +44-113-343-2583 kia@i-maestro.org www.i-maestro.org,

More information

AT 6 OF 2012 GAMBLING DUTY ACT 2012

AT 6 OF 2012 GAMBLING DUTY ACT 2012 i e AT 6 OF 2012 GAMBLING DUTY ACT 2012 Gambling Duty At 2012 Index i e GAMBLING DUTY ACT 2012 Index Setion Page PART 1 INTRODUCTORY 5 1 Short title... 5 2 Commenement... 5 3 General interpretation...

More information

Research Data Management ANONYMISATION

Research Data Management ANONYMISATION ANONYMISATION Sensitive Data Sensitive Data is information overing: The raial or ethni origin of the Data Subjet Politial opinions Religious or other beliefs of a similar nature Membership of trade unions

More information

Road Map to a Perinatal Patient Safety Program

Road Map to a Perinatal Patient Safety Program Road Map to a Perinatal Patient Safety Program Perinatal Safety 2012 Minnesota Hospital Assoiation The Perinatal Patient Safety Road Map provides evidene-based reommendations/standards for Minnesota hospitals

More information

Medical Assistant-Registered Application Packet

Medical Assistant-Registered Application Packet Medial Assistant-Registered Appliation Paket Contents: 1. 651-001...Contents List/SSN Information/Mailing Information...1 page 2. 651-002...Appliation Instrutions Cheklist...2 pages 3. 651-003...Credentialing

More information

INCHARGE DEBT SOLUTIONS COMPANY OVERVIEW & 2013 ANNUAL REPORT GET INSPIRED

INCHARGE DEBT SOLUTIONS COMPANY OVERVIEW & 2013 ANNUAL REPORT GET INSPIRED INCHARGE DEBT SOLUTIONS COMPANY OVERVIEW & 2013 ANNUAL REPORT GET INSPIRED INCHARGE: A RESPECTED NAME InCharge Debt Solutions is aredited by the Counil On Areditation (COA), an international, independent,

More information

AUDITING COST OVERRUN CLAIMS *

AUDITING COST OVERRUN CLAIMS * AUDITING COST OVERRUN CLAIMS * David Pérez-Castrillo # University of Copenhagen & Universitat Autònoma de Barelona Niolas Riedinger ENSAE, Paris Abstrat: We onsider a ost-reimbursement or a ost-sharing

More information

Strategies for Development and Adoption of ERR in German Ambulatory Care

Strategies for Development and Adoption of ERR in German Ambulatory Care Strategies for Development and Adoption of ERR in German Ambulatory Care Sebastian Duennebeil 1, Ali Sunyaev 1, Jan Maro Leimeister 2, Helmut Krmar 1 1 Department of Informatis 1 Tehnishe Universitat MUnhen

More information

Retirement Option Election Form with Partial Lump Sum Payment

Retirement Option Election Form with Partial Lump Sum Payment Offie of the New York State Comptroller New York State and Loal Retirement System Employees Retirement System Polie and Fire Retirement System 110 State Street, Albany, New York 12244-0001 Retirement Option

More information

Main Street. For city officials and staff

Main Street. For city officials and staff Texas Muniipal Retirement System Main Street For ity offiials and staff Volume 17 Number 1 September 2015 TMRS in 2015 In it for the Long Run In July the TMRS Board of Trustees voted to hange the System

More information

Supply chain coordination; A Game Theory approach

Supply chain coordination; A Game Theory approach aepted for publiation in the journal "Engineering Appliations of Artifiial Intelligene" 2008 upply hain oordination; A Game Theory approah Jean-Claude Hennet x and Yasemin Arda xx x LI CNR-UMR 668 Université

More information

Rules of Hockey5s including explanations

Rules of Hockey5s including explanations Rules of Hokey5s inluding explanations Effetive from 1 September 2012 Copyright FIH 2012 The International Hokey Federation Rue du Valentin 61 CH 1004, Lausanne Switzerland Telephone: ++41 21 641 0606

More information

A MESSAGE FROM THE CHAIRMAN...

A MESSAGE FROM THE CHAIRMAN... insurane brokers A MESSAGE FROM THE CHAIRMAN........... A MESSAGE FROM THE CHAIRMAN.......... Every single member of MKenzie Ross is part of a team, dediated to both our lients profession. Every single

More information

The D.C. Long Term Disability Insurance Plan Exclusively for NBAC members Issued by The Prudential Insurance Company of America (Prudential)

The D.C. Long Term Disability Insurance Plan Exclusively for NBAC members Issued by The Prudential Insurance Company of America (Prudential) Plan Basis The D.C. Long Term Disability Insurane Plan Exlusively for NBAC members Issued by The Prudential Insurane Company of Ameria (Prudential) What does it over? The D.C. Long Term Disability Insurane

More information

Health Savings Account Application

Health Savings Account Application Health Savings Aount Appliation FOR BANK USE ONLY: ACCOUNT # CUSTOMER # Health Savings Aount (HSA) Appliation ALL FIELDS MUST BE COMPLETED. Missing fields may delay the aount opening proess and possibly

More information

T HE NATION NOW HAS THE BEST OPPORTUNITY indecades

T HE NATION NOW HAS THE BEST OPPORTUNITY indecades A Flexible Benefits Tax Credit For Health Insurane And More Poliymakers have a unique opportunity to do the right thing for the uninsured in a way that ould benefit all Amerians. by Lynn Etheredge ABSTRAiX

More information

A Keyword Filters Method for Spam via Maximum Independent Sets

A Keyword Filters Method for Spam via Maximum Independent Sets Vol. 7, No. 3, May, 213 A Keyword Filters Method for Spam via Maximum Independent Sets HaiLong Wang 1, FanJun Meng 1, HaiPeng Jia 2, JinHong Cheng 3 and Jiong Xie 3 1 Inner Mongolia Normal University 2

More information

The Basics of International Trade: A Classroom Experiment

The Basics of International Trade: A Classroom Experiment The Basis of International Trade: A Classroom Experiment Alberto Isgut, Ganesan Ravishanker, and Tanya Rosenblat * Wesleyan University Abstrat We introdue a simple web-based lassroom experiment in whih

More information

Road Map to a Medication Safety Program

Road Map to a Medication Safety Program Road Map to a Mediation Safety Program Mediation Safety 2012 Minnesota Hospital Assoiation The Road Map to a Mediation Safety Program provides evidene-based reommendations/standards for Minnesota hospitals

More information

WORKFLOW CONTROL-FLOW PATTERNS A Revised View

WORKFLOW CONTROL-FLOW PATTERNS A Revised View WORKFLOW CONTROL-FLOW PATTERNS A Revised View Nik Russell 1, Arthur H.M. ter Hofstede 1, 1 BPM Group, Queensland University of Tehnology GPO Box 2434, Brisbane QLD 4001, Australia {n.russell,a.terhofstede}@qut.edu.au

More information

From a strategic view to an engineering view in a digital enterprise

From a strategic view to an engineering view in a digital enterprise Digital Enterprise Design & Management 2013 February 11-12, 2013 Paris From a strategi view to an engineering view in a digital enterprise The ase of a multi-ountry Telo Hervé Paault Orange Abstrat In

More information

An exploration of student failure on an undergraduate accounting programme of study

An exploration of student failure on an undergraduate accounting programme of study Aounting Eduation 11 (1), 93 107 (2002) An exploration of student failure on an undergraduate aounting programme of study LOUISE GRACIA* and ELLIS JENKINS University of Glamorgan, S Wales, UK Reeived:

More information

i e AT 21 of 2006 EMPLOYMENT ACT 2006

i e AT 21 of 2006 EMPLOYMENT ACT 2006 i e AT 21 of 2006 EMPLOYMENT ACT 2006 Employment At 2006 Index i e EMPLOYMENT ACT 2006 Index Setion Page PART I DISCRIMINATION AT RECRUITMENT ON TRADE UNION GROUNDS 9 1 Refusal of employment on grounds

More information

Price-based versus quantity-based approaches for stimulating the development of renewable electricity: new insights in an old debate

Price-based versus quantity-based approaches for stimulating the development of renewable electricity: new insights in an old debate Prie-based versus -based approahes for stimulating the development of renewable eletriity: new insights in an old debate uthors: Dominique FINON, Philippe MENNTEU, Marie-Laure LMY, Institut d Eonomie et

More information

Exploiting Relative Addressing and Virtual Overlays in Ad Hoc Networks with Bandwidth and Processing Constraints

Exploiting Relative Addressing and Virtual Overlays in Ad Hoc Networks with Bandwidth and Processing Constraints Exploiting Relative Addressing and Virtual Overlays in Ad Ho Networks with Bandwidth and Proessing Constraints Maro Aurélio Spohn Computer Siene Department University of California at Santa Cruz Santa

More information

RATING SCALES FOR NEUROLOGISTS

RATING SCALES FOR NEUROLOGISTS RATING SCALES FOR NEUROLOGISTS J Hobart iv22 WHY Correspondene to: Dr Jeremy Hobart, Department of Clinial Neurosienes, Peninsula Medial Shool, Derriford Hospital, Plymouth PL6 8DH, UK; Jeremy.Hobart@

More information

Health service delivery and healing are central to the

Health service delivery and healing are central to the editorial The mission of the Churh in health are Health servie delivery and healing are entral to the mission of the Churh. Jesus Christ whose teahing and example Christians emulate had a ministry that

More information

Procurement auctions are sometimes plagued with a chosen supplier s failing to accomplish a project successfully.

Procurement auctions are sometimes plagued with a chosen supplier s failing to accomplish a project successfully. Deision Analysis Vol. 7, No. 1, Marh 2010, pp. 23 39 issn 1545-8490 eissn 1545-8504 10 0701 0023 informs doi 10.1287/dea.1090.0155 2010 INFORMS Managing Projet Failure Risk Through Contingent Contrats

More information

Learning Curves and Stochastic Models for Pricing and Provisioning Cloud Computing Services

Learning Curves and Stochastic Models for Pricing and Provisioning Cloud Computing Services T Learning Curves and Stohasti Models for Priing and Provisioning Cloud Computing Servies Amit Gera, Cathy H. Xia Dept. of Integrated Systems Engineering Ohio State University, Columbus, OH 4310 {gera.,

More information

i e AT 1 of 2001 HUMAN RIGHTS ACT 2001

i e AT 1 of 2001 HUMAN RIGHTS ACT 2001 i e AT 1 of 2001 HUMAN RIGHTS ACT 2001 Human Rights At 2001 Index i e HUMAN RIGHTS ACT 2001 Index Setion Page Introdution 5 1 The Convention and the Sixth Protool... 5 2 Interpretation of Convention rights...

More information

ARIZONA STATE UNIVERSITY

ARIZONA STATE UNIVERSITY ARIZONA STATE The ompleted and signed proposal should be subm itted by the Dean's Offie to: urriulumplanning@asu.edu. Before aademi units an advertise undergraduate onentrations or inlude them in their

More information

Lemon Signaling in Cross-Listings Michal Barzuza*

Lemon Signaling in Cross-Listings Michal Barzuza* Lemon Signaling in Cross-Listings Mihal Barzuza* This paper analyzes the deision to ross-list by managers and ontrolling shareholders assuming that they have private information with respet to the amount

More information

Are Rates of Psychiatric Disorders in the Homeless Population Changing?

Are Rates of Psychiatric Disorders in the Homeless Population Changing? Are Rates of Psyhiatri Disorders in the Homeless Population Changing? Carol S. North, MD, MPE, Karin M. Eyrih, MSW, MPE, David E. Pollio, PhD, and Edward L. Spitznagel, PhD Objetives. We examined the prevalene

More information

Paid Placement Strategies for Internet Search Engines

Paid Placement Strategies for Internet Search Engines Paid Plaement Strategies for Internet Searh Engines Hemant K. Bhargava Smeal College of Business Penn State University 342 Beam Building University Park, PA 16802 bhargava@omputer.org Juan Feng Smeal College

More information

WZ Architecture, LP. 245 Vallejo Street San Francisco, CA 94111. 415-705-6214 office 415-705-6215 fax www.wzarc.com.

WZ Architecture, LP. 245 Vallejo Street San Francisco, CA 94111. 415-705-6214 office 415-705-6215 fax www.wzarc.com. WZ Arhiteture, LP 245 Vallejo Street San Franiso, CA 94111 415-705-6214 offie 415-705-6215 fax www.wzar.om WZ Arhiteture WZ Arhiteture is established with the belief that the key of meeting the hallenges

More information

Availability, Reliability, Maintainability, and Capability

Availability, Reliability, Maintainability, and Capability Availability, Reliability, Maintainability, and Capability H. Paul Barringer, P.E. Barringer & Assoiates, In. Humble, TX Triplex Chapter Of The Vibrations Institute Hilton Hotel Beaumont, Texas February

More information

RESEARCH SEMINAR IN INTERNATIONAL ECONOMICS. Discussion Paper No. 475. The Evolution and Utilization of the GATT/WTO Dispute Settlement Mechanism

RESEARCH SEMINAR IN INTERNATIONAL ECONOMICS. Discussion Paper No. 475. The Evolution and Utilization of the GATT/WTO Dispute Settlement Mechanism RESEARCH SEMINAR IN INTERNATIONAL ECONOMICS Shool of Publi Poliy The University of Mihigan Ann Arbor, Mihigan 48109-1220 Disussion Paper No. 475 The Evolution and Utilization of the GATT/WTO Dispute Settlement

More information

EMS Air Ambulance License Application Packet

EMS Air Ambulance License Application Packet EMS Air Ambulane Liense Appliation Paket Contents: 1. 530-077... Contents List and Mailing Information...1 Page 2. 530-078... Appliation Instrutions Cheklist...3 Pages 3. 530-076... EMS Air Ambulane Liense

More information

Careers in the. agri-food system. Canada. OOAg 630.4 C212. c.3 «A« P 5200. Agriculture Canada. Publication 5200/E. Annee Internationale de la jeunesse

Careers in the. agri-food system. Canada. OOAg 630.4 C212. c.3 «A« P 5200. Agriculture Canada. Publication 5200/E. Annee Internationale de la jeunesse Careers in the agri-food system «A«Agriulture Canada Publiation 5200/E International Youth Year 630.4 C212 P 5200 1985 OOAg.3 Annee Internationale de la jeunesse 1985 Canada PUBLICATION 5200/E, available

More information

NEGOTIATED MASTER CONTRACT. between the

NEGOTIATED MASTER CONTRACT. between the NEGOTIATED MASTER CONTRACT between the READING EDUCATION ASSOCIATION an affiliate of the SOUTHWESTERN OHIO EDUCATION ASSOCIATIO~ and the NATIONAL EDUCATION ASSOCIATION and the READING BOARD OF EDUCATION

More information

II. LITERATURE REVIEW

II. LITERATURE REVIEW After-sales Servie and Loal Presene: Key Fators for Solar Energy Innovations Diffusion in Developing Countries (This paper is aepted by PICMET in May 2014 and will be presented at the PICMET onferene on

More information

LexisNexis. Law. Catalogue 2015. Law

LexisNexis. Law. Catalogue 2015. Law LexisNexis Catalogue 2015 Law Law Version: April 2015 LexisNexis Catalogue 2015 Law This atalogue has been designed to give you a brief overview of all the ontent we have available in the field of Law.

More information

Context-Sensitive Adjustments of Cognitive Control: Conflict-Adaptation Effects Are Modulated by Processing Demands of the Ongoing Task

Context-Sensitive Adjustments of Cognitive Control: Conflict-Adaptation Effects Are Modulated by Processing Demands of the Ongoing Task Journal of Experimental Psyhology: Learning, Memory, and Cognition 2008, Vol. 34, No. 3, 712 718 Copyright 2008 by the Amerian Psyhologial Assoiation 0278-7393/08/$12.00 DOI: 10.1037/0278-7393.34.3.712

More information

Electronic signatures in German, French and Polish law perspective

Electronic signatures in German, French and Polish law perspective Artile Eletroni signatures in German, Frenh and Polish law perspetive DR CHRISTIANE BIEREKOVEN, PHILIP BAZIN AND TOMASZ KOZLOWSKI This artile presents some signifiant issues on the reognition of eletroni

More information

Optimal Sales Force Compensation

Optimal Sales Force Compensation Optimal Sales Fore Compensation Matthias Kräkel Anja Shöttner Abstrat We analyze a dynami moral-hazard model to derive optimal sales fore ompensation plans without imposing any ad ho restritions on the

More information

INSURANCE INTERMEDIARIES (GENERAL BUSINESS) (AMENDMENT) REGULATIONS 2012

INSURANCE INTERMEDIARIES (GENERAL BUSINESS) (AMENDMENT) REGULATIONS 2012 Insurane Intermediaries (General Business) (Amendment) Regulations 2012 Regulation 1 Statutory Doument No. 0735/2012 Insurane At 2008 INSURANCE INTERMEDIARIES (GENERAL BUSINESS) (AMENDMENT) REGULATIONS

More information

computer science Program Educational Objectives

computer science Program Educational Objectives omputer siene bahelor of siene minor ertifiates: managing information on the world wide web master of siene in omputer siene master of siene in software engineering advaned ertifiate programs: bioinformatis

More information

A Survey of Usability Evaluation in Virtual Environments: Classi cation and Comparison of Methods

A Survey of Usability Evaluation in Virtual Environments: Classi cation and Comparison of Methods Doug A. Bowman bowman@vt.edu Department of Computer Siene Virginia Teh Joseph L. Gabbard Deborah Hix [ jgabbard, hix]@vt.edu Systems Researh Center Virginia Teh A Survey of Usability Evaluation in Virtual

More information

Weighting Methods in Survey Sampling

Weighting Methods in Survey Sampling Setion on Survey Researh Methods JSM 01 Weighting Methods in Survey Sampling Chiao-hih Chang Ferry Butar Butar Abstrat It is said that a well-designed survey an best prevent nonresponse. However, no matter

More information

An Enhanced Critical Path Method for Multiple Resource Constraints

An Enhanced Critical Path Method for Multiple Resource Constraints An Enhaned Critial Path Method for Multiple Resoure Constraints Chang-Pin Lin, Hung-Lin Tai, and Shih-Yan Hu Abstrat Traditional Critial Path Method onsiders only logial dependenies between related ativities

More information

Masters Thesis- Criticality Alarm System Design Guide with Accompanying Alarm System Development for the Radioisotope Production L

Masters Thesis- Criticality Alarm System Design Guide with Accompanying Alarm System Development for the Radioisotope Production L PNNL-18348 Prepared for the U.S. Department of Energy under Contrat DE-AC05-76RL01830 Masters Thesis- Critiality Alarm System Design Guide with Aompanying Alarm System Development for the Radioisotope

More information